Recruitment and Selection Strategies, Clayton Commercial Construction
HRM/531
December 1, 2014
Recruitment and Selection Strategies, Clayton Commercial Construction
Summary
Clayton Commercial Construction (CCC) has asked the consulting firm of Atwood & Allen to provide guidance for their expansion plans into the state of Arizona. This document will offer specific guidance in the development of recruitment and selection strategies in regards to this expansion. Careful planning and consideration of staffing requirements and the critical steps involved in finding the best candidates with the right skills is one of the most important parts of this business plan. Analysis of the number of workers, skill mixes required, skill levels…show more content… Prepare for the interview and select a designated time in a quite location.
Pay close attention to applicants and listen to his or her answers with an open mind.
Interviews need to be conducted in a private setting with no interruptions. Avoid making promises to potential applicants, which may include contacting them with results. Any commitments to contact made during the interview need to be followed through on to avoid misrepresenting or misleading the applicant.
Selection of a candidate for employment with CCC is the next step in this process. An analysis of all the information gathered in the interviews is conducted, looking at answers from questions, skill levels, educational experience/certifications, and background check results. The collective examination of all of these elements will assist in the selection of the most qualified candidate.
Legal Considerations
CCC will need to consider the following legal matters when it comes to recruitment and selection of workers:
The Civil Rights Act of 1964. This act prohibits discrimination based on religion, color, sex or origin. This law is particularly applicable to workplaces employing more than 15 people (EEOC, 2013).
The Age Discrimination in Employment Act of 1967- protects employees from discrimination on the basis of age. Both private and public employers must adhere
