SunRail (fictional organisation) Recruitment Strategy
1. Introduction
This report contains a recruitment strategy for SunRail in order to determine the suitable candidate’s for three available manager positions in the Engineering Planning team. The recruitment strategy used is based on Breaugh’s model of the recruitment process. It consists of four stages, including Recruitment Planning, Recruitment Strategy Development, Recruitment Activities and Recruitment Evaluation. Due to SunRail’s growth rate, sparked by the need to meet the demands for its services, it is essential to recruit the right people for the job in order to adequately manage its employees.
2. Recruitment Planning
The first step in your recruitment process should be establishing objectives. It has been decided that three manager positions for the Engineering Planning team are to be filled within 40 days as a result of the increased demand of the company’s services. Due to the fact that it can be difficult to sell rail as a career, approximately 15 employees from outside of the organisation would be an ideal number of candidates for the three positions. SunRail tends to look externally for specialty positions, with the new additions potentially providing new perspectives and innovations, a reduced need for expensive training and development as well as meeting the guidelines for Equal Employment Opportunity.
Planning also entails the development of a Job Description in order to inform the organisation and the applicants what is precisely required for the position and where best to source that person. The Job Description will specifically describe what type of applicants are sought after in terms of level of education, qualifications, knowledge, skills, abilities, interests, values, diversity, behaviour and performance. The potential employees must also be aware of the brand of the organisation and what it entails to be a part of the team. This can be done via the company website and can be displayed during a Realistic Job Preview. It is important
This report contains a recruitment strategy for SunRail in order to determine the suitable candidate’s for three available manager positions in the Engineering Planning team. The recruitment strategy used is based on Breaugh’s model of the recruitment process. It consists of four stages, including Recruitment Planning, Recruitment Strategy Development, Recruitment Activities and Recruitment Evaluation. Due to SunRail’s growth rate, sparked by the need to meet the demands for its services, it is essential to recruit the right people for the job in order to adequately manage its employees.
2. Recruitment Planning
The first step in your recruitment process should be establishing objectives. It has been decided that three manager positions for the Engineering Planning team are to be filled within 40 days as a result of the increased demand of the company’s services. Due to the fact that it can be difficult to sell rail as a career, approximately 15 employees from outside of the organisation would be an ideal number of candidates for the three positions. SunRail tends to look externally for specialty positions, with the new additions potentially providing new perspectives and innovations, a reduced need for expensive training and development as well as meeting the guidelines for Equal Employment Opportunity.
Planning also entails the development of a Job Description in order to inform the organisation and the applicants what is precisely required for the position and where best to source that person. The Job Description will specifically describe what type of applicants are sought after in terms of level of education, qualifications, knowledge, skills, abilities, interests, values, diversity, behaviour and performance. The potential employees must also be aware of the brand of the organisation and what it entails to be a part of the team. This can be done via the company website and can be displayed during a Realistic Job Preview. It is important