Successof a business

Success in business depends on a variety of internal factors in a firm. A company’s ability to succeed depends not just on its financial performance but also on the wider influence it has on the environment and the people around it. Business expansion is made easier by a platform that is created by efficient operations. Business expansion refers to a point in a business cycle when a business has a spike in activity and is able to successfully compete with its rivals. However, a company needs to be able to sustain itself even as it grows by creating sustainability measures. Sustainability strategies are long-term plans that integrate conservation of resources with social and environmental responsibility (Beckmann, Hielscher & Pies, 2014). Normally, a business that has a clear understanding of business expansion and sustainability can build a competitive edge in the market. In this regard, the following paper to seek to discuss various aspects of business related to the scenario provided. As a human resource manager of a business that builds and provides remote surveillance, it is crucial to come up with strategies which enhance recruitment process.

Job Requirement

Job requirement acts as the most important aspect in recruitment process. Job requirement entails a quality and qualifications that are set by human resource management which employees must attain to suit a certain job in an organization. Employees to be recruited in the highlighted scenario needs to come to uphold the following requirements. The first and the most important aspect is on education and certification. Employee needs to hold graduate degree in the field related to remote surveillance cameras. In addition to educational requirement, prospect employees need to hold certifications related to remote surveillance. The prospect employees need to uphold either of the following certification; Building Industry Consulting Services International, a physical Information Technology Infrastructure Certification known as Registered Communications Distribution designer as well as Physical Security Professional. The certification acts as a key indicators that shows a particular candidate involved in the recruitment process has adequate knowledge related to providing remote surveillance camera related services. The second job requirement is work experience. The candidate applying for the highlighted job should have an experience of a minimum of two years in a reputable organization offering remote surveillance related services. Another consideration in job requirement will be external influence. The prospect individuals to undergo recruitment process are supposed to be skillful. One should possess good communication skills, interpersonal and teamwork skills as well as self-management.

A business that undertakes in the effective recruitment process is able to acquire competent employees. One way of acquiring competent employing is by highlighting job requirement. In this case, the job requirement highlighted above will have a positive impact on the business in the following ways. Job requirement will enable the business to acquire staff who aligns with the vision of the business. With job requirement, the business will create an opportunity of attracting qualified applicants. As a result, the staff acquired will be able to effectively execute the activities assigned to them by the management. This will enhance the operations of the business, and thus they will enable the contract given to the business to be expanded so that it’s able to supply outside the environment stipulated. The impact of job requirement is that the employees acquired will apply the knowledge and skill stipulated in job requirement and thus impacting on the employee performance. To ensure that the applicants meet the highlighted job requirements, an evaluation strategy would be appropriate. Evaluation strategy would involve testing through the use of simulation and questionnaires.

Long-Term Recruitment Plan

Recruitment plan regardless of whether short or long term acts as the crucial aspect of a business. A business which incorporates recruitment plan is one of the strategic plan is able to effective in its operations. Recruitment strategy entails a way through which a business analyze people skills and identify skill gap lacking in the business. Afterwards, the business is able to obtain individual who fit the gap identified. Recruitment plan can either be long term or short term recruitment plan. The following highlights various components of long term recruitment plan which a business can incorporate. They include succession planning, hiring retirees, and employee involvement in hiring process as well as effective recruiting. Succession planning acts as the most important aspect of any human resource. Succession planning entails a systematic process in which the human resource management in a business identifies positions which are regarded as core of the business and then acquire employees who are qualified to fill the positions when they are left vacant. In this case, internal hiring is used to acquire employee to fill such positions. To fill such positions, a business must engage in a long term recruitment plan and succession planning plays a crucial role. As one of the components of long term recruitment plan, succession planning is able to identify future leaders of the businesses. Moreover, the employees garnered through succession planning help the business to enhance its operations. In this scenario, succession planning can create an environment whereby the contracted offered to the business can be expanded.

The other component of long term planning is hiring of retirees. Hiring retirees as one component of long term planning enable the business to have dedicated as well as honesty workers. This is because retirees have high motivation in their work and they can adhere to ethical consideration. This means that they are honesty and they work with little on supervision. In relation to effective recruiting which is another component of long term recruitment plan, business is able to hire employees who eventually plays a crucial role in enhancing productivity.

Branding Strategies and Communication Strategies

The hiring process is a crucial aspect of human resource. While hiring, it is crucial for the business to not only give job description and job requirement to the prospect employees, bit also come up with branding strategies that can enable potential and highly qualified employees to join the business. Branding strategies entails process of promoting the business by highlighting key issues which can attract prospect employees to the business. The business can enhance branding strategies by engaging in activities which provide development and training to the candidates (Breaugh, 2017). The other branding strategy can be developing mechanisms that promote advancement of employees as well as ensuring a high rate of turnover. The other branding strategy is by developing an environment that nurtures all employees. Building a good brand of the business means learning what employees want. Thus, the highlighted strategies will be crucial towards attracting skilled and qualified candidates.

Communication is another aspect of hiring that is usually underestimated. Employing the use of various methods of communication can gather a pool of candidates. Oral communication method would be one of the communication method. This would involve communicating the employees inside the business to acknowledge them that there is a vacancy. Consequently, the employees can spread the message to the prospect candidates. The other method would be through print media and written communication methods. This involves using fliers and posters which are distributed in public notice boards. It is an effective method as it would cover a wide range of target population. The third method can be the use of national media to communicate the availability of a vacant position in the business. This method is effective as it covers even a wider range of intended target population.

Incorporating branding strategy and communication method into the business will have a positive outcome. They will help in promoting and elevating the relevance of the business in the market. This is because, through the use of this strategies, the business will be in continuous communication with the outside and the brand will be recognized effectively.

Selection procedure in recruitment process.

From the scenario highlighted, there are two main processes that can be employed to select employees. The first would involve notifying the applicant for the position followed by a screening of the candidate to shortlist his or her number. The interview is done, and the successful candidate is selected to be hired. The second process would involve testing the employee in order to determine whether he is suitable for the position. If the employee is fit, then he is selected to be hired.

In order to hire new employees, the following are various selection criteria to be used. They include technical knowledge of the position, skills associated with the job, ability to overcome complexities, experience as well as motivation. The highlighted selection played is vital for any business that intends to successful. This is because they enable the business to be certain that it’s choosing the best candidate. The criteria highlighted to ensure that effective employee who fit the business are employed. In the long run, this benefits the organization in many ways which enable the business to meet its strategic goals and objectives.

Assessment Methods and Job predictors to assess the candidates

Assessment methods are also a vital aspect of the recruitment process. Assessment evaluates the quality of the employee to ascertain whether they will have a negative contribution to the business. One of the assessment methods is evaluating the reliability of the candidate. Reliability assesses whether the candidate can be performed as expected in the assigned job. The other assessment is credibility which ascertains the level of performance of the candidate. The four main job predictors include screening in which a candidate is given a set of answer that dictates whether the candidate has passed or failed. The second one is referencing whereby the business management may give poor references to get rid of the employee who lacks appropriate requirement (Pulakos, 2005). The third job predictor is job preview. In this job predictor, it encompasses the applicant solving previously existing problems in the way of evaluating the manner in which they reason. The fourth job predictor is the assessment centers. This job predictor evaluates the way in which the candidates conduct themselves during the assessment. This is crucial as it helps in indicating the skills as well as knowledge associated with the particular candidate involved in the recruitment process. The four predictors will help the business to assess the knowledge, skills, abilities, and skills as well as experiences of each candidate.

References

Pulakos, E. D. (2005). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce. SHRM Foundations.

Beckmann, M., Hielscher, S., & Pies, I. (2014). Commitment strategies for sustainability: how business firms can transform trade‐offs into win–win outcomes. Business Strategy and the Environment, 23(1), 18-37.

Breaugh, J. A. (2017). To Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12.