Hiring Ahead Plan
In our hiring ahead plan we keep newly trained employees ready to take the place of employees who leave or are promoted to other positions. Our “hire ahead” plan must allow no more than 3% of the employee base in each of the new teleprofit centers to consist of newly trained employees. We are working with a human resource budget of $3.5M.
From the HR Budget, $200K will be dedicated for recruiting and selection. Recruiting costs will increase by 30%, but the HR budget will not increase. Recruiting will be conducted through Monster, CareerBuilder, Sologig, and in various print publications in the listed cities.
There will be 4500 applications received per month from the recruiting efforts.
Average turnover of the teleprofit representatives in the company is 7% per month. Average turnover of the teleprofit representatives in Jacksonville is 5% per month.
New representatives receive two weeks of training in the classroom and two weeks of “side-by-side” training before they are on their own.
All trainer positions are exempt.
It takes nine months for a representative to be considered “fully trained”.
Choose as many, or as few, of the following steps to create the selection process that applies best to your plan. All applicants who pass these steps will be hired.
(I highlighted the choices I made-let me know if you would like to change them)
Prescreening
Interviewing
Employee testing
Drug Testing
Background Check
Credit Check
ISSUES TO ADDRESS
-How does this current hiring process affect the successful filling of current position vacancies?
Ø What process changes can be made to help your budget concerns?
Ø How many new employees have to be hired each month to meet the objectives of the “hire ahead” plan?
Ø What is happening to the vacancy rate?
Ø What is the vacancy rate?
Ø What can be done to improve your vacancy rate?
Ø What can be done to understand the turnover rate?
Ø What can be done to improve the turnover rate?
Ø How does this scenario affect the bottom line of the company?
