July 12, 2008

Sample Proposal on Proposal for Recruiting and Selecting Staff

MEMO

 

 

TO: Board of Directors, Executive Committee members

 

FROM: [Queen], Human Resource Manager

 

DATE: 8 July 2008

 

SUBJECT: Proposal for Recruiting and Selecting Staff

 

 

 

A common knowledge is that staffing is one of the most critical functions for the success of any organisation. Our company is not an exemption. To proactively respond to the replacements of recent turnovers as well as upsizing the caliber of talent and therefore increasing the capability of the company by means of adding new competencies set, this document proposes to adopt and implement both internal and external staff recruitment and staff selection strategies.

 

Greatly realizing the necessity towards institutions rethinking, as the new HR Manager, I hereby propose that the traditional role of internal recruiters be extended to external sourcing as supplemental to internal recruitment strategies. Nonetheless, sourcing using events such as job fairs and industry events and the traditional sourcing Internet through large and niche job boards will be regarded as the primary sourcing tools.

 

Why job fairs and industry events? Job fairs and industry events provide the opportunity to speak with many employers at one time in one space. The pros of this recruitment and selection strategy for the organisation is the acquisition of most suitable candidate based on the ready-hand comparisons of organisational strengths and weaknesses with other organisations belonging to the same industry. Only the most interested on what the companies could offer will expectedly approach the personnel in the booth.

 

Why online job listings? Online recruitment is increasingly becoming viable for any organisation with the growing existence of HR service providers over the Internet. The pros of online job listings are the continuity and the convenience that it provides job seekers. As well, there are specialty sites that fill specific niche.     

 

Towards functioning as productive members of the company as possible, the accomplishment of the proposed actions purports achieving the specific objectives as follows:

 

ü      To broaden staff recruitment and selecting opportunities based on hiring brains or intelligence

 

ü      To fill vacant positions with the top quality hire as possible based on company-wide competency requirements

 

ü      To tap specific performance, experience and category of candidate to target

 

Apart from the already identified basis of staff recruitment and selection, this paper also proposes to hire on the basis of skills required for the current job position and "the next" job and of cultural fit.

 

Successful candidates will be assessed based on interviews, personality tests, skills test, references, academic performance, drug screening, job simulations and on-the-job assessment. Further, the primary 'sales' strategies will be our compensation; opportunities for promotion; benefits; effective team leaders and managers; excellent culture and values; bonus and stock option opportunities; challenge, growth and learning opportunities; and employment brand and image.

 

As we move forward towards achieving the organisation's objectives, I believe that focusing on all internal candidates through laterals and promotions could only hurt the organisation in the long run. Although internal recruitment and selection hones strong loyalty as well as saving costs from training and induction of new employees, internal recruitment requires strong HR management and it can suffer from the fresh blood. To wit, internal recruitment does not bring new skills and competencies to the organisation.

 

In contrast, external recruitment brings new people to the organisation. It also allows the organisation to define the right requirements and then the organisation could select the best candidate. As well, external recruitment increases the popularity of the organisation on the job market, an initiative that improves the position of the organisation. E-recruitment and selection practices, in particular, facilitate reaching the large target and bring the qualified candidates while also providing access to virtually unlimited number of job seekers.

 

This is not to say that internal recruitment and selection will be totally abolished. Instead, the recruitment and selection mix will strategically minimise the disadvantages of internal recruitment on one end while maximising the advantages of external recruitment on the other end. Moreover, external recruitment has advantage in terms of biasness while internal recruitment has cost advantage. Combined, the resultants of these recruitment and selection will bring talentship optimisation for the organisation.

 

The approval of this proposal will be significant in ensuring the existence of competent workforce. As such, competitive edge could be bolstered based on the continuation of thinking and efficiently functioning people resource. Turnover rates could be lessened too. This condition will have a greater impact on staff morale which could lead to the generation of quality services and of satisfied customers, and the retention of the quality workforce long-term.

 

 

 

 


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