Creation and Implementation of an Effective Recruiting and Retention Program Outline
Name
American Military University
HRMT605
Instructor
Date
TITLE: Creation and Implementation of An Effective Recruiting and Retention Program
I. Introduction (2 paragraphs) (cite)
A. Background on the problem of attracting and retaining top talent in organizations (Stewart & Brown,2019)
B. Thesis statement: Developing and implementing an effective recruiting and retention program is crucial for organizations to attract and retain top talent, enhance productivity and profitability, and gain a competitive advantage in today's labor market.
Body Section 1 (3-5 paragraphs) (Cite)
II. Extent of Problem
A. The current and projected future shortage of skilled labor due to demographic shifts, changes in work preferences, and skills gaps (International Labour Organization, 2022).
B. Statistics on the shortage of workers reported by companies and projected shortage of workforce in the United States (AAF, 2019).
C. The high turnover rate and its impact on costs and output (Alburo et al.,2020).
Body Section 2 (3- 4 paragraphs) (Cite)
III. Cause and Effect of Effective Recruiting and Retention Program
A. The primary cause of the need for an effective recruiting and retention program is the competition for skilled and motivated workforce to achieve business goals (Bilan et al.,2020).
B. The effect of effective programs is the attraction and retention of talented employees, building a strong brand image, and improving productivity and performance, reducing costs, and creating a healthier work environment.
C. Comprehensive recruiting and retention programs tailored to the needs organization's target audience can retain talented employees.
Body Section 3 (3- 5 paragraphs) (Cite)
IV. How to Create an Effective Recruiting and Retention Program
A. Providing regular training and development opportunities
B. Offering flexible working options
C. Implementing incentive and rewards programs
D. Promoting open communication
E. Providing job security
F. Providing support services
G. Recognizing employees for their achievements and contributions
H. Fostering an inclusive and diverse culture (Goh & Okumus,2020)
Body Section 4 (3- 4 paragraphs) (Cite)
V. Effectiveness of the Program
A. Success of a recruiting and retention program depends on the organization's ability to identify target audience, attractive programs or benefits, and the cost of recruitment and retention (Monteiro et al., 2020).
B. Metrics for measuring success and effectiveness of programs include tracking the number of applicants, hires, and retention rates.
C. Prioritizing employee engagement and job satisfaction, opportunities for development and growth, and clear objectives and metrics to measure success are key to the effectiveness of the program.
Body Section 5 (2- 3 paragraphs) (Cite)
VI. Probability of the Program’s Success
A. The probability of success for a recruiting and retention program is relatively high, as long as the organization identifies the target audience, creates attractive programs or benefits, and accurately measures the cost of recruitment and retention (Allal-Chérif et al., 2021).
B. Organizations must consider the demographics of their target audience to ensure that their program is tailored to their needs and goals.
VII. Conclusion (1- 2 paragraphs)
A. Recap of the challenges organizations face in attracting and retaining top talent.
B. Emphasis on the importance of developing and implementing a comprehensive recruiting and retention program.
C. Recap of the key elements of an effective recruiting and retention program, including regular training and development opportunities, flexible working options, incentive and reward programs, open communication, support services, recognition of employee achievements and contributions, and fostering an inclusive and diverse culture.
Reference list
References
Alburo, J., Bradshaw, A. K., Santiago, A. E., Smith, B., & Vinopal, J. (2020). Looking beyond libraries for inclusive recruitment and retention practices: Four successful approaches. In Critical librarianship (Vol. 41, pp. 85-109). Emerald Publishing Limited.
Bilan, Y., Mishchuk, H., Roshchyk, I., & Joshi, O. (2020). Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Business: Theory and Practice, 21(2), 780-791.
Goh, E., & Okumus, F. (2020). Avoiding the hospitality workforce bubble: Strategies to attract and retain generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, 100603.
International Labour Organization. (2022). World Employment and Social Outlook: Trends 2023. https://www.ilo.org/wcmsp5/groups/public/—dgreports/—inst/documents/publication/wcms_865332.pdf
Monteiro, B., Santos, V., Reis, I., Sampaio, M. C., Sousa, B., Martinho, F., José Sousa, M., & Au-Yong-Oliveira, M. (2020). Employer Branding Applied to SMEs: A Pioneering Model Proposal for Attracting and Retaining Talent. Information, 11(12), 574. https://doi.org/10.3390/info11120574
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
Allal-Chérif, O., Yela Aránega, A., & Castaño Sánchez, R. (2021). Intelligent recruitment: How to identify, select, and retain talents from around the world using artificial intelligence. Technological Forecasting and Social Change, 169(1), 120822. https://doi.org/10.1016/j.techfore.2021.120822
American Action Forum. (2019, July 18). Projecting Future Skill Shortages Through 2029. AAF. https://www.americanactionforum.org/research/projecting-future-skill-shortages-through-2029/
