When a firm scales up economically, it is said to be expanding its business. The company is now experiencing growth in both its products and services. Sustainability is the practice of sustaining economic progress over time (Wells, 2013). Protecting an organization's capital base is a key component of the sustainability concept. This can be accomplished by implementing business plans that address the organization's present and future demands. The topic of sustainable corporate growth is examined in this essay.
Task Requirements
When it comes to the stages of expansion, businesses frequently confront a number of difficulties. It's because the fate of the business is at stake. The management will have to deal with a few issues during this period. Among the issues is how the organization will handle growth and ensure sustainability. The impact of growth means that there are changes that need to be addressed. Among the changes will include hiring new employees that will work at the various positions of the organization to ensure effectivity and continuity of the business.
The business in question is real estate.
It has been in a small-scale operation, but over the past year, it has experienced steady improvement. The gradual growth has called for the management to consider expansion. Hence, hiring employees was one of the activities needed to be handled. While hiring new employees, I would focus on specific job requirements. That would be their certification, previous work experience and whether they are fluent and efficient communicators. Certification helps to ensure that the organization is not dealing with a fraud. The three job requirements provide a gel that would help steer the firm forward. Previous work experience helps to ensure that the applicants understand their field of operation. Communication is necessary for all the applicants because the employees are ambassadors of the company.
Impact of Job Requirements on Staffing
Job requirements have an impact on staffing. For instance, both certification and good communication skills are relevant for marketing the business. Certification comes in handy to ensure that employees have the required papers to exercise the said job. In this instance, real estate business, which requires buying properties and selling them to investors requires the understanding of the market trends. Moreover, professionally articulating the information to the investors shows that an employee understands the subject. If an organization hires incompetent employees', they will have to spend more on training to ensure that they get work concept. Having a previous work experience, which is the second trait also has an impact on staffing. For example, such employees help to bring the wealth of knowledge to the firm. They may be expensive to hire but are cheap in the long-run.
Strategies
Strategies are action plans intended to be taken to come up with measures that will help bring the best for the organization. Recruitment strategies help to summarize goal formulation. In this real estate business, I would utilize the profession association strategy. It is because it contains members who share a common profession. Therefore, it makes it easy to get the right candidate during the recruitment process. The professional association can help me to get candidates with the right certification, good communication skills and has work experience. The nature of real estate business requires individuals to be updated. The professional association groups provide an opportunity where members can challenge one another. Moreover, there are some courses provided that can enhance knowledge in the field.
Long-Term Recruitment Plan
Long term recruitment factors the sustainability of the business. A business that aims to last long in operation should conduct its recruitment efficiently (Carayannis, Sindakis and Walter, 2015). The long-term recruitment plan for this business is to partner with recruitment agencies. The agencies have the benefit of wide reach. They have the capability of reaching top talent without necessarily advertising the job. Recruitment agencies offer quick help in case of employees resigning without prior notice. Therefore, providing an opportune window for succession planning. Moreover, the recruitment agencies have profiles of qualified applicants that they may recommend to an organization in case the business is experiencing staff shortage.
Branding Strategies
Hiring top talent is essential for any organization. However, to consistently attract top talent, firms need to have strong branding strategies (Chhabra and Sharma, 2014). The branding strategies should reflect the image of the organization. The three strategies I would use for the business would be building a culture, integrate technology and promote employees' stories.
Building a culture
Building a culture would entail putting the focus on expertise and experience that will help portray mission and vision of the organization. When individuals are aware of where they fit professionally, it becomes easier to select the best candidate from the available ones. The evolution happening in the world leans more to the technology. Integrating the company to technological friendly users and keeping up with the trends would pull users to enquire more about the organization. It is at this stage that the human resource team will engage with the online candidates and market the organization.
Promoting employees' stories
Promoting employees' stories through human narratives could make potential candidates believe in themselves and inspire them to reach high potential. When potential candidates see images of themselves in other employees, they get the desire to dream and probably may want to be attached to such an organization.
Communication Method
Communication is key to the operation of any business. It refers to transferring information from source to the receiver (Kasper and Kellerman, 2014). Different organizations use a variety of means of communication to reach the pool of qualified applicants. The first method I would use would be oral communication to the employees. The employees would act as good agents of spreading the message to the qualified and interested people. Besides, either of the employees could be qualified and be the right candidate whom the company is seeking to find. The second method I would use is communication through the national media. It is one of the most reliable means of communication because it gives equal opportunity to the qualified candidates. Moreover, it has an official presentation compared to the oral communication method. The third method to use would be print media, for example, notice boards, fliers or posters. Print media communication has a wide reach that is targeted by the employer.
Both communication and integrating strategies
Both communication and integrating strategies have the potential of producing a positive outcome to the organization. They both ensure the company stays relevant in the market. Additionally, they ensure the company improves its public relation. Through continuous communication and branding strategies, the products of the company have the potential to stand out from those of the competitors.
Selection Process
The selection process involves choosing the right people for the advertised job. From the above scenario, there are two selection processes that can be used to hire new employees. I would first begin with notifying the applicants about the newly vacant positions in the organization. The next stage would be to review and screen the candidates. The third step will be to interview the candidates. Thereafter, the candidates are put on probation to prove their competencies. The highly competent candidates will be the ones hired.The second method would begin with identifying the vacancy and evaluate the need for the position created. The second step will be to develop a description of the job than the recruitment plan. A selection committee is formed to review the application for the shortlisted candidates. The fifth step will be to conduct the interview and selecting the best candidate for the job.
Selection Criteria for Hiring Employees
The selection method I would use for hiring new employees would contain five elements. I would first look whether the applicant has the required qualifications for the job offered. The second element would be to look at the attribute. What character does the applicant portray? Looking at the employees' skill would be the third element. It is essential to ensure that the selected employees can interact well with their new job environment. The forth element will be to look whether the applicants understand the workplace. That will help to ensure that the subject matter within the institution is understood. The fifth and final element would project the productivity of the selected employees.The five criteria described in the above paragraph is what I would use on hiring long-term employees. It is because the criteria provide room for thorough scrutiny. Hence, ensuring that the hired employees will be productive. Having productive employees ultimately leads to retention.
Assessment Method
Assessments are measures used to coming to a decision. On selecting new employees, one of the methods I would use is having assessment centers. They comprise of tasks, which reflect on the particulars of the job and the challenges faced. An advantage of the assessment centers is that it can be used to measure different types of job skills and abilities. The second assessment method to use will be cognitive ability test. The cognitive test uses questions to measure individuals' ability to learn quickly. Through the test, the employer can know the mental capabilities of the employees. Therefore, cognitive tests help to assess individuals' capabilities to solving job-related problems.
Job Predictors
Job predictors are factors that help determine the suitability of the employee to the organization. The first predictor that can assess applicants' knowledge and skills will be to evaluate their history. The second predictor will be to analyze how the employees maneuver through challenges. The third job predictor is whether the employee can deal with pressure. The fourth and final job predictor is to analyze the intelligence of the employee.
Conclusion
Business expansion is a period through which an organization expands its operational limit. It may come due to varied reasons, one being increased opportunities in the targeted markets. During the expansion period, staffing is one of the key elements that need to be conducted with utmost care. It is because the employees are the ones who keep the organization running. Hiring and holding the right employees in an organization for the long-term course of operation can help to yield high performance. The subject of staffing entails critical human factors that need to be considered by the hiring organization.
References
Carayannis, E. G., Sindakis, S., & Walter, C. (2015). Business model innovation as lever of organizational sustainability. The Journal of Technology Transfer, 40(1), 85-104.
Kasper, G., & Kellerman, E. (2014). Communication strategies: Psycholinguistic and sociolinguistic perspectives. Routledge.
Kluemper, D. H. (2013). Social network screening: pitfalls, possibilities, and parallels in employment selection. In Social media in human resources management (pp. 1-21). Emerald Group Publishing Limited.
Leekha Chhabra, N., & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), 48-60.
Wells, P. E. (2013). Business models for sustainability. Edward Elgar Publishing.
