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HRM Staffing Plans and Communication
Ideally, an effective staffing plan is one in which job offers made by the organization to qualified candidates are accepted. In contrast, when offers are not accepted, this may entail more time and resources to revisit both recruitment and selection. This concept is referred to as a "yield ratio." However, this is not always the situation, and many times the final job candidate declines an offer and then the organization finds the second-choice candidate has moved to another organization. In your opinion and from your experience, what are some of the job inducements that organizations can utilize to increase the likelihood of job offers being accepted? What are some features of an effective and attractive job-offer letter? In your experience or in the literature you have read, are there any best practices recommended for effectively communicating with job applicants throughout the hiring process in order to increase the chances of the acceptance of job offers? Justify your answers with appropriate reasoning and examples.
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