Free Essay on Business Expansion: Sustainability

Every employer seeks to have a competent workforce that is capable of achieving the company's objectives. the three job requirements that could apply to my chosen scenario include the individual's experience, academic qualifications, and professional accolades within the field. These requirements will ensure that the organization has the necessary personnel with the essential skills needed to complete the job. Many organizations always face problems in staffing because individual employees lack specific skills because academic qualifications and previous track records in their last workplace were never factored in during recruitment. Job requirements also ensure that as a company you are able to facilitate the smooth operation of the company without fear of making mistakes because of unqualified staff.

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To ensure that all applicants meet the identified job requirements, I will ensure that the job description is well written so as to only attract the most suitable pool of applicants. With a good job description, chances of hiring unsuitable candidates will be minimized, and the company in return will get massive profits from their expertise.

The recruitment plan of the organization shall include several steps and other essential components ("What is Recruitment Plan?", 2019).

Steps

• Identifying a job opening
• Making a decision of ways to fill the position
• Identifying the target group
• Notifying target group
• Scheduling meeting with qualified candidates
• Components of the recruitment plan
• Announcement
• Recruitment period
• Posters and communication through other forms of advertisement
• Dates for interviews
• Tools for assessment

Interview plans

Branding is an essential aspect of every organization, and with a good reputation, one can be able to attract extremely qualified applicants to the different jobs within the offer. To ensure branding is effective one way we will do this is by being flexible and unique.in the modern era bonuses and other forms of compensation are no longer that attractive and as such our organization has put in more effort to focus on the welfare of the employees. This branding strategy values the employees and the input they provide within the company.

Using employees as ambassadors

This is another effective branding strategy where employees can create profiles on platforms such as LinkedIn thus reaching out to potentially qualified candidates. As ambassadors' employees can also do reviews on websites such as glassdoor and in return markets the culture of the company ("Council Post: Need to Attract Top Talent? Try These 12 Smart Hiring Strategies", 2019).

Put your employees first

In this strategy, the organization focuses more on the welfare of the employee who will, in turn, reciprocate by doing their work correctly and enjoying their stay as employees ("Council Post: Need to Attract Top Talent? Try These 12 Smart Hiring Strategies", 2019).

One way of reaching out to applicants is through sending emails; however, this has been found to be ineffective as many tend to ignore these kinds of emails. Besides emailing them I will also ensure I contact them through social media and even send text messages.

Calling them is another way of reaching the candidates, especially when, as an employer, I have narrowed down to a few individuals and made a decision to interview. Integrating branding strategies with communication would ensure that connection to the most qualified candidates takes place with little hitches. Brand ambassadors and efficient communications attract the best candidates and as a result more qualified people come to work for the organization.

Two selection processes that could apply to my scenario include reviewing candidates' applications and testing of the candidate's skills. Reviewing is vital as it enables the organization to pick the best candidates who will then undergo a rigorous assessment to determine if they match what is on paper.

The selection criteria that I would use include academic qualifications. Skills, work experience, individual traits & attitudes value organization. Through these criteria, the organization will be able to create a pool of workers who are talented and professional in their undertakings, and the result is high turnover being witnessed. This selection criterion ensures the picking of the most suitable applicants who are willing and motivated to serve in the organization and the result of its employee retention.

The two assessment methods that ow old employ in selecting new employees include unstructured interviews and problem-solving tests. Through unstructured interviews, I shall be able to ask questions while at the same interacting with candidates while also not limiting them to specific answers. The problem-solving test will gauge the candidate's skills on various problems that they are about to encounter within this organization. Proper solutions to the issues will indicate whether the candidates for the job have the requisite to be employed. Answers from these unstructured interviews and problems solving shall validate whether one has experience in the field. These instruments might have some shortcomings however with proper planning they can be very reliable in picking the right person for the job.

The four job predictors that can be used to assess the candidate's knowledge skills and abilities include interviews, training & experience, cognitive ability, and test plans. Tests indicate the extent to which individuals can accomplish a particular task effectively thus making it a good predictor of individual skill (Sudakow, 2017).

References

Council Post: Need To Attract Top Talent? Try These 12 Smart Hiring Strategies. (2019). Retrieved 7 September 2019, from https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/03/28/need-to-attract-top-talent-try-these-12-smart-hiring-strategies/#42a1da7a6a69

Sudakow, J. (2017). 4 Ways To Predict A Candidate's Job Success (That Work Much Better Than A Traditional Job Interview). Retrieved 7 September 2019, from https://www.inc.com/james-sudakow/4-ways-to-predict-a-candidates-job-success-that-wo.html

What is Recruitment Plan?. (2019). Retrieved 7 September 2019, from https://www.talentlyft.com/en/resources/what-is-recruitment-plan