Introduction
A plan of attack is a key element that is developed by every company in order to be successful and achieve its goal of maximizing profit. The strategy is applicable to all the applicable recruitment activities in the organization irrespective of the size. The recruitment plan is then distributed to the public as a guideline for the staffs and as an element where the success of the company’s recruitment venture lies.
Target recruitment plan
My target company is the Coca cola Company. This company applies competence-based job analysis when they require common criteria to follow when evaluating a potential applicant. The analysis allows the employees to be informed of precisely what is needed to perform the job. It also helps the employees to assess if they can deliver the required skills and experiences. Through this analysis, the recruitment team of the company is able point out the qualified job applicants more effectively and quickly.
With accordance to the federal laws that guide coca cola Company during recruitment, the company is carries out the recruitment activities without any discrimination. The company has ensured that its descriptions are precise and the process of hiring is conducted in appropriate manner. The benchmark competence based practice of the company involves developing of interview and reference checking guides for varied types of roles that include rating and instruction guides. The company conducts an interview and observes the people to do the job and to authenticate the list of tasks. The company’s goal is to learn about the workers responsibilities, interaction with others, what they need to be successful, problems they solve, adaptability, and reliability.
The behavioral definition of the organization involves the attitudes and actions that are undertaken by the individual or a group towards each other within the company as a whole. The behavioral of the company affects the performance and functioning of the organization.
Messaging Plan
The messaging plan is an essential strategy in an organization. Communicating the products and the value of the business is a fundamental requirement for the growth and survival of an organization. This communication provides a big impact on the company’s public image. The more logically and clearly is the recruitment message, the easier it will be for the potential employees to comprehend why they should join an organization. Therefore, it is significant for a company to ensure that the recruitment message is meaningful and effective. However, communicating the message of the company into the media without proper and cautious planning can deter the public image of the company. This is the reason why message planning in an organization is essential for its operations.
Job attributes
In any organization, Rewards are considered as influential method for promoting and encouraging quality job to be performed by the employees. Good work enhances the efficiency of the company thus, the managers should recognize the hard and good work of the employees and reward them effectively. However, a potential employee has to acquire some attributes that will enable them to reach the level of being rewarded as a motivation. Therefore, a recruitment team should evaluate the competence and attributes of the potential employee that will increase the efficiency in the organization.
Positive attributes
The potential employee should have interpersonal and communication skills. This is the most significant attribute that a person should have in order to be able to develop skills necessary to communicate and manage effectively and easier. In order to be efficient and acquire a reward, an employee should be able to speak of something that reflects what is in their mind, so that what they think, what they want and what they say are similar things.
The potential worker should also have the required work experience to qualify to be recruited in any organization. This is because of the fact that inexperienced worker tends to commit many mistakes in their performances. This leads to repetition of job in an organization, which consequently, increase the cost of operation. Therefore, for an employee to be able to acquire reward, they should have necessary experience that will be enable them to be accurate hence efficient in the organization.
The other significant quality that potential employees have to have is the critical reasoning, problem solving and technical skills. The recruiter is interested to know how a person can analyze and evaluate a particular situation and formulate measures or strategy to contain the problem. Among other qualities, that a potential worker should have include are leadership skills, teamwork skills and emotional intelligence among others.
Negative attributes
During recruitment, there are various attribute that can make a potential employee being dropped for recruitment. These attributes includes negative attitude, being dishonest, the inability to communicate effectively, and inadequate overall interest during the interview among others. The potential should put their positive qualities forward even if they do not have all the necessary qualifications.
Recommended recruitment message
The recommended message for the company should lead as follows: “The coca Cola Company is recruiting members aged above 18 years old for its managerial section. If you are interested in joining, go to cocacola.co.org and proceed after reading company’s terms and conditions. Fill the form and submit all the credential and certificate needed for qualification. The candidate should have effective managerial skills to be considered qualified for the recruitment.
Conclusion
Concisely, the potential employee should make sure that they are competent by acquiring necessary attributes and other qualifications. Each company aims to enhance efficiency, which is attained only when the employees are skilled and competent to perform a particular task.
References
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2001). Managing human resources. Upper Saddle River, N.J: Prentice Hall
Pollitt, D. (2007). Recruitment. Bradford: Emerald Group Press.
