Healthplus Recruitment Case Study

HealthPlus aims to employ 60 more members of staff within six weeks and then at least another 350 employees over the coming 12 months. This is a result from its successfully gaining several new contracts. It recruited Lynette Allen as the Recruitment and Selection Specialist to fulfill this task. The productivity of the newly recruited employees cannot fulfill HealthPlus’ needs, though. Supervisors indicate the employees are smart and nice, but cannot fit into HealthPlus’ environment. Employee retention rate does not go so well either.

There are 2 key factors contributed to HealthPlus’ failure in recruiting the proper employees for their newly-occurred business changes. One is the unreflective decision in contracting Lynette. Another is the

It does this by comparing the present supply of people with its projected demand for human resources.

HealthPlus aims to employ 60 more members of staff within six weeks and then at least another 350 employees over the coming 12 months. This is a result from its successfully gaining several new contracts, meaning that the company should have projected its production capability and conduct a human resource planning in advance instead of starting the recruitment only six weeks ahead.

Human resource development is critical to HealthPlus as it has to improve productivity and alleviate skills shortages. A well-trained, multiskilled workforce is essential to this company. Moreover, many employees now look to the company they work for to provide them with growth and learning opportunities to improve their

Among those health and safety issues workplace stress cannot be neglected. Workplace stress is a places a heavy burden on organisations through stress-related absenteeism, stress-related illnesses, lateness, the decreased ability of employees to perform their work and increasing health insurance and medical costs. In this case, Lynette was given the information that the pressure was on and that HealthPlus would have to put on 25 new people each fortnight for the next 18 weeks. But she neglected this information and was not proactive at all.

It would have been best for Lynette to follow a carefully developed recruitment process. The first thing is to understand clearly the culture and missions of HealthPlus. The second step is to distinguish the short-term and long-term objectives. She also needs to conduct job analysis, develop the job description and job specification, give precise information to the applicants and find the right recruitment sources. In the end, she has to select candidates according to recruitment