Lashundra Jones_Unit 9 Final Project_HR400

Lashundra Jones_Unit 9 Final Project_HR400 - The...

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The Recruitment Plan and Interview Preparation 1 The Recruitment Plan and Interview preparation Lashundra T. Jones Kaplan University HR400-01 Professor Hill September 26, 2010
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The Recruitment Plan and Interview Preparation 2 The Recruitment and Interview Preparation Fayette County is in desperate need to revamp their hiring process. They are trying to decrease the turn over rat and retain more of their qualified candidates. In order for them to do that we will discuss what the right recruitment plan is and how important it is to have one. We will also discuss briefly on ensuring a candidate will fit in with the cultural fit of the organization. We will also develop an interviewing process that will discuss what a job analysis, a job description and the right fit for an organization is. Lastly, we will note the importance of a competency – based interview. Developing the right recruitment plan is vital to the success of any organization. When developing a recruitment plan it is important to determine the future human resources needs of the organization (10research.com, 2010.) once this has been determined then the recruitment plan should include the number of position, a job description and a work force analysis. The plan should also include time estimates for recruiting, cost for recruiting such as travel expenses for the recruiter, marketing or job advertising, recruitment agency fees, testing and over head. The final phase in the recruitment plan is to determine how we want the company to be viewed and what the company has to offer. We will need to determine if we are an eco-friendly company, what benefits we offer employees as well as compensation. As a company we need to be attractive to the candidates. We have to make them feel as if our company is the best place in the world to work for. Our company will be flexible in our recruitment efforts by exploring different avenues and getting rid of the ones that are not yielding the results that we want. To do this we must know the difference between proactive and reactive recruitment.
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The Recruitment Plan and Interview Preparation 3 Proactive recruitment happens when a company aggressively looks for applicants. Companies will use different sources that will make a concerted effort to find qualified applicants in a timely manner (Arthur, 2001.) our company proactive recruitment should include advertising through online job sites, news paper ads, and employee referrals. We believe that the online job sites will be the most productive because of its ability to reach a wide range of people. Reactive recruitment is when a company takes a less aggressive approach to recruitment. With this type of recruitment, time is of little concern. Many fast food chains use reactive recruitment to hire workers such as cashiers or many of their seasonal employees. Many large companies might use reactive recruitment to hire for non-management positions. Our company will use this as well to fill non-management positions. Reactive recruitment has minimal advertisment about a position and waits for applicants to come and apply for a certain position.
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Lashundra Jones_Unit 9 Final Project_HR400 - The...

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