The achievement of the long-term business plans is closely related to how the management deals with the current situations and short-term goals. Expansion of the business will require increasing the number of workers to offset the workload available as a result of increasing production. The manager has to develop a staffing plan that will enable the company to have highly skilled employees. The paper will analyze the process and steps in the planning for staffing that will offset the business expansion and sustainability.
Job Requirements
These include the necessary certifications, previous work experience and external influences that the applicants need to produce to be qualified for the given vacant jobs (Townley, 2014). The applicants should provide the certificates that show their qualification for the various roles such as assembly technicians, certified quality control engineering, and office support paraprofessional. These certificates may be obtained either in training institutes or seminars and meetings. The previous work experience of the applicants is analyzed through interviews and provision of the referees of the former workplace. The employees to be recruited are asked questions relating to the job positions they are applying for such as the assembly technicians should be able to gather parts, tools, and materials to be used in making the remote surveillance cameras. The external influence of the applicant includes the knowledge about the economic, cultural and technological forces that may affect the company production either positively or negatively.
Impacts of the Requirements in Organization Staffing
Having previous work experience enables the organization to select only the applicants with high skills in the given jobs hence improving their uncertainty about the qualities and abilities of a given worker (Townley, 2014). Highly skilled workers can accomplish the organizational goals and also enhance the quality of work. Inclusively, previous work experience can be misleading and cause adverse effects to the company since the skills learned previously may not match with the current work procedure in the new business. Knowing the applicant's external influences such as culture may breed tribalism in the selection of the employees resulting in wrong staffing. Moreover, the team responsible for the staffing process may fail to place a highly skilled worker with the fear of being replaced in their positions.
Strategy to Ensure Applicants Meet Job Requirements
An interview can be the best strategy that the business can utilize in ensuring the applicants have met the job requirements. The first step in interview will involve screening through phone calls where the candidates are interviewed to determine if they have the qualifications required in the open vacancies. Early interviews usually are carried one on one between the hiring manager and the candidate where the applicants' experience, work history, skills, and availability are discussed. Other meetings with the organization management such as the executives, departmental managers, and staff can be done where in-depth interviews are carried out to discover much about the applicant. A final discussion may be carried out by the top organization leader that is carried out to senior positions in the jobs such as contract administrators.
Long-Term Recruitment Plan
The company recruitment plan will be based on the goal of the company of sustaining the first part of the agreement which then will qualify them for the next contract. The plan will contain job opening, selection of the recruitment sources, interview and assessment. During the job opening, HR department decides on the qualifications that are required for the assembly technician, certified quality control engineer, and contract administrator then the team is tasked with the responsibility of searching the various skills that fit such vacancies. Selection of recruitment sources may include corporate websites, publications, and personal contact. According to Cascio (2018), succession plan is an essential for it develops the employees to occupy the top positions when the old leaders retire. Moreover, hiring retirees will help the company to achieve their goals since retired workers are more experienced and focused on work. A job interview is done to determine the abilities and skills of the applicants that will enable them to achieve the goals of the organization. During the interview process, the applicants are assessed based on their abilities and skills and compared from one candidate to another to determine who has higher chances for the job.
Branding Strategies
Qualified applicants don't always seek a job in any organization they tend to prefer the corporations that have a positive image in the market. The employer can attract these employees through marketing of the organization, treating job applicants as customers, and offering the complete package (Jain and Bhatt, 2015). Selling of the organization may involve sharing adverts of the company new product such as the remote surveillance cameras, the activities provided, the job vacancies, company's culture and any other thing that the other competitors does not offer to its employers. Treating the applicants just like the customers will create a positive image of the company and attract qualified employees. Also, making follow up and communication after applications is critical to the company brand. A business that provides a complete package to its employees such as personal carrier development, encouraging ideas, offering training opportunities and participation in social activities is most likely to attract qualified workers.
Communication Methods
Communicating with the applicants is appropriate as it keeps them updated about their applications and way forward. The methods that can be used in communication include offering feedbacks, opening up negotiation and sounding human and offering more than just updates. After interviews, the applicants are always dying to know the result of how they did hence offering fast feedbacks is much preferred. Communicating with them about the interview performance on the spot and in person is an essential element of communication. Opening up negotiation is another method where employers should negotiate with the candidates on the salaries that the given job is provided. In the process of interview or discussion, it is crucial for the employer to sound human since the candidates do expect more than work but also long-term relationship.
The outcome of Integrating Branding Strategies and Communication Methods
With well-integrated branding strategies and communication methods, the company can source qualified employees that will help in the reaching the goals of the business. Such workers are also willing to work with minimal supervision. Marketing the company, giving full package, and fair treatment of applicants will attract them to seek a job in the company (Jain and Bhatt, 2015). Inclusively, the candidate's morale of work and trust will be increased when the communication methods used are favorable and human.
Selection Process
Based on the scenario, selection process such as interviews and test administration can be used to select the applicants that are qualified for the jobs available (Townley, 2014). The discussion will entail looking for the candidates' qualifications such as skills, abilities, certificates, and knowledge. Assembly technician, contract administrators, and other occupations have a requirement which must be met to be selected for the job. Several tests may be administered before employing the workers, and they include a drug test, personality test, cognitive test, credit report checks and physical check to determine the rationality and ability to work well.
Selection Criteria and their Effects on Long-Term Employee Retention and Preservation
The selection criteria that the company may use include the qualifications, skills, abilities, knowledge, and experience (Townley, 2014). The employee level of skills will determine his or her importance to the performance of the business. Those employees with high skills contribute to the quality of the product hence the company will try to retain them for long-term business goals. The abilities are essential in helping the employees to develop their skills to be used in business productivity hence employees with this feature are preferred for a long-term relationship. Knowledge is the ability to understand a given phenomenon deeply; thus workers with the understanding of remote surveillance cameras are an essential asset to the company. Experience is gained through the continued practice thus retaining experienced workers are helpful for passing the knowledge to the junior employees (Cascio, 2018).
Assessment Methods
The assessment methods of selection that can be used in this scenario may include job knowledge test and cognitive test. The test for job knowledge involves looking at critical knowledge and abilities necessary to perform the tasks that are vacant. The technique is used where the candidate already has the capabilities to complete the work and require no training. According to the jobs provided by the company in the scenario, the applicant must know for them to perform such tasks hence the method is valid. Townley (2014), claim that the cognitive test analyzes the mental, reasoning and verbal abilities which are required in the above posts for them to get effectively implemented.
Job Predictors
Work sample, structured interview, general mental ability, and personality test can be used as job predictor in assessing the skills, knowledge, and experience. Work sample test involves the provision of similar work tasks to the candidates then comparing their performance. Structured interview involves a standardized question about the vacant post where every candidate is asked the same question to test their abilities. The mental capacity of the applicant will influence his or her decision hence is an essential element. The personality trait of the candidates dictates of he or she will relate to the other workers in accomplishing organizational goals.
The paper outlines the various steps in the staffing of an organization to improve sustainability and expansion of the business. The applicants for the job are needed to have job requirements such as certifications, previous work experience and knowledge of external influences. Carrying out interview helps the company to ensure the applicants meet the job requirements. The long-term recruitment plan for the business follows the job opening, selection of recruitment sources, job interview and assessment. The company has to market its company, treat job applicants like customers and give full package as a way of attracting qualified candidates. Job knowledge and cognitive test are among the methods of assessing the applicants, and the job predictors include work sample, structured interview and mental abilities.
Reference
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Jain, N., " Bhatt, P. (2015). Employment preferences of job applicants: unfolding employer branding determinants. Journal of Management Development, 34(6), 634-652.
Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), 92.
