Business Expansion and Sustainability

The process of recruiting and selecting employees enables an organization to get qualified candidates who execute their set goals and objectives (Bagga & Srivastava, 2014). It is therefore important to select the candidates carefully to ensure that they are not only competent but possesses the right skills to perform the responsibilities outlined in the job description. To make the process flawless, the human resource department has to set the key job requirement that targets the expected candidates. Hiring new staff means that a company has either expanded or it is in need of specific experts. The daycare center described in the scenario has to hire new staff to meet the increased needs of childcare. Job requirements have to be drafted to help in proper planning of the required staff. The Day Care intends to employ five certified day care professionals, one registered nurse professional, five after-school assistants and one office support paraprofessional.

To fill these vacancies the business owner will rely on three job requirements. The first requirement is relevant work experience of not less than two years. The need for the experience is to ensure that high productivity is achieved and the cost of on-the-job training is mitigated (Bagga & Srivastava, 2014). The second requirement is ensuring that the recruited candidates have the right certifications from the relevant regulating bodies. An example is the registered nurse professional who has to be certified by the American Academy of Nurse Practitioners (AANP) and the American Nurses Credentialing Center (ANCC). They also should have their practicing license. For the candidates who do not need the certifications, they must present authentic papers that prove their competence and skills. The third requirement is a high degree of ethics, honesty, and integrity. To ascertain this, the selected candidates have to be cleared by the relevant authorities.

Impacts of job requirements

In the recruitment process, job requirement determines the productivity and potential of the human capital. It is expected that the right team will be selected that will nurture and mentor the kids who will be under their care. This will increase trust from the parents and the business will secure a loan to continue its intended expansion. Equally, the right job requirements ensure that employee turnover is minimized (Small, Doll, Bergman & Heggestad, 2018). This is because the qualified candidates will most likely appreciate their jobs and will be motivated to stay longer with the daycare. A rigorous recruitment process is what ascertains that all applicants meet the set job requirements. To ensure that the process is strict and rigorous, the candidates will have to take aptitude tests, be interviewed orally and undertake practical exams. The successful candidates will also be on probation for a period of three months before they get confirmation letters on their respective jobs. The strictness will help in ensuring that the job recruitment requirements are not overlooked.

Long-term recruitment plan.

The design of the long-recruitment plan is essential because it guarantees that the appropriate candidates are selected for open vacancies and the costs linked to poor employee selection is reduced (Fran?§a et al., 2017). The Day Care intends to comply with the state regulation of a large facility and thus has to hire more employees to fulfill this need. The long-term plan will handle four components hiring retirees, succession planning, job rotation and outsourcing of experts. Getting retirees means that the company will cut down on training, will have less absenteeism, high punctuality, better commitment to quality, superior customer service skills and commitment to quality (Fran?§a et al., 2017). Majority of the retired people want to stay active and in touch with other people and thus looks for work that has light responsibilities and low-stress. A day care is an ideal place for them to work.

In succession planning, the daycare will identify and develop new leaders who will replace those who leave, die or retire. It will help in increasing the availability of capable and experienced employees that are set to assume leadership roles. Job rotation, on the other hand, will be used to help in orienting new employees, enhancing career development, training employees and preventing burnout and job boredom (Fran?§a et al., 2017). Outsourcing experts will help in accessing highly qualified candidates, lowering the overhead and payroll costs, exploring a number of potential hires and finding skilled employees in less time.

Attracting qualified candidates

To ensure that the daycare gets qualified candidates, the company intends to offer clear, convincing career opportunities (Jain & Bhatt, 2015). The organization will outline their mission which is to provide safe, affordable, high-quality child care and create a home-like environment that encourages children to develop at their own pace. Secondly, the company will be transparent with the employees and will not withhold any information like salary and position. The openness is motivated by the fact that talented and skilled job seekers look for jobs that will compensate them handsomely. Lastly, the company will take care of the employees because they are the one in charge of fellow employees, the children, and the community at large. A workplace that thrives on trust and respect will be fostered. The appealing culture will make the organization known and the employee will refer like-minded and talented people who will merge with the culture and business mission (Jain & Bhatt, 2015).

To reach out to the applicants, the company will use the telephone. The company will offer calls to the applicants who qualify and they feel that they offer the expected skills. Offering a call is essential because it is always nice to put a voice with a name (Jain & Bhatt, 2015). Secondly, applicants will be emailed. It is the best way to communicate with job-seekers. It is also an easy channel to send important information and offer links with additional info. It also offers a written record of communication. Lastly, the applicant will be texted especially when dealing with last minutes updates that have to be sent quickly.

Ensuring that applicants have clear career opportunities, the company is transparent and employees are taken care of will help in improving productivity and retaining employees longer (Jain & Bhatt, 2015). It will also ensure that it takes less time to get the desired candidates. Equally maintaining a personal touch while communicating with applicants will ensure that they feel welcomed and increase their eagerness to work with the organization.

Selection process

The two selection processes for recruiting new employees will be reviewing of applications and initial screening (Bratton & Gold, 2017). Resume reviews will help in matching the candidate background with the job requirements. It will also help in determining the number of candidates who will be invited for an interview. Another process is an initial screening. This will help in saving time and money. It will be done through the telephone and it will help in narrowing the field of candidates. It will also be an important way of assessing if an applicant possesses the required qualifications and if they should be invited for an interview.

The criteria that will be used when hiring employees will be experience, potentiality, hard skills, soft skills and cultural fit (Bratton & Gold, 2017). Experience is necessary for daycare professionals who will be handling the children. A success in past job means that the same will be replicated because they have a proven track record of success. Experienced candidates will also reduce the training cost. Secondly, potentiality will also be used as a criterion. During the interviews, one may encounter candidates who are promising but with no experiences. University students who have graduated at the top of their class can be trained into top performers. Hard skills will also be assessed. These are learned in school or in the various jobs one has handled. The daycare center needs people with hands-on skills and thus this will be an important criterion. The soft skills like communication skills, being a team player and work ethics will also be assessed. Lastly, the person will be assessed if they culturally fit in the company. The company has a culture of socializing and teamwork and thus qualified candidates must meet this criterion.

In terms of long-term employee retention and preservation of company knowledge, the five criteria come in handy. Experienced candidates will readily work and be motivated to continue working with the organization since this is their field. Equally potential candidates will be trained to handle the children and their need to grow their career will make them stick with the daycare. Employees with hard skills will not only bring in new knowledge but will seamlessly fit in with the organization and will not be frustrated by a lack of knowledge (Bratton & Gold, 2017). The soft skills will help in ensuring that the candidates mingle well with the colleague and handle the children well since they need a lot of attention and care. Being culturally fit will ensure that the candidates feel accepted within the company which will reduce their desire to leave the daycare.


Two assessment test that will be used when selecting candidates will be ability and aptitude tests and group exercises (Watkins et al., 2016). Ability and aptitude test will cover topics like verbal ability, spatial ability, mechanical ability, diagrammatical ability, general intelligence and sensor, and motor abilities. Being a service-oriented business, there is a need to have candidates with technical abilities that will enable them to handle their expected roles. Secondly, a group exercise will entail a role-play exercise. It will be a platform to help in observing if the candidates work as a team since the work within the daycare requires a lot of coordination and teamwork.

One job predictor on an individual ability is the achiever pattern done by reviewing the work- history. A review will help one see the working patterns of an individual and it offers a platform to ask why a candidate changed their jobs (Watkins et al., 2016). The review will also offer details on a track record of promotions and volunteering details which will guide on the ability of the individual. Secondly, a description of the most significant accomplishment of an individual is another predictor. The description will help one make a direct evaluation of fit by comparing the performance-based job description and the accomplishments.

Third, a problem-solving question is another predictor that can indicate an individual ability. It outlines the potential and thinking skills of a candidate. A hypothetical question may not have any correlation with job performance but it correlates with a person ability to develop an approach to solve a realistic job-related problem (Watkins et al., 2016). The last predictor is the job itself. The best way to know if a candidate will be successful in their designated role is watching them execute that role.


Bagga, T., & Srivastava, S. (2014). SHRM: alignment of HR function with business strategy. Strategic HR Review, 13(4/5).

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Fran?§a, C. L., Broman, G., Rob?rt, K. H., Basile, G., & Trygg, L. (2017). An approach to business model innovation and design for strategic sustainable development. Journal of Cleaner Production, 140, 155-166.

Jain, N., & Bhatt, P. (2015). Employment preferences of job applicants: unfolding employer branding determinants. Journal of Management Development, 34(6), 634-652.

Small, E. E., Doll, J. L., Bergman, S. M., & Heggestad, E. D. (2018). Brown & Smith Communication Solutions: A Staffing System Simulation. Management Teaching Review, 3(1), 37-45.

Watkins, D., Newcomer, J. M., Earnhardt, M. P., Marion, J. W., Opengart, R. A., & Glassman, A. M. (2016). A cross-sectional investigation of the relationship’s education, certification, and experience have with knowledge, skills, and abilities among aviation professionals. International Journal of Aviation, Aeronautics, and Aerospace, 3(1), 6.

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