LEARN MORE...

24374802 Mgt 350 Planning Document Negotiation

Content type

User Generated

Subject

Management

School

University of Connecticut

Course

MGT 350

Type

Homework

Uploaded By

creary0999

Pages

Showing Page:

1/3

Running Head: NEW RECRUIT - PLANNING DOCUMENT 1

New Recruit - Planning Document

Name_________________________________________________

Role (mark/highlight one): Candidate / Recruiter

1) What are my goals in this negotiation (as described by the role description)?

My first goal as a recruiter is to reach an agreement with the candidate in all the aspects that

promotes operations of our business. In any case, we are hiring employees to help the

company achieve its business goals and objectives. Therefore, I look forward to selecting the

most appropriate candidate suitable for the job. At the same time, my goal as a recruiter is to

find an employee whose salary will be cost-benefit to the organization, while at the same

time picking a candidate whose expertise skills are efficient.

Other than the skills and salary factors, I also look forward to recruit9ing candidates who

have good communication skills. Such employees are beneficial to a business in terms of

attracting new customers and establishing good relations with partners.

Besides, my goal is also to hire a person who is capable of working under minimal

supervision and who can help in generating new ideas on how to run the organization.

2) What is/are my BATNA/s?

In a negotiation, the term BATNA stands for the best alternative to a negotiated agreement.

Although I expect to find an employee that best suits the job in terms of expert skills and

salary demands, it is not always the case to identify such a candidate during a job interview.

Showing Page:

2/3

NEW RECRUIT - PLANNING DOCUMENT 2

Therefore, I have established several alternatives to employ in case there is no single

candidate selected for the interview that meets all the requirements.

The first alternative is I have established to call for more applicants to apply for the vacancy

if none of the available candidates qualifies to take the slot. As I have stated earlier,

qualifications are based on the skills, working period, leaves, and the salary range. However,

this alternative is time-consuming.

Secondly, I can decide to employ more than one employee who has varying capabilities to

complement one another in the vacancy. In this option, I will reduce the salary by 40 percent.

This option applies where no candidate has the complete set of required skills and

knowledge.

Another reason that can result in failure in agreement with the candidates is the range of

salary allocated for the job vacancies available. If the interviewees think the pay is less, I can

resort in increasing the salary by 10% but also increase the working hours and minimize

leaves. Applying this method will result in employing fewer employees, and it will be cost-

benefit to the organization.

3) What is my RP?

Although there are several explanations for the initials RP, the term is likely to mean the

recruitment process in job employment. A recruitment practice (RP) is a way that I use to

access recruits and convince them to apply and accept the job offers.

My strategy for recruiting new employees is to silently cut the salary and increase the

bonuses for extra work an employee performs since most employees tend to go for jobs

where there are additional allowances. Therefore, I will do enough advertisements while

Showing Page:

3/3

Unformatted Attachment Preview

Running Head: NEW RECRUIT - PLANNING DOCUMENT 1 New Recruit - Planning Document Name_________________________________________________ Role (mark/highlight one): Candidate / Recruiter 1) What are my goals in this negotiation (as described by the role description)? My first goal as a recruiter is to reach an agreement with the candidate in all the aspects that promotes operations of our business. In any case, we are hiring employees to help the company achieve its business goals and objectives. Therefore, I look forward to selecting the most appropriate candidate suitable for the job. At the same time, my goal as a recruiter is to find an employee whose salary will be cost-benefit to the organization, while at the same time picking a candidate whose expertise skills are efficient. Other than the skills and salary factors, I also look forward to recruit9ing candidates who have good commu ...
Purchase document to see full attachment

Tags: job interview Candidate communication skills recruitment practice Zone of Possible potential agreement