Graduate Recruitment Plan: Addressing Talent Needs at BIG Telecom

This report outlines a comprehensive graduate recruitment plan for BIG Telecommunications, addressing the company's need to attract new talent after a freeze on graduate appointments. It begins with a rationale for reintroducing graduates, emphasizing their role in injecting fresh ideas and impr...Read More

Running head: MANAGEMENT
Employment relation professional practice
Name of the student:
Name of the university:
Author note:

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Table of contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
A rationale for re-introducing graduates into the business....................................................2
An Employee Value Proposition (EVP) underpinning the campaign....................................2
Identification of target audience and methods for recruitment..............................................2
Any resources/costs/stakeholders required for implementation............................................2
Resources...........................................................................................................................2
Costs...................................................................................................................................2
A detailed timeline for the GRP with milestones...................................................................3
An evaluation plan for measuring program success..............................................................4
Conclusion..................................................................................................................................5
Bibliography...............................................................................................................................7

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Introduction
Management is one of an important parameters in business, which helps in regulating
the business operations. Management of the human resources is assistance in terms of
extracting required labor. Within this, revision of the selection and recruitment policies is one
of an innovative managerial strategies in terms of generating efficient quality business. This
report attempts to create a Graduate Recruitment Plan for attracting new talents, which would
diversify the business dynamics in the workplace of BIG Telecommunication Company.
Discussion
A rationale for re-introducing graduates into the business
Reintroducing the graduates into the business would act as an agent in terms of hiring
fresh talents, imposing creative ideas for improvising on the infrastructure of the company.
This would be helpful in terms of unfreezing the graduate appointments, which had been
freezed, resulting in the declining profit margin and expansion.
An Employee Value Proposition (EVP) underpinning the campaign
Offering higher compensation would be one of an effective means for attracting the
talents. Planning for investment returns can be a lucrative means for valuing the efforts of the
candidates. Balance needs to be maintained in the tangible and the non-tangible resources.
Herein lays the effectiveness of the talent acquisition strategy, which would add value to the
role of the employees in terms of selecting the right candidate.
Identification of target audience and methods for recruitment
Conducting market mix with the selection and recruitment materials is one of the
ways in which target audience can be identified. Advertising the job vacancies is one of the
practical examples of identifying the target audience. Using social media would be a

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noteworthy step towards conducting the recruitment in an efficient and effective manner.
Installation of the security cookies and policies would be an agent in terms of strengthening
the customer base.
Any resources/costs/stakeholders required for implementation
Resources
 Previous hiring plans
 Annual report
 Skill gap analysis results
 Modified job descriptions
 Modern software and devices
 Backup plan
Costs
Limited costs would be an open platform for the candidates to file their applications.
Unless and until the target audience are identified, BIG Telecommunication Company would
have to bear the costs for advertisements on the social networking sites. Along with this,
alliance with the agencies would strain the budget. At the initial stage, keeping the cost per
hire low would yield productive results. Proper documentation of the recruitment through
channels is productive in terms of preventing the instances of cost blowouts.
A detailed timeline for the GRP with milestones
Activities Week 1 Week 2 Week 3 Week 4 Week 5 Week 6
Organizing
meeting for
communicating

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the employee
value
proposition
Preparation of
the recruitment
message and
advertising it
on the social
media and
website
Holding
meeting with
the Directors
regarding
deciding on the
venue of
selection and
recruitment
Evaluation
Making the
necessary
changes
Final
evaluation and
implementation

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Table 1: Timeline for the Graduate Recruitment Plan
(Source: created by the author)
In this case, the milestones would be reflected in form of conducting audits. The
following objectives would be fruitful:
 To unfreezing the graduate appointments
 To revising the recruitment and selection policies
 To develop budget for recruitment and selection activities
 To indulge in strategic alliance with the IT experts for adopting software
 To acquire checklists for evaluating the success of the plan
An evaluation plan for measuring program success
Cost
Budgets would be assistance in terms of enhancing the awareness about the expenses
behind the selection and recruitment policies. Using the software for preparing the budget
would save a lot of time, which can be devoted towards catering to the other activities.
Evaluation of the prepared budgets is effective in terms of reducing the instances of excess
expense for a particular activity.
Time
Considering the time of 1 year might be adequate in terms of evaluating the effectiveness,
appropriateness and feasibility of the plan into the business setting of the BIG
Telecommunication Company. Within this, adequate time needs to be kept at hand for
making the modification before the final plan is created. Rational approach in evaluation is
necessary for averting the delays within the implementation process.

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Quality
Including the previous years’ selection and recruitment plan would be effective in terms of
developing appropriate plans for recruiting the top talents. Adhering to the standards and
protocols of Diversity Policy would be fruitful for enhancing the cultural diversity. Along
with this, Data Protection Act would be productive in terms of securing the personal and
confidential data of the candidates. Infusing Equality Act in the selection and recruitment
process would be beneficial for ensuring that the selected candidates get equal treatment.
Conscious approach in this direction would be helpful in terms of reducing the instances of
conflicts, discriminations and harassments.
Longevity
Frequent evaluations would be crucial for ensuring the longevity of the recruitment plans
for the business graduates. Organizing effective training programs would add value to the
selection and recruitment process. Quality inspections by the Directors would standardize
the process of hiring the fresh talents. This activity would be assistance in terms of
estimating the supply and demand, indicating support in calculating the sales revenue and
the profit margin.
Conclusion
Proper approach towards the selection and recruitment activities is helpful for
extracting the required labour. Creating graduate recruitment plans is one of an effective
examples for achieving positive outcomes. These aspects have been applied on the BIG
Telecommunications Company, aiming to emerge as the number one telecommunications
company in the threshold of Australia. Adhering to the values of the teamwork, integrity and

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personal excellence is reflected from the plan of hiring fresh talents, who would be flexible
towards operating the latest and modern technologies. Conveying the proposed plan to the
candidates through advertisements on social media enhances the parameter of corporate
social responsibility.

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Bibliography
Evans, C., Maxfield, T. and Gbadamosi, G., 2015. Using part-time working to support
graduate employment: Needs and perceptions of employers. Industry and Higher
Education, 29(4), pp.305-314.
Holmes, L.M., 2015. Becoming a graduate: the warranting of an emergent
identity. Education+ Training, 57(2), pp.219-238.
Jackson, D., 2016. Modelling graduate skill transfer from university to the
workplace. Journal of Education and Work, 29(2), pp.199-231.
McCracken, M., Currie, D. and Harrison, J., 2016. Understanding graduate recruitment,
development and retention for the enhancement of talent management: sharpening ‘the
edge’of graduate talent. The International Journal of Human Resource Management, 27(22),
pp.2727-2752.
Tansley, C., Hafermalz, E. and Dery, K., 2016. Talent development gamification in talent
selection assessment centres. European Journal of Training and Development, 40(7), pp.490-
512.
Warmerdam, A., Lewis, I. and Banks, T., 2015. Gen Y recruitment: Understanding graduate
intentions to join an organisation using the Theory of Planned Behaviour. Education+
Training, 57(5), pp.560-574.