First Pick Employee Recruitment and Retention Strategic Plan

Proposed recruitment plan to fill the managerial position. 

The rapid departure of the departmental manager necessitates the need to promptly come up with a recruitment plan that will ensure that the position is filled immediately to avoid any such inconsistencies and operational breakdown. According to Derderian et al., (2020) the urgency of filling key vacancies within the organization helps to maintain output consistency and avoid disintegration of the existing organization structure. In this section, the goals and objection of the recruitment strategy will be outlined with the recruitment process that the organization uses to ensure that we attract the most suitable candidate for the position. In this case scenario, the Human Resource Management Department has already identified a preferable candidate. Thus, while the organization entertains the idea of a recruitment plan, it will incorporate the method that the company will use approach and issue the candidate with the notification of vacancy. 

Goal and Objectives of Recruitment Plan 

Goal: 

This recruitment plan seeks to ensure that the organization attracts application for the position of a senior manager with the hospital from the most talented individuals and retain them over a long term to avoid a recurrence of the scenario of rapid departure. 

Objectives: 

Outline the recruitment strategy that the organization will use 

Describe the approaches that the organization will use to evaluate candidate competency 

Develop a pre-boarding and On-boarding plan for the 30, 90, and 180 days for the employee including performance assessment metrics 

Outline preventive policy and organization standards practices to avoid reoccurrence of the situation 

The process of Recruiting Potential Candidates for the Managerial Position 

The HRM department will immediately create a job posting indicating the vacancy for the aforementioned position. In the post, the specific details about the job description, role, and responsibilities will be captured to ensure that all applicants understand the nature of the job title. A detailed job vacancy post helps to ensure that an organization attracts the most competent candidates (Liu, 2020). The experience section of the post in a similar position for a period of not less than ten will the emphasis of the post. The post will be shared on various online-based and print media platforms including LinkedIn and Local Media Magazines and Journals. The target candidates for the position are mainly experienced Hospital Leaders with vast experience in managing a team of 20 or more employees. Thus, by using the two approaches it will ensure that it captures the attention of possible candidates for the position most who are either avid readers of print-media medical journals or frequent LinkedIn as a possible source for new opportunities. 

Also, the HRM will also prepare a notification proposal letter addressed to the identified first-pick candidate for the position. Contained in the letter will be an expression of intent to hire the individuals to fill the position with a detailed explanation of the reasons the hospital considers them the first pick candidates for the position. 

At this point to ensure that the whole process is success the HRM department will propose a top recruitment agency to the hospital CEO that will take up the process of hiring including screening for potential candidates for the position and candidate competency evaluation and subsequent selection of the top three candidates from the process. The rationale for the use of this strategy is based on the fact that there is very limited time to fill the position and the hospital may lack the pre-requisite resources to complete the process within a very short frame. Outsourcing recruitment is an effective strategy especially when the position involves senior management and requires a rigorous evaluation process to identify suitable candidates (Seetharaman A, 2018). The process of candidate Competency Assessment Process will be undertaken by the recruitment agency in the collaboration with the hospital’s human resource manager as a panel member. 

Once the panel identifies the top three candidates for the position, it will forward the names to the hospital board through the CEO for review and selection of the most suitable candidate for the position. Recruitment agencies help to save the time taken to find replacement, especially where the timeframe is very short. 

New Employee Pre-boarding checklist and an onboarding plan for the employee’s first 30, 90, and 180 days with performance metrics . 

The following are the Pre-boarding checklist activities for the successful candidate. Each of the activities will help to ensure that the transition process to the organization is methodical. Also, it helps saves time to introduce the new manager to the hospital management system. 

Step 1: Send a confirmation letter and email to the successful candidate with a reporting date 

Step 2: Issue a memo to all employees notifying them of the new manager and what is expected of them 

Step 3: Set up the new employee’s office and all equipment including a name tag and work ID 

Step 4: Welcome meeting and orientation of the hospital 

Step 5: Courtesy call meeting to all senior staff 

Step 6: HR and CEO meeting 

Step 7: Team welcome meeting 

The table below outlines the 3-month onboarding plan for the employee 

First 30 Days	Establish connections with all 20 team members  Complete all pending work-in-progress assignment
First 90 Days	Create new work schedules  Develop a 6-month target achievement plan  Organize and complete a team-based retreat and training workshop
First 180 Days	Pass performance review and coordinate the same for all team members

Identify policies and practices that could have been put in place to proactively avoid this situation. 

The case scenario reveals policy and standard practice framework loopholes because the employee did not follow due process. The following is a list of new policy and employee practice to avert reoccurrence in the future: 

Revise the employment contract termination policy to introduce a mandatory three months prior notice 

Introduce periodic employee satisfaction surveys to determine the level of loyalty of the employees to the organizations 

Sponsor new employee motivation standard practice that outlines activities created help maintain the motivation of employees and subsequently averting rapid employee turnover 

References 

Derderian, S. C., Benge, M. J., Karrer, F. M., Acker, S. N., & Roach, J. P. (2020). Filling the gap: Objective data to guide pediatric surgery applicants who do not match on the first attempt.  Journal of Pediatric Surgery ,  55 (7), 1330-1333.  https://doi.org/10.1016/j.jpedsurg.2019.04.033 

Liu, Y. (2020). Providing more or less detailed information in job advertisements—Does it matter?  International Journal of Selection and Assessment ,  28 (2), 186-199.  https://doi.org/10.1111/ijsa.12281 

Seetharaman A, S. A. (2018). Analysis of human resource outsourcing with regards to competitiveness of organizations.  Open Access Journal of Science ,  2 (4).  https://doi.org/10.15406/oajs.2018.02.00085