Hrm Recruiting Plan

COURSE PROJECT

Recruiting, Hiring, Evaluating, and Compensating

Human Resources Management 590

Christina R. Black

Due: February 22, 2015

It is important during the recruiting process that the pertinent Human Resource associates and department heads implement a plan to attract the ideal candidate for a new or existing position within the organization. The first step is the creating of a job description. Creating and writing a job description is essential to the hiring process of any organization. Therefore, it is important that the department hiring and the human resource department sit down and think about what you want the employee to do, how they should do it, what knowledge, skills, and abilities he/she will need to possess. “Job descriptions are the foundation of a variety of HR initiatives, from recruitment to workforce planning. They also drive job clarity for employees, resulting in greater employee engagement, performance commitment, and intent to stay. For every 10% increase in “Clarity of Job Expectations,” “Engagement” increases by 3.9%.” (McLean & Company , 2014)

In the event that a job analysis not be done, then it could be possible that the organization’s productivity will be less than optimal due to the fact that there is unused employee knowledge and experience. In the event that there is no job analysis, it is rather difficult for the Human Resource department to anticipate the need for the positions, and this could cause problems as large as budget issues. (U.S. Small Business Administration, 2015)

Tasks establish a specific result to an accomplished objective. They have an identifiable beginning and end that is a measurable component of the duties and responsibilities of a specific job. Knowing the tasks to be performed helps you to identify the KSA that a potential candidate must possess in order to perform to the company’s standards. Knowledge statements refer to an organized body of information usually of a factual or procedural...