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BUAD 246: RECRUITMENT AND SELECTION

Assignment Section 1 and 2: The Recruitment And Selection Process From Start To Finish – Attracting And Selecting The Best Person For A Job Position Within An Organization.

© Developed by Cathy Fitzgerald, M.A., CCC, C.H.R.P.; adapted by Margo E. McMahan, PsyD, MBA

Updated 2015

You are to develop a plan for recruiting and selecting a candidate for a job vacancy within an organization of your choice. You have been hired as a Human Resource Management Consultant to assist the organization hire the best person for a vacant job position. In order to develop a comprehensive recruitment and selection plan, you will need to conduct secondary research to gather organizational and job position information.

Upload and submit your assignment, Section 1 and 2, through the Moodle Assignment Drop Box to your instructor for grading and feedback. You can click on the Using the Assignment Drop Box Icon for directions. Reviewing the following Figures in your text will help you get started:

● Figure 1.1- Example of a Human Resources System, text page 4

● Figure 6.1- Recruitment as Part of The HR Planning Process, text page 232

● Figure 6.2 - R&S Recruitment Action Plan, text page 240

● R&S Notebook 6.2-Elements of a Recruitment and Staffing Action Plan, text page 240

ASSIGNMENT SECTION 2 – Staffing (PARTS: VIII-XV)

Your final job description from Section 1 must be included with the submission of this Section 2. Each answer should show an appreciation for the characteristics of your chosen organization and your job description and the essential components of both organizational and human resource strategic planning. Answers should ideally reference your job description and show how recruitment and selection practices are carried out within the context of an organizational system as well as the external environment. Answers should also show a solid scientific (i.e. reliable and valid) and legal foundation. Internet research on current practices must include proper referencing (refer to the OC library-APA Citation Style and support your answers). (10 points)

PART VIII: Constraints

Describe any recruitment constraints on your organizations recruitment process. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style.

PART IX: Attracting Job Applicants

Develop a plan for attracting a targeted pool of qualified candidate(s) for your job vacancy/ job description. In order to develop a recruitment strategy you will require both organizational information (organizational analysis) and job facts (job analysis/job description) from Assignment Section #1. You may also want to refer to the questions Recruitment Action Plan, text page 234, as a refresher.

Based on the organizations business plan, organizational analysis and job analysis, what specific information and materials will you present to candidates. What specific steps will you take to attract job applicants? Refer to your text and PowerPoint slides for the first part of Chapter 6. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points)

PART X: Recruitment Methods

Once the applicant target pool has been identified and located, you will need to choose the most appropriate recruitment methods for reaching all members of internal and external applicant pools. Describe the specific methods you will use and their overall effectiveness for your job position. Describe the advantages and disadvantages of your chosen methods. Table 6.1: Comparison of Internal and External methods (page 254) gives an overview of the advantages and disadvantages of the various methods. Why would you choose/use these methods? What are the costs? Describe the steps you will take if you are unable to recruit sufficient employees for the job. Refer to your text and PowerPoint slides for the second part of Chapter 6. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (10 points)

PART XI: Job Advertisement

Write a job advertisement for your job position demonstrating AIDA principles and the necessary innovative advertising techniques required to acquire a good applicant pool for your organization. Describe how the advertisement will be used. (i.e. newspaper, social media, websites, magazines, professional association newsletters/emails, radio/television, internal posting etc) . Discuss the advantages and how you will deal with the disadvantages of your advertising media choice. Refer to your text and PowerPoint slides for Chapter 6. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points)

PART XII: Development of Selection Criteria Plan

You require good information about an applicant in order to make a good hiring decision. A selection criteria plan describes which predictor(s) will be used to assess the KSAOs required to perform a job and required to ensure a good person-organizational fit.

Translate the results of your job analysis or job description that describe the competencies and KSAOs required to do the job into the actual predictors to be used for selection. Consider assessing key competencies and KSAOs by using assessment tools that measure current behaviours in a simulated situation (i.e. job knowledge interview questions, case study/incidents, question and answer, job/workplace walk through, computer based assessment, role-play, demonstration of skill, oral presentations, written presentation, graphic representation) which require an applicant to demonstrate their competencies in a simulated situation. Other screening assessments can include resumes, cover letters, application forms, licenses/certification/professional designations, tests (i.e. performance, work samples and job knowledge), performance reviews and reference checks. Ensure you consider the minimum qualifications (knowledge, skills, abilities, experiences and other attributes) that you would be inclined to screen for, how would you do the screening, and provide a rationale for each. Refer to your text and PowerPoint slides for Chapter 7. Ensure you describe any selection tests you would use as part of your hiring process. Describe your rationale for using these test(s). Evaluate your test(s) against the criteria listed in Chapter 8. Describe the reliability and validity of your chosen tests. Refer to your text and PowerPoint slides for Chapter 8.

Develop a selection criteria plan using a table; listing the competencies and KSAOs in the left-hand column (this list comes directly from the job analysis or job description). You will want to note ‘acquired on job’ if the applicant will learn it on the job and other information in the comment column. Explain why you would use these methods including an explanation of costs and benefits. Discuss your methods, approaches and reasons why your selection plan would help ensure you hire the best applicant. Sharing your selection plan (similarities and differences) with a manger/HRM in the same industry with similar job positions would be a valuable exercise (suggested, but not required for this assignment). A sample selection plan for an administrative assistant is provided below. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points)

PART XIII: Reference Checks

Describe your approach to reference checks, ensuring you follow the current privacy legislation. Develop a set of questions (2 - 4) that would be useful in your background reference checks on applicants for your position and explain their use. Refer to your text and PowerPoint slides for Chapter 7. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (10 points)

PART XIV: Creating Situational And Behavioural Description Interview Questions, Rating Scales And Scoring Guide For A Position At Your Organization.

Design four to five effective behaviour based interview questions, rating scales and scoring guide for your job position. Refer to your text and PowerPoint slides for Chapter 9. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points)

Step I Determine and weight the essential competencies and KSAOs to be assessed through the interview process for your job position.

Plot, on the wheel below, the major competency and/or KSAOs required in the job you are hiring for. You will want to refer to the job description for this position. Proportion the wheel based on how important each skill area is (i.e. reception and building client relations 30%, organization and initiative 20%) Step II Develop a Behavioral Rating Scale

Select and define one of the essential competencies. Think about an actual challenging, real-life situation (critical incident) that happened in this job in which the competency (or the presence or lack of it) would be important to job performance and either superior or ineffective behaviour was exhibited. Use the background situation or problem, action and results produced to write a behavioural indicator. Write 2-4 behaviour indicators. Develop a behaviour indicator rating scale by ideally describing (defining) the high performing and ineffective job related behaviours (performance standards) for each behaviour indicator and anchoring theses behaviours to a three or five level rating scale. The scale should include a range from a low, poor, unacceptable, does not exhibit (0) to high, superior, excellent, always exhibits (5).

Repeat this step for all the other essential competencies and KSAOs described in Step I

Behaviour Indicator Rating Scale

Step III Write Behavioural Interview Questions

Refer to your selection criteria plan. Decide whether to use a situational or behaviour description interview question. Convert the competency and behaviour indicators you have chosen to interview for into interview questions.

Situational Question

Write a question that describes a related hypothetical scenario based on this situation and follows with a “what if” or “what would you do” question or develop a specific question based on a realistic job situation that calls for a definite and specific response. Caution needs to be taken to develop questions that lend themselves to various options so that answers are easily apparent.

Behaviour Description Question

Formulate a question that asks the applicant to provide some factual information about past behaviour that involves this type of situation or problem (various situations that have the underlying behaviour ranging from paid and volunteer work to school and community activities). This question sets the context and the stage for subsequent probing questions.  Create open ended questions that use adjectives like: best, worst, hardest, easiest, most, least that can help applicants remember and articulate a specific circumstance and focus their attention on specific, concrete examples, providing complete information on past behaviours. Create probing questions that explore the level of depth and understanding about the applicant’s experience and the related competencies and KSAOs. Using word such as  when, what, why, how, which, consider, think, describe, detail, feel, reflect will help explore the actions taken specifically by the applicant, what lead to the actions, the results of the actions taken and what was learned from the experience.

Repeat this step for all the other essential competencies and KSAOs described in Step I with the behavioural indicators in Step II.

Step IV Develop an Interview Scoring Guide

Develop an interview scoring guide with columns listing the competencies/KSAOs and behaviour indicators, their weights, interviewee ratings, interviewees total scores, and comments. The interview questions and the three or five level behavioural indicator rating scale can be included in the columns or attached for easy reference. The best and most representative critical incidents are likely scoring guide answers (bench mark responses) to be looking for during the situational interview. The scoring guide answers for the behaviour based interview may need to be reworded to make them more applicable to various life situations and ensure the anchors are behavioural dimensions rather than the actual critical incidents. Scores are assigned so that they represent your behavioural indicator rating scale (i.e. 1 represents a poor answer and 5 a good answer).

Behaviour-Based Interview Scoring Guide

PART XV: Evaluating Recruitment Methods

Describe how you will evaluate the effectiveness of your human resource planning, recruitment, selection and retention processes. Describe the method of measurement you would use to evaluate the contribution of your human resource planning, recruitment and selection processes to your organization. (i.e. financial measures and measures of managerial perceptions)

Internet research will provide you with information on current successful practices. Describe the criteria you would used to evaluate your recruiting and selection methods/processes. What questions would you ask to evaluate your recruitment and selection processes? (Reviewing your completed assignment parts I and II will provide a guide to important areas of evaluation). Identify the challenges in measuring the effectiveness of your human resource planning, recruitment and selection process. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (10 points)