Course material

1. Answers: Introduction Five department heads and Ten line managers are
Answers:
Introduction
Five department heads and Ten line managers are being sought by the fast expanding
technology company, Technow. In order to formalize recruitment, the study focuses on the
standard operational guide.
Task One: Standard Operations Guide for Technow Recruitment
Step-by-step instructions are provided in this section for partners and their organizations,
and the analysis is based on the employee lifecycle, different methods and strategies for
recruiting certain jobs, and materials and ways to attract employees from both external and
internal sources.
1.1 Stages Of Employee Lifecycle And My Role Within The Lifecycle
Engaging people in an organization is a key goal of the employee life cycle (ELC). It is
viewed as a strategy used by organizations to visualize the various ways in which a person
interacts with the organization for which they work. We'll go over the six main phases of the
ELC process below.
Attraction
As the first stage of the life cycle, this one tends to be important. In the absence of attracting
and retaining top talent, the organization will fail regardless of how great and inventive its
product or service is. As a result, one of the most important aspects of an organization's
growth strategies is the attraction stage (Munn, 2017).
The company's mission and vision would entice an excellent applicant to apply. Instead, a
less-than-stellar candidate would be tempted by the greatest salary. After the initial time of
interest in a candidate has passed, their suitability for the position and their performance in
the post are the primary criteria for evaluation.

2. Recruitment Stage
Recruitment is the second stage of the hiring process, which focuses on finding and bringing
in the best people to join your team. If an existing position is considered vacant, recruiting
may be encouraged (Buchanan, 2021). Alternatively, if a new position is being created,
recruitment may be compelled.
Onboarding
In the employee life cycle, this happens after securing the best and brightest. During this
time, new hires are able to quickly adapt to their new workplace and their new job's
performance characteristics, which is important.
Development
This is the time to consistently support the professional growth of your staff. In this way,
they can jumpstart their professional growth and better position themselves for the future
of the company. By providing employees with relevant training opportunities, employers
help employees achieve their own and the company's long-term goals. Retention Here,
you're trying to keep and keep your best workers by making sure they're motivated and
content in their employment. Motivation is at the heart of wide employee
involvement (Connery, 2022). In this stage, the effect of the organization's culture tends to
be most important.
Retention
Here, you're trying to keep your best workers by making sure they're motivated and
content in their employment. Employee motivation is always at the heart of a company's
overall commitment to its workforce. In this stage, the effect of the organization's culture
tends to be most important (Ayodele, 2022).
Separation
During this phase, your employees' time at your company will come to an end. Retirement,
personal reasons, or even a new job could be the reason for this change in status.
My Current Role In Employee Life Cycle
Given that I was just appointed to the position of member of an outplacement firm, my
primary responsibility will be to acquire new clients. As a result, it follows that this is the
sole stage that occurs before an open position is obtained in the company. When it comes to
my company's image as a good place to work for both external stakeholders and current
employees, it may be referred to as the employer brand (Gupta, 2019). As a result, I will be
responsible for ensuring that consumers, potential stakeholders, and clients have a positive
impression of what working at Technow entails.

3. 1.2 Explain the stages and different methods available within the recruitment process and
when it is appropriate to use each of them.
Following the phases provided in the recruitment model helps HR professionals make
informed decisions about how they may boost their chances of attaining recruitment
objectives. Establishing recruitment goals, developing a recruitment strategy, conducting
recruitment activities, and measuring recruitment results are all part of the process.
Establishing Recruitment Objectives
As the first phase, it is critical that recruitment goals be in line with the strategic goals of the
firm. This should be kept in mind while choosing who to target for recruiting, for example if
an organization's goal is to be the best at customer service (Pritchard, 2018). Aims for new
hires' job performance and the quantity of desired applications are two frequent
recruitment objectives.
Developing A Recruitment Strategy
Developing a recruitment strategy to fill available positions is the second phase in this
process. A specific action plan is needed to achieve the recruitment goals. An effective plan
for recruiting should include identifying the kind of people who should be targeted for
recruitment, such as those with specific abilities (Peisl & Shah, 2019). An employer should
also indicate the type of applications it is looking for. As a result, the employer should look
at previous recruitment efforts to determine which sources of recruits were most
successful.
Carrying Out The Recruitment Activities.
In order to get the most out of its recruitment efforts, a company's recruitment strategy
must be constantly improved. Therefore, the company must take into account variables
such as the ideal recruiting time, the cost of filling positions, the Retention Rate of new
hires, the performance levels of new hires, and the applicant opinions of the recruitment
process.
Measuring Recruitment Results
Effective measurement tends to be crucial in determining whether recruitment objectives
have been effectively met. Given the lack of data on recruitment indicators, many firms fail
to evaluate their subsequent recruitment effort (Thompsen, 2019). When a firm is looking
to hire new employees with a specific set of talents, this is a good option.
1.3 An explanation of the different methods and techniques that can be used to prepare and

4. provide information for the various parts of the recruitment process for specific roles.
In general, a company might use a variety of recruitment strategies to find and hire the best
employees. This means that within the same organization, different recruiting approaches
might be employed based on the department and job that they are projected to assume.
Design, marketing, sales, finance, artisan positions, administration, and technical
responsibilities, for example, will necessitate executives at the executive level to be filled. As
a result, it is impossible to use the same hiring practices in each division (Sato, Kobayashi,
Shirasaka, 2020). To begin the process of hiring, it is necessary to conduct a thorough job
analysis, which involves gathering information on a certain job from many sources to
determine if it is new or existing. This improves the job description and person
specification.
Direct advertising, where correct information about the organization and the function is
communicated, is one strategy and technique that could be used to recruit personnel. Job
location, description, application details, and employment type should all be included.
Employee recommendations in which current employees are compensated for referring
their friends or other contacts to the company. Talent pool databases, recruitment firms,
and strategies such as employee advancement and transfer as well as the boomerang effect
are all viable options.
1.4 An assessment of the different materials and methods that can be used to attract
talented individuals internally and externally for a range of roles.
An organization's recruitment strategies are the means by which it reaches its target
workers. In order to attract people in a variety of methods, recruiters must have an arsenal
of swift options at their disposal. Direct advertising, for example, might help Technow to
promote its employer brand. Employee recommendations, in which a firm establishes an
employee referral program, are among the techniques they could use to attract workers. For
both external and internal recruiting, this is a good option Another option is to use social
media to advertise directly on the company's career pages (Cattermole, 2019). An
organization may also be able to attract new personnel through the use of programs like
apprenticeships and internships. Another method of advertising employment opportunities
is through bulletin boards. Word of mouth and job boards are other good sources of
information. The target audience for the organization's recruitment efforts might have an
impact on the methods and materials used in the process. This relates to the way an
organization advertises a specific position. Older workers may not be found on social media,
thus recruiters who need to fill positions with these workers should know that they may not
be able to use social media.
References
Ayodele, C., 2022. Mitigating cybersecurity insider threat in the hiring stage of the employee

5. lifecycle.
Buchanan, M.C., 2021. A Qualitative Exploration of Ways Generation Z Is Influencing
Corporate Culture around Employee Lifecycle Management (Doctoral dissertation,
University of Colorado Colorado Springs).
Cattermole, G., 2019. Developing the employee lifecycle to keep top talent. Strategic HR
review.
Connery, E., 2022. PEOPLE ANALYTICS enhances the employee lifecycle. HR Future,
2022(6), pp.28-30.
Gupta, S., 2019. Challenges Faced by Adecco Employees in Handling Employee Lifecycle. In
Proceedings of 10th International Conference on Digital Strategies for Organizational
Success.
Munn, C.R., 2017. Stealing opportunity: Reducing theft throughout the employee lifecycle.
Parking.
Peisl, T. and Shah, B., 2019, September. The impact of blockchain technologies on
recruitment influencing the employee lifecycle. In European Conference on Software
Process Improvement (pp. 695-705). Springer, Cham.
Pritchard, K., 2018. Employee engagement in the UK: meeting the challenge in the public
sector. Development and Learning in Organizations: An International Journal, 22(6), pp.15-
17.
Sato, Y., Kobayashi, N. and Shirasaka, S., 2020. An analysis of human resource management
for knowledge workers: Using the three axes of target employee, lifecycle stage, and human
resource flow. Review of Integrative Business and Economics Research, 9(1), pp.140-156.
Thompsen, J.A., 2019. Achieving a triple win: Human capital management of the employee
lifecycle. Routledge.