Question

The Wentworth Corporation is a mid-sized manufacturing company located in the metropolitan area of Atlanta, Georgia. In business for ten (10) years, it has become one of the area’s largest producers of Widgets. James Henderson and three (3) associates founded the company, which has slowly grown to employ 500 employees, primarily production workers, in its three (3) existing facilities. Henderson is the President and CEO of the corporation, and Mike Johnson is the newly appointed Manager of Human Resources. Wentworth has not employed a full-time HR manager in the past. Henderson is currently in the final stages of securing a major new account. If awarded to Wentworth, it would be a major accomplishment for the firm. However, the additional business would require setting up a new production facility in the state of Wisconsin and hiring 275 additional employees. Mike Johnson has had little experience in creating large staffing initiatives, and both he and Henderson are unsure how to proceed. Henderson and Johnson turn to HR Strategies, Inc., a consulting firm specializing in the functional areas of human resources. As a senior-level consultant in the staffing and recruitment division, you have been asked to head up the team designed to assist Wentworth in the development of a staffing initiative for the new facility. Your Stand-Alone Project responses should be both grammatically and mechanically correct and formatted in the same fashion as the project itself. In addition, you must appropriately cite all resources used in your response and document them in a bibliography using APA style.

Part D: Recruitment Process (40 points)

As the consultant for the Wentworth project, you have now completed your job analysis and know the types of jobs required to staff the Wisconsin manufacturing plant. The next step is to determine whether to use an internal or an external recruitment process to identify and attract job applicants to the new plant. In either case, there will be organizational, administrative, and strategic decisions to be made. As you begin the recruitment phase of the project, you must respond to the following questions. a. Should Wentworth use an external or an internal recruitment initiative? Why? b. Based on your answer to the first question, describe the following. a. Describe the major organizational and administrative decisions to be made including recruitment efforts, requisitions, contact development, budget, and developing a recruitment guide. b. Describe the strategic policy to be followed to implement the initiative; include the concept of targeted strategy, possible targeted sources, and your opinion on the best solution for implementation. c. Describe the communication methods to be used in attracting applicants to these jobs; include the message choice and medium in your discussion.

Answer 1

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Should Wentworth use an external or an internal recruitment initiative? Why?

Wentworth should use external recruitment to get new applicants for the new firm. When an organization hires externally, they have the opportunity to bring in an entirely new perspective. This can infuse the organization with new ideas, novel approaches and fresh blood. It can also reduce the potential for in-fighting, which could occur if you promote one existing staffer to a new role over his or her colleagues. Another reason too, is because the internal resources of the Wentworth would have been already over utilize. When human resource managers analyze internal and external recruitment, a problem that is created is that when internal recruitment is used, it not only fills a position but it also leaves a position that would need to be fill.

Therefore each time a vacant position is filled by an internal employee, it creates another open position. Additionally, both recruiting techniques would carry similar steps such as planning, interviewing, advertising etc. to harvest the job fit for the position. It might be true that most organizations use internal recruiting first to fill its open position and then look externally. The problem this might create is whether the internal applicant would have the necessary knowledge, skills, abilities or other characteristics even thought they might have been working for the organization for a number of years as an external recruitment candidate.

Describe the major organizational and administrative decisions to be made including recruitment efforts, requisitions, contact development, budget, and developing a recruitment guide.

In order for an organization to stay healthy, it must have a steady supply of human resources. These human resources are necessary to fill vacancies created by people who leave the organization. They are also needed to fill new positions that are created by organizational changes or expansion. To do a good job in recruiting the human resource needed by an organization, careful planning which involves major organizational and administrative decisions must be considered in regards to recruitment, requisition, contract development, budgeting and recruiting guide includes:

Planning , Organizational and administrative decisions are concerned with structuring the firm’s resources in a way, which creates a maximum performance potential. One part of the administrative problem is concerned with organization flows, distribution channels, and location of facilities. The other part is concerned with acquisition and development of resource: development of raw-material sources, personnel training and development, financing, and acquisition of facilities and equipment. Prior to identifying and attracting any candidate to fill a vacant position, attention must be directed to organizational and administrative issues that facilitate the effective parallel alignment of internal or external candidate with the with vacant position or upward mobility path for internal employees to fill.

When upward mobility is limited in an organization, steps need to be taken to ensure that work remains meaningful to employees, because if steps are not taken to do so there will be a limit to promotional opportunities and a risk of losing top echelon employees or skilled employees. Also ensure that the necessary requisitions are in place and signed off on by top managers before using internal recruiting process to fill a position. Additionally, during the planning phase human resource personnel should ensure that all the different requirements are enshrine in policy documents attached to contracts.

Budgeting , An organization’s budget for hiring internal applicants should resemble that of the external one. A budget that's realistic and accurate, so that you can start with a good idea of what you have available to spend, where that money will come from, and what you want to spend it on. For the administrative side, ensure that the accounting or bookkeeping system of the organization is effective, that will enable the relevant authority to get whatever financial information is needed in a quick and easy manner, and that will make any required reporting as easy and accurate as possible.

Create policies – These policies should clearly identify the number and quality or type of candidate the organization is seeking to employ.

Describe the strategic policy to be followed to implement the initiative; include the concept of targeted strategy, possible targeted sources, and your opinion on the best solution for implementation.

Strategic implementation is a process that puts plans and strategies into action to reach desired goals. Additionally, it aligns the organization’s vision and set the company’s overarching direction and drive the way they do business. Like a compass pointing north, strategic policies lead the way to the mission. Targeted strategies are what set the most successful companies apart from the rest. Without having targeted strategies, a sales team has no direction or focus in its search for new business.

Without a target strategy is like building a house without a plan. The successful implementation of a target strategy include adverting, public relations, internet and web marketing, employee focus groups and qualitative study. Target source is a specialist recruiter providing permanent, contract, and temporary staff for companies. When it comes to recruiting staff, human resource managers believe in providing the right candidates efficiently and effectively, with our priority in saving time, money and resources which is the major principle behind the success of an organization.

Once that has been established, the necessary advertisements are done through an extensive network such as job boards locally and nationally, industry specific publications, newspapers and databases in the search for the ideal candidate. Through advanced interviewing, reference checking and skill testing, it will help to filter through a selected group of identified prospects until the ideal matches for the job opening is sources. In my opinion there is no one best solution for implementation but would suggest that human resource managers use a variety of techniques in the recruiting process to identify the best candidate.

Describe the communication methods to be used in attracting applicants to these jobs; include the message choice and medium in your discussion.

When applicants are attracted to a firm, they are more likely to apply for jobs, accept job offers, and remain with the company over time. Attracting an individual to an organization is very important because an organization would want candidates who are in line with the organization’s mission and vision. The communication methods to be used in attracting applicants to the job are image, brand and employer branding.

Image refers to “a general impression based on both feelings and facts.” “Brand is a symbolic picture of all the information connected to a company or its products,” while “employer branding reflects what a company offers as an employer and helps manage internal and external perceptions of what it is like to work there.” Utilizing these communication methods in the job posting can assist in drawing the best candidates for the job.

An effective use of employer brand sets an organization from its competitors and appeals to it targeted applicant. An example of an employer brand message answers the following questions “Why should I want to work for us?” or “Why are we different or unique as a place to work?”These send a clear message of what it would look like working for Wentworth or any organization.

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