Please follow the question intrusion to answer the question correctly.

EXERCISE 2: Labor Market Assessment and Recruiting Plan for HR Generalist Vacancy This exercise will begin the process of hiring an HR Generalist, who will help you with the rest of the hiring Ivory Melodies will need to do this year (i.e., the hires you calculated in the previous exercise). The first step in hiring for any vacancy is assessing the labor market (e.g., where are you likely to find qualified applicants for your job?). The second step is deciding how you will entice qualified people to apply for your job. Assess the Labor Market. A labor market assessment will help you determine the geographic area you will need to cover in your recruiting efforts for this job. To begin with, how many HR Generalists are there locally? Regionally? Nationally? What is the geographic area from which you think it is appropriate to recruit for this position (e.g., Duluth, regionally, nationally)? If you believe you need to recruit from an area larger than Duluth, please be specific about the geographic territory that you think should be included in this recruiting effort and identify how many qualified HR Generalists are in this larger territory. Also, how much do you think you will need to pay someone to do this job? (This is not a necessary piece of information for the recruiting efforts, but will be necessary later in the hiring process and will have an impact on company budgets going forward, so knowing this ahead of time is crucial.) Use government labor statistics to do this assessment. Create a table that summarizes data about the supply of qualified labor for the HR Generalist job. (BLS Occupational Employment Statistics is a good source for this information.) Develop a recruiting plan. What recruiting sources will you use to alert potential applicants that IM is hiring for this job? Why are you using these sources? What is the cost to recruit in these sources? Be as specific as you can in identifying actual, existing sources in your geographic recruiting region and the costs to advertise in them. Write recruiting messages. Create three separate recruiting ads for the HR Generalist job: a branded ad, a realistic job preview ad, and a targeted ad. For the targeted ad, be sure to identify for me the group of potential applicants who you are targeting. Creativity is key for these ads. Recruiting ads that get people's attention in a positive manner are more likely to entice people to apply for your vacancy. (Use the job description provided in Appendix A.)