As the Chief Human Resource Officer (CHRO), the recruitment of the initial staff during an expansion is an important role. As the workforce strategist, the CHRO has to make sure that the most suitable candidates are recruited to take up the key positions in the new office. Currently, outsourcing is one of the most popular methods of staffing, where the individuals responsible for staffing shift those responsibilities to third parties (Staff Report, 2002). Although outsourcing has been used for a long time for many employment functions such as reference checking and hiring of temps, it may not be the best method to use in the recruitment of initial staff for a new office in an expanding business. There are several reasons why the initial recruitment will not be outsourced. First, the use of recruitment vendors in the recruitment process will deny the managers, employees, and HR the chance to interact during the process. Furthermore, by using an internal recruitment process, the organization will be able to select the suitable candidates according to the specific needs for the roles in the new office as opposed to an outsourced process where candidates are selected using a fixed criterion.
Media Used for Recruiting
The type of media that will be used during this recruitment process will incorporate both the traditional print media with social media. The use of these two types of media will be beneficial to the recruitment process because it will combine the benefits of using both channels. In the print media, advertisements for the roles will be placed in the classified section. Here, the organization will be targeting potential candidates who look for opportunities in that section where open positions are published. The use of social media will enable the organization to save money while reaching a large global audience. In addition to that, passive candidates who do not check print media classifieds will be reached through this media. Another benefit of social media is that resume details can be obtained from the profiles of the users without having to ask them to send resumes, hence saving time.
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Type of Positions Needed
There are various key positions that will need to be filled in the initial recruitment process for the new office. The individuals who will fill these positions will also need to have clear responsibilities and duties in to order to ensure that activities at the office run smoothly. The key positions that will be needed here are a receptionist to handle phone calls, mail, and office billing; a supervisor to handle schedules and oversee the day-to-day running of the office, and a marketing manager to handle promotions and sales. Other positions include the operations manager who will undertake the responsibility of financial success in the office, an accountant, a customer support representative, and a quality control manager to handle compliance with all the necessary authorities.
Timeline
Since the organization has already identified the need to fill the positions in the new office, then the recruitment process has already begun, and it will end when the selected candidates accept the job offers. Here, the timeline for completing the process is thirty days. This timeline will give the organization sufficient time to find suitable candidates while making sure not to lose the target candidates to other organizations through a stretched hiring process. This timeline will involve the identification of the suitable media for placing the job advertisements, drafting of the advertisements, reviewing of the received applications, interviews, and the drafting of offer letters to successful candidates.
Stakeholders Developing the Recruitment Plan
The development of the recruitment plan involves various stakeholders to ensure that the hiring process is successful (Staff Report, 2002). The stakeholders here are the individuals or group of individuals who have an interest in the outcome of the recruitment process or are directly affected by the process. For example, the talent acquisition team of the organization will be involved because of their role as coordinators of the recruitment process. Since there will not be an external recruitment form used in this process, then the talent acquisition team will take up much of the work in the initial stages of the process. As expected, the CHRO will be the main stakeholder in the development of the plan and will be responsible for controlling and leading the process. Senior executives of the organization will also be involved to make sure that the planning process aligns with the policies and resources of the organization.
Costs
Although different organizations may incur varying hiring costs, the cost of recruiting new employees is relatively high. The type of costs that an organization incurs depends on the length of the recruitment process, the type of industry or profession of potential candidates, as well as the number of positions to be filled. For example, it would be more costly to recruit staff for a new office than to recruit one individual to fill a replacement position. The type of costs that will be involved in this case includes advertising fees for the print media, salaries and benefits for the recruiter team, travel expenses for staff involved in the recruitment process, employee referral bonuses, as well as sign-on bonuses. Since the recruitment process will not be outsourced, then the organization will save funds on third-party recruiter fees. All these factors of the recruitment plan will need to be well-aligned and worked out to ensure that the organization does not experience a bad hire.
References
Staff Report. (2002). Why You Need Workforce Planning. Workforce. Retrieved on 2 June 2019, from https://www.workforce.com/2002/10/24/why-you-need-workforce-planning/
