Recruitment Plan

             The local 7-11 store needs more staff to run their operations in an appropriate manner. They have vacancies for the clerical position. Store want to recruit two more clerks to share the clerical workload with the current staff working in the store. According to the job specification, the selected candidates will be responsible to work part-time in the evening shift. Somehow, their job responsibilities include maintaining documents, recording inventory sales, maintaining records of expense, ordering stock, and restocking shelves.     

Labor Market Recruitment Plan

There are two major options internal Labor market and the external labor market. In this case, the store need to hire a worker from the external labor market as the internal labor market is not capable to provide required labor or staff. (Phillips & Gully, 2014) The labor market relevant to this job position is people having the qualification of at least 12 years. In the selected geographical region (the market or area in which store is working) there is a large labor market for clerk jobs. There are many students who want to do a part-time job. The part-time job at store can be a great opportunity for them. While experienced clerk searching for new jobs or unemployed people all can apply for this job. Considering this we can say that the labor market is not tight (Phillips & Gully, 2014). There is a wide variety available to the store. So we can select highly skilled and most suitable workers for the store without facing difficulty. In fact, there is no need to compromise on the required skills and qualification.      

Method to reach the targeted audience

There are several methods that can be used to reach the targeted audience. However, at first we have to ensure job analysis (Phillips & Gully, 2014). Then we will develop selection criteria in the light of job responsibilities and job specifications. After that, we will advertise the job opportunity through print and digital media. Advertisement in the local market and placed ads outside the store will help reach the targeted audience. Candidates will be selected on the basis of interview results.    

How to attract qualified candidates

According to Phillips and Gully (2014), applicants and candidates attraction can be developed through developing the organizational image and brand. While “developing employer brand”, “recruiting messages”, “realistic job previews”, and “self-assessment tools” can also support the employer to grab the attention of the targeted candidates (Phillips & Gully, 2014). For 7-11 local store, we will attract qualified candidates through recruiting messages and realistic job previews. The employer will discuss all the positive and negative aspect rather than only highlighting the positive points about the job.

The employer will also discuss job responsibilities and duties in detail to give a clear overview of the job position to the candidates (Phillips & Gully, 2014). RJP will build a positive image for them. Recruiting message also play important role in developing the attraction. The employer will create a recruiting message describing the core operations of the company. Ads can be also a source of attraction, therefore, store administration will develop ads according to the marketing principles. Fonts, styles, and other designing shapes will be used to make the advertisement attractive.   

Appropriate and Cost-effective Plan

Recruiting plan is an appropriate and cost-effective plan. The plan can successfully achieve the purpose as it has the quality to attract the targeted market, therefore, we can conclude that plan is an appropriate plan. Somehow, the recruiting plan is also cost-effective as it includes the activities that will require a small budget only. For instance, the store is using a digital media advertisement to grab the attention of the targeted market. Social media is the cheapest source of advertisement that saves advertisement expense and cost. While the store will also place print ads in the local market that cost just a few dollars but can attract hundreds of relevant candidates for the job position.

          Moreover, the employer will use the interview technique or method for selection. A formal and structured interview will take a few hours of the employer in selecting the most relevant and suitable candidate. In this whole selection process no additional efforts are required. No external recruiter is hired to take interviews that could cause to increase cost. Therefore it is clear that the selection process is also cost-effective.           

Success of the recruiting plan

The recruiting plan will ensure success as it is cost-effective and appropriate. The goal or objective for the development of the recruiting plan is to select the most suitable candidates for the clerk’s position in the limited budget. According to the analysis, the goal can be achieved easily that will ensure success for the whole recruiting plan. The plan will select the candidate according to the job specification and requirements of the job position.    

Conclusion on Recruitment Plan

            Recruiting plan is developed to hire the two clerks for a local store. The local store will advertise a job opportunity through print and digital media. The only cost-effective techniques will be select to grab the attention and attraction of the targeted audience in the labor market. The accomplishment of the goal will ensure the success of the plan.

References

Phillips, J. M., & Gully, S. M. (2014). Strategic Staffing. pearson. Retrieved 02 09, 2019