Essay Sample on Evaluating Corporate Recruiting Plan

Which part of each plan would likely not be successful in recruiting today's employees? What are the specific limitations you see in these plans?

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The plan of hiring interns would not be successful because in many cases, they are not aware of their responsibilities which may result in motion waste as they move from one activity to another. The interns tend not to have the maturity levels needed in the organization. As much as they seem to have a fresh perspective, they will not have the tact required in the business situation. The fact that interns are temporary workers in the organization means that they may not be invested in the company as an employee. This way, the plan of hiring interns would lead to low success rates.

The plan of point-of-sale advertising will not be successful because of its costly nature to the organization. Once the firm takes into account the issue of branding, whether they hire a person to create graphics for them or someone to print promotion posters and leaflets, it will soon mount up leading to unnecessary and unbudgeted expenses (Acikgoz, 2019). A concise vision is needed for the business. Similarly, point-of-sale advertising is prone to vandalism that will cost the business to clear and cover up for the losses. The organization may need to react to the branding by competitors which could also become costly as well. If there is a new product introduced by the business, or if they have slashed the prices on something, it will take a lot of effort to keep up with the competitors.

Which part of each plan would likely continue to be successful? Why would these plans be worthwhile to keep?

The use of professional organizations for recruiting positions that require experience will be successful because older workers bring less risk to the organization. It is necessary that the firm builds a culture that encourages creativity as well as innovation because it is a mission-critical strategy that helps people move forward and is crucial for sustainability. Experience in the firm is a means for multi-skilled and adaptable operations. Talent for skilled employees means that their career developments have taken them through all levels that range from ringing registers to managing the entire company divisions. These people have also undergone several transformations throughout their careers and moving from customer service to sales and professional services.

In the second plan, getting employees from the local newspapers for the local jobs will continue to be successful. The importance of newspaper hiring is that it allows one to focus on a specific geographic audience. It is especially important when the smaller newspapers focus on reporting issues of business, crime, sports, and the affairs of a specific town. It is also possible to hire immediately by posting an advert in the local paper if it is subject to the availability of a skilled and qualified professional as well as the quality of the job advert.

The plans would be worthwhile to keep because companies require experienced employees because older talent seek contingent engagements and they could deliver more for less. The organization can increasingly trust the tenured talent to do mission-critical work on a contract basis. Using professional organizations to recruit such positions as well as newspapers will help to overcome all challenges and invest fully in talent.

A major issue for recruiters today is the issue of diversity and inclusion. Based on your research on this topic, recommend a plan that would address these issues.

The first step is to be aware of unconscious bias and build awareness as the first step towards real change. It is crucial to educate the employees by helping them understand how other people are impacted by unconscious bias as well as the functions that continue to reinforce it (Cohen, 2017). One way of dealing with the diversity issue is to encourage employees to review, question and also analyze their personal potential bias as well as assumptions.

Employees also require tools for training that provide guidance on actions for moving forward. Training employees to manage bias can be designed in a way that ensures a reduction in defensiveness by explaining the reason for diversity and the ways for inclusion. Offering diversity and inclusion training helps the employees to understand their cultural differences that can impact how people work and interact.

The training needs to cover everything from the concepts of time and styles of communication to those of self-identity and also dealing with conflict. Training on diversity is effective if offered as optional rather than mandatory (Cohen, 2017). Understanding diversity within the workplace is such that every employee is aware of the cultures from each of the employees. This way, the organization can work towards fostering greater inclusivity among them and acknowledge the different cultural practices because it is a way of enhancing respect and understanding the different needs of employees as well as a way to flexibility.

Analyze organizational recruiting plans that have been successful in the recruiting of targeted groups. Include the current legal thinking in this area.

The recruiting plan that has been successful is that of using executive recruiters or upper management positions. They prepare an effective job description that targets the right people for the job and attracting the right candidates. It is because the more clearly that one describes the requirements, tasks, working conditions and advantages of the position, the lesser the time they will spend examining and rejecting the unsuitable applications (Ladkin & Buhalis, 2016). An effective job description contains the position title, information about the company, qualifications and how to apply where the items are clearly stated.

The executive recruiters also make sure to use the right tools to hire according to the budget of the company and the type of candidate that the organization is searching for with the knowledge that more tools increase the exposure (Ladkin & Buhalis, 2016). It is also necessary to keep track of the results to determine the kind of tools that are ideal for the firm. Executive recruiters use online job boards social media advertisements and employment agencies to ensure that they save on costs and get the right people for the positions according to the requirements.

The current legal thinking is that the company needs to establish itself between adversaries and impose a general order for doing things. Executive recruiters also ensure to interview the best candidates as it is the opportunity to determine their qualification and see that they match the expectations of the business and that they fit in the culture of the company. The recruiters ensure to ask both behavioural and situational questions to help make a decision and rank the strengths and weaknesses of the interviews. They are also able to assess the confidence of the person, creativity and also skills.

Address a cross-section of targeted groups, including minorities, women, veterans, disabled workers, et cetera.

The target employees to be recruited for the company include corporate professionals ranging from women, veterans, minorities and disabled workers. The importance of including minorities is that it will ensure the tactic of demographic segmentation that helps the organization to target its buyer more effectively and accurately. The firm will be able to offer its services not only to the majority communities but also the minorities if they include them in the organization.

When the organization is dealing with corporate employees, they are dealing with an audience that is distinctive, viable and target-oriented. This way, the firm can be sure that the audience is someone who already knows what they need and is similar to what the company is selling. This way, such employees also attract distinctive buyers who are smart, aware, educated and they are up-to-date.

Recruiting veterans is a way of behavioural segmentation as it influences the purchasing habits, spending habits and the user status of an individual. Disabled workers are also a means for psychographic market segmentation in terms of the lifestyles, interests and beliefs. It is a way to motivate employees to increase their productivity levels and show value to the executive team. Recruiting diversely will help to differentiate our brand from that of the competitors (Ladkin & Buhalis, 2016). It is a way of being more specific about value propositions and messaging. Similarly, the organization can build a deeper customer affinity.

Recommend at least three methods that your research indicates would be successful in this targeted search and justify your recommendations based on this research.

The research advocates for creating a plan to recruit and ensuring that the right agency takes care of the hiring process. Using executive recruiters for upper management positions is a better method to ensure that the right people are hired. They prepare an effective job description that targets the right people for the job and attracting the right candidates. It is because the more clearly that one describes the requirements, tasks, working conditions and advantages of the position, the lesser the time they will spend examining and rejecting the unsuitable applications (Vetrakova, Hitka, Potkany, Lorincova, & Smerek, 2018). An effective job description contains the position title, information about the company, qualifications and how to apply where the items are clearly stated.

Local newspapers are also important in acting as a powerful tool to reach job seeker. The importance of newspaper hiring is that it allows one to focus on a specific geographic audience. It is especially important when the smaller newspapers focus on reporting issues of business, crime, sports and the affairs of a specific town. It is also possible to hire immediately by posting an advert in the local paper if it is subject to the availability of a skilled and qualified professional as well as the quality of job advert.

Another method that would be successful is using professional organizations to hire positions that require experience. Experience in the firm is a means for multi-skilled and adaptable operations. Talent for skilled employees means that their career developments have taken them through all levels that range from ringing registers to managing the entire company divisions.

References

Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human resource management review, 29(1), 1-13. Retrieved from https://e-tarjome.com/storage/panel/fileuploads/2019-08-13/1565684602_E11555-e-tarjome.pdf

Cohen, E. (2017). Recruitment, diversity, and inclusion. In CSR for HR (pp. 122-152). Routledge. Retrieved from https://www.taylorfrancis.com/books/e/9781351278607/chapters/10.4324/9781351278607-10

Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment. International Journal of Contemporary Hospitality Management. Retrieved from http://eprints.bournemouth.ac.uk/23008/3/Version_for_BRIAN.pdf

Vetrakova, M., Hitka, M., Potkany, M., Lorincova, S., & Smerek, L. (2018). Corporate sustainability in the process of employee recruitment through social networks in conditions of Slovak small and medium enterprises. Sustainability, 10(5), 1670. Retrieved from https://www.mdpi.com/2071-1050/10/5/1670