Sample HR Management Essay Paper on Recruitment Strategy – Assignment Help

Part A: Recruitment Strategy

Quarterly Activities

Jan- Mar (Budget $500)

The recruitment team surveys the compensation department to determine:

• Whether the department needs assistance in the form of a recruit.
• Need for new practices in the department.
• Mail practicing compensations analysts (initial letters had been sent in February)
• Compile data for all activities undertaken in the department since January.
• Prepare staff evaluation to ascertain need.
• Establish funding and budget from finance to ascertain whether recruitment is sustainable.
• Arrange opportunity descriptions.
• Revise printed documentation to support the entire process.
• Identify available options regarding personnel then contact the board of directors for approval.

Apr-Jun (Budget $500)

• Begin preparations on what to except during the recruitment process.
• Establish recruitment priorities.
• Send final letters to compensation analysts association.
• Semi-week recruitment team meeting.

Jul-Sep (Budget $500)

• Registering search with other placement agencies.
• Contact other well-established compensation analysts in the industry.
• Inform management on the searches.
• Contact specialists associations to obtain information on meetings, publications, and placement services. 
• Identification of recruitment conventions and opportunity fairs.
• Request current employees to publicize opportunities.
• Post employing opportunities with compensation analysts associations
• Obtain computer-generated list from the department of education for those who have graduated.  
• Prepare journals advertisement targeting practicing compensation analysts.

Oct-Dec (Budget $1700)

• Select search committee
• Post position and implement recruitment plan
• Review applicants and develop a shortlist
• Conduct interviews
• Select hire
• Finalize recruitment

Internal Job Posting

Job Title:                                Compensation Analyst

Department:                            Human Resource

Posting Date:                          20^th March 18, 2018

Posting Expiry Date:             20^th December 2018

Purpose:                                  Recruitment of a compensation analyst

Essential Duties and Responsibilities

• Designs, implements, administer, and communicate compensation strategy, programs, pay for performance, and processes.
• Conducts job analyses, evaluates, and proposes creative solutions to everyday compensation-related issues for the organization.
• Conducts market research in support of the pay authorization proposal preparation.
• Ensures that the organization’s pay structure is in line with the national, regional, and local laws and regulations on employee compensation.
• Identifies appropriate market data and trends on executive compensation and offer recommendations on the same.

Competencies

• Analytical, decision-making, and problem-solving skills.
• Knowledge of compensation program design and practices.
• Ability to interpret data.
• Better Communication Skills.
• Basic Computer Knowledge.

Education and/or Experience

To be in a better position to carry out his/her duties and responsibilities effectively, a Compensation Analyst must meet some required minimum academic qualifications. Post-Secondary education is necessary for this post with a minimum of a college diploma in human resource or any other related field such as business administration. However, candidates with a university degree in the same area will be given priority. Noteworthy, candidates with professional/executive development in human resources are also invited to apply.

Job Advertisement for Newspapers (Budget $ 300)

Online Recruiting

The company may also decide to advertise for the position and recruit through online platforms. Most of the target populations are fresh graduates and tech-savvy individuals. Hence, newspapers may not be ideal to reach them. Human resource professionals contend that placing job advertisements online is more effective and economic compared to print media (Landers and Schmidt 14). There are myriad online platforms that the company can use, and include;

• www.Monster.com
•  www.CareerBuilder.com
• www.Jobs.net
• www.Hotjobs.yahoo.com

Part B: Selection

Shortlist Criteria

The recruitment process requires essential and desirable criteria to ascertain whether a candidate meets the minimum requirement for the post. To make it easy for the candidate, the essential details about the shortlisting criteria should be captured in the job description. Experts assert that recruitment team must develop the right criteria that balance the standards of the ideal candidate for the position (Elearn 43). In this position, the shortlist criteria will be based on the qualities and traits of the best-performing person currently occupying the position. The selection criteria should not discriminate any individual as established by laws governing operations.

The shortlist criteria include aspects already discussed under job descriptions and encompasses;

• Education
• Work experience
• Skills and knowledge
• Personality traits
• Competencies

Methods of Assessing Candidates

First, to effectively assess a candidate, recruiters must be asked what changes a person is likely to effect in the organization. Interviews are meant to give the candidate the opportunities to open up on their backgrounds, what they believe in, and the value they are likely to add to the organization. Second, assessment can also be achieved through the use of well-prepared interview checklists. This checklist will highlight on all aspects the recruitment team deems important for the position. Third, recruitment team should prompt a candidate to provide an opinion on something that painted the organization in a bad light in the recent past. It gives the panel an opportunity to find out how the candidate would have responded in the same situation. Fourth, it is important to observe the general conduct and behavior of an ideal candidate outside the interview room. It will indicate whether the candidate will positively impact on the business activities. Fifth, the team should ask the candidate specific critical thinking questions to ascertain how the candidate will respond to challenging situations in future.

Competency Areas and Interview Questions

The competency areas to cover during the interview include;

• Analytical, decision-making, and problem-solving skills.
• Knowledge of compensation program design and practices.
• Ability to interpret data.
• Better Communication Skills.
• Basic Computer Knowledge

The interview questions would include;

• How will you prove yourself as an effective team player?
• What experience do you have in this compensation field?
• How will you ensure confidentiality of employees’ data?
• What is your primary objective for the position?
• What is your greatest weakness?
• What challenges are you looking for in this position?
• What do you know about us?
• How will you uphold industry based standard when serving in the position?
• What are your long-term career goals?
• You will be required to publish job descriptions. What is your writing experience?

Purpose of Reference Checking

The purpose of reference checking is to ask former employers details of an ideal candidate, specifically on the quality of work and ethics. Experts affirm that it is a way of determining whether a candidate will be able to perform duties and responsibilities matching the position under consideration (Bhattacharyya 23). The questions that referees need to answer include;

How well are you conversant with the candidate?

What makes the candidate ideal for the position of compensation analyst?

Can you verify the candidate’s employment history, title, and responsibilities?

Can you re-hire the individual, given the opportunity? 

Works Cited

Bhattacharyya, Dipak K. Human Resource Planning. New Delhi: Excel Books, 2006.

Elearn Limited. Recruitment and Selection. Amsterdam: Elsevier/Pergamon, 2009.

Landers, Richard N, and Schmidt Gordon. Social Media in Employee Selection and

            Recruitment: Theory, Practice, and Current Challenges. 2016.