Recruitment Plan. 102. PRPD shall develop a recruitment plan that includes clear goals, objectives, and action steps for attracting qualified applicants from a broad cross-section of the community. PRPD’s recruitment plan shall establish and clearly identify the goals of PRPD’s recruitment efforts and the duties of officers and staff implementing the plan.
Recruitment Plan. 233. APD shall develop a strategic recruitment plan that includes clear goals, objectives, and action steps for attracting qualified applicants from a broad cross section of the community. The recruitment plan shall establish and clearly identify the goals of APD’s recruitment efforts and the duties of officers and staff implementing the plan.
Recruitment Plan a. State the anticipated number of workers to be recruited, the skills they are expected to have, and the country or countries from which the contractor intends to recruit them.
Recruitment Plan. Summit Place School will implement a multi-pronged approach to recruiting enrollees after approval. The majority of this marketing effort will focus on attracting any student, regardless of background, within the target community to the hands-on approach of place-based learning. Among the strategies to be used we expect to do the following: ● Social Media: The current Facebook page will continue to be curated, updated, and promoted to continue to build a following. Additional social media accounts on platforms such as Twitter and Instagram will be established as the board (and eventually administrators) deems desirable and maintained together with existing social media accounts to ensure a consistency of message. ● Website: Upon approval, Summit Place School will build and launch a website with a “.edu” url to provide comprehensive information about the school. This site will become the permanent website for the school and provide branding, FAQ, contact information, as well as the Summit Place School charter and all information required by Utah law and rules to be publicly available. ● Open Houses: The board (and eventually administrators) will hold regular open houses in the Santaquin community. These will include presentations to present the principles and benefits of Place-Based Education and charter schools in general to parents and prospective students. These forums will additionally provide parents and prospective students the opportunity to ask questions, and it is expected that as those questions are asked, future open houses and marketing efforts will be fine-tuned to answer those recurring questions before they are asked again and refine our message. Given the Spanish-speaking community in Santaquin, we will use our best efforts to have Spanish-speaking representatives from the school there as well. Open houses will be advertised on the school website, social media, and in online marketing and direct mail campaigns. ● Direct mail: We have budgeted to send a direct mail flyer to every house in our primary target population with detailed information about our school, Place-Based Education, and instructions on how to find out more and find enrollment directions. ● Community involvement: With our emphasis on Place-Based Education, we will continue to make and strengthen community connections wherever the opportunity presents itself. We will participate in Santaquin’s “Orchard Days” celebration in July/August of each year with an informational booth, ...
Recruitment Plan i. At all recruitment fairs held in the counties of Jackson, Monroe, Washtenaw, and Xxxxx, MDOC will have either a WHV representative who is specifically targeting female recruits (“WHV recruiter”), or a trained MDOC staff member who understands the need for female recruitment at WHV (“MDOC recruitment section employee”) and can answer questions from interested applicants.
Recruitment Plan. TDOT shall develop and implement a recruitment plan directed at increasing the number of qualified female applicants for HMWI and TAI positions. TDOP agrees to assist in the development and implementation of this plan as required. The Recruitment Plan shall be overseen by TDOT's Civil Rights office and shall include at least the following elements:
Recruitment Plan. 282. Within 180 days of the Effective Date, the City agrees to develop, in consultation with the Neighborhood Policing Steering Committee, once established, a written Recruitment Plan that includes clear goals, objectives, and action steps for attracting and retaining a high- quality and diverse work force with the attributes described in paragraph 281 above. The Recruitment Plan will be consistent with best practices and subject to the approval of the Monitor and DOJ.
Recruitment Plan. A variety of recruitment and assessment strategies are available for use. To determine the best strategy to use in a given circumstance, the job analyst should gather additional information beyond the job analysis. This will help the analyst make a number of key decisions that relate to: the type of announcement (e.g., should it be a promotional announcement only OR a combined promotional and entry-level announcement?) the period of time the announcement should remain posted or open. how extensive the recruitment should be (e.g., are job fairs or advertisements in professional/technical publications necessary?) the number and type of selection instruments where the passing point should be established the life or duration of the eligible list Information useful to the analyst in making these decisions includes the: Anticipated number of positions to be filled over the life of the eligible list. Need for qualified candidates with special skills (special conditions). Number of expected applicants and difficulty of recruitment. Number of eligible candidates on last eligible list. SME and appointing officer assessments of the quality of candidates on the last list Appeals/lawsuits/complaints received as a result of prior recruitments. Race and gender composition of the incumbents in the classification, along with the composition of other classes within the title series (in particular, classes directly above and below the target class). [This information is available in PeopleSoft.] Diversity of the candidate pool resulting from the last recruitment(s). Frequency of examination administration. Competition from other jurisdictions. Traditions and practices of the hiring department relative to the classification. Analysts should document why they have chosen a particular recruitment strategy. ANNOUNCEMENT PREPARATION City and County of San Francisco examination announcements should be informative, easy to read and written in the clearest and simplest terms. General information presented in announcements should be consistent across hiring departments. Oftentimes, job announcements will contain too much information which may make it difficult for the job seeker to discern essential information from that which is less important. For this reason, essential information should be described completely, while less important information, or information needed by only certain applicants, should be cited with links to reference websites. This section will: identify required ...
Recruitment Plan. At RKCS, we recruit for a client and not for a job description. We take the time understand the client profile, build a pipeline to match that profile and then recruit from that pipeline. RKCS recruits to a profile defined by our clients for key business and technical resources. Our dedicated recruiters have on average 12 years of IT and business recruiting experience. When working with the State our account managers design a core "footprint” for the client’s consulting needs. These “footprints” are designed in conjunction with our clients' input to assure cross functional placement in the organization and exceptional matches. To meet clients’ demand, the RKCS recruiting team continuously recruits to our clients’ needs to assure a highly qualified pool of consultants are available when the State needs resources. Once a candidate has been identified as a “fit” a first round of screening takes place by the RKCS team. The next step in the process is to have a consultant currently engaged at that client screen the candidate to assure a proper client match. After these screenings have occurred, the candidate is ready to be submitted to the State on an active assignment. RKCS retains a professional, certified recruiting staff knowledgeable in the consulting market. Our recruiters have completed the industry’s only certification program, Certified Professional Services Recruiter (CPSR) offered through TechServe Alliance. The CPSR certification focuses on employment law, continuous improvement, understanding of industry methodologies, use of industry tools, and a dedication to ethics and professionalism in recruiting. The result is RKCS provides better qualified consultants who stay with their projects and deliver results. To meet our clients’ needs RKCS has implemented one of the most rigorous screening process in the industry. This process includes multiple face-to-face interviews with recruiters, our executive staff and our sales team. To further strengthen the match, RKCS candidates are required to complete a personality assessment which gives us invaluable insight when placing a candidate. ON BOARDING PROCESS:
Recruitment Plan. The Affirmative Action Officer, or their designee, and the Anti-Discrimination, Diversity, Equity and Inclusion Committee will work with each departmental search committee to develop a recruitment plan designed to increase the percentage of under- represented candidates in the applicant pool. Efforts employed by the Human Resources Department and the search committees may include: targeting appropriate institutions; direct contact between Rider chairpersons and/or search committees and department chairpersons at these institutions; advertising in journals, other publications, and on websites that have large readerships of under- represented categories; contacting specialized caucuses; or attending specialized conferences with significant participation by individuals from under-represented categories. The University shall implement and fund such agreed- upon recruitment plans. When conducting a search, the University and the department shall make a good faith effort to create a diverse applicant pool that includes members of under-represented groups.
