Virtual Staffing Strategies

Thesis

Employees are essential to any organization. An “A-player” workforce starts with recruiting the right people – high-potential individuals that uphold a company’s high standards of performance (Muller, 2007). Employers have to hire the right employees for each specific job that needs to be filled. Employers also have to remain in compliance with all laws and regulations regarding employees. Kudler Fine Foods has various staffing and recruiting methods. Kudler recruits employees both internally and externally. Kudler Fine Foods uses various methods to recruit its employees primarily through advertising. Kudler is also very aware of the legality of its staffing and recruiting procedures. It is important that Kudler maintain standardized and written procedures that must be followed with every applicant and employee. This allows Kudler to be sure that there are no laws or regulations being broken. This paper will discuss in detail, the staffing and recruiting strategies of Kudler Fine Foods and the legality of those strategies.

Virtual Organization Staffing Strategies

There are many different aspects of human resource management that affect an organization. Staffing and recruiting is one of these issues, and can be a major factor in determining a company success. There are three major areas of recruiting: personnel policies, recruitment sources, and the characteristics and behavior of the recruiter (Noe, Hollenbeck, Gerhert, and Wright, 2003). Businesses have to decide whether to recruit internally, externally, or both. This decision should be made based on the needs and functions of the organization. Companies also need to decide when, where, and how to advertise its open positions. This can be beneficial or harmful to the number of people applying for a specific position. The more advertised a job opening, the more selection the company has to recruit from. An organization also has to be aware of legal ramifications if specific laws and regulations are not followed. There are many different laws that have to be followed and the human resource management team in a company should make sure that all rules and regulations are being followed. Kudler Fine Foods is an organization that has to recruit employees and follow all rules and regulations.

Kudler Fine Foods recruits its employees both internally and externally. The positions of stockers, clerks, and baggers are mainly recruited externally. All of the other available positions are posted internally and current employees are considered before any outside applicants. Job openings for department managers, assistant store managers, and store managers are simultaneously posted internally and externally in newspapers and other sources. Recruiting employees to fill vacancies and hiring new employees from outside the organization are normal recruiting practices. Recruiting internally makes jobs more attractive to the employees, knowing that one can be promoted for a job well done. Organizations with policies to promote from within try to fill upper-level job vacancies by finding candidates who already work for the organization. These organizations also post advertisements outside the company in case there are no qualified employees. The opportunities for advancement make a job more attractive to applicants and employees. This policy is acceptable to many workers. The advantage of bringing in outside applicants is that new employees may give the organization new ideas and new ways of doing business (Noe, Hollenbeck, Gerhert, and Wright 2003).

Kudler Fine Foods uses various recruitment methods. One of these recruitment methods is online advertisement. Kudler posts jobs and looks for applicants on websites such as Monster.com. Kudler Fine Foods also recruits employees from local colleges and universities. Kudler offers employment to students in college chef programs. Employees are also recruited through newspapers advertisements and temporary employment agencies. Advertising through ads must attract a person to the organization. The company also uses employee referrals. An employee can receive a referral bonus when the referred employee completes 90 days of employment successfully. Human resources have surveyed that applicants sourced from job ads have a higher turnover than those who are from referrals (Ryan and Tippins, 2004).

Recruitment and staffing tools are sometimes prone to fads. There is a substantial body of research to guide human resource professionals in meeting their goals. Competitor strategies can lead an organization to change strategies simply to attract the best applicants. By using a temporary agency, Kudler will find that the best recruiters are experts in staffing, compensation, and industry and employment trends. The best relationships between recruiters and clients are built on a foundation of trust. This