Design Document for

21st Century Applications for Entry-Level Employers

By Hanna Mower
https://hannamowerdesign.weebly.com/

Purpose of the Course Many businesses such as restaurants, retail shops, and hotels are facing
a recruitment crisis. Prior to the global pandemic in 2020, these
industries were already struggling to hire enough staff, however, in 2021
even fewer workers have returned to these industries; for example, the
restaurant industry is reporting a 20% reduction in staff. A full summary
of the source of this issue is still being determined by economists.

Regardless of the source of the issue, it is critical that today’s employers

keep up with this highly competitive employer field. Additionally, a
large cultural and generational gap has formed, with young
millennial/Generation Z employees having different expectations than
their predecessors. This means bringing their sourcing practices up to
today’s competitive standards.

Instruction is needed to empower and assist employers in adjusting their

sourcing strategies, job descriptions, and application processes to
today’s standards in this competitive market. Employers who do not do
so are already closing their doors. Successful instruction would result in
overall improved practices, which would result in a larger candidate
pool for employers and more satisfied and well-prepared employees.

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Audience Description Primary Audience:
 Recruitment staff of restaurants, retail shops, and other
industries utilizing a primarily entry-level workforce.
Secondary Audience:
 Human Resource Managers.
 Human Resource Directors.
 General Managers.
General Learner Characteristics:
 Ages 25-70.
 College-educated; Bachelor’s or Master’s degrees.
 In-house recruitment experience anywhere from 1 week-40
years.
Entry Characteristics:
 Most are familiar with basic recruitment techniques and
strategies.
 Familiar with their own recruitment needs and available
jobs.

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Major Course Entry-level employers will apply modern-day best practices to
Objectives (Terminal) create job posts for their current entry-level openings.

Entry-level employers will determine which sourcing tools align

with their current needs and identify what an effective post might
include on various sourcing tools. They will apply this knowledge
by creating one post on their preferred sourcing tool.
Entry-level employers will identify application best practices and
effectively apply them to their current application process.
Course Enabling  Employers will distinguish modern-day job posting best
Objectives practices from outdated and noneffective practices.

 Employers will create a new job posting for one of their

current openings utilizing modern best practices.

 Employers will compare and contrast various sourcing tools.

 Employers will identify one or more sourcing tools that they

will use.

 Employers will identify impactful elements of sourcing tools for

at least one platform they chose (hashtags, titles, promoting,
etc).

 Employers will distinguish modern-day application best

practices from outdated or noneffective practices.

 Employers will edit their application processes to better reflect

current standards.

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RLO Enabling Employers will distinguish modern-day application best practices from
Objective outdated or noneffective practices.

Learn: Learners will be taught about modern application best practices and
why each is more effective than its outdated counterpart (if applicable).

Practice: In a series of micro-simulations (if that is acceptable/doable within

this class’s structure!), learners will have the opportunity to act as an
applicant and complete various pieces of an application process. They will
then identify whether this was an outdated or modern practice.

Assess: Leaners will be given a matching test to align elements of an

application under “Modern-Day Best Practice” or “Outdated/Noneffective
Practice”

Learning Assessment There will be multiple touch-points throughout the course in which
for Course employers will be assessed through quizzes and tests, as well as given
feedback on their overall performance. As this is not a for-credit course,
there will be no overall assessment, however, a certificate of completion will
be given for those who successfully complete the course, pass quizzes and
tests, and update their recruitment materials in accordance with the course’s
teaching.

Learning Assessment Leaners will be given a 5-question True/False test to determine whether they
for RLO have absorbed the information given.

Instructional Delivery Delivery will be online only, asynchronous, and video/tutorial-based.

method for Course Documents will still be submitted for review/feedback by an instructor.
(overall)

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Instructional Strategy For the Learning and Assessment portions, a tutorial-style training will be
for RLO used. The Practice portion will be a branching scenario with various
application tactics. Employers are expected to select the appropriate action
or risk a poor outcome!

Learning: To teach learners about modern/effective versus

outdated/noneffective practices, a graphics and text-based tutorial will be
used. Employers will be presented specific do’s and don’ts for their
application process. Additionally, employers will be given a look into the
mindset of a modern-day applicant and encouraged to consider a cost-
benefit analysis of each application element with the applicant’s needs in
mind.

Practice: A branching scenario will be given to employers around various

application elements as they relate to the modern-day best practices
described in the tutorial.

Assess: In a later unit, employers will redesign their application process and
receive feedback. In this unit, the assessment will be a True/False quiz to
determine whether they have understood the basic information.

Media In this RLO, I have selected to use mostly graphic and audio-based tutorials.
Simple graphics may be added to break up the text and help create
associations with concepts. Some graphics will be inserted from real-life
application examples.

508 Accommodations Any on-screen text can be read by audio. Text and background colors will
be sufficiently differentiated to allow for easy reading. Text size can be
increased or decreased on the screen. Navigation will be kept simple.

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Course Structure The course will be divided into 3 units and organized according to the
Description recruitment process. The first unit will be about the text of a job posting.
This unit will cover what a job ad should look like and what information
should and should not be included in this early stage of applicant sourcing,
as well as modern vs. outdated practices. The second unit will be sourcing.
This unit will cover the options for applicant sourcing and job ad posting,
which will have a specific focus on online sourcing. The final unit will cover
application processes. This unit will cover applications, including outdated
and modern application processes and best practices. This will be the unit
containing the RLO.

Seat Time of Course Asynchronous

Seat Time of RLO 30 minutes

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 I. Welcome Page
RLO Outline
II. After this unit, employers can identify various application purposes and will note their own application
purpose.

What purpose does your application serve?

 Why are applications important for you, the employer?
 Beyond information gathering to determine a candidate’s qualifications, what other purposes
do some applications serve?
III. After this unit, employers can visualize the balancing act between the candidates’ needs and their own
needs, and describe why using modern techniques is important.
The Application Balancing Act
 What are job candidates’ needs?
 What are my needs?
 What outside forces might tip the scale?
 How might modern techniques influence this balance?
IV. After this unit, employers can describe application techniques which reduce the need to gather
information and reduce the time it takes applicants to apply and list examples.

Modern Day Vs. Outdated Practices: Information Gathering

• Reduce information needed. (application comparison photos 1)
• Ask direct questions around your must-haves. (application comparison photos 2)
• No doubling resume information.
V. After this unit, employers describe application techniques which reduce superfluous application
purposes, reduce application time, and list examples.

Modern Day Vs. Outdated Practices: Additional application purposes.

 See graph in PPT.

VI. After this unit, employers can describe application techniques that simplify the application process
and list examples.

Modern Day Vs. Outdated Practices: Simplifying the application process.

• Have an online application that is updated regularly.

• Keep your application in one format.
• Add clear application instructions
• Add information about expected next steps.

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RLO Flowchart See end of document.

Screens/Pages in RLO 9

Knowledge Checks or 1 Dichotomous (T/F, Y/N, etc.)

Other Assessments or
Practices for RLO

Rollovers/click events 10, plus a branching scenario.

RLO Navigation Each page should have a ‘back’ button to return to either the welcome screen
or main learning page. Each unit should have a menu off to the side so
learners can skip forward or go back to each major point in the learning
section, or to the simulation or quiz.

Screen Layouts for See PPT.

RLO

Development Tools Storyboard, Adobe Illustrator to design scale element.

for RLO

Ownership I will develop and supply the course on my personal company website,
Beam Hiring Services. This will be exclusively owned by me. A course fee
of $75 will be charged to access the course.

Development Time of 30 days

RLO

Support requirements SME’s and updated resources required.

for RLO and course

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Project Please sign below indicating agreement with the proposed course plan and
Sign-off [optional] approving start-up of the storyboard and development phases.

Instructional Designer Date

Project Manager/Sponsor Date

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