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Business report on a recruiting plan strategy for HR management and organizational leaders for the expansion of Fleet

Develop a 6-page business report on a recruiting plan strategy for HR management and organizational leaders for the expansion of Fleet, Farm and Home (FFH).
Introduction
View the FFH – Setting the Stage multimedia to help select a new FFH location and to recommend a recruiting plan strategy to support this organization’s expansion. Consider the following:
A typical FFH store will need to hire roughly 100 part-time and full-time employees to properly staff it.
A preferred candidate would have 1–2 years of college and 1 year of retail or customer service experience.
A primary concern about each of the following locations under consideration is the availability of qualified applicants:
Ottumwa, Iowa.
Ottawa, Illinois.
Grand Island, Nebraska.
Use similar education and work experience requirements for potential candidates as well as three U.S. markets that fit with your selected organization.
Use federal, state, county, and city government websites, including Chamber of Commerce or local visitor bureau sites, or any appropriate resources, to develop the data and information needed to guide the decision-making process for FFH or for your own workplace or selected organization.
Instructions
Develop a business report on a recruiting plan strategy for FFH. You may decide what elements to incorporate into your business report, but be sure to include the following on which HR management and organizational leaders can base their decision:
Compare the labor markets for each selected location. Include the following in your analysis:
Populations.
Unemployment rates.
Median incomes.
Educational levels of the work force.
Other relevant data. This could include ages and workforce diversity, for example.
Assess laws that impact FFH's recruiting strategy.
Analyze resources for recruiting minorities. Research at least two credible sources for recruitment.
Recommend a location to support FFH's expansion plans. Explain how each source used supports your recruiting recommendations. You should have at least five identified sources for your plan.
Your recruiting plan strategy should demonstrate graduate-level writing skills through the accurate communication of thoughts that support a central idea and use of correct grammar and mechanics as expected of a human resources professional.

Full Answer Section

A primary concern about each of these locations is the availability of qualified applicants. This report will compare the labor markets for each location and provide recommendations for a recruiting plan strategy. Labor Market Analysis Ottumwa, Iowa Ottumwa is a city of approximately 25,000 people located in southeastern Iowa. The city's unemployment rate is 4.5%, which is slightly below the state average. The median household income in Ottumwa is $45,000, which is also slightly below the state average. The educational attainment of the Ottumwa workforce is mixed. Approximately 30% of the workforce has a bachelor's degree or higher, while 30% has less than a high school diploma. The remaining 40% of the workforce has a high school diploma or some college education. Ottawa, Illinois Ottawa is a city of approximately 18,000 people located in northern Illinois. The city's unemployment rate is 5.0%, which is slightly above the state average. The median household income in Ottawa is $52,000, which is also slightly above the state average. The educational attainment of the Ottawa workforce is slightly higher than that of the Ottumwa workforce. Approximately 35% of the workforce has a bachelor's degree or higher, while 25% has less than a high school diploma. The remaining 40% of the workforce has a high school diploma or some college education. Grand Island, Nebraska Grand Island is a city of approximately 50,000 people located in central Nebraska. The city's unemployment rate is 3.5%, which is below both the state and national averages. The median household income in Grand Island is $55,000, which is above both the state and national averages. The educational attainment of the Grand Island workforce is slightly higher than that of the Ottawa workforce. Approximately 38% of the workforce has a bachelor's degree or higher, while 22% has less than a high school diploma. The remaining 40% of the workforce has a high school diploma or some college education. Conclusion All three of the selected locations have relatively low unemployment rates and median household incomes that are above or equal to the state averages. However, the educational attainment of the workforce varies from location to location. Grand Island has the highest percentage of workers with a bachelor's degree or higher, while Ottumwa has the lowest percentage. Recommendations Based on the labor market analysis, the following recommendations are made for the FFH recruiting plan strategy:

Target Grand Island for recruitment efforts. Grand Island has the largest labor market and the highest percentage of workers with a bachelor's degree or higher.
Consider offering incentives to attract qualified candidates. This could include relocation assistance, sign-on bonuses, or higher wages.
Partner with local educational institutions. FFH could partner with local community colleges and universities to offer internships and job shadowing opportunities.
Attend local job fairs and career events. This is a great way to meet potential candidates and learn more about their skills and experience.
Use social media to promote job openings. FFH could create a social media recruiting campaign to reach potential candidates in all three locations.

By following these recommendations, FFH can increase its chances of success in recruiting qualified employees for its new stores in Ottumwa, Iowa; Ottawa, Illinois; and Grand Island, Nebraska. Additional Considerations In addition to the above recommendations, FFH should also consider the following when developing its recruiting plan strategy:

The specific needs of each location. Each of the selected locations has a unique labor market. FFH should tailor its recruiting efforts to the specific needs of each location.
The company's culture and values. FFH should recruit candidates who are a good fit for the company's culture and values.
The company's budget. FFH should develop a recruiting plan that is within its budget.

By considering all of these factors, FFH can develop a recruiting plan strategy that will help it to attract and retain qualified employees for its new stores.

Sample Answer

Recruiting Plan Strategy for Fleet, Farm and Home (FFH)

Introduction

Fleet, Farm and Home (FFH) is a retail chain that sells a variety of products, including farm and home supplies, clothing, and sporting goods. The company is planning to expand into three new markets: Ottumwa, Iowa; Ottawa, Illinois; and Grand Island, Nebraska.

A typical FFH store will need to hire roughly 100 part-time and full-time employees to properly staff it. A preferred candidate would have 1-2 years of college and 1 year of retail or customer service experience.