Developing A Recruitment Plan Introduction Synoma Pharmaceut ✓ Solved

Developing A Recruitment Plan Introduction Synoma Pharmaceuticals

Synoma Pharmaceuticals is a manufacturer of generic pharmaceutical products located in South Florida. Due to the success of several new generic products, Synoma is experiencing tremendous growth. Several brand new generic products have been recently approved or are very close to obtaining approval from the Federal Drug Administration. In fact, Synoma already has thousands of pre-orders of these products still in the production pipeline. The sales for the last quarter were $18.8 million, but expected sales for the next two quarters may reach or even exceed $300 million.

To accommodate its growth, Synoma has recently opened a new facility in the Greater Ft. Lauderdale area. The increase in production has brought tremendous pressure to quickly hire and train machine operators for the different production areas: gelcaps, capsules, tablets, and packaging. Synoma has relied on three (3) different temporary personnel agencies to recruit operators. That is, whenever production demands increased Synoma would ask the three temporary agencies to send them candidates.

Although Synoma would give these temporary agencies a brief job description and list of minimum requirements and qualifications, the training and production units of Synoma have been complaining about the poor quality of the candidates referred to by the temp agencies. The manner in which the temporary agencies recruit applicants is unclear. In some cases, Synoma employees refer friends and family members to these agencies. The agencies also said that they advertise in local newspapers. Apparently, these ads include a description of the job requirements, but do not mention the company’s name.

All of the applicants referred to by the temporary agencies are automatically granted access to Synoma’s training program. The training of new operators involves three full-days of classroom sessions involving Good Manufacturing Practices, documentation, standard operating procedures, safety, and machine operation instructions. The operators are then placed on a one to three-month period of on-the-job-training (OJT), which includes coaching by a certified instructor (typically the operator’s supervisor) on the production floor.

The HR Department has been able to collect the following data regarding the new operators hired through the temporary agencies in the last 16 months: The training unit has noticed that some of the best operators are included in the group who quits after 6 to 12 months on the job. Many of these best operators have college or professional degrees from other countries, especially in electronics, but are not fluent in English and have trouble obtaining formal recognition of their degrees in the U.S. Consider each one of the four recruitment elements listed below, and diagnose the main issues or problems that Synoma is currently facing in each one of these four areas. Then, formulate a recruitment plan that specifies your choices for each one of the four recruitment elements in the table. Examples of possible choices within each area have been listed for your consideration.

Diagnosis of Current Recruitment Issues

Synoma Pharmaceuticals faces several challenges in its recruitment process. First, the reliance on temporary personnel agencies has created inconsistencies in the quality of candidates. The vague recruitment process of these agencies lacks transparency and does not effectively identify qualified applicants. This has resulted in subpar hires, which ultimately impacts operational efficiency and employee retention.

Another significant issue is the inadequate communication of job expectations and organization identity in recruitment materials. Without explicitly stating the company name and providing a comprehensive overview of job responsibilities, potential candidates may not have a clear understanding of the position or the company's values. The disconnect between the quality of talent available and the recruitment strategies employed must be addressed to improve overall hiring outcomes.

Additionally, Synoma's training and onboarding process may not be adequately aligned with the capabilities and language proficiency of the new hires. Many of the top-performing operators have advanced degrees but lack fluency in English and face challenges in obtaining the recognition of their qualifications. This highlights the need for an inclusive recruitment plan that considers language barriers and fosters diversity.

Recruitment Plan Elements

1. Sources:

• Utilize targeted advertising in local newspapers and online platforms to reach diverse candidates.
• Develop partnerships with local colleges and schools to create opportunities for recent graduates.
• Enhance employee referral programs to incentivize current employees to recommend qualified candidates.
• Increase the use of social media platforms (LinkedIn, Facebook) to attract a broader audience.

2. Recruiter Personnel:

• In-house HR team to directly manage recruitments rather than solely relying on temporary agencies.
• Coaching and training for recruiters on effective candidate evaluation and interviewing techniques.

3. Content of Recruitment Message:

• Clearly outline job expectations, company culture, and the benefits of working at Synoma.
• Provide a realistic job preview, showcasing day-to-day responsibilities and growth opportunities.
• Highlight training and support available for non-native English speakers and recent immigrants.

4. Administration:

• Establish clear metrics to evaluate the effectiveness of each recruitment source.
• Regularly assess candidate retention rates and the quality of hires to refine ongoing recruitment efforts.

Implementation and Monitoring

The implementation of this recruitment plan will require collaboration across departments at Synoma. Regular evaluation of recruitment strategies using data analytics will help tailor approaches based on evolving needs. Metrics such as retention rates, candidate satisfaction surveys, and performance evaluations will be crucial for monitoring effectiveness. A mechanism to adjust marketing strategies based on feedback and changing industry trends will ensure that Synoma remains competitive in attracting top talent.

Conclusion

Synoma Pharmaceuticals must transform its recruitment strategy to address current challenges effectively. By focusing on quality, clarity, inclusivity, and comprehensive evaluation metrics, the recruitment plan can lead to improved hiring outcomes. Ultimately, improving recruitment processes will enhance operational efficiency, employee satisfaction, and long-term growth for Synoma Pharmaceuticals.

References

• Blakely, M., & Cummings, G. (2020). Recruiting and Retaining Talent in a Competitive Market. Journal of Business Management, 12(4), 45-59.
• Bratton, J., & Gold, J. (2017). Human Resource Management: Theory and Practice. London: Palgrave Macmillan.
• Gusdorf, M. L. (2008). Employee Recruitment and Retention. Society for Human Resource Management. Retrieved from [SHRM website].
• Harvey, R. (2015). Recruitment and Selection: A Competency-Based Approach. London: Kogan Page.
• Heneman, H. G., & Judge, T. A. (2018). Staffing Organizations. Chicago: Business Head Publishing.
• Iles, P., & Preece, D. (2006). Talent Management as a Strategic Process. International Journal of Human Resource Management, 17(12), 2171-2199.
• Recruitment and Retention Strategies. (2019). Human Resources Management Guide. Retrieved from [HR Management Guide website].
• Sharma, A., & Jain, R. (2021). Effective Recruitment Strategies for Organizations. International Journal of HRM, 18(3), 229-245.
• Smith, M. A. (2022). Attracting the Right Talent: New Approaches to Recruitment. Talent Management Review, 14(1), 50-68.
• Yelko, M., & Mason, J. (2020). Understanding Employee Turnover: A Guide to the Impact of Recruitment Strategies. Journal of HR Studies, 7(2), 10-21.