You are the newly appointed human resources director at Pruhart Tech, 2 midsize high-tech company located in the southeastern United States. The company is preparing for growth due to an increase in demand for its new smart home tech products. The company's computer programmers play a key role in the development of new smart home tech products. Currently, the company employs 20 computer programmers. The CEO wants to create a new position of senior programmer and wants to fill 10 of these roles within the next three months to lead new product development. HR has begun drafting a job description for the senior programmer position but has not been able to complete it without conducting a formal job analysis. Recruiting 10 senior programmers is no easy task. There is a competitive market and a shortage of qualified labor in the area. To source qualified candidates, both internal and external recruitment methods will need to be utilized. The CEO values strong teamwork and holds a belief that in-person work is the best way to achieve that. However, the CEO has agreed to reclassify the 20 current computer programmers and the 10 new senior programmers into remote positions yet wants to ensure that the newly hired employees will be able to work well within the team in a remote setting. 'QUIREMENTS Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. The similarity report that is provided when you submit your task can be used as a guide. You must use the rubric to direct the creation of vour submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by mare than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course. Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g, .docx, .pdf, .ppt). Recruitment Plan A. Create arecruitment plan by doing the following: 1. Recommend one recruitment metric. a. Explain how you would calculate the recruitment metric from part A1, b. Explain how the recruitment metric from part Al is useful. c. Create two recruitment objectives for the recruitment metric from part AL 2. Recommend one internalrecruitment method that the organization can use to recruit for the senior programmer role, a. Explain the benefits of the recommended internal recruitment method from part A2, 3. Recommend one external recruitment method that the organization can use to recruit for the senior programmer role. a. Explain the benefits of the recommended external recruitment method from part A3, Job Posting B. Using the attached \"Organizational Memo on the Proposed Hiring Plan\" and \"Pruhart Tech Job Descriptions,\" write an appealing external job posting (suggested length of approximately 1 page, single-spaced) for the senior programmer position by doing all of the following: 1. Write a concise summary (suggested length of approximately 100 words) of the organization designed to attract candidates to apply for the position and promote why someone would want to work for the company. 2. Include three knowledge areas, skills, abilities, or other characteristics (KSAOs). 3. Include three essential duties and responsibilities. A Fwnluin frnr honafils fanoibilo o dolanuible oeedeled Bae e s oand salion (A Helr Jelani Funes Talent Acquisition - D354 Task 2 Student 10 010814728 Recruitment Plan | would suggest utilizing the time-to-fill metric. This measure is extremely beneficial when recruiting a senior rammer. The time-to-fill metric basically calculates the duration between the posting of a job and the hiring of a candidate in order his measure can reveal informaticn about the effectiveness of the hiring strategy. The procedure can also be used to pinpeint areas that need further development. Organizations may plan and improve their recruitment strategies by monitoring &m obtain an improved awareness of the langth oftime it usually takes to fill particular types of position. You would need to estimate how long it will take to fulfill a position opening in order to calculate the recruitrnent measure for time-to-fill. This would entail keeping track of the time period betwesn the posting of the job opportunity and the potential employee's acceptance of the offer. When you've collected this data, you are able to figure out how long it typically takes to fill every job over a given time frame. This tool can give you substantial data about how successfully your hiring procedure is and point out areas that need development. The time-to-fill metric is a useful tool for assessing how effective the hiring process is. It helps the company to spot any recruitment obstacles and implement corrective action to make the process run more smoothly. A shorter time-to-fill metric is a sign of an effective hiring procedure. Create two recruitment objectives for the recruitment metric from part A1, Within the following six months, reduce the time-to-fill metric by 20%. Keep the senior programmer role's time-to-fill metric under thirty days. An employee referral program is one concept for internal hiring to fill cpen positicns. Through this initiative, current staff members are encouraged to recommend candidates for open positions, which can boost the likelihood of finding a competent candidate who are already acclimated in the company's culture. Furthermore, by using its current employee network to identify gualified individuals, the company can save the organizations resources. The Employee Referral Program has the advantage of saving resources on hiring. Preferred applicants are more likely to mesh well with the culture and values of the company, which enhances the quality of hires. A suggested external hiring strategy includes pesting jobs on Clearance Jobs. This website allows to contact a wider pocl of possible applicants and offers a vast network of specialists from different industries. The ability for the company to target applicants with particular qualifications and experience is cne advantage of Clearance Jobs' application posting. It also aids in enhancing the employer brand and drawing in passive prospects who aren't actively seeking employment. Our staff members aren't just one of our strongest assets BUPTUNESILIECHWEIDElievalthey are THE greatest. We provide the following advantages. This position has the remote work availability, You can work from your house, a coffee shop, or even while on the go. You can work from anywhere as long as you have a working computer, reliable WiFi, and the capacity to do assignments on schedule. Mot only do we offer remote work but also flexibility work schedule. If you find work starting during noon makes you more productive or if you're a night owl. You have the power to choose. Pruheart Tech cares about the development of our team. Whether that is personally or professionally, we make it our mission stand by you as far as you would like to go. Starting with an $2,000 dollar sign on bonus, 401k, was well as matching plan that tops out 6% of profit sharing. Also heslthcare, dental,and ision benefs