HRM 941826: Detailed Recruitment and Selection Plan for ABC Pvt.

This report details a recruitment and selection plan for ABC Company Pvt. Ltd., a company based in El Salvador planning to open a new office. The plan covers recruitment outsourcing for efficiency, media selection for job advertising, positions required using an ethnocentric staffing approach, a timeline for the recruitment process, stakeholder involvement, and cost considerations with a budget of US $200,000 for recruiting 200 employees. The plan emphasizes the importance of an effective recruitment process to attract and retain talented employees while managing recruitment costs effectively. The initial recruitment process will be outsourced to a professional organization operating in the host state. The report concludes that a well-designed recruitment process is crucial for attracting and retaining talent, enabling business organizations to strengthen their recruitment procedures.

Recruitment and Selection
HUMAN RESOURCE
MANAGEMENT – 941826
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Recruitment and Selection
Table of Contents
Introduction.......................................................................................................................3
Recruitment Plan...............................................................................................................3
Recruitment outsourcing..............................................................................................................3
Media for job advertising.............................................................................................................4
Positions Required.......................................................................................................................4
Timeline for the Recruitment Process..........................................................................................4
Stakeholders Involved..................................................................................................................5
Cost Involved...............................................................................................................................5
Conclusion.........................................................................................................................6
Bibliography......................................................................................................................7
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Recruitment and Selection
Introduction
ABC Company Pvt. Ltd. is a company based in El Salvador that is planning to open up new
office in a neighbouring state. To achieve its goals and objectives, the company has decided
to recruit the best and the brightest employees for its new office and the Chief Human
Resource Officer has been given the task to look after the entire recruitment process.
Therefore, in this report, we will design a recruitment plan for ABC Company Pvt. Ltd. in
detail.
Recruitment Plan
Recruitment and selection is a core function of human resource management that allows
business organizations to advertise and invite job applications for a vacant job position and to
screen the received applications for recruiting the best person for the right job. Recruitment
and selection is of utmost importance when expanding business operations into new states or
countries because it allows a business organizations to make their subsidiaries functional by
fulfilling the labour demand (Leisink & Steijn, 2008).
Recruitment outsourcing
For ABC Company Pvt. Ltd., the initial recruitment process will be outsourced to a
professional organisation operating in the host state. The benefits that the company wants to
achieve by outsourcing the recruitment process are discussed below:
First of all, outsourcing the recruitment process will involve a lesser investment of important
resources, i.e. time and money. Secondly, by outsourcing the recruitment process, the
company will be able to carry out recruitment at a faster pace and the quality of candidates
hired will also be better in case of outsourcing the process. As recruitment process outsources
are professionals in their fields, they already have a huge pool of talented candidates at their
disposal (Reilly, 2012). Thirdly, Recruitment Process Outsourcing (RPO) companies have
scalable models and can adopt to different situations within real time. As the company is
planning to start a new subsidiary altogether, an RPO will be able to adapt to the situation and
increase the effectiveness of the recruitment process. Fourthly, Engaging with an RPO will
also ensure that the stakeholders are constantly engaged and that the recruitment process is
carried out in compliance with the legal and political policies of the host state. Fifthly, RPOs
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Recruitment and Selection
are masters in the field of carrying out recruitment drives and can provide real time reporting
of all the recruitment initiatives taken up by a company. RPOs can provide real time data in
terms of numbers and can help a company in calculating the efficiency of their recruitment
process in a better way. Lastly, RPOs can also assist business organizations in establishing
themselves as an employer brand in the market. RPOs follow a very professional approach in
recruitment drives and provide a lot of assistance to the candidates. Such actions can prove to
be helpful in bolstering the employer brand amongst the potential candidates in the market in
the long run (Randstad, 2017).
Media for job advertising
Selecting the right media for advertising job openings is an important part of a recruitment
program as it ensures that the right candidates are reached through the right medium. Job
advertising for job openings at ABC Company’s new subsidiaries will be posted on all
available social media and online job portals. The company can also advertise its job
openings in employment columns of leading newspapers and can also distribute pamphlets in
the market. Another cost effective way for advertising vacancies can be a word of mouth
where all existing employees working in the company can communicate about the new job
openings to their near and dear ones (Martic, 2018).
Positions Required
As the company is planning to open up a new subsidiary, almost all types of job positions
have to be filled up using the recruitment plan being designed. The management of the
company has decided that it would adopt an ethnocentric staffing approach for filling up the
human resource demand of its new subsidiary. In an ethnocentric approach, the higher level
job positions in a subsidiary are filled up by expatriates from the home country while for
filling up of lower level jobs, employees from the host country are recruited. An ethnocentric
approach allows business organizations to exercise a greater degree of control on their
foreign subsidiaries and ensures better reporting to the headquarters. Therefore, the positions
required to be fulfilled will be all other positions other than managerial positions and senior
level management of the subsidiary (Whitehead, 2017).
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Recruitment and Selection
Timeline for the Recruitment Process
The company has a plan to establish a fully functional and operational unit in the new state
within a time period of 6 months, which makes it imperative that the recruitment and
selection of employees is done within the first four months itself. During the first month, the
company will prepare thorough job description and person specifications for all the job
positions that are required to be filled. Once the job descriptions and person specifications are
prepared, the company will start to advertise the job openings on all the media options
discussed above. It will be the second and the third month in which the company will actually
hold recruitment drives and screen potential candidates to make a recruitment decision
(Trehan, 2015). In the fourth month, the company will send out job invitation letters and
employment contracts to the selected employees. Further, the next two months will be
allocated to the training and development and induction programs for the employees. After
the completion of the training programs, the company plans to make its new subsidiary
operational.
Stakeholders Involved
A list of all the stakeholders that will be involved in developing the recruitment plan is given
below:
 The CEO of the company  it is obvious that the ultimate leader of the company will
definitely have a role to play in the recruitment process
 The Board of Directors  the board of directors will provide a strategic mission and
vision statement to the people involved in the recruitment process.
 The entire human resource management department of the company. It is obvious that
the human resource management department of the company will have a major role to
play in the recruitment process from preparing job descriptions to sending out job
letters and preparing employment contracts (Maurer, 2017).
 Heads of different departments, such as Finance, Research & Development,
Marketing, etc.  Head of departments will be involved because they will have to
offer important inputs related to operations and requirements of different departments
(Executive Workplace, 2016).
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Recruitment and Selection
Cost Involved
The cost factor involved in a recruitment process is of utmost important to a company. If a
recruitment process is carried out for a longer period of time, the cost associated with it is
bound to increase, which means a considerable rise in the cost per hire ratio. The budget for a
recruitment process has to be decided on the basis of a number of factors, such as cost per
hire, external recruitment expenses, internal recruitment expenses, RPO fees, etc. (Workpolis,
2018)
As the company is planning to carry out a recruitment process for fulfilling the human
resource demand for a complete subsidiary, there will be a greater number of recruitments
carried out, which will obviously require a higher budget. The company has set aside a
budget of US $200,000 for recruiting over 200 employees, which would include all kind of
internal recruitment expenses and external recruitment expenses (Min, 2017). Ultimately, the
company has planned to restrict itself to a cost per hire ratio of US $1000.
Conclusion
Recruitment and selection is an important function that has to be performed by human
resource managers in a company. It is only through an effectively designed recruitment
process that a company can attract and retain a talented pool of employees. Further, it is also
important for business organizations to keep a check on the resources that it invests in a
recruitment process and the cost per hire. The recruitment design discussed above can be of a
lot of help to contemporary business organizations in strengthening their recruitment
procedures.
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Recruitment and Selection
Bibliography
Executive Workplace. (2016, June 19). Managing the Hiring Stakeholders. Retrieved April
2019, from www.executiveworkplace.com:
http://www.executiveworkplace.com/managing-the-hiring-stakeholders/
Leisink, P., & Steijn, B. (2008). Recruitment, attraction, and selection. Motivation in public
management: The call of public service, 118-135. Retrieved from Leisink, P., &
Steijn, B. (2008). Recruitment, attraction, and selection.
Martic, K. (2018, July 20). 10 Places Where You Can Promote Your Recruitment Content.
Retrieved April 2019, from talentlyft.com:
https://www.talentlyft.com/en/blog/article/178/10-places-where-you-can-promote-
your-recruitment-content
Maurer, R. (2017, May 18). Align Stakeholders in the Hiring Process to Boost Results.
Retrieved April 2019, from www.shrm.org:
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/align-
stakeholders-in-the-hiring-process-to-boost-results.aspx
Min, J.-A. (2017, March 13). How To Calculate Cost Per Hire To Optimize Recruiting.
Retrieved April 2019, from ideal.com: https://ideal.com/cost-per-hire/
Randstad. (2017, August 3). 10 benefits of recruitment process outsourcing beyond cost and
speed. Retrieved April 2019, from randstad.in:
https://www.randstad.in/workforce360/archives/10-benefits-of-recruitment-process-
outsourcing-beyond-cost-and-speed_157/
Reilly, A. (2012, November 29). 6 Awesome Benefits of Recruitment Process Outsourcing
(RPO). Retrieved April 2019, from poassociation.org:
https://blog.rpoassociation.org/blog/bid/246841/6-awesome-benefits-of-recruitment-
process-outsourcing-rpo
Trehan, R. (2015, September 17). The Recruitment Process Timeline: What to Expect.
Retrieved April 2019, from www.linkedin.com:
https://www.linkedin.com/pulse/recruitment-process-timeline-what-expect-rita-trehan
Whitehead, S. (2017, March 24). Staffing Policy & HRM Issues in International Business.
Retrieved April 2019, from panmore.com: http://panmore.com/staffing-policy-hrm-
issues-in-international-business
Workpolis. (2018, March 26). How to calculate cost to hire (and why it’s important).
Retrieved April 2019, from hiring.workopolis.com:
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https://hiring.workopolis.com/article/how-to-calculate-cost-to-hire-and-why-its-
important/
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