Section I
Job Description of a Community Outreach Coordinator
Essential Job Duties
Overseeing different management systems, which include planning and implementation of strategies.
Preparation of the annual budget relating to the community outreach activities.
Nurturing positive relationships with collaborative partners.
Maintain a calendar of all the outreach activities within an organization.
Engaging in the preparation of accurate records and reports relating to the outreach activities.
Planning educative programs for the employees
Scheduling outreach exhibitions
Essential Qualifications
Bachelors degree in Marketing, Business, Public Relations, communication or any related field.
2-5years experience working as an outreach coordinator.
Proper communication and presentation skills.
Ability to manage multiple projects
Expertise in report preparation
An Average Salary Range for the Position
An average salary of $44,643 per year.
Recruitment and Hiring Strategies
The first significant recruitment and hiring strategy for this position are creating a job post that reflects the company. According to Grumbach & Mendoza (2008), a job post creates an impression of the company to the candidates applying for the position, which helps in obtaining only the candidates that are fit for the area. The second recruitment strategy involves the use of social media to advertise and communicate with potential candidates. Social media provides a platform to reach out to a wide range of people, thus creating an avenue for hiring suitable candidates for the position. Lastly, the use of interviews as a recruitment strategy may help in short-listing candidates and getting a good fit for me position.
Related Employment Laws
Employment laws capitalize on governing the essential relationships between the employers and the employees. In this case, the first relevant employment law that is applicable is the age discrimination act, which forbids the discrimination of individuals based on their age (Hofmann, 2012). For the position of a Community Outreach Coordinator, the candidates will be evaluated based on their qualifications and experiences and not based on individual age. The shortlisting process will capitalize on the different abilities to perform the assigned tasks for all individuals. Secondly, the recruitment and hiring process will capitalize on maintain the civil rights of candidates and ensure that the selected candidate receive proper compensation, which is defined under the labour act.
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Section II
Summary
Considering the dynamics in the job market, the job description described above may be different from a similar description developed 5years ago. The changes may be attributed to factors such as technological advancements, which may help in undertaking various roles and responsibilities relating to the role. For example, the technological advances may have impacted on the roles of the community coordinator thus limiting on the duties and responsibilities. Another significant factor that may have contributed to the change involves the changing demands and needs for the market (Behfar, Peterson, Mannix, & Trochim, 2008). The changes in the demand influences the level of qualifications of a job applicant considering an enhancement of the roles defined within the job description.
When creating the job description, I focused on the implementation of best practices in human resources management. The first best practice involved the analysis of the goals and objectives of company to ensure that the candidates applying for the position have an understanding of the overall goals that require to be met in the organization (Fernandez & Roberts, 2015). The second practice involved the provision of information to those that need it by ensuring that information is easily accessible. The implantation of the given strategies helps in creating an effective job description that incorporates all the necessary aspects regarding the job.
References
Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. K. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. The Journal of Applied Psychology , 93 (1),170–188.
Fernandez, C. S., & Roberts, D. (2015). Strengthening negotiation skills: Part 1, How to use facets of knowledge to create influence for public health leaders. Journal of Public Health Management & Practice, 21 (2), 214-216.
Grumbach, K., & Mendoza, R. (2008). Disparities in human resources: Addressing the lack of diversity in the health professions. Health Affairs, 27 (2), 413–422.
Hofmann, P. B. (2012). Fear of conflict: Management and ethical costs: wanting to avoid conflict is natural but should not inhibit appropriate behavior. Healthcare Executive, 27 (1), 58–60.
