Recruiting strategies

Answer

Recruiting Strategies

Recruitment is a crucial practice for organizations, mainly due to the changing business environment. Often, human resource managers are responsible for carrying out recruitment exercises for their firms.  In this regard, Human Resource (HR) managers have to be competitive, especially in analyzing others, to ensure that they do not miss out on vital talent during recruitment. Primarily, effective hiring of the top talent in all industries require a combination of diligence and creativity. Whereas technology has eased the ability to create job postings and access a broad audience, HR managers are still responsible for connecting with ideal candidates and driving excitement in them to elicit significant interest in the job, which leads to superior performances once they are hired.  Therefore, as the HR manager, it is paramount to utilize unique hiring strategies that sets one apart from other employees. The need to acquire more personnel for expansion into a new state means that self-driven and motivated candidates will be ideal as close supervision may be absent. As such, I will use various hiring strategies to get top talent in the labor market, as detailed in this paper.

Recruitment Process: In House Recruitment

The initial recruitment process at the organization will be an in-house process. Consequently, the increasingly famous Recruitment Process Outsourcing will not be utilized by the company. Ideally, whereas outsourcing offers various advantages such as time management and a high propensity for hiring top-quality talents, it denies organizational stakeholders such as the human resource manager the chance to connect with the candidates before they are hired. According to Heritage (2016), personal interaction with potential incumbent employees is encouraged as it leads to a proper understanding of the applicants' soft skills. Therefore, I believe that interacting with the candidates during the hiring process, from CV review to contract signing, will enable me to evaluate their abilities regarding communication, decision making, and intuition levels.  From this understanding, it is likely that I can determine if they are self-motivated to work on organizational duties without supervision or if they will need to monitor. Moreover, having a positive attitude as an incumbent employee is essential to achieving success in the workplace.  In this regard, extended interaction with the applicants will enable me to assess their attitudes and determine their chances of success and suitability for the roles.

Recruitment process outsourcing will also not be carried out due to the need to have a proper 'job match' description in all advertisements.  Job match refers to the accurate description of the roles and responsibilities of a candidate once hired. In this regard, some advertisements may fail to offer a succinct description of the duties expected of a recruit. Lisi (2018) explains that the lack of proper job match in position descriptions is among the leading causes of candidates rejecting employment offers. Therefore, to minimize the possible adverse impacts, I will ensure that recruitment is in the house, allowing me to be in charge of all activities.

Positions Needed

The new office in a neighbouring state will require a receptionist responsible for welcoming clients and function as an office messenger. The other position required will be a cashier who will help manage petty cash at the office since the organization's accountant will be in another state.  A communication manager will also be required. Notably, the person in this position will be responsible for ensuring that communication lines between the head office and the satellite stations are functioning appropriately.  Other posts will comprise sales managers and persons responsible for marketing the business and its products in the new area.  The last position of the office/business manager will not be advertised. Instead, a competent person who understands the organization's culture will be transferred to the new office to help manage all the activities while reporting to the head office.

Specific Recruitment Strategies

During recruitment, I will treat all candidates like customers. In this regard, I will be respectful, time conscious, and available to them always. The approach will help create a good impression of the organization, which can attract top talent in the sector.  I will also use social media extensively.  Apart from posting job adverts, social media allows for two-way interactions with ease (Kotlyarevskaya, 2019). As such, I will harness this provision to ensure that I interact well with all candidates and create a proper relationship.  I will also create compelling job descriptions. Ideally, they will describe the roles to be carried out while also stating the working environment's conducive nature. Moreover, the description will not be too long to tire those reading them.  However, they will be long enough to ensure that they comprise all the essential information. I will also check resumes posted online in our employment portal as I may find an ideal candidate within the portal and thus reduce costs associated with general recruitment for that particular individual.  Similarly, I will consider past candidates who may have improved themselves.  Lastly, I will include other stakeholders in the interview to offer a multifaceted approach to the recruitment process. The approach will help eliminate any possible individual biases in hiring, thus leading to an ethical recruitment process.

Choice of Media

Print media comprising newspapers and career magazines will be the preferred outlets to use in advertising the positions. Ideally, the media outlets' target audience includes focused individuals. As such, they are likely to help the organization access candidates with high levels of commitment.  Moreover, information published on print media has high longevity as it can still be available after a month as long as one has a copy of the magazine or newspaper. The second media outlet will be online career websites such as indeed.com. Notably, these platforms attract thousands of job seekers daily. As such,   the propensity of eliciting interest from qualified individuals through these platforms is high.  Social media will also be used to post advertisements for the positions. The use of social media is based on the fact that most individuals, including job seekers, frequent social media (Zhang & Mao, 2016). As such, they can come across an advert and then apply. Conventional media outlets such as radio and TV advertisements will not be used due to their high cost and short lifespan of ads.

Timeline for Completing the Recruiting Process

The recruitment process will take three months. The decision to have a short timeframe is due to the urgency with which the organization wants to expand into the new state. Ideally, the company considers having a new office in less than four months. Therefore, it is crucial to have all the workforce for the new office ready before the opening date. Three months is seen as an appropriate time to make advertisements, review applications, schedule interviews, decide on those to hire, offer employment contracts, and incubate the recruits.

Stakeholders Involved

The primary stakeholder will be me, the Chief human resource manager. However, the urgency associated with the exercise, as well as the short timeframe, necessitates me to have other personnel offering assistance. In this regard, the financial manager will also be involved and will focus on checking the expenses for the recruitment exercise. Moreover, he will be in charge of negotiating salaries with the recruits.  The Organization's CEO will also be involved. Her focus will be on checking the attitude of the employees and evaluating their suitability for the company. The marketing manager will also be involved and will help in making job postings.  Lastly, the development manager will be essential in assisting incubate the recruits to the organization.

Costs

The recruitment process will accrue various costs. Primarily, personal costs which are associated with defining the position will be the first to be incurred. Ideally, they will involve salaries for the hiring team as well as the time spent.  The second cost will be advertising expenses. They will include funds spent on paying for ads in the print media and online career websites. Other costs will relate to payments for involved duties such as phone bills for scheduling interviews, the price for checks, and funds paid to schedule interviews and renting the venues.

Conclusively, the hiring process to recruit employees for a new office will be in-house. Outsourcing will not be adopted as it limits the chances of organizational stakeholders to interact with all applicants. Notably, the short duration provided for the recruitment process means that I will require help in completing the interview on time as the chief human resource manager. As such, the CEO, finance, marketing, and development managers will help me evaluate the candidates. Throughout the recruitment process, focus will be on ensuring that the job descriptions accurately match incumbent employees' expected duties and responsibilities.   Moreover, the increasing diversity in the world will be considered during the recruitment process as all decisions and steps will be ethical and unbiased.