HRM Challenge 2:
Task 1 Due by September 27
In a proactive recruitment effort, EAL is planning to communicate its need for employees to potential candidates. The ad is very important to this search — it is the tool for the company to reach potential candidates and motivate them to apply for the job.
Watch first then write (if you can’t see it, please let me know), https://drive.google.com/file/d/1FRHolXacsmHpB0hdgZuLBm-qpa7WcIeD/view
Write a job posting for a robot assembler position at EAL to be used on a job website (e.g., Indeed.com). According to Indeed.com, the most effective posts are between 700-2000 characters (150-400 words approximately). The goal is to get the attention of potential candidates – something about what your company does (some include the company name, others don’t), enough about the kind of work that will be involved, and what kind of skills and/or experience the candidate should have. Make sure to mention that EAL will require a paid training period that new hires must successfully complete. Finally – how to apply: email, through the company’s website, mail a resume, etc.
Task 2 Due by October 3
Recruiting new employees is a marketing campaign. EAL is in a competitive labor market and is seeking people who have the ability to learn new skills to work alongside robots in a manufacturing setting. Your task is to identify where and how you can most effectively and efficiently reach potential candidates, get their attention to receive your message (EAL is hiring!), and motivate them to apply.
Develop a recruitment strategy and plan PPT for assembly line workers for the top management team. Length: 5-7 slides, under 10 minutes. Include these considerations:
a. The company operates in a competitive market for all workers.
b. The company seeks to widen diversity: recruiting women and minorities is a means of expanding the pool of potential employees as well as meeting the company’s overall diversity goal.
c. Consider a wide range of channels that can be used: web ads, social media ads, job fairs, high schools and technical/community colleges, radio, “non-traditional” channels to reach women and minorities (e.g., specialty media and associations that target these groups).
HRM Challenge 2: