Part A: Recruitment Strategy
Jan- Mar (Budget $500)
The recruitment team surveys the compensation department to determine:
Apr-Jun (Budget $500)
Jul-Sep (Budget $500)
Oct-Dec (Budget $1700)
Internal Job Posting
Job Title: Compensation Analyst
Department: Human Resource
Posting Date: 20th March 18, 2018
Posting Expiry Date: 20th December 2018
Purpose: Recruitment of a compensation analyst
Essential Duties and Responsibilities
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)
|Compensation Analyst Company Package: competitive A well-established company is looking for a service-oriented Compensation Analyst. The successful person will utilize great project management and organizational skills. Duties and responsibilities include: 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. Interested person should send their detailed CV to…….. Contact person is…………………………………………
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;
Part B: Selection
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;
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;
The interview questions would include;
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?
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.
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