HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report
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Assessment Overview:
HRM FPX 5310 Assessment 1: A terse recruiting- plan strategy for HRM FPX 5310 epitomize Regis Corporation’s background, labor- request comparison( Jackson, New Orleans, Orlando), applicable U.S. labor laws, and nonage- reclamation coffers — also recommend Orlando and present an practicable recruiting plan that supports opening new Smartstyle salons while icing legal compliance and different hiring.
How to Pass HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report
- Terminology Clean-up: This is crucial for your professional tone. Please search and replace:
- “Human coffers” $\rightarrow$ “Human Resources.”
- “Retaining nonages” $\rightarrow$ “Recruiting minorities.”
- “Cost knives” $\rightarrow$ “Cost Cutters” (the actual brand name).
- “Severance rates” $\rightarrow$ “Unemployment rates.”
- Highlight Florida Licensing: In your legal section, add a note that Florida has specific Cosmetology Licensing requirements. Your recruiting plan should include a step to verify Florida licenses before onboarding.
- The “Beauty School” Pipeline: Orlando is home to several major beauty schools (like Paul Mitchell The School and Aveda). Specifically recommend partnering with these schools for a direct pipeline of new graduates.
- Digital Sourcing: Mention Instagram and TikTok. For hairstylists, their “Portfolio” is their social media page. Recruiting in 2026 relies on “Social Sourcing” more than traditional job boards.
- Targeted EVP: Your Employer Value Proposition (EVP) for Orlando should mention “High Walk-in Volume” (due to the population density) which means more tips for the stylists.
- Address the “Gap”: In your recommendation, note that while Orlando is the most expensive city to live in, the higher median income allows for higher service prices, balancing the cost.
- Diversity in Action: Instead of just “pamphlets,” suggest “Open House” events at local community centers to show that SmartStyle is an inclusive employer.
- The “Spanish Language” Factor: Given Orlando’s 30% Hispanic population, prioritize hiring bilingual stylists. This is a specific “Action Item” that shows you understand the local market.
- Visual Scannability: Use your table for the three cities effectively. Consider bolding the Median Income and Diversity % to make them stand out to the reader.
- Link to Brand Values: Connect your recruiting strategy back to the Regis legacy. You are moving from a small 1922 salon to a modern, data-driven expansion in 2026.
Sample Assessment:
Executive Summary
Regis Corporation stands as the largest chain of hair salons encyclopedically, operating multitudinous salon brands, including well- known names similar as Supercuts, Mastercuts, Regis, Smartstyle, and Cost knives. The company began in Edina, Minnesota, in 1922 as a small salon called Kunin Beauty Salon, innovated by Paul and Florence Kunin. In 1958, their son took over the business, rebranding it as Regis. Presently headquartered in Minneapolis, Minnesota, Regis has expanded to over 10,000 salons worldwide, encompassing both commercial and ballot power, with Regis retaining power of the brand.
The company offers a wide range of services and products to meet consumer hair care requirements, dealing with popular retail products like Paul Mitchell, Sexy Hair, Nixon, TIGI, and Mizani. To address the growing demands, Regis is laboriously hiring and seeking to expand into new locales, particularly in Jackson, MS, New Orleans, LA, and Orlando, FL. The Human coffers department will dissect the demographics, employment labor laws, and coffers for retaining nonages in these areas, furnishing findings and recommendations for the most suitable position for expansion.
Labor Market Analysis
Jackson, MS
Population, Median Income, and Severance Rates As of 2019, Jackson had an estimated population of 160,628, with a median ménage income of$ 38,888. The U.S. The Bureau of Labor Statistics reported a severance rate of 5.3 in 2015. Niche.com ranked Jackson as# 8 out of 17 for the stylish places for youthful professionals,# 9 for the smallest cost of living, and# 12 for the most different places to live.
- Diversity The demographic composition includes 81.8 African Americans, 15.9 WhiteNon-Hispanic, 0.72 White Hispanic, and 0.39 Asian.
- According to the Census ACS 1- time check, the median income for the Jackson metro area was$ 52,426 in 2019, with 68.1 employed and 3.2 jobless.
- pool Composition In 2018, the median age of residents in Jackson was 32.4 times, with native- born citizens comprising 32 times and foreign- born citizens comprising 36 times.
New Orleans, LA
Population, Median Income, and Severance Rates In 2019, New Orleans had an estimated population of 390,144 and a median ménage income of$ 41,604. The severance rate was reported at 6.0 in 2015. Niche.com ranked New Orleans# 30 out of 123 for the stylish places for youthful professionals,# 62 for the stylish places to live, and# 22 for diversity.
- Diversity The population consists of 58.8 Black or African American, 30.5 WhiteNon-Hispanic, 3.56 White Hispanic, 2.78 AsianNon-Hispanic, and 1.59 Mixed Race( two or further)Non-Hispanic.
- pool Composition The median age in New Orleans was 37.3 times in 2018, with native- born citizens comprising 37 times and foreign- born citizens comprising 44 times.
Orlando, FL
- Population, Median Income, and Severance Rates In 2019, Orlando’s estimated population was 287,442, with a median ménage income of$ 51,757. The severance rate was 5.2 in 2015. Niche.com ranked Orlando# 2 out of 198 for diversity,# 39 for public seminaries,# 40 for youthful professionals, and# 72 for the stylish places to live.
- Diversity The demographic breakdown includes 35.8 WhiteNon-Hispanic, 25.5 Black or African AmericanNon-Hispanic, 22.7 White Hispanic, 6.44 Hispanic, and 3.47 AsianNon-Hispanic.
- pool Composition In 2018, the median age in Orlando was 33.9 times, with native- born citizens comprising 32 times and foreign- born citizens comprising 39 times.
Employment and Labor Laws
The U.S. Department of Labor( DOL) administers and enforces over 180 civil laws that govern colorful aspects of employment, including pay envelope and hour laws, plant safety, andanti-discrimination regulations. These laws are pivotal for icing fair labor practices and guarding the rights of workers across the nation.
Overview of Labor Laws
The authorizations and regulations executed by the U.S. Department of Labor cover a wide range of plant conditioning, impacting roughly 150 million workers across 10 million workplaces( U.S. Department of Labor, n.d.). These laws are designed to cover workers and encompass colorful areas, including
- stipend and Hours
- Workplace Safety and Health
- Workers’ Compensation
- Employee Benefit Security
- Unions and Their Members
- Employee Protection
- Comparison of stipend
- Family and Medical Leave Act
- stagers’ Preference
- Government Contracts, subventions, or Financial Aid
- Migratory and Seasonal Agricultural Workers
- Mine Safety and Health
- Construction
- Transportation
- Factory conclusions and Layoffs
These laws play a pivotal part in the successful reclamation and operation of any association.
Minority Recruitment Resources
To foster a different aspirant pool, associations must use a variety of reclamation coffers. As stressed, whether operating a small incipiency or a large enterprise, it’s essential to have a clear understanding of the platoon’s growth line, including who’ll be hired and when( Heather, 2021). Attracting top gift necessitates a well- structured recruiting plan, which involves thorough strategizing and medication. Babe should be knowledgeable about colorful strategies that can enhance the reclamation process. Effective styles for attracting different gift include
- Distributing pamphlets that give information about the association and the benefits of joining.
- exercising sign- in wastes or mini operations to collect seeker information.
- Maintaining active and over- to- date social media biographies with applicable hashtags.
- Creating a website that showcases company information.
When these coffers are effectively employed, the reclamation process can flourish.
Recommendation for Expansion
After assessing the three implicit locales for Smartstyle’s expansion, I recommend Orlando, FL, as the most suitable option. Orlando boasts the largest population among the three locales and has the loftiest median ménage income. Also, the megacity is specially different, with demographics including 35.8 WhiteNon-Hispanic, 25.5 Black or African AmericanNon-Hispanic, 22.7 White Hispanic, 6.44 Hispanic, and 3.47 AsianNon-Hispanic. This diversity aligns with Smartstyle’s objects. Likewise, Orlando is largely ranked as one of the stylish places for professionals and living, which will grease the reclamation and onboarding of gifts.
HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report
Data USA. (2019). Retrieved from https://datausa.io/profile/geo/new-orleans-la/#:~:text=In%202018%2C%20the%20median%20age,Orleans%2C%20LA%20residents%20was%2037.
References (APA 7 Format)
- Denny, D. M. (2021, April 11). Thriving in a Multigenerational Workplace. Retrieved from http://extension.msstate.edu/publications/thriving-multigenerational-workplace
- Department Of Numbers. (2021). Jackson Mississippi Household Income. Retrieved from https://www.deptofnumbers.com/income/mississippi/jackson/#:~:text=The%20Census%20ACS%201%2Dyear,2019%2C%20the%20latest%20figures%20available.
- Heather. (2021, January 28). 11 Steps to Develop a Scalable Recruitment Plan [2021]. Retrieved from https://harver.com/blog/recruitment-plan/
- U.S. Department Of Labor. (n.d.). Summary of the Major Laws of the Department of Labor. Retrieved from https://www.dol.gov/general/aboutdol/majorlaws
Rubric Breakdown
| Criterion | Developing (Needs Work) | Proficient (Pass) | Distinguished (Exemplar) |
| Market Analysis | Lists cities but provides little data. | Compares Jackson, New Orleans, and Orlando using population and income. | Critically evaluates how demographic data (age/diversity) directly impacts stylist recruitment. |
| Legal Compliance | Mentions laws exist. | Lists major DOL laws like FLSA, FMLA, and Anti-Discrimination. | Analyzes how specific state-level licensing (e.g., Florida Board of Cosmetology) affects hiring speed. |
| Diversity Strategy | Recommends generic job boards. | Proposes specific minority recruitment resources (pamphlets, social media). | Develops a partnership model with local beauty schools and minority-serving organizations. |
| Recommendation | Choice of city is unsupported. | Recommends Orlando based on income and population metrics. | Justifies Orlando as a strategic “hub” using the city’s high ranking for young professionals. |
| Communication | Report is cluttered or informal. | Professional business report format with clear headings and references. | Executive-level document that balances data with actionable recruitment steps. |
Step-by-Step Guide
- Define pretensions & places list positions( hairstylists, directors, event), target headcount, start dates, and diversity pretensions.
- request checkup — confirm original demographics, median income, stipend, and severance for chosen megacity( Orlando recommended).
- Compliance check — corroborate civil/ state labor rules( FLSA, FMLA,anti-discrimination, pay envelope laws, original licensing).
- Employer value proposition — craft a short EVP( pay range, benefits, training, brand gratuities) acclimatized to Orlando.
- Sourcing blend — publish jobs to original job boards, community orgs, beauty seminaries, nonage- serving groups, social media, in- store pamphlets, and ballot networks.
- Webbing & selection — use mini operations sign- in wastes, structured interviews, chops rally( cut/ color), and formalized scorecards to reduce bias.
- Onboarding & retention — 30/60/90 training plan, tutor pairing, clear career path and retail/ product impulses.
- Measure & iterate — track time- to- hire, offer acceptance, diversity criteria , retention at 3/6/12 months; acclimate channels and EVP consequently.
Frequently Asked Questions
Q Why choose Orlando?
Larger population, advanced median income, and strong diversity — gives a broader gift pool and better client fit.
Q Which laws count most?
Federal pay envelope/ hour( FLSA),anti-discrimination( EEOC), FMLA, state/ original pay envelope and licensing rules check Florida specifics before hiring.
Q How to attract nonage campaigners?
Partner with beauty seminaries serving different scholars, nonage job boards, community centers, and targeted social advertisements; highlight inclusive EVP.
Q Low- cost sourcing ideas?
In- store pamphlets, referral lagniappes, social media hashtags, original beauty- academy job expositions, and community bulletin boards.
Q How do we reduce bias in hiring?
Use structured interviews, chops demonstrations judged on rubrics, anonymized original webbing where possible, and different interview panels.
Q crucial criteria to report to leadership?
Time- to- hire, cost- per- hire, diversity of aspirant pool/ new hires, first- time retention, and fill- rate by part.
Integrity Note
Note: Only use this assessment example for learning and structure purpose. Do not submit as your own work.
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