Summary of the HR concerns and challenges of the division
The Creative Division of Midwest Education, Inc. has several problems with human resources. According to the head of the HR department of the division, there is an urgent need to find employees who would be simultaneously highly professional software developers and creative individuals; there is also the requirement for the new employees to have significant experience in the sphere. It is paramount for the department to hire the right people because the cost of this workforce is exceptionally high (Murray and Fischer 101).
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There is also the wish to try employing people based on the contract. This might allow the company to see how well an employee can work in the new environment before accepting them permanently (Murray and Fischer 101).
A recruiting plan for the division and the most important activities
To address the situation that has arisen, it is of significant importance for the division to create a recruiting list. This list should include the estimate of the needed number of new workers, as well as the position for which they are needed. The list will be the first step in the recruiting process. Because the company is growing rapidly, it should regularly be updated to address the needs that emerge continuously.
Upon creating the list, several different sources from which potential employees could be taken need to be utilized to hasten the process. First of all, the company should not forsake the practice of hiring new employees through referrals. Also, it should be stressed that the president of the division, Ms. Tibaldo, has only recently been appointed to the job; previously, she used to work for a large computer game producer (Murray and Fischer 99). Therefore, the division can use the head-hunting tactics; the president should contact those of her former colleagues whom she could be certain of, and offer them a new, better job.
The other employees of the division could also be asked to bring more people into the company via referrals. They can contact their old friends and university groupmates whom they know to be successful software developers via social networks, for instance.
These referral-based recruiting activities should be a priority, for they can bring the best employees into the company. Also, the old employees who recommended the new ones could work as advisors for the new workforce.
It is also important to create several online ads. There exist numerous websites that are devoted to the job-searching process. By leaving ads on these online boards and offering good conditions in a well-known and rapidly developing company, it is possible to attract numerous potential workers. Of course, the HR department will have to look through a large number of resumes and conduct numerous interviews before all the proper employees are found. These employees might be recruited on contract terms, as the head of the department suggested.
External recruiting activities if the workload picks up
If this recruiting process fails to keep up with the need for the new employees in the department, it is possible to turn to certain external sources to find new workers. One of the best choices here is to contact the professional recruiting services and make an order for new employees. Such agencies charge money for their work, but they can often bring some of the best new workers to a company.
Murray, Lynn M., and Arthur K. Fischer. “Strategic Recruiting: A Human Resource Management Case Study.” Journal of Business Case Studies 6.6 (2010): 97-102. Print.