Attraction, Recruitment and Selection Plan for Happy Dogs Company
Attraction, Recruitment and Selection Plan for Happy Dogs Company
The Happy Dogs Company is a Tasmanian business that provides an efficient care for dogs and is currently oriented on the development of new strategic goals of the business through the establishment of the Happy Dogs Wellness Service and new Happy Dogs Day-care centres. The paper discusses the strategy and goals of the company with the aim to identify the effective recommendations, which will help the business to attract desired target candidates and select the most productive of them who will be able to contribute significantly to the development of the business. Thus, the analysis is divided into three sections, which are based on the investigation of the most efficient tactic and strategy that will help to perform effective attraction, recruitment, and selection of the necessary candidates who are the greatest impact on the companys success.
Recommendations for Attraction Desired Candidates
The analysis of the Happy Dogs Company showed that its goals are pursuing the growth strategy and establishment of the diversification strategy. However, despite the numerous positive sides like using the innovative resources and having a good reputation, the company has some weaknesses. The Happy Dogs business is labour intensive, which means that the staff costs comprise a high proportion of the companys operating costs. However, the company with the aim to reduce costs only faired employees not training the other workers with the aim to improve the level of service that could attract the clients. Thus, it is important to change their current approach with the aim to reach the best results. At first, it would be effective to hire the internal consultant, who will provide the wellness consultations and create the appropriate diet program that will significantly improve the quality of service. The practice of many prosperous companies proves that it is efficient to sign a civil contract with the internal consultant that will significantly decrease expenditures of the company (Holland, Sheehan, Donohue & Pyman 2007). The second efficient solution is the selection of professional executives and creation of the strategy that will help to make an important decision concerning the identification of the right employees for the definite unit. The highly qualified employees will definitely raise the level of customers satisfaction that will attract new clients (Armstrong & Cummins 2011).
Thus, the significant objective of the company should be extirpation of the gaps gathering a new team of the professional employees who will help to develop the company and make it prosperous. The employees of Kingston area should visit appropriate trainings for the knowledge improvement. The significant recommendation is elaboration of the detailed description of the position with highlighting its competitive values (Nankervis, Baird, Coffey & Shields, 2013). The previous policy did not concentrate much on the thorough description of the position and pre-description analysis.
The scholar Ivanchevich states that it is hard to imagine how the organization can effectively hire and apprise the individual without the information derived from the job description (Evers, Anderson & Voskuijl 2005). Previously, the strategy of the Happy Dogs Company did not orient to the deep analysis and description of the new position representing to the candidates only list of general liabilities that often mislead them and provoked conflicts. The Happy Dogs Company has a good practice learnt from the operation of the Kingston area that is why the responsible HR manager can easily identify the strong and weak points of the previously used strategy and form the description of the candidates liabilities.
A job description is a necessary element of the successful collaboration because it provides the understanding of the requirements and context representing the written summary of the duties and responsibilities that require the position. It also includes job specification, which focuses on the knowledge and skills a person should possess to perform the job successfully (Collings & Wood 2009). The analysis of the Happy Dogs Company showed that it would be rational to outline that the individual should have qualified skills to train a dog and to be able to set the specific contact with animals, understanding the mood of the creature. It is vital to notice that the work implies all day care about the dog that can change depending on the desire of the customer.
The active attraction of a desired candidate also requires the employer branding that implies an effective representation of the company to the potential candidate (Collins & Stevens 2002). Thus, it would be rational to recommend the company to emphasize on the unique and particular employment experience that differs from the rival offerings. The HR manager should represent the position as a highly desirable place to work. It would be also rational to outline the possible rewards for the productive work (Ewing, Pitt, de Bussy & Bertho 2002). It is necessary to mention that the position is noticeable and will help the employee to express fully the potential. The other significant aspect is the description of the organizations reputation. For example, the Happy Dogs Company should point out that it rose to eminence in the qualitative service providence.
Recommendations Concerning the Recruiting of Desired Target Candidates
The previous policy of the Happy Dog Company did not significantly emphasize on the applying the various recruitment channels using only advertisement in the local news paper that did not attract many candidates. Consequently, the HR manager had to choose among the limited number of potential employees. The significant objective of the effective candidate attraction is a usage of supportive techniques. The business should change the previous policy applying more to the appropriate recruitment channels and job advertisement that was not used previously (Ewing et al. 2002). These aspects play a vital role in the recruitment messaging, which has no chance to target the eligible candidate without the strategic plan. As the company is oriented to the continuous development, it is important to set the specific standards that anticipate constant changes in the recruitment messaging in accordance with the strategic and policy aspects (Kramer, Bartram, De Cieri, Noe, Hollenbeck, Gerhart & Wright 2014). The attraction of the target specialists can be performed through powerful advertisement and employee branding. For example, such notable brand as Apple pays significant attention to the creative use of the logo (Nazari, Akbari & Veismoradi 2014). The Happy Dogs Company also should create a specific logo, which will emphasize on the effectiveness of the business, which provides the best work for employees and the most qualitative service for customers.
The recruitment messaging should be succinct and realized through all forms of the candidate communication. Thus, it would be beneficial for the Happy Dogs Company to use the multichannel messaging that includes generic job boards, social media platforms, print media, CV database, and media advertisement (Boxall & Purcell 2011). The effective advertisement implies using the AIDA technique, which is focused on the attraction through eye-catching, interest stirring – job details, desire raising offering the incentive, and action intention inviting for communication (Stone 2014). The work in the Happy Dogs Company is oriented on the employment of active individuals because the work is labour consuming. Dogs like to run and have fun that is why it would be a right decision to employ a young and active specialist. The HR manager has to use the online CV databases that are an incredibly important channel to find the candidate with the relevant skills and experience that can target with the details of the job opportunities (Pilbeam & Corbridge 2006). Facebook, LinkedIn, and Twitter are still the most popular sources of recruitment. Besides, the posting of the vacancy on the site provides the connection with the company where is represented all information about the effective work of the company, its goals, and description of the work. The using of the multichannel approach raises the chances of the business to find the target candidate who will help to develop the company, providing the qualitative services (Connell & Teo, 2010). The Happy Dogs Company also can apply the recruiting experts, who will help to find a good candidate.
Recommendations for the Selection of the Right Candidate
The further significant objective of the Happy Dogs Company is the identification of the right candidate with the help of interviewing. Previously, the business did not concentrate on the elaboration of the specific strategy of the eligible candidate selection; despite it is a significant derivative of the success. In the past, the Happy Dogs Company used the unstructured interview. The interviewer built rapport with the respondents who expressed themselves in the own manner (Ewing et al. 2002). Thus, it would be rational to recommend for the business to use the structured interview that is structured on the creation of the questions that have limited set of response categories. The benefit of the structured interview is that it does not require the development of the rapport between the HR manager and potential employee (Storey, 2007). Consequently, the interviewer will receive the consistent data that can be compared to the number of respondents (Boxall & Purcell 2011). It would be better to conduct the interview with one person that will help to obtain more information and verify data represented in the CV. However, the interview requires specific skills that will help to be accurate and unbiased. It would be also rational to recommend to the company to use multiple interviewers that will enhance the accuracy of the candidates evaluation because HR managers are more motivated to form evidence-based judgements as they will be compared with other panel members (Pilbeam & Corbridge 2006).
Another recommendation is the analysis of gaps and elaboration the strategy that will allow performing the successful selection (Compton, Nankervis & Morrissey 2006). One of the significant aspects is studying the reasons for the previous workers firing. It is important to gather the quantitative data like the period the employee stayed at the position and qualitative data like reasons for leaving the company (Ewing et al. 2002). Such approach will help to identify the significant aspects the manager should emphasize during the selection performance. The scientists, Kramer et al. (2014), consider that a recruiter should express warmth, which the candidate will perceive as care and enthusiastically join the organization. It is also significant to show the balance representing the correlation of pros and cons of the job. The expert Stone asserts that recruitment campaigns and channels should not intend to be discriminatory and focus more on the used language that has to include gendered and ageist terms (Compton et al. 2006).
The interview is a valuable method because it fully shows real knowledge the individual possess. The objective of the Happy Dogs Company should be gathering of the detailed information, which can be received during the interview when the responsible HR manager will ask the candidate to fill the questionnaire (Chimhanzi & Morgan 2005). The method of questionnaires simplifies the work of the HR manager, because it usually contains the standard questions to all candidates that further let to compare the answers (Shields 2007). However, the potential employee can misinterpret the question and provide not accurate answer. Consequently, the HR manager should pay significant attention to the ways how to make the questionnaire easier to use (Chimhanzi & Morgan 2005). It is important to keep it as short as possible and test the questionnaire before using it.
Attraction, recruiting, and selection of the productive and efficient staff are crucial aspects that need a thorough analysis. Thus, it is important to develop the HRM practice to ensure that they effectively execute their recruitment and selection function. It is important to understand that attraction of the target candidate is an important process that requires a deep analysis of the current situation in the organization with the aim to identify the description of the position. The significant process in the selection of the new employee is the elaboration of the specific questionnaire, which will highlight the necessary point in relation to every work issue. Thus, the Happy Dogs Company should make the appropriate changes in accordance with the represented recommendation that will help to take the successful position on the comparative market.