Recruitment Process, Strategy, And Key Challenges For Truck-Making Organization In Australia (Essay).

Specific process related to the recruitment

What Is The Considered As Major Planned Step Related?

Graf and Stift is considered as the major truck making organization of Australia. The Graf brothers started with the bicycle which slowly converted into businessof automobiles, geared vehicles and the other different types of automobiles. The organization got famous when joint coordination of the Graf gets merged with Stift. Now in Australia, there are various subsidiaries related to the organization (Unique Cars & Parts Team, 2017). The reason behind selecting the truck making organization is that the recruitment in the technical perspective is quite difficult and challenging too. To identify the technicality and working framework of the organization, this truck making company got selected. The different phases that are covered in this report are identified as the process and strategy related to the recruitment, key challenges connected to it, procedural steps in performing the process of recruitment and other aspects too. The report ends with the suitable set of recommendations and conclusion.

The recruitment policies are considered as one of the greatest source of defining the specific procedures related to the recruitment. By these policies, the candidates who got selected assists in providing specific support to the organization. The activities related to the recruitment is mainly affected by the specific number of people who apply for the vacancy and specific type of people who are applying for the post.

The recruitment strategy related to the organization is well versed and maintained. For defining specific recruitment process, it is essential to look forward for the new and advanced techniques linked to the recruitment. As the organization is famous for trucks and automobiles domain, so the strategy should be planned as per the specific guidance connected to the organization.

For the automobiles organization, the strategy for the recruitment is quite technical and practical.   The skills of driving are identified as the most important requirement for candidates who are applying for different posts. All candidates should be equipped with general traffic license as well as the flexibility for driving should also be considered at an initial level. The specific characteristics related to the vacancy and recruitment is essential to be identified for recruiting the candidates.

The management of the vacant places and identification of recruitment perspectives is identified as one of the major strategy related to the organization. Apart from this, the organization keeps on changing strategic aspects as per the requirement of the post.

Strategy for the recruitment

The procedural steps for the recruitment helps in highlighting the major steps related to the recruitment. Like other organizations, this truck making organization also come up with various steps. The special steps for recruiting the candidates are specified in the paragraphs below.

Firstly, the vacancies characteristics can be identified on a large level. For improving actual aspects, it is essential to define the external and internal characteristics on a wide level. The different sources for the recruitment may also be considered in a specific manner. The sources for recruitment are internal versus external, direct Applicants and referral, internet recruitments and selection of the candidates from different universities. By this, various candidate gets selected on a large level.

Secondly, the recruiters’ traits and behavior are considered on the next level. The recruiters can able to select best candidates as per the requirement. The enhancement in the process of selection and identification for actual post are also included in the field of recruitment.  In fact, the specific set of traits and behavior can also be considered as the best possible methods to set the standards for the improvement process (Kumari, 2012).

The third step is considered as the selection of candidate on the basis of selection standards. The selection standards can be settled down as per the requirement of the post. Some of the most specific selection standards are identified as reliability, validity, utility and legality. Apart from these selection standards, some changes are also observed in the methods and standards used by the organization.

The different types of selection methods and definite sessions for interviews are also mentioned for recruiting the right candidates. The structured, standardized and situational aspects related to the organization are identified by raising questions related to different category.

The fifth step is identified as the step in which different dimensions and personality process can be considered on a wide scale. By this, the actual caliber related to the candidates can be understood on a definite level. The dimensions may also help in providing assistance for measuring the caliber of the candidates in different scenario (Bhoganadam & Rao, 2010). The candidate will become more organized and suitable for fulfilling the daily needs of the organization.

Apart from this, there is integrity, dignity and other aspects on different level that may also be considered which helps in providing assistance in the correct direction. The phases of evaluation also change with the fast speed. By these phases of evaluation, the final selection and rejection of candidates may be decided.

Procedural Steps for the Recruitment

The recruitment and selection of correct candidates for the organization is considered as the most important challenge for an organization. But, simultaneously it is also essential to look forward for the other challenges, which should be eradicated on the timely basis (Nguyen, Ghaderi, & Cahoon, 2014).

The first key challenge in the truck making and automobile organization is the management of diversity. Generally, equal rights are not provided to the males and females for the recruitment of the post. So, to manage the diversity on a definite manner, it is essential to come up with the equal approaches for all the people. 

The second key challenge is related to the implementation of the techniques for an improvement and processing. The diversity enlargement, training and cultural audits are identified as one of the method which may aid in providing assistance for the improvement and processing (Consultants, 2009).

This trucking organization mainly follows the Harvard model for operations and performance. Following this model is considered on a primary level of importance. For managing the line managers, this model should be used. But, this will also create hindrance in the process of recruitment. Apart from this, the suitable candidates may also not get selected due to these hindrances (Clarke, 2016).

The other key challenges are related to the publishing of the advertisements for the recruitment process management and circulation of the workforce & selection of the priorities for the candidates. The management and sorting out of these issues is also essential to be manage on an organizational level.

The labor and supply demand is identified as one of the process related to the workforce management. The labor and supply demand associated with the product or service will be gradually increased when the demand of product will increase by the customers. The organization is dealing with various different types of services like the automobiles, car making, different parts related to the trucks and various geared and gearless vehicles. To manage all these perspectives, definite type of approach will be planned for managing the supply and demand.

The demand of the labor will directly get influenced with an increment in the demand of the customers. With the increase in the demands, increase in the number of labor will also improve. For example, the international expansion of the organization on a wide level will increase the total number of recruitment related to the organization. It is essential to look forward for the more recruitment and special approaches, who can able to manage organizational work on a large scale (Morgan, 2009). There are various factors too, which are influencing the labor supply and these factors are depreciation in salary structure provided to the labors, inappropriate framework for working and various different aspects. Other negative factors are also there which are basically influencing the working system linked to the organization. To manage these systems, it is essential to look forward for the specific approach.

Key Challenges in the Recruitment

Apart from this, the supply demand is also identified. The supply demand is also influenced directly and indirectly by the process managed in the organization. The level of supply for Grif and Stift is continuously expanding on a large scale. It becomes essential to look forward for those candidates, who can able to manage the supply related to the organization in a definite manner. The framed process for supply, identification of the proper process related to the organization and respective process for fulfilling demands of supply are considered as some of the processes, which are considered while recruiting the candidates for the organization (Gasset, 2011).

The balancing of labor and demand may also aid in identifying the best candidates for the process of recruitment. Apart from this, challenges related to the recruitment can also be decreased by the suitable practices.

The organizational image is quite transparent and managed in comparison to the other automobiles and truck making organization. The organizational aspects will be helpful in improving the existing scenario linked to the recruitment. The job analysis and management will also help in providing definite approach for the process of recruitment in the definite direction (Agyeman, 2014).

The demographic features also support the process of recruitment. The selection of local candidates with improved cultural aspects and specific support to the local values will assist in providing an assistance for the process of improvement. The demographic features may also make the flow of recruitment process easier and comfortable. By the help of this, more candidates can come up with specific approaches and criteria. Apart from this, the demographic features may also define the lifestyle, living behavior and total earnings of the family. This will also help in supporting the selection for the demographic process as well (Bingol & Cevik, 2013).

Recommendations and Conclusion

It is truly recommended that to manage the process of recruitment and to overcome challenges of recruitment, it is essential to come up with different procedure and policies. The world life balance programs and family friendly programs are identified as some of the programs, by which the skills of the employees can be improved on a wide level. This may also help in reducing the stress of the workers and staff members. In the truck and automobile company, the level of stress is very high. To tackle this stress, it is necessary to provide such a good environment to the customers, so that more candidates can come up with definite approaches.

The analysis and design of work is identified as the other key concept which assists in managing various methods on an organizational level. This will help in providing assistance for the developmental perspectives.  It is also recommended that while pursuing the process of recruitment, strategic framework is required at an initial level. This will aid in promoting the definite aspects related to the organization.

References

Agyeman, C. (2014). Employee Demographic Characteristics and Their Effects on Turnover and Retention in MSMEs. International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB), 1(1). Retrieved from https://globalbizresearch.org/files/2-ijraob_collins-marfo-agyeman_vm-ponniah-24789.pdf

Bhoganadam, S., & Rao, D. (2010, October). A study on recruitment and selection process of sai global: yarntex (india) private limited. International Journal of Management Research & Review, 4(10), 1-11.

Bingol, D., & Cevik, E. (2013, November). The Effect of Organizational Culture on Organizational Image and Identity. Procedia - Social and Behavioral Sciences, 99, 222-229. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042813039347

Clarke, S. (2016, July 05). 5 Biggest Challenges Modern Recruiters Face. Retrieved from https://www.socialtalent.co/blog/5-biggest-challenges-modern-recruiters-face

Consultants, W. S. (2009). Issues and Challenges in the Recruitment and Selection of Immigrant Workers in Ireland. Retrieved from https://www.publicjobs.ie/publicjobs/publication/document/PAS_diversity_report_final.pdf

Gasset, H. (2011). Labor Market Equilibrium. Retrieved from https://www.hks.harvard.edu/fs/gborjas/publications/books/LE/LEChapter4.pdf

Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Retrieved from https://www.iiste.org/Journals/index.php/IEL/article/viewFile/1079/999

Morgan, D. (2009, May 22). The key challenges facing public sector recruitment. Retrieved from https://www.hrmagazine.co.uk/article-details/the-key-challenges-facing-public-sector-recruitment

Nguyen, T., Ghaderi, H., & Cahoon, S. (2014, August). Current Challenges in the Recruitment and Retention of Seafarers: An Industry Perspective from Vietnam. The Asian Journal of Shipping and Logistics, 30(2), 217-242. Retrieved from https://www.sciencedirect.com/science/article/pii/S2092521214000315

Unique Cars & Parts Team. (2017). Gräf und Stift - Witness To The Start Of The Great War. Retrieved from https://www.uniquecarsandparts.com.au: https://www.uniquecarsandparts.com.au/lost_marques_graf_und_stift