Job analysis identifies the duties and human requirements for each of the company’s jobs. The next step is to decide how many of these jobs you need to fill and to recruit and select employees for them. The best way to envision recruitment and selection is a series of hurdles.
(1) Decide what positions to fill, through job analysis, personnel planning, and forecasting.
(2) Build a pool of candidates by recruiting internal or external candidates.
(3) Have candidates complete application forms and perhaps undergo initial screening interviews.
(4) Use selection tools like tests, interviews, background investigations, and physical exams to identify viable candidates.
(5) Decide to whom to make an offer.
(6) Orient, train, and develop employees to provide them with the competencies they need to do their jobs.
(7) Appraise employees to assess how they’re doing.
(8) Reward and compensate employees to maintain their motivation. (Dessler, 2017)
This assignment gives you the opportunity to walk through several of these steps so that you may better comprehend the actual recruitment and selection process. All the while, you are aiming to select the best candidate for the job.
(1) Comprehensive Recruitment Plan Presentation. The board of directors of a local organization has asked you, as an HR specialist, to develop a comprehensive recruitment plan for a key position at that organization. The completed project will be presented to the board of directors by means of a PowerPoint presentation. The presentation should include evidence of thorough research and a well thought out plan that provides answers for all of the following:
(a) Identify Vacant Position. Identify a particular key position at a specific organization. Where does the position fit within the organizational chart? What is the reason for this position’s vacancy (e.g., a new position, vacated position, growth)?
(b) Environmental Factors. What environmental factors – internal and external – could impact the recruitment, selection, and retention of this position? How can you set your organization apart from others in the marketplace, thus attracting the best candidates? How will you build a pool of quality candidates?
(c) Targeted Candidates. What type(s) of candidates are you targeting and why?
(d) Job Description. Create a one-page job description for this position using the Sample Job Description Template.
(e) Advertising Open Position. Where/how will you advertise your vacancy? What will your job advertisement(s) look like and why? Include a copy or copies of the job advertisement.
(f) Selection Process and Background Check. What type(s) of the selection process(es) will you utilize and why? What would an ideal candidate’s resume/application contain? Will you do a background investigation on applicants to minimize concerns about negligent hiring? If so, what type(s)? If not, why not?
(g) Pre-Employment Testing. Will you administer any pre-employment testing, and if so, why? If not, why not?
(h) Interview Questions. What types of questions will you ask to pinpoint the best candidate for the job? Identify at least 10 of those questions (at least 2 from each category: situational (future orientation), behavioral (past orientation), job knowledge (e.g., walk-through), background (experience)).
(i) Employee Orientation. What will comprise an effective new employee orientation for this position? What items will be in their orientation packet?
(j) Training and Development. What ongoing HR development approaches would you recommend be put in place for this position?
(k) Performance Management. What method(s) of performance appraisal would you recommend (e.g., rank comparison)? How often? By whom?
(l) Compensation. What type of compensation system (e.g., pay-for-performance) will be utilized and why? What will be the starting salary? Explain the basis for the salary choice.
(m) Benefits. What types of benefits will you offer to potential candidates and why?
**It is recommended you use the above-bolded sections a. – m. as headings for the corresponding slides or slide sections in your final PowerPoint presentation.
(2) Comprehensive Recruitment Plan PowerPoint Presentation: Create a 10-15-slide PowerPoint presentation covering all items in the recruitment plan, as detailed above. In addition, provide a title slide and references slide(s) (not included in the total count). Remember your audience, this is a professional presentation that will be given to the board of directors. Also, be sure to address all questions in accordance with the six C’s: clear, concise, complete, correct, correlated to your learning, and creative. In order to provide enough detailed information regarding the content of the presentation, you may include some of the details in the presentation notes for the slides. The presentation notes should be single-spaced but otherwise follow APA (e.g., proper citations) and mechanics guidelines (e.g., correct sentence structure, spelling, grammar, punctuation, and word choice with variances).
(3) Comprehensive Recruitment Plan Presentation submission schedule:
(a) WS1 – Complete and submit steps a. – c. by the end of the workshop.
(b) WS2 – Complete and submit steps d. – f. by the end of the workshop.
(c) WS3 – Complete and submit steps g. – i. by the end of the workshop.
(d) WS4 – Complete and submit steps j. – m. by the end of the workshop.
(e) WS5 – Based upon your research and analysis :
**Create a 10-15-slide PowerPoint presentation and edit thoroughly, with the inclusion of a title slide and reference slide (not included in slide count).
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