Recruitment Strategy and Plan for a University Faculty Position
This paper presents a structured recruitment strategy and plan for filling an Assistant Professor of Business Ethics position at a university. It outlines the recruitment goals, interview committee development, advertisement sources, salary structure, and budget. The paper also provides a preliminary job description detailing required qualifications and responsibilities, explains the external recruitment method used, and walks through the full interviewing process — including preparation, conduct, and post-interview assessment. The document concludes with the hiring procedure, from candidate notification to reporting date assignment, drawing on established best practices in recruitment and selection.
- Introduction: Overview of recruitment strategy scope and purpose
- Recruitment Plan: Goals, committee, advertising, salary, and budget
- Preliminary Job Description and Requirements: Duties and qualifications for assistant professor role
- Recruiting Methods: External advertising via print and social media
- Interviewing Process: Before, during, and after interview procedures
- Hiring: Final selection, notification, and onboarding steps
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What makes this paper effective
- The paper follows a logical, step-by-step structure that mirrors a real-world HR workflow, moving from goal-setting through hiring — making it easy to follow and practically applicable.
- Concrete details such as a specific salary figure, itemized budget, and named advertisement sources ground the strategy in realistic planning rather than vague generalities.
- The interviewing process section distinguishes clearly between situational, behavioral, and job knowledge questions, demonstrating applied knowledge of interview methodology.
Key academic technique demonstrated
The paper demonstrates applied policy writing — translating theoretical HR concepts from cited sources into an operational document. By specifying committee composition, training requirements, assessment booklets, and merit criteria, it shows how academic knowledge about recruitment is operationalized into institutional procedure.
Structure breakdown
The paper opens with an introduction stating its scope, then moves through six functional sections: recruitment plan (goals, committee, advertising, salary, budget), job description (duties and qualifications), recruiting method (external/advertisement-based), interviewing process (before, during, after), and hiring. Each section is self-contained but builds on the previous, forming a complete end-to-end recruitment workflow.
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.
Recruitment Plan
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.
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
Preliminary Job Description and Requirements
The college requires a qualified Assistant Professor of Business Ethics. The following are the responsibilities of the position:
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.
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