Creating a Recruitment Plan for R.J. Reynolds Tobacco Company - Research Paper

Introduction

Recruitment is the process of selecting and hiring the right employees for an organization. Recruitment is an extensive process through which an organization can bring new talent and skills to the organization (Sparrow, 2007). It is important for recruitment agencies and managers in the organization to uphold professionalism so that to ensure the organization can attract the most qualified labor force. This paper will create a recruitment plan for R.J. Reynolds Tobacco Company which seeks to target fresh graduates in Campus as a means of developing high employee loyalty and retention in the organization.

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Attracting New Hires for R.J. Reynolds Tobacco Company

Recruitment is not a single action but some actions and processes that are aimed at attracting, selecting and appointing the right employees for the organization (Sparrow, 2007). The hiring process begins with the knowledge of a vacancy in an organization or when starting a new organization. Recruitment sources may be both internal and external sources; internal sources refer to the transfers and promotion of the organization employees to other positions. External sources refer to advertisements in education institutions, recommendations by existing employees and seeking the help of labor contractors (Sparrow, 2007). A new organization will have to procure employees through external advertisements and recommendation from other professionals. External sources help assess new talents and set of skills; external sources will also give the organization a wide choice to choose from (Compton, 2009). There is a need for the organization to set up plans which can help in attracting suitable employees for the organization.

Marketing Positions

Marketing of organization employment positions is one of the approaches that R.J. Reynolds Tobacco Company can be able to attract suitable employees who can drive the organization outcomes through increased retention and employee productivity. The medium that will be used to advertise for the new positions will be determined by the convenience of the medium to reach the targeted group which is the students (Compton, 2009). Use of social media and print media could provide a convenient means to recruit employees for the organization in Universities and Colleges due to the numbers of students who are already in possession of smartphones and social media applications (Koch, Gerber, & de Klerk, 2018). It is essential to establish the effectiveness of hiring to develop the quality of the employees that were hired or the need to carry out the hiring process again. Avenues of determining the effectiveness of the hiring process include; time to fill refers to the time taken from the search to the hiring of the new employees; time to fill can help establish the inefficiencies and delays in the interview process (Compton, 2009). Surveys can be used to assess the quality of hire by creating the satisfaction of the hiring manager and the retention rate of the new hires over a specified period. Besides, the marketing of the organization positions through social media and print media reduces the overall cost of recruitment for the organization and ensures that a wide range and variety of talents can contact the organization for new positions (Koch et al., 2018).

Legal and Ethical Concerns

Ethical concerns in the hiring process are both morally and legally binding; it is vital for the hiring managers to observe honesty, objectivity and gender sensitivity during the hiring process. It is against the law to discriminate candidates through racial, ethnic and gender profiling; hence; every candidate should be given an equal chance. It is crucial for the organization to use the right channels to attract new employees which will help guarantee the organization public image and future retention of the employees (Sparrow, 2007). It is vital for R.J. Reynolds Tobacco Company to observe all the regulations that regulate employee recruitment and hiring processes which can attract fresh college graduates who are on the lookout for organizations that observe all the legal mechanisms. Millennials are attracted by organizations that observe the law and all the legal measures which can help to retain millennials who regard legal adherence as an avenue for employee protection.

Non-Monetary New Campus Recruits Attraction

Non- monetary motivation is much more efficient while motivating and attracting new employees because it incorporates employee's emotions. Other more prevalent and practical benefits can supplement additional cash. It is a myth that extra money is the only solution to employee's inspiration. Providing gifts to employees via a catalog point system is a valid benefit to employees much better than giving commissions and bonus dollars (Appelbaum & Kamal, 2000). The HR director should consider catalogs, point checks and price sheets free of charge. Since it is impossible to raise the employee's paycheck, it is imperative to consider awarding point's equivalent to the bonus they would get. Employees can then utilize the points to purchase a variety of gifts or be able to plan travels from the catalog. Stimulation initiated by the redeemable points is long-lasting as compared to money. Employees and potential recruits will be excited to browse the catalog whereby they can choose what kind of good or service they wish to acquire due to their hard work (Piotrowski & Armstrong, 2006). The catalog and the various rights available will motivate employees; therefore; they will strive to earn the redeemable points by increasing work output. The catalog will be more efficient as compared to the (monetary recruit attraction and employee motivation) such as bonus, commission checks that can be cashed and forgotten within a short time, unlike money a catalog with special treats acts as a physical reminder of their goal, and therefore they stay objective (Appelbaum & Kamal, 2000). A program of this kind will assist employees and recruits in their development plans because the catalog will comprise of goods that they would never amass enough money to afford.

Offering Coaching and Mentoring to Attract Recruits

College and University graduates seek organizations where they can be able to develop their skills in the long term. Providing career counseling and mentoring for recruits is a unique approach to attract recruits and also to retain employees. One-On-One coaching is an activity I would try to implement because it comprehensively facilitates employee development. As an HR director, such action will only cost time and spend time with the employee's means you care (Sparrow, 2007). Emotional awareness is very imperative because most employees don't care how much you know they are more concerned about knowing whether you care for them. Doing coaching for the employees and recruits in R.J. Reynolds Tobacco Company with an emphasis on positive feedback naturally attracts recruits because of the friendly organization environment that offer campus recruits a chance for development. Research has shown that engaging in One-on-One coaching with employees makes the employees feel valued, recognized and appreciated (Compton, 2009). Whenever employees feel this way, their work output goes high as well as the overall organization employee retention.

Employee Appreciation

The company HR should learn to appreciate the employees regularly this way they will stay motivated to continue accomplishing their goals and those of the firm. The appreciated employee can spread a positive organization image which will be vital in attracting new college and University graduates based on the perception that the employees portray to the outside world. One way of appreciating the employee's achievements and hard work is physically applauding them publicly for their achievements and contribution to the organization. The company can conduct appreciation of the employees by organizing meetings or company-sponsored social gatherings, a luncheon, or an office event through which the best performing employees are recognized (Compton, 2009). Appreciating the employees using plaques or trophies that contain the company emblem is more tangible and long-lasting, and they will motivate employees to be the organization external representatives and build positive organization reputation.

Employee Benefits

The R.J. Reynolds Tobacco Company requires a great deal of human resources engagement; hence, benefits play a significant role as an employee motivation tool and also can significantly attract new employees fresh from college and Universities. It is essential for R.J. Reynolds Tobacco Company to prepare a benefits package for the employees. Also, during recruitment in such a competitive industry, every organization wants to create a better impression of its working environment an activity that can be tackled by the creation of a benefits package.

Employee benefits are of essence not only to the employees but also to their families. This makes benefits the deciding factor in a recruit's decision to work in the organization. Mandatory benefits are primary and essential benefits that R.J. Reynolds Tobacco Company should provide as a requirement by the law. They are also mandatory because they help meet the basic needs of the employees to help meet their working objectives as well as protect the employees; health, income, and well-being. Mandatory benefits for the employees include;

Social Security and Medicare

Social Security and Medicare are federal insurance contributions both the employee and the employer are required to make contributions towards social security and Medicare. Social Security and Medicare benefits are essential in securing the employees and the family social welfare in case of emergencies. This aspect can be a significant pull factor to attract employees.

Unemployment Insurance

Unemployment insurance is an employee benefit that aims at assisting employees on the occasion of losing a job. Unemployment insurance provides a kitty for the employees in such an event which helps a lot especially for the employees who are sole breadwinners for the family. This benefit also protects the employees from being sacked without due process and reason by the organization management (Appelbaum & Kamal, 2000). Therefore, it is essential to provide employees security of tenure and to protect them from arbitrary abuse by the HR supervisors.

Workers Compensation Insurance

In the occasion of an injury or illness of an employee in the course of duty, the organization should provide financial support to the employee until they can resume their duties. This benefit is important and influential in employee decision making to work mainly in an environment that has many working hazards and risks (Appelbaum & Kamal, 2000).

Family and Medical Leave

The family is an essential determining factor for the decisions made by an employee; most employees need time off from the busy organization schedule to be with their families. The family and medical leave apply in organizations with more than 50 employees. It seeks to provide employees with eight weeks of job-protected unpaid leave on medical or family grounds.

Organization Branding

Branding is critical in creating a positive organization reputation and positive image to be able to attract recruits from the Universities and colleges. Branding involves the use of social media to create public awareness of the organization positive image and favorable human resources practices (Koch et al., 2018). R.J. Reynolds Tobacco Company should hire branding officers or outsource from a branding organization which will seek to ensure that the organization image and reputation is positively driven within the public...