Reference no: EM131697986

RECRUITMENT REPORT

Imagine you are an HR consultant working with a client, OR you could be a line manager who is frustrated by past recruitment and selection failures in your organisation. Your task is to develop a recruitment plan that demonstrates your understanding of strategic recruitment and selection issues within a business context. This task is not to recruit for a particular vacancy that currently exists, but rather you are to develop a start-to-finish plan for the recruitment and selection process that you recommend be implemented.

The position needs to be a low volume or specialised role or position, of high value to the organisation, with few qualified potential applicants (although there may be a large number of applicants who are not qualified). The three roles from which you must select one are:

• Data analyst/scientist OR 
• HR director OR
• Commercial lawyer. 

Each of the above roles have a large variation in reality, so you need to envisage exactly what you want from THIS data scientist, HR director or senior lawyer. You are to invent a fictitious organisation and describe the specific role in that organisation. You may base your creation on something you have experienced, read or heard about. Your recruitment plan is to include:

1. Context: Description of your fictitious organisation and the business unit in which your role resides. Who is the manager and what level of insight does the manager have in the role? What is the frequency of vacancies for these roles? How long would an appointed person be generally expected to stay? What is the likely turnover for this role? (Approx. 100 words, not assessed)

2. Job description: A job description that results from your job analysis. This needs to be tailored to your organisation, not simply copied from the internet. (Provide as Attachment #1. Word count required.)

3. Selection Criteria: Analyse your job description and select six to eight key or essential criteria that you will use to make your selection decisions for the role. Then add another two to four desirable criteria in case you have more applicants than anticipated and need to make further discrimination between good applicants.

4. Recruitment strategy and advertising/recruitment plan and budget: The recruitment strategy for the organisation. What is the overall recruitment strategy for this organisation? How many applicants do you expect to have for each vacancy for this role?  Where will you advertise or otherwise promote the role? For how long? What other forms of recruitment might you use? Include an estimate of itemised costs (Up to 300 words.)

5. Draft Recruitment Advertisement: Write a draft of the advertisement that will be used to attract applicants. (Approx. 150 words)

6. A decision-making selection matrix: Insert the essential and desired selection criteria into the selection matrix then determine the assessment method/s you will use for each. Write the assessment method in the selection matrix. Briefly describe each assessment. (Use Selection Decision Making Template provided as Attachment #2.)

7. Decision making strategy and criteria: What selection process will you use? Multiple regression, multiple cutoffs, multiple hurdles or some combination? Why? (Up to 100 words.) Describe the decision making criteria and your method of deciding who will be first offered this role, who and how a second offer will be made if the first offer is declined, and so on. What is your plan if no candidates meet your criteria? (Up to 100 words.)

8. Psychometric assessment: Include at least one psychometric assessment in your selection matrix. Provide the following detail on the psychometric assessment/s you have chosen: Price/cost, timing, administration method you recommend, source and (if appropriate for your role) the minimum acceptable (cutoff) level. Include a justification for this recommendation. (Up to 200 words)

9. Interview plan: Who will conduct what interview/s? Provide three to five interview questions for the interviewers that will help them to discriminate between candidates. Provide sample responses with scoring key for two of those interview questions. (Word count as required.)

10. Reference check plan: What is your plan for reference checking? Who will conduct the reference check? At what stage in the selection process will a reference check be conducted? How will the check be conducted? What aspects will be checked? What will be asked and/or recorded? Please supply a template for the reference checker. (Provide as Attachment #3. Word count as required.)