Recruitment Plan-HR 400


Assignment: Recruitment Plan
Planning for the recruitment process involves analyzing the competencies needed for jobs, identifying
methods for attracting qualified candidates, and determining which recruitment sources will be used.
In this assignment, you will develop a recruitment plan that outlines recruitment methods and
Learning Activity
It is strongly recommended that you complete this Learning Activity after completing all the unit
readings and before beginning your Assignment. This will help you practice important concepts
related to skills needed for the Assignment.
Before starting this Assignment, review the Assignment Checklist. Then, in a Word document, write a
2–3 page paper based on the following scenario:
You are the hiring manager at a major home improvement retailer, Home Improvement Center, and
need to fill a position for a night shift supervisor. Develop a recruitment plan that addresses the
1. Determine if you will use a proactive or reactive recruitment approach and explain why you
selected that approach.
2. Identify which recruitment sources you will use and describe why you will be using these
3. Describe how you will use electronic recruitment methods

Sample paper

Recruitment Plan

Employees are an important part of a company’s assets that should be treated accordingly and given the best for them to give the best. As a result, companies, firms and organization should employ appropriate recruitment processes and strategies to make sure that they get the best talent. As the hiring manager of my organization, I would use proactive recruitment policies to choose the best of the best for my organization. Proactive recruitment approach will help me as the manager to forecast and plan in advance the kind of talents I want at my disposal as well as the recruitment needs of newcomers. Moreover, this approach will help turn decisions into actions which in turn help to avoid risks and increase efficiency and effectiveness of the organization (Kanyi, 2009,). Through the use of proactive recruitment strategy, I have an opportunity to know when there is a vacancy in the organization and plan in advance how to advertise it to the public and start searching for the best employees that will fit in the organization. Notably, a successful proactive recruitment is based on improving a hiring approach through timing as the company will only need to hire when there is an opening as well as the quality of the recruitment since the strategy helps to locate qualified candidates.

Recruitment officers may use both internal and external recruitment policies to search for the best candidate and inform them of the opening in the organization. However, in this case, I would rather use interior recruitment methods considering that I would be promoting one of my own rather than finding a new replacement. One of the advantages that come along with the use of internal recruitment policy is that it will help my organization save a lot of money that would have been used to advertise the position or conduct the interview. Additionally, internal recruitment helps to reduce the time taken to get the employee fully integrated into the organization as he will be a member of the workforce and I will only be required to express my recommendations of hiring from the inside of the organization (Allen, Finkelstein, & Poteet, 2011,). Internal recruitment is often seen as a promotion and through the promotion of the employee to occupy the position of a night shift supervisor will largely motivate large parts of the workforce if not the entire organization.

If by any chance there are no inside employee who can fill the opening, the next option would be to focus the use of electronic recruitment method on selecting a potential candidate. The best move would be to advertise the position through the social media which will introduce me to many qualified candidates willing to fill the position, owing to the rampant use of technology in the world today. The next step would be to create an online recruitment application containing the position of the job, job description as well as job specifications of any candidate willing to take up the job (“Social Media Recruitment in SME’s,” 2016). After the advertisement of the position, much of the work would be to go through all the resumes sent through the website to determine who qualifies for an interview. I would actively search for the suitable resume and invite these candidates for formal introductions and interviews. Through the interview I would select the best talent among the best and recommend her to the company for his or her hiring.


Allen, T. D., Finkelstein, L. M., & Poteet, M. L. (2011). Designing Workplace Mentoring Programs: An Evidence-Based Approach. Hoboken: John Wiley & Sons.

Kanyi, T. K. (2009). Towards a Marketing Communication Recruitment Plan for the RowanUniversity Educational Leadership Doctoral Program.

Social Media Recruitment in SME’s. (2016). Social Recruitment in HRM, 73-101. doi:10.1108/978-1-78635-696-320161007