HRM Report: Recruitment and Selection Strategies at Rent-A-Car LLC

This report provides an analysis of the recruitment and selection processes at Rent-A-Car LLC. It begins with an executive summary and table of contents, followed by an introduction that highlights the company's background and its operational units. A literature review explores the importance, methods, and challenges of recruitment and selection, covering both internal and external approaches, and the advantages and disadvantages of each. The report includes the thoughts of various pioneers in the field. The case study focuses on Rent-A-Car’s specific recruitment strategies, including campus and online recruitment. The report concludes with recommendations for improving the recruitment and selection processes and a conclusion summarizing the key findings. References are provided for all cited sources.

Running head: HRM
HRM
Name of Student
Name of the University
Author Note

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Executive Summary
Human resource function is one of the most important functions in which the organizations aim
to find the best possible candidates. This report would understand the HR metrics of recruitment
job role in Rent-A-Car. The report would throw light on the various theoretical attributes of
recruitment and selection. These concepts would be aligned with the analysis of the particular
case study. The problems in the recruitment job role of the selected company would be explored.
The concluding part of the report which feature the probable courses of action that can be
undertaken to resolve the issues prevalent in the organization.

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Table of Contents
Introduction......................................................................................................................................3
Literature Review............................................................................................................................4
Importance of recruitment and selection.....................................................................................4
Methods of recruitment and selection..........................................................................................4
Challenges concerning recruitment and selection.......................................................................5
Advantages and disadvantages of recruitment and selection......................................................6
Thoughts of different pioneers regarding recruitment and selection...........................................7
Analysis of the case study................................................................................................................7
Recommendations..........................................................................................................................10
Conclusion.....................................................................................................................................10
References......................................................................................................................................12

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Introduction
Rent-A-Car LLC is one of the car dealership companies founded in 1957 by Omar. The
headquarters of the company is located at Muscat-Oman. It is one of the largest car rental
companies and it has over 100 offices in its home location, Oman. It also has its presence in
more than 90 countries such as Puerto Rico, Canada, Germany and Ireland. The car service had
17,800 rental cars which give employment to almost 2500 people. The car service provider has
four major operating units such as Rent-A-Car Fleet Management, Rent-A-Car Car
Sales, Rent-A-Car Car Rentals and Rent-A-Car Truck rentals.
The recruitment process is concerned with the searching as well as attracting of the
qualified job applicants for the purpose of employment (Roth et al.2016). This process is
concerned with the identification of a vacancy in the organization and finding suitable candidates
for the purpose. The aim of the recruitment process is to create a maximum pool of well-
qualified candidates as well as help the company to fulfill the employment goals (Chiang and
Suen 2015). The selection process is concerned with the choosing of the right candidates for the
job vacancy, who are capable of matching with the pre-designated job position (Chiang and Suen
2015). The selection process is characterized by interviewing of the candidates as well as
subsequent evaluation of their qualities. It is one of the organizational requirements that deal
with the skills as well as qualifications of the individuals (Chiang and Suen 2015). This process
can be regarded as a negative process in which there is elimination of the candidates based on the
process of identification of the right candidates as per the vacant position.
The recruitment as well as selection process adds value to the overall HRM processes in
the organization. This process is helpful in managing high volumes of the job resumes as well as

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the ability of choosing the right candidates as well as pushing them quickly through the
organization (Heilman, Manzi and Braun 2015). It is important for the HR managers to
determine the exact manpower requirements in the organization so that the recruitment process
can be done accordingly (Chiang and Suen 2015). Recruitment and selection process determines
the quality of manpower in the organization, which would help the organization to fulfill its
goals.
Literature Review
Importance of recruitment and selection
As opined by Breaugh (2017), the success of the organizations depends on the quality of
the human resources of the firm. The recruitment of competent and dynamic manpower would
ensure that the employees would be able to deliver effective organizational performance
(Richter and Schrader 2017). This would make the organization to fulfill its mission or vision in
a better way.
The effective recruitment and selection is also able to reduce the overall financial loss of
the company as the induction of appropriate employees would lead to greater retention (Richter
and Schrader 2017). There would be less attrition level as the candidates would not have
tendency of switching jobs often. The recruitment process is also responsible for increasing the
loyalty as well as productivity of the employees.
Methods of recruitment and selection
There are several methods of recruitment, which are discussed below-
 Internal Recruitment- The internal recruitment methods comprise of
the filling up of the job vacancies within the organization. This

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comprises of internal promotions, former employees, retirements,
internal advertisements and transfers (Richter and Schrader 2017). As
opposed by Marchington (2015), there are several sources of the
managerial recruitment such as press advertisements, campus
interviews, placement agencies, E-recruitment, competitors and walk-
in interviews.
 External Recruitment-This type of recruitment considers the filling
up of the vacancies from outside sources such as advertisements,
executive search firms, employee referrals, internet, temporary help
agencies and others (Richter and Schrader 2017).
The selection process is carried out through the use of following selection
process-

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There are two main kinds of selection tests that are applicable in
organizations-
 Employment Tests- There are different kind of employment tests such as Cognitive
ability tests, Physical ability tests, Personality and Interest Inventories, Job sample tests
and job knowledge (Blatter et al.2015).
 Interview- There can be various forms of interviews such as structured, closed, open,
unstructured, non-directive, computer and panel interview (Richter and Schrader 2017).
The interview process is an excellent tool to know about the actual worth of the
prospective candidates.
Challenges concerning recruitment and selection
As defined by Zhang et al. (2014), the HR managers are constantly
juggling between the innovation factor and the efficiency component of the
recruitment and selection of the organization. There are times when there is
not adequate flow of the candidates and the HR managers have a tough time
in finding the right candidate for the job position (Richter and Schrader 2017). The
managers may be unable to detect the “right strategic fit” for their
organization and there are possibilities of mismatch between the candidates
and the organizational expectations. There can also be lack of diversity in
the recruitment process of the organizations.
Advantages internal recruitment
As opined by Chen, Li and Ruirui (2014), there are several advantages of the internal
recruitment process in the organizations. The advantages are outlined below-

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 Greater Managerial involvement- An in-depth recruitment policy helps in the
involvement of all the departmental heads and this helps in the creation of relevant job
descriptions (Nasreem, Hassan and Khan 2016).
 Increase in company productivity- An effective recruitment and selection process would
bring on-board employees who would contribute to the company’s growth in the long run
(Richter and Schrader 2017).
Advantages of external recruitment
 Large candidate pool- E-recruitment helps the company to gather a large number of
candidates in limited time, which helps the company in fulfilling the job vacancies in a
limited time period (Richter and Schrader 2017).
Disadvantages of internal recruitment
The disadvantages of internal recruitment are-
 Limiting flow of talent- In the organization, there are limited flow of talents and ideas,
which may restrict the quality of manpower in the organization.
 High atmosphere of competition in organization- Employees may feel pressurized as
they compete with each other.
Disadvantages of external recruitment
 Enticement- HR managers are supposed to give up a competitive package and best
incentives as given by the close rivals (Hill, Jones and Schilling 2014). The budget of the
company may not allow the company to give adequate compensation to the employees,
due to which the employees may refuse to join the company (Richter and Schrader 2017).

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 Location- A distant location may be a major turn-off for the company and it may be
difficult to convince employees to join the organization (Richter and Schrader 2017).
This is because of the commute issues that would be faced by the company.
Thoughts of different pioneers regarding recruitment and selection
As commented by Kang and Shen (2017), the international recruitment and the selection
process are usually characterized by the polycentric process in the matters of “international
staffing” and “one-way selection”. However, there is often a lack of cultural adjustments and
lack of career development in the matters of expatriate management. As opposed to Louw
(2013), the recruitment process at British companies emphasizes on the fact that the university
report cards are important for motivation for reverting to the process of psychological
assessments. The major companies are unable to deal with the various selection flaws, which
hamper the process of productivity as well as hampering of performances. It is important to
understand the main selection criteria that would be actually important for the organizations.
Analysis of the case study
Rent-A-Car has unique ways of attracting the potential candidates and
they look forward to making the recruitment process a successful one. The
company focuses on campus recruitments from the top universities and
colleges. These candidates are being recruited as interns and they also as
liaison with the future potential applicants. The advantages of this kind of
recruitment are that it causes more brand loyalty and decreases the attrition
rate of the companies (Singh 2014). This is because of the fact that the interns get
emotionally attached with the firms and they tend to stay with their first job

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for a longer time (Richter and Schrader 2017). This kind of recruitment also incurs
fewer expenses as the company needs to pay the interns less than that of an
average person. The company engages in grooming of the talents and
retains them, which lessens the search costs of future recruitments. There is
also a significant reduction in the amount of time as well as effort as one
university provides a large pool of candidates. There are also several
disadvantages of this kind of recruitment (Richter and Schrader 2017). There is
the involvement of additional costs such as travel of the candidates,
boarding, more number of selection steps and heavy investment on their
training (Shenoy and Aithal 2016). One of the major shortcomings of this kind of
recruitment strategy is that it requires heavy investment on the induction as
the candidates are fresher and do not have any prior work experience. This
kind of expense is considered as the additional expense of the firm.
Rent-A-Car has an extensive online recruitment process in which
the potential candidates are being able to view the details of the job
vacancies and apply to the suitable ones. This online portal has online
registration option in which the candidates may register by giving all their
details and uploading their resume (Richter and Schrader 2017). They can also
apply to the jobs that become available in this portal from time to time (Lad
and Das 2016.). There are many advantages as well as disadvantages of this kind
of recruitment. There are no intermediaries in the process and hence the
company can get to interact with the candidates directly. The e-recruitment
process is cost-effective as the cost of putting jobs online is much cheaper

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process than the other methods of recruitment (Smita and Sarika 015). There is a 24X7
access to the online database of the candidates and the unqualified candidates can be filtered
out automatically. This saves the company a lot of time. One of the major
disadvantages of this kind of recruitment is that there are a huge number of
responses to e-recruitment and hence it becomes tough for the recruiters to
scan each resume (Richter and Schrader 2017). There is a low internet penetration
in the developing countries, which means that the candidates from these
regions may not be able to register in this online media (Beratarrechea et al.
2014). Hence, the company loses the chance of recruiting talented manpower,
who might be residing in distant parts of world. Even in the developed
countries, there might be technology lag when the human resources would
not be able to access the online resume database.
Rent-A-Car sources prospective candidates from media such as
magazines, newspapers and other online sources. The graduate recruitment
is being done through a unique initiative known as “Come Alive”, in which
the potential employees are being shown the career opportunities given by
the company. The advantages of this kind of recruitment lie in the fact that
the local experiences and the local candidates can be viewed and brought
on-board. This is also a budget friendly mode in which the size of the
advertisement is directly proportional to the cost of the advertisement (Gu et al.
2016). There is a great deal of comfort and convenience of this kind of
advertisement since wireless technology has eased the process of digital
communication. One of the main disadvantages of this form of recruitment is

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that it is intended to particular section of the society and hence all the target
audience may not have access to it (Richter and Schrader 2017). In case of
newspaper advertisements, the advertisement is intended for local purposes
where the candidates of the other regions would be unable to view it (Richter
and Schrader 2017). For example, the job vacancy published at Times of Oman
may be visible to only the people of and it would not be visible to the people
of Kuwait or Dubai.
The selection practices used by the company are distinct and varied.
There are various processes used by the company such as the creation of job
descriptions, person specifications, screening of the applicants and the
assessment day. The processes used in the job description are not proper
and needs step by step process. It is also important to take care of the
screening of the applicants so that the time is saved for the human resource
personnel. The screening process should be fair, justified and should meet
with the organizational requirements.
Recommendations
It is important to improve the recruitment and selection process of the
organization so that there is an improvement in the nature of manpower
inducted into the company. The following set of recommendations should be
implemented in the car rental company-
 The company should focus more on improvements in the campus
recruitments. There should be more number of colleges that should be