This task requires the creation of a ROLE PLAY between A and B informing stakeholders of the next report:

(You have to consider:)

• Discussion of the key findings of your report, and your ideas for continuous improvement and innovation in the business.
• Your interpersonal skills, as well as your ability to build trust and confidence and encourage creativity in the management team. You did this through your ability to clearly and confidently present information, encouraging questions from the management team, discussing/brainstorming ideas and using active listening techniques.
• Willingness to accept feedback provided.

REPORT:

Section A - Areas for improvement

There is presently no formal sustainability programme in place at Woodhouse Recruitment. However, we want to save money by switching to an eco-friendlier green workplace system. Marketing using social media.

There are currently no social media positions available at Woodhouse Recruitment. For them, social media is an essential tool for promoting employment. Even though we're on the lookout for new employees, we haven't finalised any plans just yet.

The company's supply chain was another area that was targeted for improvement. Providing a company's goods and services is the job of a company's supply chain. Getting raw materials from the factory to the customer is the primary goal of the company's supply chain. Marketing and human resource development are critical to supply chain improvement, as seen in the examples provided.

Section B - Strategies

Strategy for improvement of sustainability

Sustainability is more of a journey than a destination.

It is a process. There is no need for complex business case to begin with small enhancements. It might be as simple as helping your coworkers recycle. The road to sustainability may be speeded up by maintaining a steady emphasis on incremental progress.

Spend your money wisely: If you want to keep moving forward, you need to keep your eyes on the prize. In the early phases, when a modest project is done and the next project needs to begin, this is extremely relevant to consider. In order to achieve long-term viability, huge projects need a significant investment of time and money.

Strategy Use of social media platforms such as:

• LinkedIn: Aperture is used by job searchers to do research on organisations and individuals and post jobs. LinkedIn allows employers to post job openings, conduct focused searches, connect with potential employees, create talent pools, and conduct background checks on prospective applicants.
• Tiktok: Humanizing your brand using TikTok is easy and fun. Your employment function is heavily promoted by the algorithm, which attracts a large number of young, tech-savvy individuals. You may use the 'learn' option to educate and communicate with your prospects in a variety of ways.
• Facebook: A link to the company's website might be included in job postings by recruiters. The candidate's criminal background should be checked.
• Instagram: Through Instagram, businesses are able to notify their followers about available positions. Share postings on social media that highlight what makes your company unique to further strengthen ties with customers. Perspective, norms, and practises are all included.

Section C - Supply Chain and Systems

The firm must simultaneously establish a flexible and agile supply chain. The business must follow through on the goals set forth in the strategy. In order for companies to satisfy the demands of their customers in a variety of conditions, they must be able to use technology. Recruiting and training new workers also necessitates the use of cutting-edge technologies by businesses. Keep up with the times by constantly improving your technologies

Section D - Data analysis

Analysis of current system

Operations

Recruiting is a lengthy process that includes interviews, selection, background checks, and the coordination of placements at various companies. Service standards An undefined set of customer service criteria prevents the organisation from gauging its success. Supply chain They presently have a management manager in charge of the management and operation of their Department. Applicant screening, testing, and procurement are also being handled by five recruiting professionals. 30 frequent consumers rely on department service from the firm. Human resource development Human resources consultants are required to engage in the Human Resources Development Program even though there is no performance assessment mechanism in place.

Areas that are well established Clients that have been with them for a long period indicate that business operations are going well for the organisation.

Areas of growth

Make use of free resources like as social media to find and hire new employees.

Adopt a fresh marketing strategy to get potential employees to apply.

Look at Other Possibilities for Information

Use a variety of advertising outlets to establish the brand's name in the market.

Section E - Methods and Tools for Monitoring Performance

Performance management for Woodhouse recruitment

Customer satisfaction

Replicate clients are a major source of income for most recruiters. Over 80% of agencies expect more than half of their income to originate from current customers in 2018. Submittal-to-hire.

Using both quantitative and qualitative data, the submission-to-recruitment ratio is a powerful productivity indicator. Interview to hire

The interview to hiring ends with the four most crucial numbers. To get a job, how many interviews are required? The lower the ratio, the more aggressive the screening procedure should be. Alternatively, your recruiter may need to spend additional time with the prospect. Other controls

Implement sustainability plan

acquire local items wherever possible to save money

Section F - Specialists

Two specialists that can help woodhouse recruitment GSE business consultants Advisable (for marketing)

Section G - Trends and Opportunities

Trends

Due to the COVID-19 epidemic, the recruiting business was forced to quickly adapt to changes:

A move to remote working - the number of days spent on remote artwork more than quadrupled during the epidemic.

The use of long-distance recruiting tactics In response to the uncertainty produced by the pandemic, 86% of organisations polled by Gartner in April 2020 are using digital generation to interview candidates.

Opportunities

The woodhouse recruiting company might benefit from a variety of various designs and methods. In order to comment on college advertising and attract possible candidates, reach out to universities so that students seeking employment may reach out to them, compare and contrast speeches for comparison, choices, and monitoring etc.

Section H - Performance Statistics and Industry Benchmarks

Comparison of key business performance statistics:

Category	Woodhouse recruitment	Benchmarking with industry	Comments
Sales	This year's total budget is $1,350,000.	Trends in Australian Employment in 2022 More than 75% of participants achieved or exceeded their income goals in 2020.	The goal did not successfully complete its cycle.
Profits	To put it another way: 9% in comparison to the prior year	Above 10% was the norm in the business world.	No progress was made toward the goal set for us.
Repeat customer revenue	60 percent of clients return.	Recurring clients account for more than half of the revenue for 75% of Australian recruiters in 2022.	There were no typical repeat consumers to be found.
Stock level	40% stock level	In APAC, the industry norm was 47%.	This is below the average for the industry.

Section I - Innovative Business Ideas

Innovative ideas for further expansion:

Authentic films and messaging may help you build your employer brand.

On the other hand, if you want to find your target audience, you need to go elsewhere.

Develop a pipeline of "most sought" talent

The pool of potential employees is widened by using just remote college recruitment.