Business Expansion and Sustainability: How to Grow Your Business

Job requirements 

The chosen scenario involves plans to hire additional staff for the expansion of a daycare business namely one Registered Nurse Professional, five Certified Day Care Professionals one Office Support Paraprofessional, and five After-School Assistants. In this regard, the job requirement will include needed certification, external influences, and previous work experience. 

Needed Certification 

All the four categories of staff namely Registered Nurse Professional, Certified Day Care Professionals, Office Support Paraprofessional, and After-School Assistants required by the organization will be expected to have all the necessary certification (Handel, 2015). Other than the academic certificates, candidates for categories such as Nurse Professionals, and Day Care Professional will be required to have certifications from their respective professional bodies. 

Previous Work Experience 

The staffs to be hired from all the four categories into this particular daycare organization will be expected to have relevant prior work experience in their respective fields. In this respect that previous work experience is likely to be of at least one year (Maslow, 2013). 

External Influences 

All the staffs expected to be recruited by this particular daycare organization would be subjected to external forces as part of employment and job requirements. In this regard, some of these influences include assessment and accreditation by the relevant authorities governing their professional practices. 

How the Job Requirements could Impact Staffing 

The identified job requirement would have a significant influence on the process of staffing at this particular Day Care organization in several ways. Firstly, they would help in enhancing the credibility, efficiency, and authenticity of the process in a manner the outcome would be most reliable. Secondly, the requirements would assist in ensuring that the staffing process in the organization meets the requirement as established by the relevant regulatory bodies in the country (Handel, 2015). 

Staffing Strategy and Justification 

In ensuring that all the applicants meet the identified job requirement for the Day Care organization, the strategic consideration would involve the development of staffing goals and objectives. Besides, the organization would be needed to hire the services of recruitment and staffing agencies to undertake the staffing process (Maslow, 2013). The justification for this response is that the recruitment and staffing process for organizations is often made effective through the inclusion of both internal and external systems of accountability 

Long-term Recruitment Plan 

Having identified the various job requirements for this Day Care organization and how they will influence the process of staffing, the development of a long-term recruitment plan attempts to support the implementation of the organization's staffing strategy. For this organization, the long-term plan for recruitment that will be expected to address the possibility of having job skill or credential shortages will have the following components: 

Job Opening 

There will be need to regularly advertise job positions belonging to the organization through more efficient channels that are capable of reaching the targeted audience. In considering job opening, the human resource for this organization will be expected to focus on achieving the recruitment of individuals whose skills and competencies that adequately agree with its goal and objectives (Caruth & Handlogten, 2017). The human resources department will be expected to adopt the organization’s staffing strategy in ensuring that the right set of competencies and skills are considered as part of job requirements for various staff members. 

Training and Internship 

This Day Care organization may find itself grappling with challenges and difficulties occasioned by a possible shortage of the credentials or skills associated with various positions such as Registered Nurse Professional, Certified Day Care Professionals, and Office Support Paraprofessional (Maslow, 2013). As such, part of its long-term recruitment plan will involve the establishment and development of internship and training programs to identify and nurture potential in prospective employees. 

Succession Planning 

As part of its recruitment plan, this organization will have a more robust system of succession where those expected to succeed others will be identified, adequately trained, and mentored. Besides, the succession system will focus on ensuring that this Day Care organization effectively sustains its human resources (Handel, 2015). Succession planning is essential in a long-term recruitment plan since it assists in addressing the issue of turnover as well as ensuring that members of staff hold appreciate qualifications and certification. 

Hiring of Retirees 

The recruitment of retires will be another way of addressing the challenges brought to this Daycare business organization turnover and lack of adequate level of experience among staff members. In hiring retiree, the focus of the organization will be to use them supporting a mentoring program for the young and new employees. Retirees will also be expected to add their wealth of knowledge and skills acquired over the years to enhance the delivery of services at this organization. 

Branding strategies employed to attract qualified applicants 

Building a Brand of Transparency 

To attract qualified staff to this Day Care organization, it would be crucial for it to consider developing and using a more transparent process of hiring. In this respect, it would be essential to consider coming up with strict yet transparent mechanisms of conducting advertisements, selection, and recruitment and staffing that present all candidates with fair and equal chances of being hired (Caruth & Handlogten, 2017). Besides, it would be vital for the panel or agencies charged with the responsibility of conduction the recruitment process on behalf of the organization to be candid in addressing those who are not successful in getting hired. 

Diligent Management of Postings 

It is worth acknowledging that qualified job seekers and applicants are often attracted by minuscule particulars associated with various job positions as opposed to other extra information and details. As an organization with the objective of using branding strategies in attracting qualified applicants, the human resource management of this Day Care will be expected to ensure that the publication of all vacancies through various media entail a more eloquent and comprehensive job description (Maslow, 2013). The organization may also include its logo and part of its mission to enhance the authenticity of its postings. 

Establishment of a Compelling Presence Online 

One of the significant advantages of the web is its convenience in allowing business organizations to create their profiles effectively on several platforms accompanied by the organization's unique message and brand. Thus, it is critical for this Day Care organization to consider using the web in the development of a cohesive brand that will entail a considerable level of clarity in accessing and attempting to attract job seekers with the relevant qualifications and work experience. 

Communication Methods utilized to reach out to Applicants 

Email 

In reaching out to job seekers, email is among the best and most convenient methods of sharing information and receiving feedback promptly. Besides, communication through emails can be done at any time from any part of the world without any geographical ructions provided the communicating parties are connected to the web. 

Social Media 

Social media will present this particular Day Care organization with an opportunity to meet a large number of applicants without spending a lot of time through platforms like Facebook Twitter, and LinkedIn among others. Besides, communication through social media is more convenient for bulk updates and announcements. However, the reliability of social media may be limited (Caruth & Handlogten, 2017). 

Face-to-face Engagement Forums 

This method of communication would be more applicable in a situation where the organization has identified a specific group of individuals in a location that is easily accessible. The advantage of this method is that it helps in building trust between the employer and the applicant thereby improving understanding and facilitating agreement. 

Prediction of Integration Outcome and Rationale 

The integration of branding strategies the methods of communication identified for this particular Day Care organization with a considerable contribution to the enhancement of the process of staffing. Besides, this integration would improve the efficiency of human resource operations. The rationale for this response entails the consideration of roles played by the aspects of branding and communication in facilitating the operations of this organization. 

Selection Processes for Recruiting new Employees 

For this Day Care organization described in the selected scenario, the following selection processes would be applicable to the recruitment of new employees (Handel, 2015): 

First Selection Process 

Advertisement for the Job position 

The human resource management of the organization will determine the qualification and requirements of the position before communicating them to the targeted applicants. 

Reviewing the applications received 

This stage will involve examining the resumes and applicant’s background to determine whether it meets the requirements of the job. 

Initial Screening 

This stage will involve a telephone conversation to establish whether the applicants are worthy of being invited for the job interview. 

In-Person Interview 

The participants of this stage are those who manage to pass the initial screening successfully. During this in-person interview session, the human resource management of the Day Care will assess each applicant in different key areas. 

Final Selection 

This stage will involve the selection of the most appropriate applicant following the outcomes of his or her performance in the interview. 

Second Selection Process 

Identification of the hiring need 

The human resource management the Day Care organization will identify if any positions need to be filled or created. 

Creation of job description 

Human resource management will formulate the essential information concerning the vacant position to be filled. 

Posting and promotion 

This promotion will focus on presenting the targeted job seekers and applicants with information regarding the vacant position. 

Recruitment 

This stage will involve receiving applications from qualified candidates and interviewing them. 

Decision 

In this stage, the hiring staff will decide on the most suitable candidate to be employed to fill the vacant position. 

Selection Criteria when Hiring new Employees 

Qualifications 

Qualifications of an applicant involve academic as well as technical performance and achievements. 

Skills 

This criterion involves the consideration of specific proficiencies applicable to the job such as computer application or fluency in a given language. 

Experience 

This criterion assists the recruiting staff in assessing how the applicant has utilized his or her qualifications and skills in discharging previous roles and responsibilities. 

Certification 

This criterion involves the consideration of the membership and accreditation of the applicant by the relevant professional bodies. 

Characteristics and Traits 

This criterion focuses on establishing whether the personality and objective personal characteristic of the applicant is suitable for the considered position. 

Effect of selection criteria and justification 

The identified selection criteria for the hiring of new employees will positively influence the long-term employee retention and preservation of organizational knowledge. The rationale for this response is that the criteria focus on aspects that will guarantee the credibility and effectiveness of the applicants and employees recruited. 

Assessment methods to select new employees and analysis of validity and reliability 

Psychometric Assessment 

This particular assessment method entails a range of various attributes used in testing mental effectiveness. This method is valid and reliable in the assessment of workers in this specific Day Care organization since it mental fitness is a critical consideration for people who are expected to handle and manage children (Maslow, 2013). 

Aptitude Assessment 

This method of assessment encompasses the evaluation of various capabilities of an employee such as verbal ability, general intelligence, numerical ability, and mechanical ability among others. The validity and reliability of this method are associated with its focus on ensuring that the workers in this Day Care organization have the important capability in handling children. 

Job Predictors and Support for the Rationale 

Job previews 

This predictor involves reviewing the previous ability in handling a similar role or responsibility 

References 

In this regard, the predictor entails relying on information from different referees to the candidate 

Assessment Centers 

Prediction can be done based on ways in which individuals conduct themselves in the process of assessments 

Screening 

Screening of a candidate can help in answering different questions about his or her abilities and skills. The support for the rationale used in the identification of the job predictors in assessing candidates in this Day Care organization is that it places more emphasis on their abilities, skills, experiences, and knowledge. 

References 

Caruth, D. L., & Handlogten, G. D. (2017). Staffing the contemporary organization: A guide 

to planning, recruiting, and selecting for human resource professionals . Westport, 

Conn. [u.a.: Quorum Books. 

Handel, M. J. (2015). Worker skills and job requirements: Is there a mismatch? . Washington, 

D.C: Economic Policy Institute. 

Maslow, A. P. (2013). Staffing the public service: A guide to principles, methods, and 

resources for personnel managers, professional staff, educators . Cranbury, NJ: A.P. 

Maslow.