Lambton College HRM 3403 Assignment 1: Recruitment Strategy and Plan

This assignment is a recruitment plan for a Human Resource Manager position at Lambton College, addressing the HRM 3403 course requirements. It includes a detailed job description, job specifications, and required competencies. The assignment outlines a recruitment strategy focusing on the Toronto labor market, utilizing traditional media, internet job boards, social media, and outreach methods. It also considers internal applications, costs, timelines, and the size of the applicant pool. The assignment includes a sample recruitment notice and adheres to the assignment brief's structure and rubric, demonstrating a comprehensive understanding of the recruitment process and its practical application. The student has created a recruitment plan which analyzes the labor market, details the methods of recruitment including traditional media, internet job boards, social media, and outreach methods. It includes costs, timelines, and the size of the applicant pool. The assignment also includes a sample recruitment notice.

Running head: ASSIGNMENT 1: RECRUITEMENT 1
Assignment 1: Recruitment
Name
Institution

ASSIGNMENT 1: RECRUITMENT 2
Assignment 1: Recruitment
Job Description
A human resource manager will oversee all the facets of employment practices and
employee relations (Kehoe & Wright, 2013). The essential duties will include talent recruitment
and management, hiring and conducting interviews, and employee orientation. Also, a human
resource manager will be required to mediate and solve employee conflicts and assist managers
with discipline and termination of employees. Other duties will include employee payroll
management, employee benefits management, and ensure human resource policies comply with
the law.
Job Specification
A human resource manager is required to perform the following duties and responsibilities,
according to Heathfield (2018):
a. Analyze wage and salary reports and data to determine competitive compensation plan.
b. Give direction to managers on the policies regarding equal employment, compensation,
and employee benefits.
c. Recruit, interview, tests, and select suitable employees’ candidates.
d. Keep employees’ records regarding benefits participation.
e. Developing and implementing human resource strategies and initiatives and ensure that
they align with company strategy.
f. Act as a bridge between employees and management by addressing the issues of
relations, demands, and grievances, among other issues.
g. Nature a positive working environment in the company.

ASSIGNMENT 1: RECRUITMENT 3
h. Performance management and oversee performance appraisals that motivate higher
performance.
i. Assess the training needs of employees and apply and monitor training programs.
Minimum Qualifications
Bachelor’s degree in human resource management or equivalent from a recognized
institution. Master’s degree is an added advantage. A candidate needs to have at least two
experience in human resource management or serving at a management level.
Required Competencies
Noe, Hollenbeck, Gerhart, and Wright (2017) identified that the human resource manager needs
to be excellent in the following core competencies:
i. Decision-making
ii. Strategic thinking
iii. Leadership
iv. Interpersonal
v. Ethical conduct skills
Recruitment Strategy
Recruitment Plan
Recruitment Plan Item Explanation How it impacts your
Recruitment
Geography – Which labor
market will you focus your
job search on, and why?
Please include data in your
explanation.
The company will focus on
Toronto labor market. The
city attracts high trained and
talented people. More than 54
percent of Canadians have
higher college or university
education (The Daily, 2017).
The area requires a rigorous
recruitment process to take
the best talent among many
who are qualified. The
criteria for selection must
allow only highly qualified
and skilled candidates are
selected for interview.
Method of Traditional Media
for your recruitment (relevant
The recruitment will be
advertised through newspaper
The media determines the
response to the advert if the

ASSIGNMENT 1: RECRUITMENT 4
to your geography/labor
market)
and magazines, radios and
television media.
media coverage is broad
enough, their likelihood of
getting the best candidates
increases.
Internet Job Board for your
recruitment (How will this
help you target applicants
with the KSAOs you require)
We will be able to tap
internet users. Most leaders
who are interpersonal have
higher propensity to read and
explore through online media.
It is the easiest method of
recruiting. Candidates apply
and contacted online.
Interviews can also be
conducted online. It can
reduce the cost of
recruitment.
Social Media for your
recruitment (How will this
help you target applicants
with the KSAOs you require)
Social media propagate
information faster through
sharing (McRobert, Hill, Smale,
Hay, & van der Windt, 2018).
The recruitment will reach a
large number of social media
users and hence increase the
chances of getting a large
pool of highly qualified
candidates.
Outreach method for your
recruitment (How will this
help you target applicants
with the KSAOs you require)
It is likely to spread faster. The company will get more
qualified candidates.
Internal Application Method
– will you be accepting
applications from internal
candidates for your
recruitment? (How will this
help you target applicants
with the KSAOs you require)
We will allow internal
applicants. Internal
employees are well oriented
with company policies and
culture.
It will be challenging to be
objective (Muscalu, 2015). A
friend in the company may
apply and might not be as
qualified as expected. He/she
expect a favor from the
recruiting and selecting team.
Costs: What are the costs
associated with your
recruitment plan?
Advertisement costs,
interviews, and orientation
With inadequate resource,
recruitment will be limited in
media coverage and pool of
candidates
Timelines: How long will it
take you to generate an
applicant pool for your
recruitment plan?
It will take one month. A significant pool increases
the possibility of getting the
best talents.
Size of applicant pool: How
many applicants do you need
in your pool to ensure that
you have enough candidates
with the required KSAOs for
your selection process?
The company will need a
pool of 300 applicants.
From the poo, we can select
the best ten candidates.
Recruitment Notice

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Do you have that charisma and interpersonal that act as a magnet that pulls people
towards you? Do you love working with people and for the people for money? Do you think that
you are qualified to lead thousands of people to work? Holds a bachelor degree in human
resource management or equivalent with years of experience? Lambton College has an exciting
opportunity for you. We are looking for a motivated manager who shows high competency in
problem-solving, leadership, strategic thinking, ethical, and has interpersonal skills. You must be
available when contacting us via [e-mail] to show us what you got.

ASSIGNMENT 1: RECRUITMENT 6
References
Heathfield, S., M. (2018). Job Specification sample: Human resources director. Retrieved from
https://www.thebalancecareers.com/job-specification-sample-human-resources-director-
1918559
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
McRobert, C. J., Hill, J. C., Smale, T., Hay, E. M., & van der Windt, D. A. (2018). A multi-
modal recruitment strategy using social media and internet-mediated methods to recruit a
multidisciplinary, international sample of clinicians to an online research study. PloS one,
13(7), e0200184.
Muscalu, E. (2015). Sources of human resources recruitment organization. Land Forces
Academy Review, 20(3), 351.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
The Daily. (2017). Education in Canada: Key results from the 2016 census. Retrieved from
https://www150.statcan.gc.ca/n1/daily-quotidien/171129/dq171129a-eng.htm