Employment Law and Compliance Plan Essay

Atwood and onlyen Consulting Bradley Stonefield limousine portion enlisting and Selection Strategies Recommendations Atwood and Allen Consulting Bradley Stonefield Limousine Service Recruitment and Selection Strategies Recommendations The Bradley Stonefield Limousine Service confederation has been established to providetransportation to public. The first off step is recruitment and endurance of prospective virgin employees that give organize and man the business.The homosexual imagination Department must explore alternatives to find right medical prognosiss. Recruitment and natural selection team must addressing the job responsibilities and scope of work of each new position. The staffing act is normally divided into recruitment phase and the selection phase. Recruitment is the searching and attracting of job seekers and the selection is the part job seekers are chosen to get the offer to fill the va back tootht position.The Bradley Stonefield Limousine Service Company first step is planning human resource. Develop policies, system, effect and final stage setting and method of performance appraisal. Bradley Stonefield Limousine Service Company interviews should fool standard company operating procedures and recruitment policies that take care of the recruitment movement. These policy, systems, procedures were prepared and approved by Bradley Stonefield. It allow for be reviewed yearly to mark compliance to new laws and new business environment or requirement. The Human Resource impart periodically review and assess the current and futurehuman resource requirements.The Bradley Stonefield Limousine Service Company formal recruitment process begins when Bradley Stonefield square off or announce the start of the operation of his business.Look moregoogle recruiting process essayBradley Stonefield makes that decision because he will have to finance the satisfying endeavor or business. HR staff initiates the betoken and documentation. The recr uitment request will be evaluated by Bradley Stonefield. He will take some(prenominal) factors in consideration in making his evaluation together with his HR staff. Among the factors he will have to consider are postings, the requirements, the financial constraint, and so forth. Once he approved the recruitment process it will be a go to implement. The job description and person specification is to be prepared by HR staff in consultationwith Bradley Stonefield. These will chasten the details of duties and responsibilities to be performed by the selected individual.The Bradley Stonefield Limousine Service Company will advertise the job opening in major media of mass circulation and conjunction service bulletins. The Bradley Stonefield Limousine Service Company will shortlist candidates for interview. If the applier meets all the essential criteria defined in the job description the future(a) process is the interview phase. The Bradley Stonefield Limousine Service Company will c ontain a two part interview sessions two sessions for drivers. First is the ad hominemity, background, skillset interview, which is the antecedent interview. This also includes the authentication of drivers license and drug test. earlier the preliminary interview start, the candidates are required to fill application form. It will contain information such as the applicants personal biodata, job experiences, and reason for leaving previous employment.Successful candidates in the first interview will be required to come back for the here and now interview. Bradley Stonefield and HR staff will make decision who to hire. All candidates will be asked the same questions and will be presented the same situational scenario or event. All questions will be job related to determine the suitability of the applicant to the position being filled out, whether that is a limousine driver or customer service receptionist The Bradley Stonefield Limousine Service Company policies will dish as a gu ideline and administer the company employment process. The hiring procedure ensures that the most qualified candidates is selected. Bradley Stonefield uses a rigorous recruitment and selection process, which complies to the satisfactory opportunity policy.The Bradley Stonefield Limousine Service Company recruitment strategies in brisk in finding top talent. The recruitment strategies that are implemented by Bradley Stonefield Limousine Service Company are as follows 1.) Recruiting by dint of Internet. champion of the advantages of using the internet is that it is easily accessible by anyone. 2.) Referrals. Recommended by friends, colleagues, acquaintances. 3.) announcements. Advertise job vacancies in the of newspapers great circulation. Again, it is extremely important that the selection process be evaluated regularly to verifyand confirm that the right applicants or employees have been selected or chosen. If Bradley Stonefield Limousine Service Company if the company has sign ificant turnover in a given position, the process of recruitment and selection must be changed.People are a major component of any business, and the trouble of people (or human resource management, HRM) is a major part of both managers job. It is also the specialized responsibility of the HR department. HRM involves 5 major areas staffing, retention, development, adjustment, and managing change. Together they compose the HRM system, for they describe a network of interrelated components. The HRM function is responsible for maximizing productivity, quality of work life, and profits through better management of people. Hiring manager, like Bradley Stonefield, must focus on recruiting activities aimed at attracting the right candidates for the job. Based on the requirements and forecasts for future needs, Bradley Stonefield will need to direct his efforts toward the best option for recruiting the right candidates. For instance, focusing on conventional newspaper advertisements is appropriate for driver positions with the Bradley Stonefield Limousine Service Company.Selecting the right candidate requires identifying the specific skills, knowledge and qualities you seek and desire in a worker. This can pertain to the undeniable skills and knowledge for the position itself, such as a specific degree or certification, and the desired personal qualities, such as a preference to hire employees with good moral and ethical standards. another(prenominal) important parts of the selection process include conducting any necessary aptitude tests and conducting a thorough background check to ensure the employee meets the grassroots qualifications of both the position and the company.