Introduction
A recruitment strategy is an action plan that will tell management which job positions to recruit, and it also describes each job specifications, budget for recruitment as well as ways to get the desired candidates. The person assigned this task of preparing a recruitment strategy needs to collaborate with management so as to ensure that no goals of the organisation are compromised.
Objective
The main objective of developing a recruitment strategy is to develop one that meets human resource requirements as outlined in the Operational Plan.
Need for a Recruitment Strategy
There can be no efficient recruitment from any organisation if an effective recruitment strategy is not put in place. An effective recruitment strategy is necessary to ensure that individuals picked to meet the required job specifications after thorough interviews. It helps everyone on the interviewing panel to understand the goals of the organisation and how recruiting can have an impact on the organisation (Newell-Brown, J).
Assessment Description
The recruitment strategy adopted will be aimed at increasing sales by 10% in the next twelve months. This calls for competitive candidates to be hired so as to help The Office Assistant achieve her goals. The organisation is in need of ten full-time equivalent employees, employed on both part-time and full-time hours. The employees could either be casual and/or permanent. They are to start working on 21 February 2012.
Job Descriptions
The Office Assistant requires Graphic Designers and Retail Assistants to enable it to meet set objectives. It is easy to develop an assessment description for the candidates who apply for the positions having this in mind. Before candidates come to the assessment stage, there has to be a job advert that may be done by job posting, i.e. placing notices on manual and electronic bulletin boards, in the company newsletters or even through office memoranda.
The advertisement may also be done through referrals which are usually advertisements through word of mouth (Dubrin, 2011). The Office Assistant requires ten full-time employees, four of which will be Graphic Designers and the remaining six to be Retail Assistants.
The Graphic Designer will be reporting to the IT manager. His job description is among others: able to use negative and print developing tools to make negatives and prints to produce layout photos for products available to clients, ability to use available computer software to generate new graphics, maintain the organisation’s website and intranet with the assistance of IT manager, update new events or new markets ventured into by the organisation’s Retail Assistants, perform any other duty assigned to him/her by IT manager. Two or three years’ experience is a must for the Graphic Designer position.
Retail assistants will be reporting to the Marketing Manager. The Retail Assistant should be able to maintain a neat store for equipment as well as for the products, able to merchandise and make stock available to clients, maintain a good relationship with clients by serving them well and making sure that they are satisfied, able to locate, create and maintain new markets, control quality and safety of the products before they are delivered to clients, the candidate should be social and have the eloquence of speech so that they can be able to convince the clients, perform any other duties assigned to him/her by the marketing manager. One year experience is a must for Retail Assistants position.
Sourcing
Candidates for the positions afore-mentioned have to go through a vigorous process of interviews to ensure that ‘The Office Assistant’ gets qualified personnel to achieve set objectives. The organisation needs to source staff either internally or externally. Canvassing will not be allowed, as this will lead to automatic disqualification (Roberts, 1997).
Assessment
Candidates have to submit their curriculum vitae and an application letter via e-mail to be considered for the first interview. The e-mail to use when sending the job application is provided on the organisation’s website. Applicants should submit three referees with their contacts. Interviews for the positions shall be conducted at the organisation’s premises in a room designated by the interviewer. The interview process shall have two steps with the first one being oral and the second one being an aptitude test.
Candidates who are not successful in the first interview of the Graphics designer position shall be notified within two weeks after the interview date. The ones who qualify for the second interview, aptitude test, must score at least 80% to be considered for the position.
Candidates who are not successful in the first interview of the Retail Assistants shall be notified within two weeks from the date of the interview.
They also have to go through an aptitude test where the pass mark is at least 90% to qualify for the position.
The first interview dates are supposed to be 3 January 2012 as advertised on the organisation’s website. Candidates should be on the organisation’s premises by 8.00a.m. Late candidates will be disqualified. This will be followed by the second interview, which will happen on 20 Jan 2012. It is at this interview that candidates will have their certificates scrutinised thoroughly to ascertain their credibility.
Training and Induction
Successful candidates will be trained to make them well acquainted with the organisation’s mission and to induct them into the system. An all-staff meeting will be held a week after hiring to introduce new staff. They will be well trained on products and service knowledge.
Pay levels
There should be a said salary for each position. The salary range for Graphic Designer position is $22 – $25 per hour (plus 25% loading for casual employees), while that of the Retail Assistant is $14 – $20 per hour (plus 25% loading for casual employees).
Conclusion
The Office Assistant organisation will achieve its objectives if the recruitment strategy and the operational plan are well incorporated into one another. All stakeholders should play their roles effectively to avoid any deviation from set objectives.
References
Dubrin, J. (2011) Essentials of Management. New York: Cengage Learning.
Newell-Brown, J. (2011). The Complete Guide to Recruitment. London: Kogan Page.
Newell-Brown, J. (2011). A Step-by-Step Approach to Selecting, Assessing and Hiring the Right People. London: Kogan Page.
Roberts, G. (1997) Recruitment and selection: a competency approach. London: CIPD.