A recruitment plan is critical to any company’s performance since it defines the roles that need to be filled. The strategy presents an opportunity for an organization to align its goals as well as skill gaps alongside staffing efforts to plan for the year tactically. Many companies fail to plan accordingly even though it is evident that building out a recruitment strategy improves hiring practices (Engel & Curran, 2016). We are a leading company in the region and beyond in the online business field. Part of our work requires sound IT systems, and thus we are looking for a talented IT manager to be part of the team. This paper outlines a recruitment plan for an information communication technology firm that is to be presented at the company’s managers’ meeting.
The first step to a robust recruitment plan is to analyze the company’s hiring needs and the gaps that need to be filled. The company’s growth shows that the firm needs to hire managers in various departments, including ICT, owing to the rise in online operations. The tools that will be required to implement the recruitment plan successfully include an applicant tracking system that will help in candidates’ assessment and screening. Based on the company’s previous hires and the general costs per hire for the positions, the current budget will adequately cover the processes as well as the remunerations. The prices stipulated within this year’s financial budget include advertising, interviews as well as recruiting technology costs.
The IT specialists will be responsible for installing new applications and maintaining hardware components. The ideal candidate must have at least a bachelor’s degree in IT-related courses with 2-4 years of experience. Further, the individuals will be tasked with evaluating the company’s IT systems to confirm that they adequately meet the company’s IT needs. Currently, the organization is growing, which means there is a need to have a competent IT manager and two specialists in the department of information technology. The manager will be hired in quarter one while one specialist will be employed in quarter two and the other in quarter three.
The interview process will be rigorous and will involve three levels of selection, including two rounds of interviews. The firm’s directors, and the human resource manager, will conduct the interviews and pick the most suitable candidates at each step.
The IT manager will be responsible for planning, organizing as well as leading all computer-related tasks within the organization. The professional will be required to manage computer networks as well as general telecommunications systems. The ideal candidate for the role is necessary to have a bachelor’s degree in information science, computer science, or any other related field and similar experience. The candidate must have 4-7 years of verifiable working experience in IT operations within a mid-sized company. Lastly, the person is required to possess rigid critical thinking and decision-making skills alongside a firm grasp of IT infrastructure and IT operations best practices. Additionally, the individual must have strong problem-solving as well as project management skills.
All the applicants will be subjected to a pre-assessment to get the most suitable candidates to proceed with the selection process. Part of the company’s policies requires that the firm conducts background checks on the selected candidates. Some of the critical aspects to examine include criminal, employment, professional, and licenses background checks (Isa et al., 2016). During the process, it is important to ask open-ended questions regarding performance and accomplishments. Once the processes are adequately completed, the company will make an offer to the selected candidate. The request will be made through an email and a follow-up call to the ideal candidate. Once the individual has accepted, the human resource manager will dispatch an offer letter.
References
Engel, M., & Curran, F. C. (2016). Toward understanding principals’ hiring practices. Journal of Educational Administration. 54(2), 173-190. Web.
Isa, F. M., Othman, S. N., & Muhammad, N. M. N. (2016). Postgraduate students’ recruitment strategies in higher education institutions of Malaysia. International Review of Management and Marketing, 6(8S). Web.