Recruitment Strategy and Plan for a University Faculty Position

Introduction

This document lays out a strategy for recruiting employees at a university. Employees move, quit, or transfer, creating a need to open job applications for interested candidates. A well-defined recruitment strategy helps determine what the job entails along with the tasks and skills required of prospective employees. This paper covers an outline of the recruitment plan, job description, methods of recruitment, interview procedures, and hiring. The strategy aims at attracting qualified applicants who are ready to take on the role.

The goal is to attract high-caliber candidates with skills that will promote the reputation of the university. This can be achieved by having the faculty of the Davis School of Business suggest names of people who know relevant professionals in the field, who may then be called upon to nominate individuals. Another approach is posting advertisements in newspapers and journals read by professionals in this discipline, as well as advertising on social media platforms.

Recruitment Plan

An interviewing committee is established, including a defined number of members drawn from an identified area — for example, the faculty of the Davis School of Business. A decision must be made regarding whether committee members should be external, national, regional, or executive consultants. Once the committee is formed, it is important to train the interviewers so they acquire the necessary skills to conduct a successful interview. This requires determining the training period, planning the training program, and inviting subject-matter experts to facilitate it.

The advertisement sources used include The New York Times newspaper and social media platforms such as Facebook and Twitter. These are high-traffic channels for the target population in New York City, increasing the chances of reaching a wide range of interested candidates.

The compensation package for this position is $45,000. Upon performance evaluation, the successful applicant is entitled to a salary increment of 5% per year. In the case of work irregularities, a salary decrement of 5% per year may be applied, and in cases of significant underperformance, separation from the college may result.

The budget for the recruitment plan, estimated at $10,000, is allocated as follows:

I. Advertisement charges — $4,000
II. Training fee — $3,000
III. Allowances — $2,500
IV. Booklet charges — $500

The college requires a qualified Assistant Professor of Business Ethics. The following are the responsibilities of the position:

Preliminary Job Description and Requirements

1. Teach in the area of business ethics.
2. Teach other required and elective courses in the business curriculum, including marketing, business management, and economics.
3. Prepare student evaluations.
4. Mark and analyze examinations.
5. Compile reports on student performance.
6. Maintain active participation in research, college governance, and academic advisement.
7. Develop and engage in professional activities.

1. The applicant must hold a doctorate in a business discipline or a related field.
2. The applicant must have a minimum of two years of teaching experience at the college level.
3. Professional experience in the private sector at a reputable firm is required.

All applications must be submitted online.