The Demand for Workers in an Institution
The demand for workers in an institution is influenced by the following variables;
Changes in the Supply and Demand for Goods and Services
While a decline in demand results in a smaller market for producers, an increase in the market for the given goods or services causes an increase in labor demand (Hendon & Lussier, 2012). As an illustration, the recently elected mayor of a city in the United States increased the number of police patrols, which increased demand for security personnel. This group (surveillance patrols) saw a rise in demand for their services as a result of the increased demand. Increasing the number of employed police officers is one of two methods available to the police recruitment agency to raise the number of working hours or hire new police officers.
A Barrier to Entry
The minimum requirements of an industry can influence demand for labor where only a few individuals meet the qualifications needed. The police department in the city is grappling with this problem where there need highly competent individuals but are not available. The demand has risen so high that the recruitment department has opted for a payable referral policy to obtain a workforce that can be trained at Police College (Webster, 2013).
Non-Monetary Features of the Job
The overall outlook for the job affects the willingness of individuals to work (Hendon & Lussier, 2012). In this city of Northeastern United States, the general job outlook for the police department is poor which has led to people going for alternative occupations, most of them outside the state. This situation has raised the need to hire more young officers since a majority of the current forces retires in five years.
Factors Affecting the Supply of Labor
Several factors are affecting the supply of labor in a given institution including;
Wage Rate
Higher compensation and rewards encourage people to express interest in working with a firm. The city in the Northeastern United States discourages the residents from operating within the state. The state taxes its employees highly despite the cost of living being among the highest in the United States (Webster, 2013).
Net Migration of Labor
The state should ensure that it maintains the energetic and productive people to offer services. Movement of such people leads to a shortage in supply of labor. In the police department, the human resource department has struggled, for a long time, to fill the positions of police officers (Webster, 2013). This situation is attributed to out-migration of the state's residents to Southwestern and Southeastern parts of the United States as a result of poor climate and high living standards.
The Number of Qualified Individuals
The supply of labor is low when there are few people with the required skills. In the Northeastern State of the United States, tuition fee is very high leading to migration of people, to other states, in search of affordable education (Hendon & Lussier, 2012). Once these individuals acquire the necessary skills, they avoid returning home due to high taxation and poor climate. As a result, there exist a shortage of qualified people to be employed in the police service of the state.
Determining the Effectiveness of a Recruitment Process
Determining the effectiveness of a recruitment process is necessary since it helps in ensuring that the firm applies the most cost-effective, efficient and rewarding method (Hendon & Lussier, 2012). The following are key areas to consider during the evaluation;
The Average Fill Time
The time a firm takes before getting a suitable replacement for a position can affect the daily operations of the business as well as have adverse financial implications for the company (Webster, 2013). As such, an effective recruitment plan should use the shortest time to fill up a new position or find a replacement for an existing post. The quick recruitment will save the firm money in the form of overtime payments and ensure continuity of the production process.
Average Employee Turnover
The ability to retain employees after recruitment is a feature of a successful recruitment plan (Hendon & Lussier, 2012). The hiring process is expensive, and every company intends to minimize its frequency. The company should qualitatively and quantitatively review the employees' turnover for the last three years. A more substantial turnover suggests a weak recruitment process that should be improved to enhance retention.
Offer Acceptance Rate
The chances of an interviewee accepting the offer after the interview determine the attractiveness of the company to high-quality talents and skills. If potential employees decline the proposals, the company should evaluate its compensation and benefits scheme and compare it with that of the competitors (Hendon & Lussier, 2012). An effective recruitment should attract and hire the best talents in the industry which can only be achieved when the compensation package is better than that of the competitors in the industry.
The Effectiveness of Advertisement Plans
The recruitment process is expensive and time-consuming. As such, the human resource department should ensure that the advertisement plans attract the best employees to the company (Webster, 2013). A critical evaluation of the advertisement methods is necessary to establish the most economical and appropriate process. If the current advertisement plan fails to attract top talents, then it should be replaced with a more efficient method.
Business Metric - Objective
- Improvement of employee retention - Retain 90% of new employees for more than three years thus cutting hiring budget by more than $ 20,000.
- Increase job acceptance rate - Design a plan to control 70% of the best talents in the state thus producing the best goods and offering the best services in the state.
- Reduce the average fill time - Fill new positions within one week to enhance continuity and reduce overtime expenses by more than 60%.
Target Group
Step 1: Application
Step 6: Job Offer
Yield Ratio
Military police - 3/5 x 100= 60%
Correction officer - 1/9 x 100= 11.1%
Security guard - 0/14 x 100= 0%
Criminal justice graduates - 5/10 x 100= 50%
Other police departments - 4/5 x 100= 80%
The calculation of the applicant pool needed for 25 viable candidates is based on two data sources including military police and other police departments. The yield ratio for the two sources is;
Sum applicants= Military police (MP) applicants + other police departments (OPD) applicants = 10
Sum of the hired= Hired MP+ Hired OPD= 7
Yield Ratio: 7/10= 0.7
The size of the applicant pool to give 25 viable candidates is; 25/0.7= 35.7 which translates to 36 individuals.
Therefore;
By utilizing the military police and criminal justice graduate data sources, the applicant pool needed to produce 25 viable candidates is 36.
Justification for B2b
Other police departments. This group has the highest yield ratio of 80% meaning that four out of five applicants were hired. It shows that the channel that was used for advertisement reached the targeted group which helps the human resource in customizing an ideal ad for the other teams. Secondly, the ration indicates that the interviewees were impressed with the company's image thus accepted the offer. This realization is critical for the human resource department to research, identify and implement strategies that would improve the firm's image for the other groups of applicants.
Military officers. This target group has a yield ratio of 60% which is the second highest among all the listed groups. The high score shows that the method used to recruit this team is more fruitful and indicates, to the human resource, that the technique can be replicated to obtain the best candidates within the shortest time possible (Webster, 2013). Secondly, the score suggests that the compensation package could have been more attractive than in the other groups. This concept can guide the recruitment department to tailor-made a compensation and benefits package for the other groups to ensure attraction of best skills.
Target Group
Military Police
Electronic military journals. Technological advancement among the military personnel has led to the establishment of an electronic journal. The exclusivity of the journal to the military police means that the group uses it for internal communication. This channel would, therefore, reach a large number of the target.
Employee referrals. This method ensures that the human resource gets the best skills in the market. In most cases, people refer individuals that they have interacted with in the course of the career (Hendon & Lussier, 2012). Such individuals are primarily talented and highly disciplined.
Other Police Departments
Newspaper adverts. Print media is one of the most frequently used communication channels among the police officers. The use of this method will reach a large number of targeted applicants who are keen on research and reading.
Employee referrals. This method is almost always the best for any recruitment agency. The method is reliable and cost-effective.
Review of the Recruitment Process
A review of the applicant's resume
20-30 minutes phone interview
Structured group interview
Justification for C1
Resume review. The resume helps the human resource personnel in determining whether the applicant meets the minimum education, skills and experience requirements. This stage is critical in narrowing down the number of applicants towards achieving the best talents for the position (Webster, 2013).
Phone Interview. Communication and interpersonal skills are necessary for any job. The recruitment body uses this method to evaluate aspects such as etiquette, honesty, fluency, and clarity in communication. The method is also cost effective and saves time.
Group interview. The applicants are subjected to a group interview to determine their confidence levels. Every employer needs an employee who can express themselves fluently in front of a group of clients (Hendon & Lussier, 2012).
Integrity Test
The police officer job requires honesty to execute functions such as arresting lawbreakers, offering first aid in accident scenes and writing progress reports (Hendon & Lussier, 2012). The success of the force is dependent on this test, and it is, therefore, paramount.
Physical Fitness
The job requires intense physical activities that can only be achieved by medically and physically fit individuals. The exercises involve strenuous activities using arms and legs, and all the qualified applicants must be fit (Hendon & Lussier, 2012).
This step ensures that the potential police officer upholds professional values. I would conduct this level in the phone interview stage by asking for written recommendations from individuals higher in ranking than the applicant. This would ensure that the recruitment agency confirms the integrity, skills, experience and education qualification of the applicant.
Medical Reports
The step allows the human resource personnel to ascertain the health of the applicant (Webster, 2013). Any police officer is required to be in perfect physical, social and mental health before recruitment. I would ask for a medical report on the physical evaluation stage.
References
Hendon, J. R., & Lussier, R. N. (2012). Human Resource Management: Functions, Applications, Skill Development. SAGE Publications.
Webster, B. (2013, September 12). Workforce Planning: Recruitment and Selection. Retrieved from myeducator: http:// www.myeducator.com/reader/web/688/
