Reference no: EM133636830

Case Scenario

For this assessment, assume you are an HR professional working as an HR business partner for one of the most prestigious nonprofit scientific research centers in the United States. The center is large enough to have its own office of general counsel. Recently, one of the assistant general counsels departed for a job at the White House. The general counsel wants the finest and most talented attorney candidates who are practicing in the field of research in a nonprofit setting. You have announced the open position and have had 807 applicants. You chose a group of 12 candidates, all of whom were turned down by the supervisor (hiring manager). The general counsel's office demanded to see all applicant resumes, and your HR director agreed. After they reviewed all the resumes, they said none were good enough. However, they provided no additional information to you about their preferred applicant qualifications.

While you are the HR business partner to the general counsel, you have many other organizational clients, each with their own needs and expectations, and therefore a limited amount of time to give to this particular client. Given that you have failed to select appropriate candidates, you consider spending some money from your very tight budget to hire a recruiting firm, but that is not a guarantee of success. You are considering the following three options: 1) recommending to the hiring manager that she reconsider the 12 candidates you selected, 2) asking her to allow you to re-announce, possibly with some changes to the position vacancy announcement, or 3) going to the outside (expensive) recruiting firm in spite of your budget constraints. The option you recommend should offer the greatest return to the organization and its employees.

Develop a plan that states your recommended course of action. Along with your recommendation, include the following:

Analyze how your proposed HR solution to an HR challenge contributes to organizational goals and strategies.
Weigh the barriers the business partner will face with each of the three options.
Include the internal implications, if any, to reconsider the 12 candidates and how that could be done.
Consider the passage of time against the need for another attorney in the office as well as the impact of cost if you choose to go to an external organization.
Describe key factors you considered in the formulation of a proposed HR solution.
Include the ethical considerations for recruiting and hiring in this scenario.
Integrate material from your references that offer a theory-based relationship to inform ethical considerations.
Explain the role of the HR practitioner in advancing a proposed HR solution.
Briefly explain your role to influence the eventual outcome. Consider aspects of leadership, negotiation, and consultation.
Discuss the application of any SHRM behavioral competencies to the process of solving an HR challenge.
Which competencies are most directly applicable to a successful resolution of this challenge and why?