Recruitment part 3

Running Head: RECRUITMENT PLAN 1

RECRUITMENT PLAN 2

Recruitment Plan

Rischonda Forsythe

Baker College

Recruitment plan

Job posting(s)

Environ-Clean Company would like to announce vacancies in the following positions:

Production workers

Duties and responsibilities

· Production of hygiene products in the organization

· Assembling the hygiene products.

· Compliance to the production's health and safety regulations.

· Perform all tasks in the production line.

· Perform all tasks assigned and report any issue to the supervisor.

Qualifications

· Minimum of high school diploma in environmental studies or its relation.

· Experience in operating machine or working in a factory is an added advantage.

Skills

· Great communication and arithmetic skills.

· Be a team player and flexible to work in shifts.

Sales representatives

Duties and responsibilities

· Perform all the sales in the company.

· Meet all the sales goals of the company and help establish schedules of negotiation, promotion, and pricing.

· Maintain the records of clients and respond to inquiries by the clients.

· Prepare sales contracts and submit them as well as coordinate the efforts of sales.

Qualifications

· A diploma in marketing, business, or related field.

Skills

· Deep knowledge in the sales process, great customer service as well as interpersonal skills.

· Computer knowledge in MS word, excel, and outlook.

Technology expert

Duties and responsibilities

· Handling all issues of technology in the company.

· Assessing and analyzing products of technology in the company.

· Creating application designs as well as updating the website.

· Training new employees on how to use the system and solving technical issues in the company.

Qualifications

· A degree in information technology, computer engineering or a related field.

Skills

· Knowledge in the development of software and current technology.

· Skills in programming, communication, and customer service.

External and internal recruitment methods available

In the process of recruiting staff, there can either be the outsourcing of recruiting within the company. This covers external and internal recruitment methods (Abdelnour et al, 2017). In the case of this company, the available external recruitment methods include:

· Job portals- This involves uploading the job vacancies we have in job portals as well as the qualifications that are needed. This way, jobseekers will come across them when they visit the job portals and send their applications (Melanthiou et al, 2015).

· Recruitment agencies-We could reach out to agencies that deal with staff recruitment and make deals with them so they can provide us with the staff we need. This will be easy since we will not have to advertise any job positions or conduct any interviews (Abdelnour et al, 2017).

· Website recruitment- We could upload the job postings on our website so that people will see them when they visit the website. This will be cheaper as we will not have to pay as in the case of job portals (Kaur, 2015).

These three external methods of recruitment are effective in the case of our company. They are equally or almost equally effective. There is also the option of internal recruitment. The most effective one in this case is:

· Making temporary employees permanent- The company has several temporary employees; some of them, interns. We could conduct interviews on these and decide which ones we are going to employ permanently (Villajos et al, 2019).

Recruitment methods to be used

In our case, after much consideration and weighing all the options available, we are going to use the website as the external method of recruitment and in the internal methods, we are going to employ temporary employees permanently. Uploading the job postings on our website will ensure that we attract employees with interest in the company since one has to visit the website to see postings. This will be another way to market the company.

The use of the website will be cost-effective for the company since there will be no additional cost in making the job adverts. Just like any other method, it will help us attract talents and people with great abilities. It will, in turn, enable us to give opportunities to job seekers as well as improving our brand. It will come with new strategies in business ideas of innovation and improvement. External employees may come with a demand for huge salaries but the productivity will also be increased (Rajapaksha, 2015).

Internal sourcing will ensure that we give our temporary employees who have been so committed to the company an opportunity to become permanent employees of the company. This will be a way to reward their commitment to the company. This will be done based entirely on merit and the productivity of employees since we cannot afford to absorb all of them permanently. The advantage of this is that it will be cheap and fast because there will be no interviews required; just a review of the employees' qualifications and commitment at work.

The methods we have chosen for this recruitment plan are in compliance with the equal employment opportunities laws. Everyone is free to apply provided they meet the qualifications (Dany and Torchy, 2017). We have also chosen the methods that are cost-effective for the company because the company wishes to spend the minimum amount in this process. Other methods could be used in this recruitment but we believe we have chosen the best methods.

References

Abdelnour, C., Rodríguez-Gómez, O., Alegret, M., Valero, S., Moreno-Grau, S., Sanabria, & Sánchez, D. (2017). Impact of recruitment methods in subjective cognitive decline. Journal of Alzheimer's Disease, 57(2), 625-632. Retrieved from https://content.iospress.com/articles/journal-of-alzheimers-disease/jad160915

Dany, F., & Torchy, V. (2017). Recruitment and selection in Europe Policies, practices and methods 1. In Policy and practice in European human resource management (pp. 68-88). Routledge. Retrieved from https://www.taylorfrancis.com/books/e/9781315231426/chapters/10.4324/9781315231426-5

Kaur, P. (2015). E-recruitment: A conceptual study. International Journal of Applied Research, 1(8), 78-82. Retrieved from https://pdfs.semanticscholar.org/bc4b/25d9b36cf0bfc9376b240311d9bcbd268100.pdf

Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/15475778.2015.998141

Rajapaksha, U. G. (2015, December). A Study on the Impact of Recruitment Methods on Employee Turnover (Reference to Banking Sector in Sri Lanka). In 12th International Conference on Business Management (ICBM). Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2699788

Villajos, A., García-Ael, C., & Topa, G. (2019). Job crafting among labor union representatives: Its impact on work engagement and job satisfaction. Social Sciences, 8(1), 20. Retrieved from https://www.mdpi.com/2076-0760/8/1/20