HRM FPX 5060 Assessment 1 Selecting the Right Candidate Internal-External

Student Name

Capella University

HRM-FPX5060 Sourcing and Managing Talent in the Workplace

Prof. Name

Date

Examining the Selection of the Right Candidate

Analyzing Strategies to Address Employee Turnover, Product Development, Sales Process, Price Increase, and Operational Morale at CapraTek

Employee turnover in CapraTek’s Western sales department surpasses that of any other division within the organization. The frequent turnover is attributed to significant changes in upper-level management positions, with 80% of clients seeking partnerships with other companies in the past three years. This instability disrupts CapraTek’s business culture, impacting its working environment, trust among management and employees, and ultimately affecting the bottom line due to recruitment and training expenses. The negative consequences extend to operational performance, hindering creative product development, and reducing profits.

To mitigate these challenges, strategic improvements in talent hiring for CapraTek’s Western Sales Division are essential to reduce turnover, enhance associate engagement, and boost morale. This analysis explores three options—seeking consulting services, promoting from within, and internal probing—each with its pros and cons.

Seeking Consulting Services:

CapraTek can benefit from hiring a consulting service to address recruitment challenges. This involves engaging a private sector consulting firm for a short-term, project-specific basis to recruit a Director and Deputy Director for the sales department. The consulting service would provide expertise, conduct candidate searches, perform pre-assessments, and facilitate training for the HR team, ensuring a smooth transition for new hires. While this option incurs costs, the potential benefits include faster recruitment, strengthened employee engagement, and shorter onboarding processes.

Hire from Within:

Internal promotion is another viable option for CapraTek. By prioritizing current employees for vacant positions, the company can leverage existing talent, saving on external recruitment costs and ensuring a smoother onboarding process. Internal candidates are familiar with the company’s culture, reducing the need for extensive training. This approach emphasizes long-term benefits and signals to employees that dedication and hard work are valued.

Conduct an Internal Search:

CapraTek can also conduct an internal search for suitable candidates, allowing the consulting firm to lead the process for the first six months. This approach provides hands-on experience for HR, facilitating a smoother transition and reducing turnover. Internal searches capitalize on existing relationships and understanding of the company’s structure, leading to quicker hiring and onboarding.

In conclusion, the decision-making process involves evaluating the available options and selecting the most rational course of action. Seeking consulting services, promoting from within, and internal probing each offer distinct advantages and disadvantages. The chosen strategy should align with CapraTek’s long-term goals, considering factors such as employee retention, business culture, and financial implications.

References:

Ansary-Shamim, A. (2019, July 14). 35 Importance of Decision Making in Business and Management. Retrieved from Career Cliff: http://www.careercliff.com/importance

Smith, A. (2020, February 21). Advantages and Disadvantages of Internal Recruitment. Retrieved from Comeet: http://www.comeet.com/resources

HRM FPX 5060 Assessment 1 Selecting the Right Candidate Internal-External