rewriting work Week 1

In this paper I will discuss a case called Blossoms Up, which is about Seth Smith wants to create a new position in his organization and hire a Vice-President of Operations as soon as the Board of Directors approves recommendations made by the HR Department. I will also discuss the use of outside sources of candidates, I then finally will discuss a talent retention plan for five years to ensure that once a person is hired, the person will remain loyal to the company and want to grow with it.

Job description for the position of Vice-President of Operations.

The Vice President will be responsible for the expansion of Blossoms Up! the development of its financial management strategy and the contribution the development of the organizations strategic goals. According to (SHRM) “Vice president of operations is an experienced retail operation executive who has generated significant impact through the strategic and tactical direction of both fulfillment centers and inbound call centers”. This position will direct and develop director-level department heads in distribution (receiving, replenishment, order fulfillment and returns processing), call center (customer care, order management, performance measurements) and information technology (operations systems, internal tech support, new technologies). This position will report directly to the president/CEO and will serve as a member of the executive team.

(Perkins 2014) states that “companies and human resources departments relied on background checks and references to vet candidates. And when it came recruitment, word of mouth and employee referral were the gold standard. While these methods still play a vital role in hiring, technology has made it possible for employers to recruit and vet candidates themselves, using the same tools they use to post pictures and keep up with old friends: social media.

Social media allows employers to seek out, communicate with and get a feel for candidates they’re considering hiring. But social media has an added benefit, too: information gleaned from social media often gives employers deeper insight into the character and personality of an employee. (Perkins 2014). When it comes to finding candidates for open positions, social media gives companies a low-cost way to publicize jobs to thousands or millions of people. However, companies need to realize that job postings are exactly the kind of content that most of their followers are looking for. Instead of blasting out job ads on your company’s main Twitter feed, Facebook page or LinkedIn profile, set up a separate page that is dedicated to career seekers.

I think that Social recruiting efforts won’t do Blossoms Up! any good if they don’t achieve the results that they want – great candidates. Experiment with different post types, images, and even wording. To determine which posts are working and which ones aren’t, insert a trackable URL into each tweet or post. This will allow you to track the number of views and clicks that each individual post drives. Analyze results to determine the most effective way to communicate with potential candidates – and then replicate your most successful efforts. (Perkins 2014)

Talent Retention Plan

(Halvorson 2013) states that “when it comes to a five-year retention plan, Blossom Up! should have recognition, flexible work arrangements, work-life balance, employee engagement, health and safety, communication, workplace diversity, formal wellness programs, inclusion and employee development are some examples of approaches that can become a part of the mix when developing retention strategies. Employee retention begins during the job interview process.  I am not talking about making a good first impression No matter how much Blossoms Up! want to keep an employee on and no matter how much they do to influence their decision to stay, ultimately the employee is the one who decides to stay or go. 

Blossoms Up! can have on the job training to help their employees grow and expand. They can also consider cross training and mentorship programs and create a leadership ladder that can help individuals earn the skills they need to move up. Also, there should be an open door policy, and be fully engaged with their employees. (Halvorson 2013)

Summary

Most organizations know the importance of having the right people in the right jobs, and keeping that talent around long term. In today’s business environment, the long-term winners will be companies that focus on attracting the right talent and keeping them long term. Understanding their culture, getting new hires started on an early path of success; and providing development activities will set both your talent and their organization on a path of growth, empowerment and results.

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