1. Running head: LANDSLIDE LIMOUSINES RECRUITMENT AND SELECTION 1
Landslide Limousines Recruitment and Selection Strategy Recommendations
Rachel Krebs
MGT 531
September 16, 2013
MaryJo Payne

2. LANDSLIDE LIMOUSINES RECRUITMENT AND SELECTION 2
TO: Traci Goldeman, Manager at Atwood and Allen Consulting
FROM: Rachel Krebs
DATE: September 16, 2013
SUBJECT: Recruitment and Selection Strategies for Landslide Limousines
In order to formulate appropriate recruitment and selection strategies for Landslide Limousines,
it is important to make sure all information necessary to come up with such strategies is
available. As it's been reiterated in my other memos, Mr. Stonefield's business is in Austin,
Texas. He plans on having 25 employees the first year as well as -$50,000 annual revenue, 5%
growth, and 10% turnover annually. Landslide Limousines' overall organizational goal is to have
the best transportation service in all of Austin, which means recruiting and selecting excellent
talent is a must in order for Mr. Stonefield's business to achieve his goal.
Analysis of Projected Workforce Needs
The most important aspects of Landslide Limousines that will make or break the success of the
business are the drivers. Since they will be the ones on the "front lines" of the business
(interacting with clients and escorting them to and from their destinations), it is of the upmost
importance that the business hires exceptional talent that will be the face of Landslide
Limousines in Austin, Texas. Of course other employees are of the upmost importance as well!
Great managers are essential to help maintain order and scheduling for all of Landslide
Limousines' drivers. Further, employees assigned to help expand the client list and keep client
information in a database are essential to Landslide's business model.

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Major demographic changes are expected to happen in Texas over the next thirty years. It is
predicted that Texas' population will increase 71.5% by 2040 with an extremely increased
Hispanic population due to immigration and high birth rates (Combs, n.d.). With an increasing
population, Mr. Stonefield will have a higher number of applicants for positions within his
company, meaning that differing levels of talent as well as a wide range of skill sets will become
more and more available as the years progress. Further, a higher population also means that more
clients will become available. Due to these two factors, I suggest that Mr. Stonefield should plan
to hire one new driver for every 5 new repeat clients. Landslide Limousines should plan to
appeal to as many potential clients as possible in order to grow at a rate of 5% or higher over the
next five years.
Workforce Diversity Objectives
Two major diversity objectives Landslide Limousines should have are to make sure their
business is racially diverse as well as to make sure an equal representation of women is
established. The Hispanic population of Texas is projected to outnumber the Caucasian
population by 2020, with the urban population tripling and the rural population doubling
(Combs, n.d.). Further, Caucasians will comprise 32% of the population by 2040, and African
Americans will decrease to 12% of the population by 2040 (Combs, n.d.). Since Hispanics will
comprise of about half the population of Texas by 2040 and will outnumber Caucasians within
seven years, it is important to make sure that other races besides Hispanics are represented
(though of course they should be represented as well). Further, it is important for Mr. Stonefield
to make sure he does not hire illegal aliens (who currently account for 9% of the current Texas

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workforce and at least 6.7% of the total population of Texas) because it is illegal to hire them
(McClellan, 2013).
The population of female chauffeurs is very low, with only 13% of the industry being populated
by women in 2000 ("Taxi/Limo Drivers in the U.S. – Summary", 2004). In order for Landslide
Limousines to reach their diversity objectives, it is important for Mr. Stonefield to ensure that
women are being hired as long as they are also great candidates for any open positions.
According to the City and County of San Francisco Department on the Status of Women, there
are several ways a business can successfully recruit women to work in non-traditional fields,
including: having a concrete diversity policy in place, making sure women are represented on
promotional materials for the business, providing gender specific incentive packages in regard to
things such as childcare and maternity leave, and making sure that a concrete and highly
enforced sexual harassment policy is in place ("SFGov : Recruitment of Women in Non-
Traditional Fields", n.d.).
Laws to be Considered
Since Mr. Stonefield is new to this particular market and is just starting this business, I suggest
that he uses an employment agency such as Aerotek or Adecco for at least the first two to three
years of starting Landslide Limousines. Devoting the time to find exceptional talent can be quite
difficult even when operating within an already established business, so trying to recruit the best
talent while starting a new business would be even more challenging. An employment or staffing
agency would be more adept at finding the right kind of talent for any specific business and will
also be familiar with any and all laws related to recruitment and hiring on the federal, state, and

5. LANDSLIDE LIMOUSINES RECRUITMENT AND SELECTION 5
local levels. There are many laws to consider when hiring or operating any business, new or
already established. Three major laws are Equal Pay Act of 1963 (requiring men and women to
be paid equally for equal work), Title VII of the Civil Rights Act of 1964 (which forbade firing
or refusing to hire someone because of discrimination and also create the Equal Employment
Opportunity Commission), and the Immigration Control and Reform Act of 1986 (which outlaws
employing illegal aliens, forbids discrimination against national origin and ethnicity, and
requires employers to make sure potential hires are not illegal aliens) (Cascio, 2013).
Conclusion
Mr. Stonefield and Landslide Limousines should focus on their organizational goals as well as
their diversity objectives when it comes to their recruitment strategies. It is important for Mr.
Stonefield to take advantage of a growing population to find exceptional talent as well as
increase his client base. Further, it is also important for Landslide Limousines to make sure that a
diverse workforce is employed and not one race over another is unfairly represented. Also, the
chauffeur industry has a low population of women, so it is important for Mr. Stonefield to try
and hire women whenever possible to create a more diverse workforce. Due to all of these
challenges as well as the challenges of making sure all laws concerning employment are
complied with all the while starting a new business, it is my overall suggestion for Mr. Stonefield
to use an employment agency for at least his first several years of operations in order to find the
exceptional and diverse talent he needs.

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References
Cascio, W. F. (2013). Performance Management. Managing Human Resources: Productivity,
Quality of Work Life, Profits (Ninth ed., pp. 330-376). New York: McGraw-Hill.
Combs, S. (n.d.). Demographics - Texas In Focus. Susan Combs - Texas Comptroller of Public
Accounts. Retrieved September 17, 2013, from
http://www.window.state.tx.us/specialrpt/tif/population.html
McClellan, N. (2013, February 1). Map: Illegal immigrant population by state. - Slate Magazine.
Politics, Business, Technology, and the Arts - Slate Magazine. Retrieved September 17,
2013, from
http://www.slate.com/articles/news_and_politics/map_of_the_week/2013/02/map_illega
l_immigrant_population_by_state.html
SFGov : Recruitment of Women in Non-Traditional Fields. (n.d.). SFGov : Home. Retrieved
September 17, 2013, from http://www.sfgov3.org/index.aspx?page=146
Taxi/Limo Drivers in the U.S. - Summary. (2004, January 1). Schaller Consulting Home Page.
Retrieved September 17, 2013, from
http://www.schallerconsult.com/taxi/taxidriversummary.htm