Introduction
The quality of the recruitment process closely relates to the overall performance of the company. If an HR manager succeeds in hiring professional, experienced, and well-educated employees, then, without a doubt, an organization will flourish. A hiring manager should develop an effective recruitment plan that is a strategy for hiring staff members that help to select and employ the most suitable applicants. The current paper contains a recruitment plan according to which a night shift supervisor will be chosen. In addition to this, the essay analyzes the workforce demographics in the US and discusses diversity and inclusion, electronic recruitment methods, and the role of job analysis in the development of the recruitment plan.
Changes in the US Workforce Demographics
The analysis of Employment projections (n.d.) reveals a trend toward increased employment of people older than 25 and a decrease in employment rates of young people from 16 to 24 years. More precisely, the group of people from 25 to 34 years is marked by the highest employment rates. One might suggest that for the hiring manager at a major home improvement retailer, this trend means that attention should be focused more on people in middle age than on teenagers and young adults. Nevertheless, it seems more rational to suggest that the manager search for potential employees who would fill the position of a night shift supervisor among 45 to 65 years old. This conclusion is driven by the fact that the young and middle-aged people commonly displace more experienced but older employees. Additionally, the manager could think of hiring young people in their early 20s because of the diminishing rates of their employment. In this case, the company could consider college recruiting because people in their early 20s are usually students. Besides, this audience could be informed that the retailer searches for staff members via social media and targeted advertising.
The statistics also show that the number of employed men is still higher than the number of employed women even though this gap is diminishing (Employment projections, n.d.). These findings are unlikely to affect the recruitment strategies and methods of the organization. Finally, according to the data provided by the US Bureau of Labor Statistics, white US citizens have higher chances for employment than the representatives of other races, including Blacks, Hispanics, American Indians, and Alaska natives. Since the night shift supervisor’s position might not be that much appealing to white people, the hiring manager could search for the right candidate among the representatives of racial minorities.
Diversity and Inclusion
The concept of diversity and inclusion refers to creating a collaborative and supportive atmosphere at the workplace despite the different races, religions, genders, ages, and disabilities of employees. Numerous studies, including the one conducted by Sanyal et al. (2015), prove that the process of transformation into a company that follows the principles of diversity and inclusion enhances its performance. For any organization, it is not that easy to create an internal environment of work and inclusion. Nonetheless, it is suggested that the home improvement retailer should treat all the employees fairly and equally and represent diversity both at the top and low levels. Effective implementation of diversity and inclusion agenda is not possible if the leadership does not encourage employees to collaborate. In other words, it is essential for the leader of the organization to be devoted to the ideas of diversity and inclusion, to facilitate the hiring of people regardless of their race, ethnicity, age, and gender, and to promote cooperation between diverse employees.
Recruitment Approach
Proactive recruitment implies working ahead of the curve. A manager, who operates under the proactive approach, anticipates the organization’s needs and searches for the most suitable candidate for a company even though it has no need for new employees. This approach eliminates the risk of staff shortages that usually decrease the productivity of a company. The reactive recruitment approach does not anticipate what employees and an organization might need in the future. Instead, the reactive requirement is about initiation of a search for a new employee only when a position becomes vacant. Arthur (2012) argues that the proactive approach guarantees that a company will avoid numerous difficulties and will not lose a significant amount of time and resources if some employee suddenly quits the job. The hiring manager should control potential workers who might be suitable for some positions in a business (Arthur, 2012). Therefore, the home improvement retailer’s HR manager will use a proactive approach because it is more beneficial for the well-being and performance of the entire company in the long-term perspective.
The Role of Job Analysis
Job analysis is a critical step in the development of the recruitment plan. It is a way for the hiring manager to understand what experiences and education an applicant should have to successfully cope with duties and responsibilities (Arthur, 2012). Besides, job analysis should be carried out whenever a position becomes vacant because this is how the manager checks if any changes in duties and responsibilities have occurred (Arthur, 2012). In the given case of a vacant position for a night shift supervisor, the job analysis allows the hiring manager to reveal that this person should be responsible for the operation of the employees and check whether there are any new duties such as, for example, coordinating the question of security at nighttime.
Recruitment Sources
The utilized recruitment sources will include advertising, campus recruiting, job posting, and contacting former applicants. These traditional recruitment sources are chosen because they are useful, target a broad and diverse audience, and maintain a good public image of a company (Arthur, 2012). The manager could also think of using pre-employment training as a recruitment source. This method might bring decent results because a company will ultimately get an employee educated precisely to meet its specific needs and requirements.
Electronic Recruitment Methods
Electronic recruitment has several significant shortcomings. For instance, an employer might face difficulties maintaining information on applicants due to a large stream of incoming resumes (Arthur, 2012). Besides, frequently people with disabilities and older people are deprived of access to the Internet or do not know how to use it and, hence, cannot apply for a job (Arthur, 2012). Nonetheless, it seems that the strong sides of electronic recruitment outweigh the disadvantages listed above. As a hiring manager, I would renew the company’s website and add more information on its values, culture, and mission. In this section, I would also add a button through which a person interested in employment could apply for a job. This method guarantees that a person has a genuine will to get employed at this company. I will also inform the potential candidates that a night shift supervisor’s position is vacant through social media because it is the easiest way to communicate with a broad audience in the 21st century. Finally, I would post a job offer on such websites as Indeed because it is convenient to receive resumes online.
References
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. AMACOM.
Employment projections. (n.d.). U.S. Bureau of Labor Statistics. Web.
Sanyal, C., Wilson, D., Sweeney, C., Rachele, J. S., Kaur, S., & Yates, C. (2015). Diversity and inclusion depend on effective engagement. Human Resource Management International Digest, 23(5), pp. 21-24. Web.