Recruitment Plan
OUTLINE
I. Introduction
II. Job Analysis
? Requirements-based Job Analysis:
o What specific skills are needed to be successful?
? Competency-based Job Analysis:
o What employee competencies are important to our organization?
? Rewards-based Job Analysis:
o What opportunities can this company/job offer?
III. Target Recruiting
1. How many new employees (and with what qualifications) are needed from external sources?
2. Where are the most qualified candidates most likely to be found?
o What recruiting options are available to our company?
o Which will be the most productive?
o What does past experience indicate?
3. What should you "say" to attract these candidates? (recruiting message)
o Realistic vs. Attractive Message
o Example
IV. Applicant Considerations
? Applicant Reactions
? Applicant Perceptions
I. INTRODUCTION
After performing the components of the employment plan, our company's next action would be to develop a recruitment plan. The recruitment plan is divided into two sections. First, we perform various job analysis's. Then, we develop our targeted recruiting plan, which will involve deciding how many new employees we need, where to recruit these applicants, and what to say to attract applicants.
II. JOB ANALYSIS
There are three different types of job analysis. First, is requirements-based job analysis. Once our company performs this analysis, it will provide us with the knowledge, skills, and abilities an applicant will need to succeed in a given job. Much of this information should have already been discovered when we were analyzing the job for the person/job match, in the employment pla ...