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Strategic Management Plan
HRM532
January 12, 2014
Professor Lillie Avetisyan-Harvey

Strategic Management Plan – Recruitment and Retention
To obtain qualified candidates for employment roles, the Nevada State Department of Energy (NVDOE) must have strong recruitment concepts meeting their needs. It must create/maintain relationships with prospective candidates through social media and branding tactics (Recruiting trends 2010-2011). Recruiting strategies applied are: arranged events such as fairs, campus visits/interviews, agent connections such as resume referrals, faculty, employees, and internships, situational such as ads and state/local job boards, and web based such as campus recruiting systems, social media, and national web providers (Recruiting trends 2010-2011). The Department will focus on social recruiting strategies because it allows two way communications with the job seeker and recruiters.   Social recruiting provides workers and job seekers a clear understanding of qualifications for the job, and expectations/requirements, allowing for a continuous return on investment, a bigger network, and productive referral engagement (Recruiting trends 2010-2011).
The social networking sites used for advertising are: LinkedIn, Twitter, and Facebook. LinkedIn allows recruiters to target candidates who’re currently not looking for a position and allowing employers to leverage their already existing personal and professional networks (Chasins, 2010). Facebook has 500 million active users. The department can reach out to these users with a personal presence and professional fan page. It’ll recruit through traditional postings on their fan page or using Facebook Ads to target desired candidates (Chasins, 2010).
The department will build talent communities by making a website career page the central destination for candidates, recruiters, hiring managers, and current/past employees. It’ll include an interactive site with testimonials, forums, groups, and...

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