Two primary outcomes of HR management are recruitment and selection. Through HR planning, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. These factors are used when recruiting applicants for job openings. Being able to recruit and retain the “best” employees has been a difficult task for HR managers. The “best” employees are not necessarily the most qualified individuals (e.g., those with the most education or work experience); they are the individuals who provide value to an organization, who complement the organization, who understand and embrace the organization’s mission, and who fit the culture of the organization. This quandary is a result of a number of different variables such as job satisfaction, organizational commitment, job performance, and motivation. Furthermore, contemporary HR managers also are tasked with assisting with peak performance initiatives because of escalated global demands and competition.

Go to the Occupational Outlook Handbook, latest edition (https://www.bls.gov/ooh/ ) and read about a Human Resource Manager generalist position. [A generalist is someone who covers many HR functions, as opposed to a specialist who might be responsible for only one or two functions or sub-functions of HRM.] Assume that this is a position you as an HR consultant need to fill for a client in your home state. Write a paper in which you need to address the following:

a. Develop/include a job announcement/ad to fill the opening.

b. Describe the employer’s business and the key qualifications needed.

c. Explain your advertising and recruiting strategies to find candidates qualified for this opening for your client company.

d. Defend which recruiting and selection processes you will use to choose the best person for the job.