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Recruiting and Retention Program Implementation HRMT605: Strategic Human Resource Management Practices American Public University TABLE OF CONTENTS INTRODUCTION.................................................................................................................................... 3 PROBLEM STATEMENT....................................................................................................................... 3 REVIEW OF CURRENT PRACTICES................................................................................................... 4 STRATEGIC PLAN AND IMPLEMENTATION FOR RECRUITMENT CHANGES............................ 4 STRATEGIC PLAN AND IMPLEMENTATION FOR EMPLOYEE RETENTION............................... 6 FINAL RECOMMENDATIONS AND POSSIBLE OUTCOMES........................................................... 9 CONCLUSION......................................................................................................................................... 9 REFERENCES......................................................................................................................................... 11
Introduction In order for an organization to succeed to its full potential, it is imperative to recruit and retain quality employees. But where do organizations find these quality employees? How do they go about bringing them onto their team, ensuring their success and happiness, and keep them around for the long run? All of this can be made possible with a well-formed recruiting team, as well as a highly motivated and properly trained executive human resource department and management staff. Once you have the employees on your payroll, retaining them isn’t as hard as one would think. Knowing how to successfully empower your employees, while promoting job satisfaction and incorporating diversity and generational blending into the workplace are all key factors to maintaining a payroll full of quality employees who are productive and happy while at work. Problem Statement Successful employee recruitment and retention has been a struggle for this organization over the years. While the current practices have been sufficient, it is time to incorporate a more detailed retention plan and establish a designated recruitment team. It is the goal of this paper to present a well-researched and developed strategy on how this organization can implement an effective recruiting and retention program to not only draw in the most competitive and quality candidates, but also ensure job satisfaction and retain them for future years. Although the current recruiting and retention programs that are in place have brought on many successful employees in the past, it is time to revamp these programs to allow this organization to reach its full potential and enhance the quality of our employees and management team. It is with great hope that the ideas and recommendations presented in this research paper will be taken into consideration to assist in helping to build this organization to its full potential.
applicants as possible (Rashmi, 2010). The current interview process will also need to be reviewed and revised, as well as executing new ways to reach a larger target of potential candidates. A recruitment team will also take pressure and stress off of the current human resource employees, as this will allow them to focus on other tasks while knowing that the recruiting, interviewing, and onboarding of new employees is in good hands. Research shows that forty-two percent of human resource professionals find their biggest recruiting challenge to be finding candidates that fit with the company’s culture (Andrade- Neumann, 2019). This organization must ensure they clearly define and communicate the company culture to all potential job candidates, allowing their feedback and ensuring that they will be able to respect the cultural views and morals of the organization during their employment. In order to ensure that job candidates are a proper fit with this organization’s culture, it is imperative to use candidate screenings, in depth interviews, and employee referrals to recruit employees that will fit with the company’s culture (Andrade-Neumann, 2019). In order to achieve the plans mentioned in the above paragraphs to enhance the recruitment process for this organization, many different steps will need to be taken. The first step in this process is to form a designated recruitment team for the organization. This team will need to consist of highly-motivated members who are outgoing, upbeat, and know the company’s history, culture, and values, as well as exactly what the organization is looking for in new team members (Sheridan, 2012). After all, who wants to sit through a boring interview with a monogamous individual that can not answer questions about the organization, their history, culture, or what kind of benefits they offer to their employees? Once said team is established, the organization can begin recruiting the quality candidates they are looking for. Instead of the previous method of only posting job openings to online job
boards, this organization will now use both internal and external sources in order to attract more applicants. Participation in local job fairs, as well as advertisements in the newspaper and on social media are all ways in which this organization can use external sources to promote their openings and recruit candidates (Sheridan, 2012). The established recruitment team will be present at job fairs to answer questions regarding the organization, promoting their culture, and ensuring that those interested in a position with the company will be a good fit. As far as internal sources for recruitment, this organization will also begin relying on employee referrals for applicants. Employee referrals are word-of mouth communication where current employees of the organization are a source of employment information (Ullman, 1996). Employee referrals have proven to be a great way to hire quality employees who will stay with the organization, as most employees who are hired through referrals show a higher rate of job satisfaction, perform better at their job, and tend to stay with the company for years (Van Hoye, 2013). In order to encourage current employees to refer the organization and help to attract quality applicants, this organization will offer an incentive to any employee who recruits a new hire, and the new hire stays with the company for at least ninety days. Once the ninety day probationary period is completed, the referring employee will be compensated with a paid administrative leave day. Strategic Plan and Implementation for Employee Retention Once this organization has recruited the quality candidates they are looking for, it is important that current practices are reviewed in order to ensure the retention of these employees. Employee retention is an important factor for any organization, as it can significantly cut down on organizational spending and increase productivity. The ability to retain quality employees can save the organization money on training and advertisement costs, as well as time on performing interviews, training, and lost production costs (Bandura, 2014). When an organization can keep
technology of today, it is important to ensure workers from these generations are also properly trained and feel that they are welcomed into the workforce. Workers from older generations tend to have different values, work ethics, and views than those of younger generations (Salkowitz, 2008). This can sometimes cause employees not to function well together in the workplace. Incorporating generational blending into this organization will help employees to feel more comfortable working with one another, as well as with the equipment and technology needed to successfully do their job. With the rapid advancements in technology, the way things are done within the organization are constantly changing. Older workers many times will get frustrated or discouraged with the new technology, and in the end leave the organization in response. It is the responsibility of this organization to ensure that all generations are comfortable with the technology used to help retain all employees, regardless of age or technological skills. The final step that this organization will need to take in order to help with employee retention is revising the benefits package that is currently offered. It is no secret that employees sometimes choose employment with a specific organization or decide to stay with an organization long term because of the benefits and rewards that they offer. This organization will need to alter their current packages in order to entice more applicants as well as ensure the retention of the ones already employed with the company. The organization will research alternate health care vendors and review benefit options and pricing that will benefit the employees. It is the goal to find high quality healthcare for employees without raising the premiums they are currently paying. Another step the organization will take to revamp employee benefits in hopes of increasing retention is to offer paid vacation, sick leave, and holiday pay. As it is currently, employees may take vacation or sick leave, however they are not paid for time off. It is recommended that this organization will come up with an accrual policy for employee time
these types of benefits will not only ensure their happiness and increase their motivation while at work, but it is also a guaranteed way to retain employees for many years. Final Recommendations and Possible Outcomes Implementing the above changes within the organization will not only lead to the successful recruitment of quality employees but will help to ensure the retention of these employees, saving the organization much money and time on resources and training. The best possible outcome for these changes would be that many quality employees are hired, properly trained, and are provided benefits and rewards that motivate them and increase their productivity. Happy and motivated employees often stay with the organization longer, which is the end goal for the changes this organization will implement. The changes made by this organization will undoubtedly result in nothing but positive results. However, the worst case scenario would be that the recruitment team is unable to bring about new candidates, and the current employees are unhappy with the changes the organization has decided to make, resulting in them seeking employment elsewhere. Conclusion In order for this organization to attract quality candidates for job openings, a successful recruitment plan must be put into place. Simply posting to a job board with the hopes that quality employees will come running is no longer enough to bring in the desired applicants. The organization must put in the work to find the people they want working for and representing their organization. Knowing what motivates and keeps employees happy is the key to ensuring their retention. The most important person in any organization is the employee. If you look after your
