Selection and Recruitment Plan - Report Example

SELECTION AND RECRUITMENT PLAN Student’s name Code & Course Professor’s name University City Date Contents SELECTION AND RECRUITMENT PLAN 1 CONTEXT 3 JOB DESCRIPTION 3 SELECTION AND RECRUITMENT CRITERIA 4 Essential Criteria 4 Desirable Criteria 5 RECRUITMENT STRATEGY, ADVERTISING PLAN AND BUDGET 5 RECRUITMENT BUDGET 5 ADVERTISEMNT DRAFT 6 DECISION MAKING SELECTION MATRIX 6 PSYCHOMETRIC ANALYSIS 9 REFERENCE PLAN 9 CONTEXT 3 JOB DESCRIPTION 3 SELECTION AND RECRUITMENT CRITERIA 4 Essential Criteria 4 Desirable Criteria 5 RECRUITMENT STRATEGY, ADVERTISING PLAN AND BUDGET 5 ADVERTISEMNT DRAFT 6 DECISION MAKING SELECTION MATRIX 7 PSYCHOMETRIC ANALYSIS 11 REFERENCE PLAN 11 CONTEXT Thomson’s Business is a world class business school, with an outstanding operational performance. In maintaining a highly competitive advantage, the school seeks to appoint a highly effective individual who will elevate the school’s organization’s level to the proffered levels. The school’s manager is tasked with overseeing the schools’ functionality and oversees the approval and integration of the Chief Operating Officer ones elected by the board of directors. The school seeks to appoint a new Chief Operating Officer, after the retirement of the outgoing COO. It is highly unlikely to have a vacancy for the chief Operations Officer, given the competitive advantage offered by the university. If appointed the COO is expected to sign a ten-year contract with the school, subject to revision after completing the term. Hence, it is difficult to forfeit the contract, hence, a zero turnover rate. JOB DESCRIPTION The Chief Operating Officer will be tasked with ensuring effective management of the School’s non-academic functions. The school seeks to appoint and energetic individual who will transform the school’s vision into an operational aspect. The COO’s responsibility will parallel the school’s strategy. In this reverence, the school’s organization needs to be transformed into an effective system. The COO’s operational duties will be consolidated overall management supported by a professional team. These includes: i. Financial management ii. Personnel administration iii. Communications, marketing, admissions and events iv. Alumni relations and external relations v. Risk management, governance and compliance Main duties and responsibilities i. Creating an effective operational system ii. Quality assurance for the School’s support services iii. Ensuring effective governance of the school iv. Enduring all departmental policies and operations are adhered to fully. v. Promote and support the school’s relationship with colleges, businesses community, local groups and sponsors vi. Report regularly to internal and external stakeholders. vii. Be responsible in managing the school’s risk management viii. Maintaining an effective communication and service levels across the school’s operational sites. ix. Ensuring that value of money has been effectively delivered in the school’s functions and activities x. Analyzing and managing the school’s risks SELECTION AND RECRUITMENT CRITERIA Essential Criteria i. Creative strategy-building and analytical skills ii. Strong personal integrity with a high level of personal responsibility iii. Sound judgment under pressure iv. Sound appreciation of an academic environment. v. Outstanding Leadership Skills. vi. Influential skills Desirable Criteria i. Experience in complex change process ii. Well-developed understanding in related profession RECRUITMENT STRATEGY, ADVERTISING PLAN AND BUDGET The institution seeks to use all available advertisement resources given the significance of this role. Therefore, the company will use recruitment agents, online newspaper, social media like LinkedIn only, and local newspaper. This is to ensure that the advertisement reaches all available participants. Given the high number of students in Thompson’s Business school, the school seeks to maintain its competitive edge in presenting highly-skilled students in the business environment. The school does not expect to receive many applicants in the field given the highly specialized role needed for this position. Throughout the recruitment process, a slow growth strategy will be incorporated given the nature of the school’s highly progressive nature. Referral strategy may be employed with the aim of sidelining with other potential participants. This strategy has been significantly useful in the field given the fact that it can effectively amass the required skillset for the institution. Online magazines, online recruitment agents, local newspaper and social media (LinkedIn) will be incorporated for advertisement purposes. RECRUITMENT BUDGET RECRUITMENT BUDGET Cost Estimate Advertisement $ 600 Outsource Psychometric testing for 3 applicants $ 500 Procedural time for assessment ( 8 × 1 hour) $ 1800 Recruitment Agency TOTAL $ 14000 $ 16900 ADVERTISEMNT DRAFT Do you need to put your skill set to good use? Do you feel the need to empower young minds in creating a competitive, highly skilled individual? Then you are in the right place. As the educational sector becomes increasingly competitive in sustaining a competitive edge in the labor market, Thomson’s Business School seeks to propel its sustainability through effective leadership. What we are looking for i. An individual whose personal style is consolidated in an optimal blend of persuasive and influential characteristic. ii. A strong relationship builder, capable of forging effective relationship within the school. iii. Fluency with finance and capable of understanding the financial implications of the decision-making process on a broader spectrum iv. Efficient cross functional capabilities with internal and external stakeholders. What is at Offer i. Competitive salary prices ii. Development programs If you think you are highly qualified in this field feel free to make your application as early as you can. DECISION MAKING SELECTION MATRIX Essential Criteria Assessment Method Brief Description Creative strategy-building and analytical skills Interview Questions Margerison-McCann Team management Profile® Role Play Can you effectively addresses critical issues affecting the company? Assessor-Developer measures an individual’s capability of analyzing and developing ideas. Have you ever resolved a conflict in the organization you previously worked for? If so, how did you approach the situation? Hence,assume you are a company’s COO, and two immediate subordinates are in conflicting over strategies that would be used in risk management and bother arguments can accurately solve the problem? Strong personal integrity with a high level of personal responsibility Referee Questions How can you describe the ____________ integrity? Please showcase ____________ responsibility and position in the firm you previously worked for? Sound judgment under pressure Interview Questions How do you react to conflicting situations that are critical to the organizational process? Please showcase ____________ responsibility and position in the firm you previously worked for? Sound appreciation of the academic environment. Referee Questions Can you describe ____________ flexibility with respect to working conditions and task completion? Outstanding Leadership Skills Interview Questions Margerison-McCann Team management Profile® How long have you worked with ____________? Hence what are (candidate’s) competence? Controller-Inspector measures an individual’s effectiveness on control. Assessor-Organizer measures the individual’s capability in analyzing and implementing ideas. Influential and innovative skills Interview Questions Referee Questions Margerison-McCann Team management Profile® How will you be innovative? As such how will you help the staff members to be innovative and effective in their functions? What do you consider as the ____________ strengths in the company? Creator-Innovator measures a person’s imaginative capacity Experience in complex change process Interview Question Show us your adaptability in the case of extensive change is needed Well-developed understanding in related profession Interview Question What Role did you function in your previous company? If given the position, how relevant will you be in the field? PSYCHOMETRIC ANALYSIS The Margerison-McCann Team management Profile® would be used in the assessment process. In principle, this a 64- based questionnaire used in the analysis of an individual’s team management capabilities. This would be administered online after the participants have been shortlisted for the position. The process will be conducted in a time frame of 1 hour, with an estimated cost of $ 500. This system is highly recommended given its effective analysis of the individual’s team management capabilities. It would be dispensable in showcasing well suited participants. REFERENCE PLAN The reference check will be conducted before the start of the interview process, and the HR manager will conduct it. Essentially, the current manager would be used in the reference process as such, three references will be duly completed by the candidate. The responses will be recorded and assessed against the scoring key. Reference for COO Candidate Name: Referee Name: Date of Reference Checks: Organization Please showcase ____________ responsibility and position in the firm you previously worked for? Score: 1= A clearly and outlined role and responsibility in the organization. 2 = Played an essential role in the organization, whose replacement is easily done. 3 = A dedicated member of the organization How long have you worked with ____________? Hence what are ____________competence? Score: 1= Very Competent, innovative and motivated. 2 = Competent. 3 = Not-competent Have you ever resolved a conflict in the organization ____________ previously worked for? If so, how did ____________ approach the situation? Hence, assume ____________ are a company’s COO and two immediate subordinates are in conflicting over strategies that would be used in risk management and bother arguments can accurately solve the problem? Score: 1= Can adequately address the situation and present possible solutions that can tackle the issues at hand. 2= The candidate can somewhat answer the question and 3= The candidate cannot offer an appropriate answer Can you describe ____________ flexibility with respect to working conditions and task completion? What was ____________ reason for leaving the company? Theoretically, can you reconsider re-employing ____________? Reviewing____________ resume, does this role suit the position the candidate held? Is ____________ capable of prioritizing, organizing and managing time? Read More