Landslide Limousine Case Study
Organizational Goals
Landslide Limousines should be able to measure the companies inquires every day. Also measure the number of sales the staff sells and the total number of inquiries for the day. Set expectations for the company. Also hire professional trainers in sales if the managers do not have that expertise.
Forecasted demographic changes Demographic changes in the Austin, TX area are changes for the better. In the Austin area the demographics are always changing. In 1970 the city was 32% families with children, 2000 census showed the demographics to be at 14%. This change could ultimately be great for a limousine company because mostly adults rent a limousine, or need a limousine. The population is going up, but the amount …show more content…
The recruiter will shuffle through resumes of applicants that meet the requirements for the specific position that needs to be filled. Next there should be a test for qualified candidates that will test their knowledge on the specific position and industry, there will be no wrong answer, and there will simply be scores that will help an employer to understand what a potential employee knows about the company or business. Personality tests can also help with seeing if a person is right for the position. Also employers should interview and does a background check on their selected candidate before they officially make an offer. The interview must involve questions that relate to the type of employee you want working for you. The interview also allows the interviewer to see the candidate and their personality of the interviewee.
Methods for screening candidates Methods for screening candidates include in-person interviews, secondary or follow up interviews, and checking references. An in-person interview offer employers the opportunity to meet the candidate face to face to see how they act and carry themselves at least 20-30 minutes in depth. Also in a secondary/follow up interview an employer is able to gain any additional information missed during the first interview. Also a reference check is needed so that you can have the chance to call references and get others point of view of the candidate in question.
Interview
Landslide Limousines should be able to measure the companies inquires every day. Also measure the number of sales the staff sells and the total number of inquiries for the day. Set expectations for the company. Also hire professional trainers in sales if the managers do not have that expertise.
Forecasted demographic changes Demographic changes in the Austin, TX area are changes for the better. In the Austin area the demographics are always changing. In 1970 the city was 32% families with children, 2000 census showed the demographics to be at 14%. This change could ultimately be great for a limousine company because mostly adults rent a limousine, or need a limousine. The population is going up, but the amount …show more content…
The recruiter will shuffle through resumes of applicants that meet the requirements for the specific position that needs to be filled. Next there should be a test for qualified candidates that will test their knowledge on the specific position and industry, there will be no wrong answer, and there will simply be scores that will help an employer to understand what a potential employee knows about the company or business. Personality tests can also help with seeing if a person is right for the position. Also employers should interview and does a background check on their selected candidate before they officially make an offer. The interview must involve questions that relate to the type of employee you want working for you. The interview also allows the interviewer to see the candidate and their personality of the interviewee.
Methods for screening candidates Methods for screening candidates include in-person interviews, secondary or follow up interviews, and checking references. An in-person interview offer employers the opportunity to meet the candidate face to face to see how they act and carry themselves at least 20-30 minutes in depth. Also in a secondary/follow up interview an employer is able to gain any additional information missed during the first interview. Also a reference check is needed so that you can have the chance to call references and get others point of view of the candidate in question.
Interview