Reference no: EM133505648

This scenario takes place in a national pharmaceutical company. It is heavily research-based and revenue-driven. The mission of the company is to ensure that human health is supported and developed through ethically based pharmaceutical options developed in an environment of excellence, customer service support, and the highest of quality standards.

Human Resources Professional (HRP) Perspective:

You have been given a mandate to hire six new research developers who need to be in place and working within the next four months. As these positions need to be filled as quickly as possible, you want to develop an effective and efficient pre-screening tool that will help separate qualified and eligible candidates from those that do not meet qualification requirements. Further, you are committed to making sure that the mission of the company guides your activities and goals at all times.

Head of Research and Development (HRD) Perspective:

You have been given a mandate to hire six new research developers, and from your perspective, they need to be in place and working immediately! You know that the best way to seek out excellent candidates is to make sure that you have an opportunity to read each resumé that comes in so that you can identify who the best candidates are. If HR is going to be involved at all, you think that they should be doing a full Google search on the candidate names you select to go forward. The HRP could be useful in weeding out the candidates that are obviously unacceptable based on what he/she finds out about each candidate through the Internet searches.

Scenario:

The HRP is meeting with the Head of Research and Development to discuss how best to proceed to plan the hire of six new research developers. The HRP understands the HRD's past recruitment practices and know they do not always follow the guides of the company. The HRD wants to leave the meeting with confidence that the recruitment process will be done as quickly as possible.

Discussion Question:

Consider the perspective of both the HRP and HRD and provide alternative pre-screening methods that can be undertaken to assess the research developer candidates in a legally acceptable fashion. Include why you have selected these methods and ways to put the RM at ease by finding compromise and respecting their timelines.