HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report

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Capella University

HRM-FPX 5310 Strategic Human Resource Management

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Date

HRM FPX 5310 Assessment 1: Recruiting Plan Strategy Report for SmartStyle

Executive Summary

Regis Corporation is a well-known salon company that operates through multiple salon brands, including Supercuts, MasterCuts, Regis, SmartStyle, and Cost Cutters. The company originated in Edina, Minnesota, in 1922, when Paul and Florence Kunin established Kunin Beauty Salon. In 1958, their son acquired the business and rebranded it as Regis. Over time, the organization expanded through corporate-owned and franchised salons, offering professional hair care services and retail products from established brands such as Paul Mitchell, Sexy Hair, TIGI, and Mizani.

As SmartStyle considers expanding into a new market, the human resources department must evaluate potential locations based on population characteristics, household income, workforce availability, demographic diversity, and employment regulations. Jackson, Mississippi; New Orleans, Louisiana; and Orlando, Florida, are the three locations under consideration. This recruiting plan compares these markets and identifies strategies for attracting qualified, diverse employees. Based on the demographic and economic information presented in this report, Orlando, Florida, is the recommended location for expansion because of its diverse population, comparatively high median household income, and potential to support a broader recruitment strategy.

Labor Market Analysis

Evaluating local labor markets helps organizations understand the availability of potential employees, the economic conditions affecting recruitment, and the demographic characteristics of the communities they serve. SmartStyle should consider both workforce availability and the long-term costs of recruiting and retaining salon professionals when selecting a new location.

Jackson, Mississippi

Jackson offers SmartStyle access to a predominantly African American population and a labor market that may support recruitment from a variety of professional and community networks. Historical demographic and economic information from 2019 provides an initial overview of the market.

Population, income, and employment: According to the historical figures cited in this report, Jackson had an estimated population of 160,628 in 2019 and a median household income of $38,888. The reported unemployment rate was 5.3% in 2015. These figures provide useful background, although current labor market data should be reviewed before making a final investment decision.

The Niche rankings cited in the original research placed Jackson eighth among 17 locations for young professionals, ninth for affordability, and twelfth for diversity. These rankings suggest that the city may appeal to employees seeking relatively affordable living conditions.

HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report

Demographic diversity: The reported population composition was approximately 81.8% African American, 15.9% non-Hispanic White, 0.72% Hispanic White, and 0.39% Asian. This demographic profile indicates opportunities to build relationships with community organizations and recruit employees from different backgrounds.

Economy and workforce composition: The Jackson metropolitan area had a reported median household income of $52,426 in 2019, with 68.1% employed and 3.2% unemployed, according to the historical figures cited in the original report. The distinction between city and metropolitan-area statistics is important when comparing economic conditions.

Jackson residents had a reported median age of approximately 32.4 in 2018. A relatively young population may provide opportunities to recruit entry-level employees and individuals interested in developing long-term careers in the beauty industry.

Overall, Jackson could be a suitable option for SmartStyle if the company prioritizes affordability and community-based recruitment. However, management should examine the current number of licensed cosmetologists, wage expectations, competition among salons, and the availability of qualified applicants before choosing this market.

New Orleans, Louisiana

New Orleans offers a diverse population, an established service economy, and opportunities to recruit employees from a range of cultural and professional backgrounds. These characteristics may benefit SmartStyle when developing a workforce that reflects the local community.

Population, income, and employment: The original research reported a population of 390,144 in 2019 and a median household income of $41,604. The unemployment rate was reported as 6.0% in 2015. Niche rankings cited in the report placed New Orleans thirtieth among 123 locations for young professionals, sixty-second for places to live, and twenty-second for diversity.

These historical figures suggest that New Orleans has a larger city population than Jackson. However, current employment conditions and the availability of experienced salon workers would need further investigation.

Demographic diversity: The reported demographic distribution included approximately 58.8% Black or African American residents, 30.5% non-Hispanic White residents, 3.56% Hispanic White residents, 2.78% non-Hispanic Asian residents, and 1.59% non-Hispanic residents identifying with two or more races.

This population profile may help SmartStyle develop recruitment initiatives that reach different communities. Partnerships with cosmetology schools, local workforce development organizations, and professional associations could increase awareness of job openings.

HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report

Workforce composition: New Orleans had a reported median resident age of 37.3 in 2018. Native-born residents had a median age of approximately 37, while foreign-born residents had a median age of approximately 44. The average resident age was reported as 37 in 2017.

The city’s workforce may include experienced professionals as well as individuals seeking new career opportunities. SmartStyle should evaluate whether local candidates have the appropriate cosmetology credentials, customer service skills, and availability for the salon’s operating hours.

New Orleans could be a strong alternative for expansion because of its population size and diversity. Nevertheless, the company should assess operating costs, competition, compensation expectations, and the local supply of licensed salon professionals before committing to a location.

Orlando, Florida

Orlando presents a promising market for SmartStyle because of its substantial population, comparatively high median household income among the three cities, and diverse demographic composition. These characteristics may support both customer acquisition and workforce recruitment.

Population, income, and employment: According to the historical figures in the original research, Orlando had an estimated population of 287,442 in 2019 and a median household income of $51,757. The reported unemployment rate was 5.2% in 2015. Niche rankings cited in the report placed Orlando second among 198 locations for diversity, thirty-ninth for public schools, fortieth for young professionals, and seventy-second for places to live.

Orlando’s reported median household income was higher than the corresponding city-level figures for Jackson and New Orleans. This may indicate comparatively strong household purchasing power, although salon demand must also be assessed through local spending patterns, customer demographics, and competition.

Demographic diversity: The original report identified the following population groups: approximately 35.8% non-Hispanic White residents, 25.5% non-Hispanic Black or African American residents, 22.7% Hispanic White residents, 6.44% Hispanic residents, and 3.47% non-Hispanic Asian residents.

HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report

These figures suggest that Orlando offers opportunities to recruit employees from a broad range of backgrounds. A diverse workforce can help SmartStyle better understand customer preferences, communicate effectively with clients, and create an inclusive salon environment.

The demographic categories should be verified against the original dataset because Hispanic ethnicity and racial identity can overlap. They should not be treated as mutually exclusive categories without confirming the underlying methodology.

Workforce composition: Orlando’s median resident age was reported as 33.9 in 2018. Native-born residents had a median age of approximately 32, while foreign-born residents had a median age of approximately 39. The average resident age was reported as 33 in 2017.

This age profile may provide access to individuals at different career stages, including early-career applicants and experienced professionals. SmartStyle can use targeted recruitment campaigns, relationships with cosmetology training programs, and employee referral initiatives to attract suitable candidates.

Orlando appears to be the strongest initial choice among the three locations based on the historical information provided. Before final approval, the company should verify current labor market conditions, licensed cosmetologist availability, prevailing wages, commercial rents, and local competition.

Employment and Labor Laws

Compliance with federal, state, and local employment laws is an essential part of SmartStyle’s recruiting plan. The U.S. Department of Labor administers and enforces numerous federal workplace laws that address wages, working hours, workplace safety, employee benefits, and other employment matters. These requirements help protect employees and establish standards for employers.

For a salon business expanding into Mississippi, Louisiana, or Florida, the human resources department should evaluate the following areas:

Wages and working hours: SmartStyle must comply with applicable federal and state minimum wage requirements, overtime rules, payroll obligations, and employee classification standards. Recruiters and managers should understand how these requirements apply to full-time, part-time, hourly, and commissioned salon employees.

Workplace safety and health: Salon employees may work with chemical hair treatments, heated styling equipment, sharp tools, and cleaning products. Appropriate training, safe handling procedures, ventilation, sanitation, and protective equipment can help reduce workplace risks.

HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report

Equal employment opportunity: Recruitment and hiring decisions should be based on job-related qualifications rather than protected characteristics. SmartStyle should maintain fair hiring practices and avoid discrimination in advertising, interviewing, compensation, promotion, and termination.

Family and medical leave: The Family and Medical Leave Act may provide eligible employees with job-protected leave for qualifying family and medical reasons. Human resources staff should determine which employees and locations are covered and ensure that applicable leave requirements are followed.

Employee benefits and workplace protections: The company should review applicable requirements concerning employee benefits, payroll deductions, wage garnishment, workers’ compensation, and other workplace protections.

State and local requirements: Each potential location may have additional employment, licensing, occupational safety, and business requirements. SmartStyle should verify the rules applicable to the specific city and state, including professional licensing requirements for cosmetologists and other regulated salon services.

The U.S. Department of Labor’s summary of major employment laws is a useful starting point for compliance planning. However, the company should also consult the relevant state labor agencies, occupational licensing boards, and qualified legal professionals before opening a new salon.

Minority Recruitment Resources and Strategies

A successful recruitment strategy should attract qualified applicants from different backgrounds while maintaining consistent, job-related hiring standards. A structured recruitment plan helps organizations identify workforce needs, establish hiring timelines, and determine which recruitment channels are most effective (Harver, 2021).

For SmartStyle, minority recruitment should be part of a broader commitment to equal employment opportunity and inclusive hiring. The company can expand its applicant pool by developing relationships with community organizations, educational institutions, and professional networks.

Community Outreach and Local Partnerships

SmartStyle can distribute recruitment flyers and job information through community centers, workforce development agencies, libraries, and cosmetology schools. These materials should describe available positions, required qualifications, expected responsibilities, compensation information where appropriate, and application instructions.

Partnering with local employment organizations can also help the company connect with qualified applicants who may not regularly use traditional job boards. Outreach should be inclusive and open to all eligible candidates.

Social Media and Online Recruitment

Maintaining active social media profiles can help SmartStyle promote vacancies, communicate its workplace culture, and reach potential applicants across different age groups and communities. Recruitment posts should include clear job descriptions, application links, location details, and relevant information about employee training or advancement opportunities.

The company can also use its website to publish vacancies, explain employment benefits, and provide information about the application process. Digital recruitment should be accessible to people with disabilities and should not exclude qualified candidates who have limited access to particular online platforms.

Candidate Information and Application Management

A consistent application process allows recruiters to collect relevant information, organize candidate records, and monitor recruitment progress. Sign-in sheets may be appropriate at hiring events, while formal applications should be used for actual candidate screening.

SmartStyle should collect only information necessary for legitimate recruitment purposes, protect applicant information, and apply consistent selection criteria. Hiring decisions should be documented using job-related qualifications and interview assessments.

Inclusive Hiring and Employee Development

Recruitment is more effective when employees believe they can develop their skills and advance within the organization. SmartStyle can strengthen its employer reputation by providing clear training pathways, mentoring, constructive performance feedback, and opportunities for career progression.

The company should also train hiring managers to recognize potential bias and evaluate candidates consistently. Recruitment performance can be measured through indicators such as the number of qualified applicants, time to fill vacancies, retention rates, training completion, and employee satisfaction.

As Denny (2021) discusses in the context of multigenerational workplaces, understanding differences among employees can help organizations create more supportive working environments. SmartStyle can apply this principle by developing recruitment and retention practices that respect employees’ varied experiences, career goals, and backgrounds.

Recommendation: Orlando, Florida, for SmartStyle Expansion

Based on the historical demographic and economic information provided, Orlando, Florida, is the recommended location for SmartStyle’s proposed expansion. Orlando combines a substantial population, a comparatively high median household income among the three cities, and a diverse community that may support an inclusive workforce and a broad customer base.

Jackson offers potential advantages in affordability and community-based recruitment, while New Orleans provides access to a larger city population and a diverse labor market. However, Orlando’s combination of household income, demographic diversity, and potential access to candidates at different career stages makes it the strongest preliminary choice.

The recommendation should be treated as a preliminary market assessment rather than a final investment decision. The population, income, unemployment, age, and ranking figures in this report primarily reflect data from 2015–2019. They should be updated using current U.S. Census Bureau, Bureau of Labor Statistics, state licensing, and local economic information before SmartStyle commits to a site.

Before opening a salon, the human resources and management teams should compare commercial lease costs, competitor locations, wages, the availability of licensed cosmetologists, projected customer demand, and expected operating expenses. If these findings support the initial assessment, Orlando would be a suitable location for SmartStyle to pursue expansion and implement a structured recruitment strategy.

Frequently Asked Questions

Why is Orlando, Florida, recommended for SmartStyle’s expansion?

Orlando is recommended because the historical data in this report show a comparatively high median household income, a diverse population, and a substantial labor market. These factors may support customer demand and help SmartStyle recruit employees from different backgrounds. Current data and operating costs should be reviewed before a final decision.

How do Jackson, New Orleans, and Orlando compare as recruitment markets?

Jackson may offer affordability and opportunities for community-based recruitment. New Orleans provides access to a larger city population and a diverse workforce. Orlando combines a diverse population with the highest reported city-level median household income among the three locations in the historical figures presented.

Why is demographic diversity important in a recruiting plan?

Demographic diversity can help an organization develop a workforce that reflects its customer base and community. Inclusive recruitment also broadens access to qualified applicants and can support a workplace culture in which employees feel respected and valued. Hiring decisions must remain based on job-related qualifications and applicable equal employment opportunity laws.

Which employment laws should SmartStyle review before opening a salon?

SmartStyle should review applicable wage and hour laws, workplace safety requirements, equal employment opportunity protections, family and medical leave provisions, employee benefit rules, workers’ compensation requirements, and state cosmetology licensing regulations. Requirements vary by jurisdiction and should be confirmed before hiring begins.

How can SmartStyle attract minority candidates?

SmartStyle can broaden its recruitment reach through community partnerships, cosmetology schools, workforce development agencies, accessible online job postings, and inclusive employee referral programs. The company should use consistent selection criteria, provide bias-awareness training for hiring managers, and monitor recruitment and retention outcomes.

What information should be updated before finalizing the expansion decision?

The company should obtain current population and household income estimates, unemployment and employment figures, prevailing wages, the supply of licensed cosmetologists, competitor information, commercial rental costs, and relevant state and local employment regulations. These data will provide a more reliable basis for evaluating financial feasibility and workforce availability.

References

Denny, D. M. (2021, April 11). Thriving in a multigenerational workplace. Mississippi State University Extension. http://extension.msstate.edu/publications/thriving-multigenerational-workplace

Department of Numbers. (2021). Jackson, Mississippi, household income. https://www.deptofnumbers.com/income/mississippi/jackson/

Harver. (2021, January 28). 11 steps to develop a scalable recruitment plan. https://harver.com/blog/recruitment-plan/

U.S. Bureau of Labor Statistics. (n.d.). Local area unemployment statistics. https://www.bls.gov/lau/

HRM FPX 5310 Assessment 1 Recruiting Plan Strategy Report

U.S. Census Bureau. (n.d.). American Community Survey. https://www.census.gov/programs-surveys/acs

U.S. Census Bureau. (n.d.). QuickFacts: Jackson city, Mississippi; New Orleans city, Louisiana; Orlando city, Florida. https://www.census.gov/quickfacts/

U.S. Department of Labor. (n.d.). Summary of the major laws of the Department of Labor. https://www.dol.gov/general/aboutdol/majorlaws

Data USA. (2019). New Orleans, Louisiana. https://datausa.io/profile/geo/new-orleans-la/