Recruitment Plan. 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.
b. Explain how the Contractor intends to attract candidates and the recruitment strategy including the recruiter.
c. Provide sample recruitment agreement in English.
d. State in the offer that the recruited employee will not be charged recruitment or any similar fees. The Contractor or employer pays the recruitment fees for the worker if recruited by the Contractor or subcontractor to work specifically on Department of State jobs.
e. State in the offer that the Contractor’s recruitment practices comply with recruiting nation and host country labor laws.
f. State in the offer that the Contractor has read and understands the requirements of FAR 52.222-50 Combating Trafficking in Persons.
g. Contractor and subcontractors shall only use bona fide licensed recruitment companies. Recruitment companies shall only use bona fide employees and not independent agents.
h. Contractor will advise the Contracting Officer of any changes to the Recruitment Plan during performance.
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.
ii. MDOC will hold two (2) open houses annually at its WHV facility and will allow prospective female applicants the ability to tour the facility after COVID restrictions on visitation inside the facility are lifted. At each open house, at least one WHV recruiter or MDOC recruitment section employee will be present to explain the job of a CO and to explain the training and physical tests that are a part of the hiring process.
iii. MDOC will run a radio ad with at least forty (40) radio plays in the greater Washtenaw County area targeting prospective female applicants during the two (2) weeks prior to each WHV open house. MDOC will evaluate the outcome of the advertising every six (6) months and, if necessary, make adjustments.
iv. MDOC will run a digital ad campaign featuring female COs that will also target a female audience on social media starting approximately eight (8) weeks before each scheduled academy with the goal of at least 40,000 impressions. MDOC will evaluate the outcome of the advertising every six (6) months and, if necessary, make adjustments.
v. During its CO academies, female recruits that will be assigned to WHV will be grouped together for training when practicable.
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. 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 and optional elements of ...
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. ON BOARDING PROCESS:
1. RKCS’ process of mentoring junior talent, and with the help of our Human Resource Managers and Account Managers, educate, train, mentor and support our team, so the customer doesn’t have to face any resource issue. Any new hire, is introduced through several hours of training on do’s and don’ts in a client environment.
2. The next step in the process is to have a peer currently at the client location screen, prep and provide support to the new candidate to ensure a smooth and pleasant start both for the resource and the customer. This also catches any red flags early on in the process.
3. Our talent when faced with an issue has a first point of contact with our account managers, if it’s not resolved, with the help of HR and senior talent we strive to not let personal issues get in the way of client deliverables.
Recruitment Plan. 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. 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:
