Staffing Organizations-Part II

Staffing Organizations-Part II

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Staffing Organizations-Part II

Recruitment and staffing in business is a key aspect that determines success of the business. While doing so, a lot of factors have to be considered so that desired goals and objectives are realized such as getting the most competent and skilled staff for the vacancies available. Employer has to plan and strategize on how to go about it, as well as create a message that will attract potential candidates. Communication medium and selection process have to be known. Initial and substantive assessment for external recruitment and predictors for assessing KSAOs has to be known, as well. Current paper looks at all the above stated factors in relation to the business of the coffee shop.

Recruitment Plan and Strategy

For any organization or business enterprise in order to realize its goals and objectives, of making profits and satisfying its customers and targeted markets, recruitment and staffing of right personnel has to be done. While recruiting and staffing, a lot of factors have to be considered such as experience, skills and remuneration among others. Government rules among other external factors have to be considered too. For instance, gender issues have to be considered so that labor laws are adhered to (Aamodt, 2013). In the initial period as the start up, recruitment plan would be to get slightly experienced staff and new staff members with no or less experience who have required competencies and skills that can be developed.

In the coffee shop, gender factors have to be considered, especially staff that will serve clients and take orders from them. Since there are different clients who would prefer to be served by certain gender and it might be a key for the success of the business. With the expected and anticipated growth of the coffee shop, say a period of three years, recruitment strategy would be to outsource experienced staff that can develop the business to be among the leading in the industry, and also to expand. In order to realize this, a top recruitment firm would be consulted for such service. This period would also allow the business to have grown and stabilize in terms of revenue generation and expansion.

Communication Message to Attract Applicants

The right message has to be put up to communicate with potential recruits. The message has to be designed in a way that will attract applicants to make applications for existing vacancies. The message has to be able to convince them of better things in the new firm that will put up opportunities for growth and development, and enhance their careers. The applicants have to be assured of an attractive salary with room for growth and development. Other benefits such as insurance and security of the job need to be stated, especially this coffee shop being a new one so that it can attract experienced applicants from the competitors. Experienced staff required to the kick-start operation and attracts clients; therefore, they will be a key part in the development of other staff members in terms of knowledge, skills, sharing and training them of requirements in the ‘game’ (Caruth, Caruth, & Pane, 2009). The message has to be simple and appealing, telling applicants where coffee shop is located, and various positions available to be applied for with required qualifications.

The deadline date for receiving application has to be known by the applicants so that those interested can beat time, and send their applications. Means of getting back to potential candidates has to be clear in the message, and the expected period for communicating back. For instance, the message can categorically state that in three weeks time after the deadline date for application, those who shall not have received communication from the firm can consider themselves as unsuccessful applicants. Communication message has to be structured in a way that will clarify questions in mind of applicants regarding duties and responsibilities in the work being applied for, skills and experience required, venue and place where firm or enterprise is located, and dates to send applications.

Communication Medium for Recruitment and Reasons

For any communication to take place, correct medium has to be chosen for relaying of intended message to the right people, and this situation is no exception. A right medium has to be chosen that will fulfill the desired goals and objectives in recruitment and staffing. Experts and scholars in communication matters have noted that the medium chosen will be determined by intended target of potential recruiters (Pandey, 2006). Another factor to be considered is the cost and financial position of the employer. One has to choose a medium that will be affordable depending on the financial muscle of the firm. For this coffee shop, advertising for the jobs in the local dailies and newspapers will put it in a better position to attract desired candidates for the start. Other mediums such as social media, radio, television set amongst others for communication can be used. The reasons for choosing local newspapers as a medium for adverting available vacancies is that it is cost effective and it will reach a lot of potential applicants, because many people have developed reading culture within the area, and newspaper business is on the boom in the region.

Another advantage is that it can be referred at a later date or time, and for any interested applicant. Once it is printed, it will be there, and this will make it easy for potential candidates to get the right contacts and information needed for various vacancies that have appeared. Newspaper as a medium will enable even those not qualified refer their friends or people they know with required competencies to apply, because it is easier to suggest and direct a person. What is required is the name of the newspaper and the date published. The cost for advertising in the newspaper is friendly and affordable in comparison to other forms such as television, radio and even social media. Each medium has its own strength and weaknesses, and in business set up, the right one has to be chosen considering the aforementioned reasons above for effective and efficient communication (Larson, Lakin, Braddock, & Bruininks, 2008). The size of the business is noted also as an important factor to be considered. More often it has been observed that small and medium businesses and enterprises use less expensive medium, and this coffee shop falls under that category.

Selection Process for Recruitment and Staffing with Advantages and Disadvantages

After advertising for available vacancies, selection process is the next critical role to be implemented. Using correct medium for communicating with potential candidates for the job, and right structuring of the message indicating available vacancies will definitely attract many potential candidates. This will compel employers to undergo vigorous selection process to get the best. For the coffee shop, experience in the same or related industry will be a great factor that determines the selection. This happens because experienced staff will bring with them a lot of knowledge and skills in the industry (Orrick, 2008). Being a new coffee shop, experienced staff will inject the required expertise and what they learnt over the years where they have been working, including strengths and challenges for growth in running the business and relating to clients.

Professionalism is another strategic factor considered for selection. The disadvantage of considering experienced staff for selection is that they might request for a higher salary. Moreover, the coffee shop being new and small in size might lack ability to pay required salaries for experienced staff, because it is young and yet to grow. Salaries paid to employees should be manageable and not threaten collapse and failure of a new business. Candidates who have studied food production and hotel management related courses that have or lack experience will have a chance at selection process. This will give them some room for development and growth as well as an opportunity to showcase their talents and abilities. Lack of experiences is the disadvantage, but it should not be a factor since they can learn during the job, especially when they work with experienced staff. Experience and professionalism, in this case, will play a pivotal role in the selection process.

Types of Initial and Substantive Assessment to Be Used to Select External Candidates, and How the Assessment Aligns with Staffing Strategy

With growth and expansion of the business, employers are compelled to source externally for candidates in some instances due to increased level of competition and technical skills that might have arisen in the industry, but the current staff lacks. Assessment of external candidates has to go through a competitive process that will allow or give the best candidate a chance. Experience and achievements from such candidates will be used to assess them. What they have accomplished from their past and current jobs to the skills and desired competencies for the job being offered (Fibla Gasparín, Mañé Vernet, & Universitat Rovira, 2010). Even if a candidate is successful in getting the job, a certain period has to be put say two months that the candidate will be assessed while working so that it is asserted that indeed the candidate fully merits the available job with stated responsibilities. In some instances, the period is called probation period. This assessment aligns with staffing strategies in the sense that even after a candidate has emerged successful in a job vacancy; one has to be under observation and assessment in fulfilling of desired goals and responsibilities. Discipline of the staff is also assessed in the due process in such period before full confirmation of the staff is confirmed.

Predictors to Be Used to assess KSAOs

For successful candidates recruited, they have to prove that indeed they have the required knowledge, skills and abilities in the job among other competencies. Posing questions and challenges to the candidate that are factual or procedural in nature that when applied brings positive results on the job will tell if one is knowledgeable about responsibilities and duties to be realized. Speed and accuracy in completing certain tasks will envisage and show competencies of staff. Communication between and among staff and employers can predict a lot about a staff (Pandey, 2006). A staff with good communication skills has greater chances for growth and developments in an organization set up. Communication is very relevant and important and can foretell a lot about an individual. Complements and comments in general from clients can tell about professionalism being shown by a staff. If clients compliment you for a job well done and comments positively about you, it tells a lot about your potential for a successful future in the business. However, negative compliments and comments about an employee might indicate a blink future for staff, and this might indicate incompetency in knowledge, skills and abilities required to fulfill certain requisite as is expected from one. Organization and planning is an indicator as well for KSAO. How one is organized, and plans tells a lot about a person and can be used to gauge your success in the future. Ability to multi task and being proactive can predict more about your competencies to accomplish duties and responsibilities assigned to a person.

Conclusion

The above discussed factors have to be considered for the coffee shop to attract most competent and skilled staff that will propel it to achieve desired goals and objectives. Recruitment and staffing has proved over the years to be a relevant process that has to be done with a lot of care, especially for new business as this coffee shop.

References

Aamodt, M. G. (2013). Industrial/organizational psychology: An applied approach (7th edition). Belmont, CA: Wadsworth, Cengage Learning.

Caruth, D. L., Caruth, G. D., & Pane, S. S. (2009). Staffing the contemporary organization: A guide to planning, recruiting, and selecting for human resource professionals. Westport, Conn: Praeger Publishers.

Fibla Gasparín, M., Mañé Vernet, F., & Universitat Rovira i Virgili. (2010). Staffing strategies in SME’s: Determinants of external recruitment and internal promotion. Reus: Departament d’Economia, Facultat de Ciències Econòmiques i Empresarials.

Larson, S. A., Lakin, K. C., Braddock, D. L., Bruininks, R. H., & American Association on Mental Retardation. (2008). Staff recruitment and retention: Study results and intervention strategies. Washington, D.C: American Association on Mental Retardation

Orrick, D. W. (2008). Recruitment, retention, and turnover of police personnel: Reliable, practical, and effective solutions. Springfield: Charles C Thomas Publisher, LTD.

Pandey, A. (2006). Staffing management. New Delhi, India: Global Vision Pub. House.