1. Recruitment plan: This section of the report should describe the recruitment tactics to be used for the targeted job. This section should cover what recruitment sources will be used (and why), projected applicant yield of these sources (and why), and the communication message, all with supporting research evidence. Also, a recruitment guide (see Exhibit 5.4 on page 218 of the textbook) and recruitment advertisement (see Exhibit 5.7 on page 230 of the textbook) should be included in the appendices section.

230 PART THREE Staffing Activities: Recruitment Advertisements can thus be used to reach a broad market segment. There are many different types of ads: . Classified advertisements. Classified ads appear in the "help wanted" section of the newspaper or online at sites like Craigslist. Newspaper ads, whether in print or online, are often limited in length and style, but some online sites allow for much more information. These ads are used most often for quick resume solicitation for low-level jobs at a low cost. Although there has been a major shift toward the use of electronic recruitment, and all newspapers have online resources as well, surveys suggest that print ads remain a significant presence in the recruitment of hourly workers." An example of a classified ad is shown in Exhibit 5.7. The length of this ad is more typical of online sources that do not limit words or characters. . Banner ads. Banner ads are online advertisements placed on websites that an organization believes will be visited by potential applicants, including social media sites, occupation-specific websites, and news media sites. They are limited in size, but viewers can easily click over to the organization's official EXHIBIT 5.7 Classified Ad for Human Resource Generalist HUMAN RESOURCE GENERALIST ABC Health, a leader in the health care industry, currently has a position available for an experienced Human Resource Generalist. This position will serve on the human resources team, which serves as a business partner with our operational departments. Our team prides itself on developing and maintaining progressive and impactful human resources policies and programs. Qualified candidates for this position will possess a bachelor's degree in business with an emphasis on human resource management, or a degree in a related field, such as industrial psychology. In addition, a minimum of three years of experience as a human resource generalist is required. This experience should include exposure to at least four of the following functional areas: compensation, employment, benefits, training, employee relations, and performance management. In return for your contributions, we offer a competitive salary as well as comprehensive, flexible employee benefits. If you meet the qualifications and our opportunity is attractive to you, please forward your resume and salary expectations to: Human Resource Department ABC Health P.O. Box 123 Pensacola, FL 12345 An Equal Opportunity/Affirmative Action Employer218 PART THREE Staffing Activities: Recruitment EXHIBIT 5.4 Recruitment Guide for Director of Claims Position: Director, Claims Processing Reports to: Senior Director, Claims Processing Qualifications: 4-year degree in business 8 years' experience in health care, including 5 in claims, 3 of which should be in management Relevant labor market: Regional Midwest Timeline: week of 1/17: Conduct interviews with qualified applicants 2/1/11: Targeted hire date Activities to undertake to source well-qualified candidates: Regional newspaper advertising Post job opening on company website Request employee referrals Contact regional health and life insurance associations Call HR departments of regional health and life insurance companies to see if any are outplacing any middle managers Contact, if necessary, executive recruiter to further source candidates Staff members involved: HR Recruiting Manager Senior Director, Claims Processing VP, Human Resources Potential peers and direct reports Budget: $3,000-$5,000 periodically issue reports on how timely and accurately the applicant's informa- tion is being processed. The process of managing data and records has been transformed by online applications." Indeed, one might characterize it as a double-edged sword. On the one hand, data entry and record maintenance are facilitated in that applications are immediately transferred into a searchable standardized database. Online applica- tions often permit candidate screening by checking qualifications and administer- ing online skills tests. This can greatly reduce the time spent weeding out resumes sent in by unqualified candidates. On the other hand, online applications generate