Locating and Recruitment Plan
Recruitment of an ideal candidate is of a vital significance whether one aims at filling a top executive position or an entry-level recruitment. Building and following an effective recruitment plan is critical to ensuring quality and high-productive staff.
Once there is a proper recruitment plan in an organization, the firm is always ready to proceed with the recruitment plan smoothly and find the candidates the fits the position perfectly. This eliminates the possibility of time wastage with those candidates who are unproductive.
The primary success of the company lies with the effective recruitment plan that produces the quality workforce and hence hiring the right workforce is the most significant job. The effective recruitment plan results from the effective location of skilled job applicants, conducting effective interviews, reference checking and making the employment offer.
Therefore, the strategy used to plan for the recruitment is not only significant to ensuring one find the right person for a job opening but goes further to help minimize the cost of bad recruitment decisions that are expensive both in terms of money and time.
Determining Recruitment Goal
My recruitment plan will first determine the recruitment goal. Particularly, the goal is to locate and hire an outstanding young scholar to join the faculty of the Davis School of Business. Therefore, I must restrict my goal to specifically develop a recruiting plan that will locate a talented applicant pool and a strategy to fill the position (assistant/associate professor of business ethics) with the best candidate.
Therefore, I will restrict the recruitment plan to particular skills required to accomplish this goal and then move forward establish particular recruitment goal. Particularly, the goal will narrow down to the attraction of the best applicant to join the faculty. This is critical to my plan as the outstanding applicant will ensure a direct difference to the faculty bottom line and hence assist in raising faculty quality and service levels. Moreover, some supportive goals that go in hand with the primary goal include attracting a higher standard of candidate, promoting the faculty as a dynamic place loved by workers as well as attracting candidates
who are skilled as per the current faculty requirement. Thus, the key concern here is to determine the overall recruitment requirements via well-established faculty goals. In will use about 500 dollars to undertake the process of determining and development of aneffective goal for the recruitment.
Review Job Descriptions
I will take time as the second step in the development of the recruitment goal to review the job description as there may be a need to change following the previous hiring. On the other hand, the new position needs the creation of a new job description. Here, I would talk to the previous individuals holding the position to ascertain their input in places that need to be improved and the highlights of the job. My plan will ensure that the description incorporates every core job-linked components. In the job review phase, I intend to use about 200 dollars to undertake the whole process.
Consider people-finding strategies
The consideration of finding or locating appropriate candidates for the job can be a tiresome and core area in planning for a recruitment plan. The techniques can be long term or short term. For example, in the plan, the short-term recruitment technique will be purely designed to generate an immediate selection of applicants. On the other hand, the long-term recruitment technique will imply developing the connections with the core people and the communities well as the promotion of the faculty as a rewarding workplace. Particularly, my plan will be more inclined to keeping long-term connections with the people with the potential to work with the faculty. I will, therefore, employ both long-term and short-term recruiting strategies.
I will use such strategies as offering scholarships to the university students, sponsorships and donations to the community organizations and opening up the faculty for high school practicums. Moreover, my plan will be considerate to both two pools of candidates including those employees already working for the faculty as well as external candidates. This is because promoting those already working for the faculty has the impacts of creating a culture reflecting a reward for a hard work. Also, internal recruitment or promotion leads to the acquisition of most outstanding candidate for the job posting. Therefore, my plan will greatly use the friends and acquaintances of employees as the stepping stone for a good recruitment plan development.
Here, I may use a recruitment incentive to encourage employees to spread the word such as a certificate or cash incentive if their recommended candidate is ultimately hired. I will ensure that I have selected (media) websites, mailings list, journals, and newspapers during the job advertisement. The aim here is to select that channel that has a higher capability of reaching a diverse pool of applicants. I will allow sufficient time of both internal and external recruitment particularly, two weeks.
On the other hand, my plan will be an all-inclusive one as I will also incorporate the use of alternative labor pools. This alternative labor pool will include co-op students, aboriginals, EI, young retirees, and disabled persons to compensate in cases where the right applicant for the job fails to be from the most obvious pool of candidates. Here, I will use the major part of the money mainly in the advertisement and other related undertakings. The budget for this phase will be 3,000 dollars.
Appreciate the view of workplace from the outside
The perception of the workplace affects to a greater extent the manner in which the candidates responds to job postings. Therefore, to remain relevant and survive the job market, I will ensure that the plan offer a unique strategy from the competitors. I will conduct an anonymous employee survey to assess how the faculty or the institution compares with the competitors. This is effective in helping me gather the critical statistics on relative salaries, vacation, job duties, and work environment.
My plan will be considerate and recognize that money is never always whatever candidates are looking for but rather the intangible benefits that shape the interest of the potential employees. In these phases, I will spend 3000 dollars for the whole process to ensure that the workplace is positioned well on the outside people's perception to attract outstanding applicants.
Keep a shortlist
Before posting the job ads, I will ensure that the selection criteria are precise and clear. This will involve skills needed to add to the business and how applicants will be selected over another. The first step in my plan to identify the candidates who would display the skills as well as the required criteria to meet the recruitment goal.
I will ensure effective shortlisting as this will help me cut down on unnecessary interviews. I will draw a simple grid with the selection criteria and names of the applicants (Half, 1993). Accordingly, I will list my selection criteria in order of significance with marks assigned to every candidate based on whether or not to interview when I review resumes alongside cover letters.
I will ensure that I nifty short-listed applicants of the interview date and time immediately they are shortlisted. I will also keep a reservation list of applicants to help me replace the unavailable shortlisted candidates. Here, I will spend 3000 dollars to conduct the whole process and associated costs.
Hone Interview Technique
I will develop a job-related question in my plan to avoid awkward pauses to remain in charge of the interview. My developed questions will entail open-ended questions that permit candidates to talk about themselves based on their previous jobs, things they would prefer to avoid in the job and the pressure they faced in previous jobs.
Thorough Check before making a job offer
The plan will have a thorough check before making a job offer. This will include obtaining a signed application, executing reference checks as well as scheduled background checks. The salary will then be determined based on a salary as prevailing in the market, internal comparisons and qualification.
Follow through After Acceptance of the job offer
I will then develop a strategy to confirm the offer in writing and advise the remaining employees within the firm. The plan will arrange for the candidate's start date ahead of time and advise the unsuccessful candidates that the position is filled. I will further spend another 300 dollars to communicate this information to the unsuccessful candidates.