Business managers use written communication every day. Opportunities for written communication in the business world include everything from reports, memos, and documentation to emails, instant messag
Running head: strategic communication plan 0
Strategic Communication Plan
Description – Reinventing Business Recruiting Strategies
a) What is your challenge or opportunity?
To reinvent business recruiting strategies relating to hiring the best employees, providing equal employment opportunities for the growth and success of the organization.
b) Why is this professionally important to you?
As an HR specialist bringing the best talent to the organization is my prime responsibility.
2. Goal
a) What goal or outcome do you want to achieve with this communication?
Supervise the process of candidate selection from interview to selection. Formulate an efficient framework composed of a planned process for selecting the candidate.
i. Is it clear, concise, and actionable?
Yes, the goal is clear, concise, and actionable.
3. Audience
a) Who is your target audience?
Any candidate belonging to different age groups, such as Millennial, Gen x, and Baby Boomers
. What are the professional positions of the audience members?
Director HR
Recruitment Agencies
Executives
Co-workers
ii. What demographic characteristics will the audience comprise?
There are internal and external audiences. There is variation in the demographic characteristics of the audience. The audience will be contacted through communication, email, and telephone.
iii. What is your relationship with the audience?
I am supervising the Human Resource department; I have given the task to propose the communication plan for reinventing the recruiting strategies. I have been working with the executives and director HR but I will interact with the recruiting agencies first time.
iv. What background knowledge and expertise does the audience have?
These are professionals from different fields, and they have sound knowledge and skills in their field.
v. What does the audience know, feel about, and expect concerning this communication?
They are familiar with the current recruitment process, and they feel it should be revised to bring improvement in the recruiting strategies.
vi. What preconceptions or biases do you possess that might prevent you from building rapport with your audience?
I do not have any preconceptions or biases that may prevent me from building rapport with my audience; however, I believe that the interaction with recruitment agencies will be a little challenging for me since they are outsiders, and I have to convenience them on my proposal.
b) What information is available about your audience?
Complete plan on reinventing recruiting strategies
Allocated responsibility of each audience
Brochures
Polls/Feedback
i. What research/sources will you use to obtain information about the audience?
I will use a survey poll and circulate it among all the audience consisting of 5 to 7 pre and post questions to know their concerns relating to recruiting strategies.
ii. What conclusions have you been able to draw about the audience?
I think learning new techniques will be challenging for audiences.
c) What tone will you use to convey your Message?
i. Is the setting casual or formal?
I will use a casual setting
ii. Is the communication personal or impersonal?
The communication level will be personal. It is an easy way to communicate and impart your message to the audience. The personal level of communication takes a precise time to reach the listener.
4. Key Message
a) What is the primary message you must convey to your audience?
The primary message I want to convey to my audience is to understand the need and importance of recruiting strategies.
i. Is the Message compelling and memorable?
The Message will be memorable, rather compelling. I believe that we cannot force someone to make our Message understand; however, the friendly environment involving participants to interact freely will make the Message memorable.
ii. Is the Message clear and concise?
Yes, the Message is not only clear and concise but also appropriate and relevant.
iii. Is the Message aligned with your audience's goals and needs?
Yes, the goals and needs of the audience are aligned with the Message since they also want to bring innovation in the recruiting strategies.
5. Supporting Points
a) What three to four points, reasons, or justifications support your Message?
There is a need to bring diversity in the recruitment process.
Interaction with third parties is a good tool to get talent, skilled and experienced employees.
Internal recruitment is also necessary to accommodate talented employees within the organization.
i. What research/sources will you use to obtain facts/data about your Message?
The use of statistical analysis is a great tool to obtain data, facts, and other information about the Message. Discussion with the HR director and other outside professionals will also help in doing research.
6. Channel Selection
a) What communication style will you employ (Tell/Sell or Consult/Join), and why?
I will use Consult/Join as my communication style; this will help to dig out the root causes of the issue. The consult/joint style allows the participants to participate in the discussion actively. The guidance will be offered to all the audiences to make them understand the core concept.
b) What channel(s) will you use to deliver your message, and why will they be the most effective?
Audio/Video Illustration along with PowerPoint Presentation
E-conferencing
Telephonic conversation and emails before and after the meeting.
c) What purpose is served by each channel you have selected?
Audio/Video illustration with PowerPoint Presentation to keep the interest level of the audience maintained.
E-conferencing where physical appearance of an audience is not possible
Telephone and emails for a timely conversation
7. Action Request
a) Is your call to action you are making to your audience clear, concise, and easily actionable?
Yes, since the active participation and cooperation of all the audiences are highly required.
References
Austin, E. W., & Pinkleton, B. E. (2017). Strategic public relations management: planning and managing effective communication campaigns (3rd ed.). London: Routledge.
Parmenter, D. (2015). Effective Recruiting. The Leading-Edge Managers Guide to Success, 123–130. doi: 10.1002/9781119200857.ch10
Smith, R. D. (2017). Evaluating the Strategic Plan. Strategic Planning for Public Relations, 365–394. doi: 10.4324/9781315270876-14
