Project Proposal Business Presentation in Dark Blue Pink Abstract Tech Style (1).pdf

Project Proposal Business Presentation in Dark Blue Pink Abstract Tech Style (1).pdf

1. COMPREHENSIVE RECRUITMENT
AND SELECTION STRATEGY FOR
BOAT COMPANY
PRESENTED TO
Professor: Mohamed Haq
University: Cape Breton
University
PRESENTED BY
Saloni Chodha – 0304802
Priyanka Gondalia – 0267796
Blessy Abraham – 0281170
Ndubisi Asogwa – 0282462
Human Resource Management
(MGMT-5605-29)

2. 1
2
3
4
5
Content
Introduction
Designing the Recruitment and Selection Process
Justification of Options
Cost-Effectiveness of the Strategy
Limitations and Conclusion
Boat
6
References

3. This report presents a comprehensive Recruitment and Selection Process for hiring 20
Management Trainees at Boat Company.
It addresses the limitations of the current internal hiring framework and proposes a
more effective approach.
By balancing internal development with external recruitment strategies, Boat Company
aims to cultivate a diverse and dynamic workforce capable of driving growth.
The proposed plan aims to fill immediate staffing needs while laying the groundwork for
future development and competitiveness.
By planning carefully and carrying it out, Boat Company wants to improve how it hires
people and maintain its success in the changing business environment.
INTRODUCTION

4. DESIGNING THE RECRUITMENT AND SELECTION
PROCESS
Internal recruitment promotes loyalty but limits diversity and innovation.
External factors like market conditions and competition influence candidate selection.
The recruitment process may strain HR resources and delay hiring.
2.1 Current System Assessment
2.2 Proposed Recruitment and Selection Process
Utilize internal announcements and external advertisements to attract diverse talent.
Implement campus recruitment, referral programs, and clear selection criteria.
Conduct thorough assessments and final interviews with senior management.

5. DESIGNING THE RECRUITMENT AND SELECTION
PROCESS
Implement applicant tracking systems and video interviewing platforms for efficiency.
Facilitate remote interviews to reach candidates globally and minimize logistical
challenges.
2.3 Utilizing Technology
2.4 Diversity and Inclusion Initiatives
Actively recruit from underrepresented groups and implement blind resume
screening.
Provide racial awareness training to mitigate unconscious bias.

6. DESIGNING THE RECRUITMENT AND SELECTION
PROCESS
Showcase company culture and career opportunities to enhance employer brand.
Develop a compelling EVP highlighting employee development and rewards.
Back to Agenda
2.5 Employer Branding and Employee Value Proposition (EVP)
2.6 Talent Pipeline Development
Build relationships with potential candidates for future staffing needs.
Maintain a database of latent candidates and engage with talent through
networking events.

7. DESIGNING THE RECRUITMENT AND SELECTION
PROCESS
Establish KPIs to measure recruitment effectiveness and solicit feedback for process
improvement.
Remain flexible and responsive to changing trends in talent acquisition.
Back to Agenda
2.7 Continuous Improvement and Evaluation
2.8 Training and Development for HR Personnel
Invest in training programs covering social interviewing techniques, diversity
awareness, and recruitment technologies.
Ensure consistency and expertise throughout the recruitment process for improved
outcomes.