Healthcare Network Offering Essential Services: Event on May 4th

To ensure a healthcare network company has its services offered throughout the society, there will be a series of events taking place for purposes of offering essential health services. The first event will be held on May 4, 2020. The company seeks to reach out to those who cannot afford basic healthcare services and ensure they can access primary healthcare services such as preventive health services, including immunization, voluntary family planning services, among others (Collins & Stevens, 2002). It will be done through mobile clinics, and in urgent situations, our team members will visit various homes. The company will partner with various organizations such as Harrison & Mathews, Thomas, and Alexis associates. For these events above to be successful, there is a need for awareness through promotions. Our company is situated in Addison town, located in Texas, Addison Drive, 75001.

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Our company needs advertising and marketing services to make these events successful. The company's Human resource system is a robust one, and as such, there will be a need for part-time event promoters who will work under the instructions of a promotion manager. The promoter of events' primary duties will be taking time to plan and organizing our events so that they be a success, visiting radio stations, visiting with newspapers and magazines, giving out flyers, hanging posters and posting activities on social media platforms such as Facebook and Twitter. The position is critical in the sense that it puts pressure on the event's promoter to have effective advertising strategies so that enough people will attend to justify the resources that have been used in the planning process.

In as much as this position is identified as an entry-level position, a marketing or advertising degree will be necessary. Some companies choose to hire event promoters with little experience for them to learn through hard work. Our company, however, needs two individuals who have a degree in marketing or advertising and good work experience in other companies (Collins & Stevens, 2002). Other job requirements are a friendly personality, excellent communication skills, good organizational skills, the ability to work under tight deadlines and attention to details.

Recruitment Proposal

The recruiting process in every company can be challenging. Therefore, as the human resource assistant, I would recommend that the company should make critical decisions in terms of the target audience, the message to convey, and the staff recruitment efforts in the recruitment process (Breaugh, 2004). An effective recruitment process involves establishing recruitment objectives, developing a recruitment strategy, carrying out recruitment activities, and evaluating recruitment results (Collins & Han, 2004). I propose that the company should attract the attention of the targeted individuals because it is key to the recruitment process. For our company to have a qualified set of applicants, I propose that our advertisement message should address specific vital issues such as the benefits of the job and its pay. Our organization needs to make the position interesting enough so that qualified applicants will make applications (Collins & Han, 2004).

I propose a recruitment approach that is tripartite. To start with, our primary approach should be the use of Job boards, such as career builders (Collins & Han, 2004). Various types of job boards exist, most of which are grouped in categories of the salary level, the geographic focus, and specificity. For instance, if job boards are used, candidates who are outside the geographical area will not qualify for the job, and the applicants will likely have the experience, requirements, and a perfect understanding of a particular position. However, I will keenly look into the advantages and disadvantages of various job boards to establish whether its use will be beneficial to the company (Collins & Stevens, 2002).

Secondly, I suggest that the company should consider employee referrals. The method has been considered as one of the common and best. Studies have established that it is best because of three primary reasons, the current employees would like to protect their reputation, and as such, they will choose individuals they believe in, the current employees will give the potential applicants practical information which as a result will help them make informed decisions, the current employees will help the person they referred once they get the job (Breaugh, 2004). Therefore, referrals from current employees are likely to have better job qualifications. To achieve this effectively, bonuses should be given to successful referrals.

Additionally, the final strategy is the use of organizational websites. In this modern age, employers prefer using their websites as a recruitment method. It is one of the inexpensive methods of passing the necessary information (Collins & Han, 2004). However, before we adopt this method, we should ensure that the target audience is reached. I propose that we post the job on the various websites after we have selected the specific sites that we will employ in the recruitment process so that we reach qualified applicants.

Evaluation

The effectiveness of these methods is measured by looking at the long-term and short-term metrics. Evaluation is necessary because it helps the company to know whether the recruitment process met the specific objectives. Since we would like the two event promoters on 4th May 2020, there is a need to have them hired on 24th April. In short term evaluation, I recommend that we look at the various methods of recruitment such as job boards and newspaper ads to establish the source that gave out more applicants so that in the next recruitment process, we will be able to cut on costs (Breaugh, 2004).

In long-term evaluation, I suggest that we assess the job performance levels after a year or two of conducting the awareness events. If the hired employees will still be around and their performance is following the expectations of the company, then we will be assured of the recruitment method employed.

References

Breaugh, A. J. (2004). Recruiting and attracting talent: A guide to understanding and managing the recruitment process. SHRM Foundation's Effective Practice Guideline Series, 9-15. http://www.shrm.org/ema

Collins, C. J., & Han, J. (2004). Exploring applicant pool quantity and quality: The effects of early recruitment practice strategies, corporate advertising, and firm reputation. Personal Psychology, 57, 685-717. http://www.shrm.org/ema

Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: A brand equity approach to recruitment. Journal of Applied Psychology, 87, 1121-1133. http://www.hrmorning.com/