THE RECRUITMENT PLAN UITMENT
MODULE 2: DULE 2: RECRUITMENT 2.1: THE RECRUITMENT PLAN UITMENT Using the job description and person specification that you have developed in Module 1 for the new role in your case study organisation, you will now need to plan the recruitment process. RECRUITMENT PLANNING DECISIONS (refer to pages 207 – 216 in your textbook) This section of the assignment requires you to work through the central issues that need to be considered in planning the recruitment process. In Lecture 3 we discuss several important actions that make up the recruitment process. For your assignment you only need to plan three of these actions, these are: Determine where qualified applicants can be found (recruitment sources and labour market analysis); Develop appropriate recruitment advertisements and literature; Select the appropriate recruitment methods to be used. A discussion of these decision areas can be found on pages 207 – 216 in your prescribed textbook. It is essential that you demonstrate your ability to apply this theory by explaining how these issues will be addressed in your specific case study organisation. To achieve this objective your discussion should be presented in a structured manner as outlined below: For the first decision area set out your discussion under the heading: “Decision 1: recruitment sources and labour market analysis”. 1.1. First, discuss the main issues/facts presented in the case study pertaining to available labour sources (see assessment criteria for more detailed information). To achieve this you will need to thoroughly analyse the case study, you may even want to extend your analysis to include the broader context and business environment that the business finds itself in. Secondly, you must make clear recommendations regarding the use of internal or external sources of labour (see assessment criteria for specific details). (5 marks) 1.2. For the second decision area you need to develop a recruitment advertisement for your case study position. You are not constrained in terms of the format you use to design your recruitment advertisement, however, the content must: (1) convey a strong employer brand (ATTENTION) (2) provide an adequate description of the job purpose and content; (INTEREST) (3) identify an appropriate balance of essential and desirable KSAs; (INTEREST) (4) convey a balanced and realistic employee value proposition (EVP); (DESIRE) (5) clearly identify the actions that job applicants should take (ACTION) See the assessment criteria and also the discussion of the AIDA technique (figure 6.4 in your textbook) for additional guidelines. (15 marks) 1.3. For the final decision area you need to make clear and specific recommendations regarding the recruitment channels/methods you plan to use. Set this out in the same manner as you did for Decision 1, by first discussing the main issues/facts in the case study and then going on to make clear recommendations. (5 marks) ****NOTES**** The list of areas in the recruitment process that you need to consider is LESS than the full list provided in your textbook. You do not need to include a discussion of all of the areas, only the three specified above. Your responses need to be specific; for example in discussing the different recruitment methods to be used, state how long an advertisement would be placed for, how much it would cost etc. NB: WORD LIMIT FOR MODULE 2 = 1000 WORDS (500 words each for 2.1 and 2.2, no word limit on the job ad). 1.2: ASSESSMENT CRITERIA FOR MODULE 2 (a) Labour Market Analysis and Internal / External Recruitment Key issues as presented in the case study are identified and discussed, this includes a discussion of: • Potential supply and size of applicant pool • Potential difficulties in locating and attracting suitably qualified application • Likely labour market supply and competition • Potential attractiveness/unattractiveness of the EVP proposed by the case study. Recommendations clearly state where applicants will be sourced, either internally, externally or both. A good answer goes beyond merely differentiating between internal/external recruitment and identifies specific labour sources. For example instead of stating “Applicants will be sourced from outside the company” the student states “Applicants will be sourced locally from Universities in the Auckland region who are known to offer qualifications in XXXX.” Clarity of communication including spelling and grammar and remaining within the required word limit (b) Recruitment advertisement (this is assessed using the AIDA model) ATTENTION: The advertisement is eye catching. A descriptive title is provided that captures one’s attention. The first paragraph of the advertisement captures the reader’s attention by providing concise information about the job. Overall the advertisement is professionally presented and does a good job of promoting of positive employer brand. INTEREST: The advertisement provides potential applicants with a realistic preview of the job content. This is presented in a concise manner and is not a mere duplication of the job description. The ad contains an appropriate balance of essential and desirable KSAs. Other job information is included where relevant. DESIRE: The recruitment message communicates a balanced and realistic employer value proposition, drawing on both instrumental and symbolic aspects of the EVP. The EVP has emotive appeal but does not oversell the organisation in an unrealistic manner. ACTION: The advertisement provides clear contact information and outlines the actions job applicants should take to progress the recruitment process. Clarity of communication including spelling and grammar and remaining within the required word limit c) Select the Recruitment Methods Specific recommendations are made regarding the proposed recruitment channels/methods. Recommendations are specific and include information pertaining to timing, cost, coverage/reach etc. Recommendations are justified and linked to key issues presented in the case study. In addition to case specific issues students use relevant theory (from the textbook and other sources) to justify recommendations. The discussion of issues makes it clear how the following factors potentially influenced the choice of recruitment channel: – The specific population sought – The influence of labour market and availability – Costs, and the case study organisation’s situation and resources Clarity of communication including spelling and grammar and remaining within the required word limit.
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