Recruiting Guide Outline

Recruiting guide outline

Policies and procedures

Even if the company is not hiring, all applicants should be treated with respect.

Respond to applicants quickly and keep them informed of the hiring process.

Be honest and don’t exaggerate the job.

Don’t make promises that won’t be filled.

Budget

$3,000 per hire on average

Activities

Review current candidate pool

Identify ways to reach diverse applicants

Write advertisements

Proactively source candidates

Network

Timelines

2-3 months

Responsible staff

Department managers should be a part of recruiting and networking.

Spend one day a week recruiting and “selling” Chern’s as a great place to work.

Managers have experience selling and are naturally persuasive, and have interpersonal skills.

Develop relationships with potential hires.

1. State what the law is and where in the text it is discussed

2. Explain the law in plain English (everyday non legal language)

3. State why you find that law interesting

4. State how the law is and/or will impact the area of business and employment

5. State whether or not you agree with the law and why or why not

On page 31, the textbook discusses limitations employers have when questioning an applicant. An employer is not allowed to ask an applicant about his or her, religion, race, age, national origin, marital status, or children. They may not ask about hidden disabilities, past worker’s compensation claims or other medical information. Once an employment offer has been made the employer may have the employee take a medical examination only to determine if the person can perform the job. All employees must be required to take the examination and it can’t reveal any non job-related issues. I am interested in this law because I have worked as a retail manager and had to hire employees. The jobs I had to hire for required employees to work on Saturday. Some religions don’t allow people to work on Saturdays. It was important to ask questions that would confirm their ability to