Running Head: RECRUITMENT PLAN 1 RECRUITMENT PLAN 2 Recruitment Plan Rischonda Forsythe Baker College Recruitment plan Job posting(s) Environ-Clean Company would like to announce vacancies in the following positions: Production workers Duties and responsibilities · Production of hygiene products in the organization · Assembling the hygiene products. · Compliance to the production's health and safety regulations. · Perform all tasks in the production line. · Perform all tasks assigned and report any issue to the supervisor. Qualifications · Minimum of high school diploma in environmental studies or its relation. · Experience in operating machine or working in a factory is an added advantage. Skills · Great communication and arithmetic skills. · Be a team player and flexible to work in shifts. Sales representatives Duties and responsibilities · Perform all the sales in the company. · Meet all the sales goals of the company and help establish schedules of negotiation, promotion, and pricing. · Maintain the records of clients and respond to inquiries by the clients. · Prepare sales contracts and submit them as well as coordinate the efforts of sales. Qualifications · A diploma in marketing, business, or related field. Skills · Deep knowledge in the sales process, great customer service as well as interpersonal skills. · Computer knowledge in MS word, excel, and outlook. Technology expert Duties and responsibilities · Handling all issues of technology in the company. · Assessing and analyzing products of technology in the company. · Creating application designs as well as updating the website. · Training new employees on how to use the system and solving technical issues in the company. Qualifications · A degree in information technology, computer engineering or a related field. Skills · Knowledge in the development of software and current technology. · Skills in programming, communication, and customer service. External and internal recruitment methods available In the process of recruiting staff, there can either be the outsourcing of recruiting within the company. This covers external and internal recruitment methods (Abdelnour et al, 2017). In the case of this company, the available external recruitment methods include: · Job portals- This involves uploading the job vacancies we have in job portals as well as the qualifications that are needed. This way, jobseekers will come across them when they visit the job portals and send their applications (Melanthiou et al, 2015). · Recruitment agencies-We could reach out to agencies that deal with staff recruitment and make deals with them so they can provide us with the staff we need. This will be easy since we will not have to advertise any job positions or conduct any interviews (Abdelnour et al, .

1. Running Head: RECRUITMENT PLAN
1
RECRUITMENT PLAN
2
Recruitment Plan
Rischonda Forsythe
Baker College
Recruitment plan
Job posting(s)
Environ-Clean Company would like to announce vacancies in
the following positions:
Production workers
Duties and responsibilities
· Production of hygiene products in the organization
· Assembling the hygiene products.
· Compliance to the production's health and safety regulations.
· Perform all tasks in the production line.
· Perform all tasks assigned and report any issue to the
supervisor.

2. Qualifications
· Minimum of high school diploma in environmental studies or
its relation.
· Experience in operating machine or working in a factory is an
added advantage.
Skills
· Great communication and arithmetic skills.
· Be a team player and flexible to work in shifts.
Sales representatives
Duties and responsibilities
· Perform all the sales in the company.
· Meet all the sales goals of the company and help establish
schedules of negotiation, promotion, and pricing.
· Maintain the records of clients and respond to inquiries by the
clients.
· Prepare sales contracts and submit them as well as coordinate
the efforts of sales.
Qualifications
· A diploma in marketing, business, or related field.
Skills
· Deep knowledge in the sales process, great customer service
as well as interpersonal skills.
· Computer knowledge in MS word, excel, and outlook.
Technology expert
Duties and responsibilities
· Handling all issues of technology in the company.
· Assessing and analyzing products of technology in the
company.
· Creating application designs as well as updating the website.
· Training new employees on how to use the system and solving
technical issues in the company.
Qualifications
· A degree in information technology, computer engineering or
a related field.
Skills
· Knowledge in the development of software and current

3. technology.
· Skills in programming, communication, and customer service.
External and internal recruitment methods available
In the process of recruiting staff, there can either be the
outsourcing of recruiting within the company. This covers
external and internal recruitment methods (Abdelnour et al,
2017). In the case of this company, the available external
recruitment methods include:
· Job portals- This involves uploading the job vacancies we
have in job portals as well as the qualifications that are needed.
This way, jobseekers will come across them when they visit the
job portals and send their applications (Melanthiou et al, 2015).
· Recruitment agencies-We could reach out to agencies that deal
with staff recruitment and make deals with them so they can
provide us with the staff we need. This will be easy since we
will not have to advertise any job positions or conduct any
interviews (Abdelnour et al, 2017).
· Website recruitment- We could upload the job postings on our
website so that people will see them when they visit the
website. This will be cheaper as we will not have to pay as in
the case of job portals (Kaur, 2015).
These three external methods of recruitment are effective in the
case of our company. They are equally or almost equally
effective. There is also the option of internal recruitment. The
most effective one in this case is:
· Making temporary employees permanent- The company has
several temporary employees; some of them, interns. We could
conduct interviews on these and decide which ones we are going
to employ permanently (Villajos et al, 2019).
Recruitment methods to be used
In our case, after much consideration and weighing all the
options available, we are going to use the website as the
external method of recruitment and in the internal methods, we
are going to employ temporary employees permanently.
Uploading the job postings on our website will ensure that we
attract employees with interest in the company since one has to

4. visit the website to see postings. This will be another way to
market the company.
The use of the website will be cost-effective for the company
since there will be no additional cost in making the job adverts.
Just like any other method, it will help us attract talents and
people with great abilities. It will, in turn, enable us to give
opportunities to job seekers as well as improving our brand. It
will come with new strategies in business ideas of innovation
and improvement. External employees may come with a demand
for huge salaries but the productivity will also be increased
(Rajapaksha, 2015).
Internal sourcing will ensure that we give our temporary
employees who have been so committed to the company an
opportunity to become permanent employees of the company.
This will be a way to reward their commitment to the company.
This will be done based entirely on merit and the productivity
of employees since we cannot afford to absorb all of them
permanently. The advantage of this is that it will be cheap and
fast because there will be no interviews required; just a review
of the employees' qualifications and commitment at work.
The methods we have chosen for this recruitment plan are in
compliance with the equal employment opportunities laws.
Everyone is free to apply provided they meet the qualifications
(Dany and Torchy, 2017). We have also chosen the methods that
are cost-effective for the company because the company wishes
to spend the minimum amount in this process. Other methods
could be used in this recruitment but we believe we have chosen
the best methods.
References
Abdelnour, C., Rodríguez-Gómez, O., Alegret, M., Valero, S.,
Moreno-Grau, S., Sanabria, & Sánchez, D. (2017). Impact of
recruitment methods in subjective cognitive decline. Journal of
Alzheimer's Disease, 57(2), 625-632. Retrieved from
https://content.iospress.com/articles/journal-of-alzheimers-
disease/jad160915

5. Dany, F., & Torchy, V. (2017). Recruitment and selection in
Europe Policies, practices and methods 1. In Policy and practice
in European human resource management (pp. 68-88).
Routledge. Retrieved from
https://www.taylorfrancis.com/books/e/9781315231426/chapters
/10.4324/9781315231426-5
Kaur, P. (2015). E-recruitment: A conceptual
study. International Journal of Applied Research, 1(8), 78-82.
Retrieved from
https://pdfs.semanticscholar.org/bc4b/25d9b36cf0bfc9376b2403
11d9bcbd268100.pdf
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use
of social network sites as an e-recruitment tool. Journal of
Transnational Management, 20(1), 31-49. Retrieved from
https://www.tandfonline.com/doi/abs/10.1080/15475778.2015.9
98141
Rajapaksha, U. G. (2015, December). A Study on the Impact of
Recruitment Methods on Employee Turnover (Reference to
Banking Sector in Sri Lanka). In 12th International Conference
on Business Management (ICBM). Retrieved from
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2699788
Villajos, A., García-Ael, C., & Topa, G. (2019). Job crafting
among labor union representatives: Its impact on work
engagement and job satisfaction. Social Sciences, 8(1), 20.
Retrieved from https://www.mdpi.com/2076-0760/8/1/20
Running Head: JOB ANALYSIS AND JOB DESCRIPTION 2
JOB ANALYSIS AND JOB DESCRIPTION 2

6. Job Analysis and Job Description
Rischonda Forsythe
Baker College
March 22, 2020
Job Analysis and Job Description
This assignment aims at describing the job analysis and job
description process during the recruitment process within
Environ-clean Company. This is a company that operates within
the field of environmental conservation. It is popular within the
region especially due to sales of cleaning and sanitization
products. However, it is diversifying the products and services
offered to include provision of complete service sanitization
solutions as outlined by the healthcare sector. The
diversification hence creates the need to hire new employees to
fill in the newly created positions (Min-Hu, 2016).
There are different external factors that affect the Environ-clean
Company and its potential supply of labor. One of the factors is
the competitiveness within the environmental conservation
industry. There is a high likelihood that the already developed
companies within the sector are able to provide better
compensation rates and even guaranteed opportunities for
potential employees. For this reason, such organizations will be
preferred by the largest percentage of the employees as opposed
to the organizations that are developing. Hence, if our
organization is not in a position to offer the high compensation
rates to attract qualified employees, this could cause hitches in
the recruitment process due to unavailability of labor
(Hamermesh, 2014).
Another external factor that is likely to affect the labor supply
is high unemployment rates within the economy. In such a
condition, there are many unemployed persons who are willing

7. to take any job regardless of the payment rates, just to help
them get employed. However, the recruitment team ought to
consider that provision of low salaries to the potential
employees is imprudent. This is because this would backfire on
the face of the company especially if the economy thrives again
and there is job availability. The employees would leave the
organization during that time and seek jobs in organizations that
offer better payment rates thus affecting labor supply in the
company.
The initiative that has led to the need for new employees is the
diversification of the products and services offered by the
company. Previously, the company had specialized to selling
cleanliness and sanitization products to the members of the
public. However, the organizational management decided to
expand the operations within the company to include extension
of full service sanitization products. For this reason, there was a
need to hire new employees to offer professional services to the
company with regard to the new products.
Among the opportunities created by the diversification
procedures include more employees in the production sector.
Increasing the products offered within the company implies that
there will be a deficiency in the labor capacity that needs to be
filled. For this reason, the company needs to hire employees
who specialize in production of hygiene products of high
quality (Clark, Farmer, Hunt & Sherwood, 2015).
The company also intends to hire more employees who will
work in the sales department. The employees will need to have a
wide knowledge of the products offered within the company.
They should also be aware of their usage and how a client can
get the highest level of utility from the products. They will be
responsible for advising clients on the best cleanliness products
for them to use with regard to their requirements at that time.
With the information and capabilities, the employees will
enhance the sales of new products introduced in the company’s
inventory.
The company also created an opportunity for more workers in

8. the marketing technological department. This is because the
organizational system will be expanded as the company
diversifies its products. For this reason, there is a need to hire
new employees who will develop a system that is compatible
with the new organizational tasks. The employees will also train
the rest of the team to ensure that they can effectively use the
system at ease for optimum efficiency in the company
(Alexandrescu, 2018).
Job analysis process defines the procedure that the company
intends to follow to identify and determine the specific tasks
and requirements attached to a particular job post. The process
is important for any company especially for the reason that it
determines the best employee for a job position. For the
Environ-clean Company, the first step will be to analyze the
company’s past trends to determine the necessity of hiring new
employees for the stated job posts. The next step would be to
collect data related to the specific job. This includes the
academic qualifications, desired skills and competencies,
working environment and the duties and responsibilities of the
job post. The data will then be reviewed and verified with the
employee holding the position and their supervisor. A final job
description report will then be written. It will include the
corking environment, duties and responsibilities, risks involved,
location as well as the skills needed for efficiency of job
performance. This will then lead to the final step of the process
which is development of the job specifications. This is a written
statement of individual skills, academic qualifications,
background, required experience as well as the competencies
that are necessary to perform the job. This forms the basis for
the hiring process (Vinod, Prabagaran & Joseph, 2017).
There are different resources that Environ-clean company will
need for the new initiative and the recruitment process. They
include the job profiles for persons holding different positions
in the company, organizational hierarchy chart with the job
profiles, staffing plan, salary structure statement, job
description template, skill test strategy, social media platforms

9. for job advertisements and even advertisement for the new
products as well as the assessment rubrics for the potential
employees (Alexandrescu, 2018).
The job classification will be based on the new products
introduced into the company’s inventory. The posts that require
additional employees are mainly in the production department,
sales department as well as the technological department. The
job classification scheme will include the responsibilities linked
to each of the job posts.
The job description scheme is outlined below.
Job title
Job Summary
Duties and responsibilities
Qualifications
Additional skills
Production worker
This job involves engaging in production of different hygiene
products within the organization.
Assembling cleanliness products.
Comply to the health and safety regulations during production.
Work in the production line.
Operate machines and other equipment in the production line.
Removing any faulty products in the production process.
Report any issue to their supervisor.
Perform other tasks assigned to them.
A minimum of high school diploma in the environmental sector
or other related courses.
Past experience in a factory is an added advantage (Min-Hu &
곽원준, 2016).
Experience in machine operation.
Teamwork skills.
Effective communication skills.
Basic arithmetic skills.
Availability for work in shifts.
Sales representative
This job entails handling the sales of the company. The sales

10. representatives acts as the link between the company and the
clients.
Meet and exceed sales goals.
Generate sales leads.
Help in establishment of pricing schedules, promotions and
negotiations.
Maintain client records.
Respond to client enquiries with regard to products offered.
Prepare and submit sales contracts for orders.
Coordinate sales efforts with marketing strategies (Villajos,
García-Ael & Topa, 2019).
A minimum of diploma in marketing or business or any other
related field.
Sales experience.
Deep comprehension of the process and dynamics of salles.
Excellent customer service skills.
Good interpersonal skills.
Aptitude to work in a fast-past sector.
Ability to use MS word, MS excel and MS outlook.
Technological expert
The post involves handling the technological needs of the
company such as system updates. It ensures that the
organizational level matches the technological standard ideal
for it.
Assessment and analysis of the technical programs used by the
company.
Creation of application designs and update of the organizational
website.
Train the other employees about how to efficiently use the
newly developed system.
Provide solutions to different technical issues in the system.
Degree in information technology, computer engineering or
other related fields.
Experience in software development.
Knowledge of the current technology.
Programming skills (Hettich, 2018).

11. Effective communication skills.
Excellent customer service skills.
A strong attention to detail.
References
Hamermesh, D. (2014). Do labor costs affect companies’
demand for labor?. IZA World Of Labor. doi: 10.15185/izawol.3
Hettich, P. (2018). From Job Outlook to Job Search: Advice
From Experts. Eye On Psi Chi Magazine, 22(4), 10-12. doi:
10.24839/2164-9812.eye22.4.10
Min-Hu,(2016). Effects of Person-Job Fit, Job Engagement, and
Co-Worker Exchange on Co-worker Job
Engagement. Productivity Review, 30(3), 283-305. doi:
10.15843/kpapr.30.3.201609.283
Villajos, A., García-Ael, C., & Topa, G. (2019). Job Crafting
among Labor Union Representatives: Its Impact on Work
Engagement and Job Satisfaction. Social Sciences, 8(1), 20. doi:
10.3390/socsci8010020
Vinod, K., Prabagaran, S., & Joseph, O. (2017). Simulation
modeling and analysis of job release policies in scheduling an
agile job shop with process sequence dependent setting
time. International Journal Of Engineering &
Technology, 7(1.1), 177. doi: 10.14419/ijet.v7i1.1.9285
Clark, J., Farmer, T., Hunt, A., & Sherwood, J. (2015).
Opportunities for Bio-Based Solvents Created as Petrochemical
and Fuel Products Transition towards Renewable Resources.
International Journal Of Molecular Sciences, 16(8), 17101-
17159. doi: 10.3390/ijms160817101
Alexandrescu, M. (2018). Specific Elements of Marketing in the
Recruitment and Selection of Human Resources Process in
Romanian Army. Scientific Bulletin, 23(2), 67-73. doi:
10.2478/bsaft-2018-0008