Strategic Plan for Hiring and Growth at Westcliff DBA Program

This report presents a strategic plan designed for a small company experiencing growth, focusing on addressing immediate and future hiring needs, increasing production, establishing an online presence, maintaining employee motivation, enhancing marketing efforts, and consistently increasing revenue. The plan emphasizes cost-effective strategies, including a mix of internal and external recruitment methods such as advertisements and employee referrals. It outlines a phased approach with specific tasks, responsible personnel, and timelines for reviewing vacancies, developing recruitment materials, defining job descriptions, establishing interview criteria, sourcing and screening candidates, conducting interviews, performing reference checks, extending job offers, and preparing employment contracts. The strategic plan aims to systematically manage the recruitment process, ensuring the company can efficiently address its growth-related challenges.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

1
MANAGEMENT
Question- A need to hire two more employees immediately
As the company is small sized, therefore they need to adopt few strategies which are
cost-effective, and it will prove to be beneficial for the organization as well. The strategic
plan is necessary to be approved by the firm as to recruit the candidates within the short span
of time, and it will be helpful in managing the entire process systematically (Mawdsley &
Somaya, 2016). In case of the small firm, the two employees are mandatory to be recruited
for solving the challenges in a short period. The company can adopt the mixture of both
external and internal source of recruitment wherein it comprises of advertisements and
referrals from the existing employees working in the company can be included in the process
(Brown, Setren & Topa, 2016).

2
MANAGEMENT
Phase Tasks Person Responsible Date of Completion
Planning for
Recruitment
Review the vacancy
Development of the
Recruitment Plan
Human Resource
Executive
2 Weeks
Development of
Recruitment Materials
Updating and
Development of the
Job Description
Development of
Interview Selection
Criteria
Human Resource
Manager
1 Week
Sourcing Candidates
Immediately
Incentivizing the
current employees to
refer new talents
Requesting the
employees to post on
social media
platforms to
generate immediate
responses
Employees 1 Week
Managing and Reviewing the Human Resource 1 Week

3
MANAGEMENT
Screening Candidates application of
candidates
Selecting the
candidates referred
by the employees for
further rounds of the
interview
Scheduling the
candidates for the
interview
Associates and
Recruiters
Interview and Selection
of the Candidates
Conducting the
Reference Check of
the Candidates who
have been selected
Selection of the
Candidate for
Accepting the Job
Offer Appropriately
Human Resource
Manager
2 Weeks
Extend and Confirm the
Letter to the Selected
candidates
Extending the Offer
Letter
Prepare the Contract
Manager and CEO
of the Firm
2 Weeks

4
MANAGEMENT
with the candidates
Confirming the date
of starting their job

5
MANAGEMENT
References
Brown, M., Setren, E., & Topa, G. (2016). Do informal referrals lead to better matches?
Evidence from a firm’s employee referral system. Journal of Labor Economics, 34(1),
161-209.
Mawdsley, J. K., & Somaya, D. (2016). Employee mobility and organizational outcomes: An
integrative conceptual framework and research agenda. Journal of Management,
42(1), 85-113.