Clapton Commercial Construction has made the decision to expand to the Arizona area from Michigan. With increasing their team force by 20%, securing talent and qualified personal will be a task of its own. This paper will touch on some of those strategies for recruitment as well as the impact of the organizational diversity on the organization. We will also consider any laws for recruitment and selections keeping in mind the environmental differences between Michigan and Arizona.
Arizona and Michigan are geographically in two different parts of the United States. Michigan is located in an area that English and French are the prominent languages spoken, while Arizona boarders the country of Mexico and Spanish and English are widely spoken here. “Human resources best practices support diversity recruitment based on the perspective that a richly diverse workforce demonstrates inclusiveness, which can improve the bottom line for companies that serve a diverse customers and clientele.” (Mayhew, 2013) Clapton Commercial Construction will employee more than 15 workers so they will be bound by Title VII of the Civil Rights Act of 1964. This Act “prohibits employment discrimination based on non-job-related factors such as color, national origin, race, religion and sex.” (Mayhew, 2013)
Successful recruitment can be achieved in a number of ways. Conducting job searches at local colleges is one great way to start. “Recruitment methods that employers use to create a diverse workforce include conducting job fairs at colleges and universities, posting job vacancies on the websites of professional associations that have diverse memberships and listing job openings with federally funded workforce development agencies, called one-stop shops.” (Mayhew, 2013) Skilled and unskilled labor can be obtained by utilizing these methods. The skills of our new hires and existing employees should be determined through careful selection and observation.
For our existing employees this should be determined through quarterly appraisals and ongoing training. Along with these tools assessments should be utilized to determine the right job for the right employee. With our new employees we are considering to hire, we should construct a skill test that will be administered during a two part hiring phase. Workforce training should be incorporated in this plan as well determining the goals of each department.
“The only way to hire top performers is to give up the notion that they are going to find you and instead adopt a recruiting strategy that proactively finds them. The “we find you” approach is based on the premise that if you start recruiting before need (i.e., before you need to fill an open req), you have the time to identify the very best individuals by name and then build the relationship, so that you can, over time, better assess and “sell” them on your firm and the opportunities you can offer them.” (Dr. Sullivan, 2005) Clapton should recruit using group interviews during any open house job fairs. This will weed out any candidates who do not qualify for skilled positions and give them a hiring pool for any future non skilled positions that may open. During the advertising phase of recruitment it should be posted that any certificates should be presented at the time of application.
Laws to Consider
Minimum Wage in Arizona is $7.35 per hour which is also above the federal minimum wage of $7.25. The are no state laws that govern the payment of overtime so therefore federal laws will apply. The federal law mandates that overtime is paid at time and one half with over 40 hours worked and no minimum number of employees in the company. In Arizona there are no laws pertaining to breaks and rest periods so the Federal Laws will apply. Federal laws do not require an employer to provide meal periods or breaks. An employer whose principal place of business is located outside of Arizona and whose payroll system is centralized outside of Arizona may pay employees monthly who are exempt from overtime. (Employment Law Handbook, 2011) Any violations should be reported and the Department of Labor in Arizona will make them come into compliance.
Violators can be fined for non-compliance. Arizona is a right to work state. A Right to Work law guarantees that no person can be compelled, as a condition of employment, to join or not to join, or to pay dues to a labor union. FMAL must be offered as you will employee over 50 employees. The same guidelines apply in Arizona as they do in Michigan. Violators will have to reinstate the worker and pay back wages plus fines. OSHA is highly applied in the state of Arizona. “Arizona adopts federal OSHA standards by reference and enforces OSHA standards contained within 29 CFR, parts 1910 (General Industry), 1926 (Construction) and 1928 (Agriculture). In addition, there are a few requirements that are unique to Arizona, including prohibition on the use of the short-handled hoe in agriculture work and the use of PVC pipe to transport compressed gasses, including air.” (United States Department of Labor, n.d.)
“With the Hispanic population growing in number and buying power, nearly three-in-ten hiring managers say they are placing a greater emphasis this year and on into next year on finding employees who can relate to this target audience.” (Career Builder, 2007) Clapton Commercial will greatly benefit from hiring Spanish Speaking qualified candidates, in order to capture to prominent Spanish population in the State of Arizona. “Once you have highlighted both your Spanish-speaking ability and your knowledge of the culture, drive home your potential impact on the company by explaining how you can apply your skills to help them improve upon their business.” (Career Builder, 2007) If Clapton is going to try and capture any State or Federal Contracts, this procedure will also satisfy any laws on the books for hiring minority.
Career Builder. (2007). Nearly Half of Employers say they are hiring Spanish Speaking Job Candidates in 2007 & 2008, According to New Survey by empleoCB.com. Retrieved from http://www.careerbuilder.com/share/aboutus/pressreleasedetail.aspx?id=pv397&sd=10%2F2%2F2007&ed=12%2F31%2F2007 Dr. Sullivan, J. (2005, June 6). The Best Recruiting Strategy is the We Find You approach. Retrieved from http://www.ere.net/2005/06/06/the-best-recruiting-strategy-is-the-we-find-you-approach/ Employment Law Handbook. (2011). Frequency of Wage Payments. Retrieved from http://www.employmentlawhandbook.com/wage-and-how-laws/state-payment-laws/arizona/ Employment Law Handbook. (2011). Arizona – Wage and Hour Laws. Retrieved from