Recruitment Process: Senior Communications Advisor - Assignment Example

Recruitment Process: Senior Communications Advisor Section Develop Job Task Analysis, Job and Job Specifications A. Job Task Analysis Task analysis is defined as a systematic identification of the following items, which is necessary to perform any job (Brown, 44). This includes specific skills, conditions, knowledge tools and requirements. I therefore used instructional designs to provide formal job descriptions. The job descriptions will be written after the completion of a job analysis, which is defined at the specific tasks and duties of the position. I as well designed job in essence which was translated on the requirements of the job as noted in the job analysis and job description documents, into training materials and then to train employees to successfully perform the job. I choose Senior Communications Advisor (SCA). In the case of this Job Task Analysis, task analysis will differ in complexity and scope, where I will accurately document on a simple set of tasks by interviewing current employees. I will perform tasks to meet standards. From the information, I will gather sessions to identify the components of a complex job and position that will be undergoing change. Regardless of the level of complexity, task analysis I will identify the major or critical output of the job. This helps me to identify the major tasks and grouping. After that, I will break down the major task into subtasks. I will complete the task breakdown, when I will achieve the goal or results of task by completing all the steps of the subtask. I will as well determine the type of all tasks and subtasks. Job Task Analysis Job Steps Importance Narrative (Consider the implications of the Job task) Importance Ranking 1-Important 2-Very important 3-Critical Derive Satisfaction and the need for the work Risk resolution metrics Post-shot Assess the importance of communication inside the organization. Examine the implications of communication inside and outside the organization Determine the public relations of that the department generates Examine ethical factors that impact on the choice of communications strategy Deliberate Explain the communications strategy Determine the communications tools Ability to incorporate leadership skills Action in responding to different management challenges Ability to direct manage rather than micro manage other departments Explain the impact of public relations Explain the teams eligibility in communication Assess the impact of communication Determine whether the choice of communication is responsive Write a minimum of 25 job duties/tasks Work closely with top executive in formulating the business strategy. As such, the Senior Communications advisor will assert the importance of the public relations department to the organization. Work closely with the Human Resource Department. As such, the goal will be to ensure that the department has the appropriate and visionary staff. Work closely with key departments such marketing to formulate strategies of approaching and retaining clients through communication Work closely with the media department, to ensure that the messages conveyed to the public are coherent to the objectives of the organization. Message can be embedded in the brands of the product. Work with the Research and Development Department to orient the best messages for a resounding communications strategy. Convey with the financing department to ensure that reports and financial statements are coherent before being presented to stakeholders Share with I.T department on schemes of increasing communication strategy. For example, the SCA will work with organization’s Enterprise Resource Planner (ERP), company’s website and social media platforms. Likewise, the SCA will share with the inventory department to orient strategies of increasing the right communications materials. Similarly, the SCA will convey with the purchasing department to ensure that the right items for communication are procured. This will further affect other departments such as I.T and marketing. For instance, in the process of buying campaign materials, the SCA will advise on the right colors for the same The SCA is further obliged to communicate with the company insurers. The SCA will request a periodical update on the current policies as well as, the performance of the insurance accounts. Likewise, the SCA will work alongside the R&D and the operations department to determine on the best production strategy. This will require communications on the right goods or services to be produced, as well as, how to do so. Equally important, the SCA will communicate with all departments to ensure that their staff understands the company objectives as well as, why the company exists in the first place. The SCA will also work-out with customer service, for that reason, the SCA will deliberate the customer service to ensure that calls are properly processed in the communications department. This will be seconded by the need to ensure that communications department understands the consequences of right communications strategy. Besides, the SCA will use the ERP system to periodically with other stakeholders on the commitment of the organization towards achieving positive results for the company. Similarly, the SCA will use the outside media to reach out to the media, most especially other stakeholders towards achieving the right goals for the organization. The SCA will as well communicate with the legal department to have a background information on the company legal status. The purpose is to ensure that SCA can respond to briefings of the same. As well, the SCA oversees activities in the operations department regularly giving updates to the executive council. The SCA advises the marketing and public relations department on the right strategy of action. The SCA acts as the chief organization spokesman, if the organization is affected by external media attacks The SCA edits all information going to the public The SCA edits all financial statements and other legal documents The SCA edits communications strategies, this include advertisements and the media listings The SCA monitors whether the organization is on truck with the company mission, vision statements. The SCA helps in defining objectives and goals of the organization. The SCA as well works closely with shadow private affairs department, where employee problems are well deliberated. B. Job Description As well, the Senior Communications Advisor will be mandated to work along with the leadership and communication department to examine, assess and evaluate the nature and coherence of existing communication capacity. In this case, the communications department will be mandated to orient goals and measurable outcomes for the division. The objective will be to consult with internal and external stakeholders to identify needs, discern objectives, and consult with the relevant partners. The SCA will be required to maintain collaborative relationships with the Office of News and Communication to ensure that the right goals are achieved with time. The department will be required to work with the colleagues in the development, assessment and delivery of key institutional message. Likewise, the SCA will as implement the division-branding concept and design standards, as well as, update as needed. This will be branded and designed standards to department publications, website and other outreach materials. Similarly, the department will oversee the major publications and departments and ensure that that alignment with institutional messages. As well, the SCA will be obliged to create and support the impact team. In this case, the impact team will ensure that the communication strategy is achieved in the most reliable strategy of communication. Additionally, the SCA will be mandated to create a 3-year communication strategy, which will operate inside the 10 year visionary agenda for the company. The communication department will as well generate the appropriate skills and capacities to deliver the right communications strategy. The department will also work closely with the PCI, the impact team, and other partners to ensure that communications programs are principally achieved. Moreover, the SCA will be mandated to manage relationships with the partners and stakeholders involved in the PCI media impact team, this is alongside the senior level staff members. Furthermore, the SCA will prepare to be assigned task from time to time. C. Develop the Job Specifications . From the template provided, the prospective candidate is required to have a proactive communications engagement with at-least 2 years involvement in organization public relations department. The individual should have a bachelors degree in Communication Management and Master Degree Public relations The Individual should have at-least a diploma in information technology. The individual should have 5 years working experience in communications, especially in project management. The individual should experience using and organizing media relations that is web/ mobile/ social media/ events and print. The individual should be capable of engaging with communities and being habitual in organizing community-outreaching activities. The individual should have good writing, communications skills, as well as editing. This are proficient in word, excel, PowerPoint, email, internet usage and design programs. The individual should have strong team environments, with proactive understanding of diversity and cultures. Section 2: Develop recruitment, selection and hiring processes and tools. The status of the hiring system documentation is the legal consideration. This is properly documented to the development of the hiring system, which is critical to ensuring legal defensibility. The specific guidelines that are warranted include developing hiring tools for the interview and test. Documentation in the form of technical report shows how the tools and processes are being developed. As well, we recommend the interview to everyone involved in the hiring process through documenting the results of each steps in the hiring process and the document, with reasons for making or declining an offer to all the applicants. From the above justifications, I plan to use the LinkedIn social media website to such for eligible candidates. The linked website will give me the background information of the individual candidate. I will later assess the credentials of the individual. As well, I will use other websites such as CareerBuilder, SimplyHired and Monster.com to examine the individuals who have the credentials, which meet the above job career. I, will further extend my search on social media websites such as Facebook, Twitter and Google. I will use the applications searchers to determine whether these individuals are properly recruited. Explanation for the Source As noted, the secondary sources just add value to the primary source, which is LinkedIn. I will use LinkedIn as the primary sources since it provide a distinct description of the prospective candidate. The source being external resources has with it an emailing mechanism, where I will personally email the candidate. In the emailing session, I will interview the candidate eligibility in performing in different conditions. Merits of using LinkedIn Primarily, LinkedIn does have advantages, which affect my recruitment strategy. A primary one is that I will save time while recruiting. As well, another major advantage is that I will be capable of generating information using internet recruiting, individual which might have an employer’s more positively and obtain more useful information, that can result in more individual applications. Likewise, I will also save time in that more individuals will be job positing by sending electronic responses rather than using snail mail session. As well, I will use LinkedIn to reach passive job seekers those who have a good job and are not really looking to change who might consider it if a better opportunity avails. Negative Aspects However, while I am using LinkedIn, I will face challenges such as, engaging in more online posting where I will search and search for more information of user who apply that information online. Likewise, I will have to deal with a lot of redundant information where resumes will be submitted periodically. Thirdly, some users might have fake accounts and fake profiles. Interview Questions Q1 Tell me about yourself …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q2 What are your utmost strengths? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q3 What are your utmost weaknesses? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q4 Tell me about things that you did , or failed to do, or things that you feel ashamed of? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q5 Why are you leaving your current position? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q6 What do we expect from this position? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q7 Why should we hire you? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q8 Aren’t you overqualified or over expectant for this position? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q9 Where do you see yourself three years from now? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q10 Describe your perfect company, place and job. …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q11 Why do you want to work at our company? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q12 What are your career options right now? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q13 Why have you been out of work so long? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q14 Tell us about the strong and weak points of your previous bosses ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q15 What good books have you ever read lately and not academic? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q16 Tell me about a circumstance when your work was criticized. …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Q17 What are your other interest? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….... Works Cited Brown, Jane Newell, and Ann Swain. The Professional Recruiters Handbook Delivering Excellence in Recruitment Practice. London: Kogan Page, 2009. Print. Read More