Recruitment and Selection Package - Coursework Example

Recruitment and Selection Package Name Institutional Affiliation Executive Summary We are drawing a plan of effectively enrolling three individuals for the role of team leaders in a company. The methodology and criteria of filling up the positions will be detailed and captured in this report. We intend to look at the best practices when it comes to the recruitment methods. We intend also to draw and articulate a favorable selection based on factors that we deem prudent in achieving our goals and purpose. The aim of this exercise is to get the best people who can fill the positions easily; guaranteeing the business value for their money. Table of Contents: -The introduction -The recruitment exercise -Planning of the recruitment exercise -The job specification -The candidates’ specifications -The skills needed -The abilities expected from candidates -The recruitment model -The strategy development -Job variants for candidates -The selection process -Reference checks -Method of collecting data from candidates -Proving validity of candidates -The scoring criteria -The conclusion Introduction The role of a team leader in any business or organization is very important. A team leader is tasked with the role of supervision and co-ordination of various functions in a business. The team leader will have a lot in his plate. The individuals have to match up to the required expectations. Team leaders are also the bridge that links up the employees and the business owners. The report endeavours to get the required outcome concerning the recruitment procedure of getting the correct candidates for the jobs stated. Procedures and strategies that formulate the recruitment drives are important; wrong strategies may lead to poor outcomes. In the report we will look at the task and the responsibilities that come alongside it. We will delve into the nature of the job and what it entails. It is important to know what the job demands. The strategy involved in the exercise would be outlined to better inform the reader on why the recruitment panel settled on a particular candidate as opposed to the other. The principles and the selection criteria would be indicated so as to show the path taken to achieve the purpose. Techniques used will be mentioned. (Responding to selection criteria, 2013) In the recruitment strategy we will look at the planning procedure. We will also look at how to best carry out the recruitment drive. The message to pass through the drive has to be clear and concise. The recruiting process will also be evaluated. The jo description will be clearly spelt out alongside the requirements that we need from the prospective candidates. There will be a marking criteria for prospective candidates; so that we can choose the best performing according to the marks they would have individually scored. The report is working on the assumption that only the best candidates will get the nod to take up the jobs stated. The methodology that we enact is based according to wish and the liking of the organization`s members; we endeavour to come up with the system we deem best suited to serve our organization. (Monash University, n.d.) The recruitment exercise Recruitment is the procedure which is conducted by individuals or organizations with the aim of attracting suitable candidates for particular jobs or assignments. The process of recruitment is a very important function in any company. In the recruitment process we will use Breaugh`s model. The recruitment of candidates warrants great attention because organizations rely so much on their employees` efforts for growth. Breaugh`s recruiting model offers various components like planning and development of strategy model for the exercise. Recruitment activities and evaluation methods. (La Trobe University, n.d.) Planning of the recruitment exercise We need to fill up three positions of team leaders. The positions should be filled by candidates within the business. Promoting candidates from within helps the company continue with ease. We deemed that choosing or getting outsiders may harm the business` progress because the individuals may take a lot of time to learn the ropes. There are many people who may think otherwise concerning our decision to conduct recruitment internally. Internal recruitment bars employees from feeling as if they have been looked down up. (UMSL Logo College of Business Administration, n.d.) The job specification The job title which we look to fill is that of a team leader. The responsibilities of a team leader would be: enhancing customer service, ensuring that his or her team meets their sales targets and train his or her team on the company`s goals and policies. Team leaders would also be mandated to take part in recruitment of new employees in line with company`s requirements. He or she will be responsible for the assigning of duties amongst the team members. The team leader would have to provide regular briefs to his or her team; also taking note of the feedback he receives from the members. He or she has to act on customers` concerns and resolve them in the best way possible. The leader will also compute and submit daily sales figures to the franchise owner. The team leader is required to run the business in the most professional way possible. (The University of Western Australia, n.d.) The candidates` specifications The candidate should have knowledge in customer service. He or she should know how to make proper balance between customer satisfaction and employees` obligation to the customer. The team leader should not be overzealous in trying to please customers at the expense of the employees. The team leader has to have proper knowledge concerning the foods on offer; their preparation and delivery. The candidate should have knowledge in business and business administration. The candidates should also have ideas on how to boost sales: hence their sales and marketing abilities need to be in check. Efficiency in management of human resource functions is highly recommended; because the leaders will be involved in supervisory work throughout their tenancy in the job. The candidates should have a clearly outlined plan on how best they can turn the company in to a household brand. (C E A V, n.d.) The skills needed A team leader needs to have good communication abilities as well as knowledge of managing people. Employees are gifted differently hence taking note of this; the team leader has to maximise their abilities for the betterment of the company. The leader needs to be a good communicator but also a keen listener. Listening will enable the leader receive feedback on the progress of various departments within the business. The team leader should be well versed with role of a mentor. Progression is an important component within a company. Leader has to make sound decisions that have to be a culmination of consultations. Leaders should not be biased in their judgements. The leader needs to be critical in his thinking because the day to day running of the business is dependent on his ideologies. Sharp skills in problem solving is another key requirement. Conflict resolutions between employees or conflicts between employees and customers should be resolved at the earliest opportunity possible. The leader should make correct day to day assessment concerning the running of the business. (Human Resource Council of Canada, n.d.) The abilities expected from the candidates The candidates have to know and envisage teamwork in the operation of the company. When a company is run through solid teamwork efforts then things become easier. Communication abilities should come in handy; leading a team when one is a poor communicator is ever a daunting task. In doing business one has to have ability of nurturing relationships. The more sustainable the relationships between customers and businesses last; the better the business stands to gain. Candidates for the position need to be customer oriented. They have to deliver according to the specifications of the customers. Candidates have to have the resilience to withstand tumultuous situations; they should not buckle under pressure. They should also be lively individuals not all serious and gloomy; they should portray a light side. Customers and employees would like a person they can easily interact with. 9National University of Singapore, n.d.) The recruitment model The use of Breaugh`s model seems prudent for the task at hand. The model offers about five components with which we can narrow down in our process. Under the recruitment objectives we lay out the number of positions in the offing; in this case we are fielding three vacant positions of team leaders. Particulars of the candidate would have to be provided to the interviewing panel. These particulars involve academic qualification, the experience the candidate has in the field; the candidates have to brief the panel on the diversity and interests they would bring forth if hired. We will also gauge the candidates` salary and wage expectations vis a vis what we intend to offer. (Griffith University, n.d.) Strategy development We intend to recruit candidates between the ages thirty to forty five; gender notwithstanding. The recruitment drive would be done internally so as to offer opportunity for promotion to deserving candidates. Sourcing internally would also help the company get candidates who are well versed with the business. The timeframe that we envisage for the exercise would be about two weeks. Memos have been sent out and a copy pinned of the noticeboard for interested guys to apply. The interviews would run from the last week of September to the first week of October. We believe this would be ample time for the interested parties to work on the relevant papers needed. We will nominate about three members of the company`s staff who would work together with a recruiting firm to conduct the exercise. The three members would be the finance manager, the human resource manager as well as the marketing manager. We believe the presence of the three will help us achieve our goals. The prospective candidates have a clearly outlined requirements and know the job description. Our budget considerations for the exercise should not exceed $10,000. (Alonso, 2012) Variables for the job applicant Applicants would be offered candid information concerning the job at hand. They would be allowed to voice any concerns or further queries that they may have on the proposed positions. The provision of the exact job details will help interviewing panel as well as the candidates have easier sessions. (United States Office of Personnel Management, n.d.) The selection process In the job we are advertising the two key selection criteria would be academic knowledge and the qualities of the prospective candidates. The academic qualification we need is a Masters degree in Business Management with a major in business administration. The qualities that we need in a candidate is honesty, good interpersonal relations as well as being resilient. The two will be our pillars during the interviewing process. (Orlizky, n.d.) The Reference checks This will be conducted so as to verify and ascertain the validity of information given by the candidates. Reference checks will be applied in two aspects: employment and personal level. We will take a look at the job the candidate held last. Reason for departure or considered departure will be an area of keen interest to us. Candidates need to provide the panel the projections for expected salary; this will be measured up alongside our checklist. The panel would be also interested in knowing the preferred preferences in the job. Personal checks will involve eligibility for the job; the legality of one`s candidature for the position. The educational qualification and preferences of the individual would be previewed. The candidates interviewed would have to know from the onset that having a criminal past may be a deterrent. (Simms, 2007) Method of collecting information from candidates The primary method of acquiring data would be face to face. This method would enable the interviewing panel have a more interactive session with the people concerned. Face to face approach would enable the panel gauge the candidates` posture and composure; this will point out the level of confidence they have towards fulfilling the task presented. (Ilchman et al, 2004) Proving the validity of candidates The referees provided by the candidates would also add weight or cast aspersions as to the suitability of a candidate. The preferred referee would the candidate`s previous supervisor; he or she may be well versed in vouching for the abilities of the candidate. The scoring criteria The scoring procedure will comprise of a maximum of ten marks in each category. The categories would be: the academic qualifications and the personal qualities. The candidates should table their academic papers and other corresponding documents prior to the interviewing date. The panel would then sift through and decide who should appear for the interviews. The three candidates who score highly will have the chance of getting hired as the team leaders. (Catano, 2009) The conclusion The decision to undertake internal recruiting exercise was deemed as best to ensure progress in the business. The procedure is also cheaper than sourcing from outside the company; as well as the candidates applying for the job may not have any leeway to cheat or present fraudulent information. Recommendations The company should think of hiring people from outside the copy. This may give the business the required talent and personnel required to take the business to the next step of success. Rewarding undeserving individuals from the company may spark rebellion and hamper service delivery due to the workforce being disjointed. References http://careers.unimelb.edu.au/__data/assets/pdf_file/0011/825284/Responding_to_Selection_Criteria_June_2013.pdf Monash University.Retrieved from http://www.monash.edu.au/careers/students-grads/apply-for-a-job/selection-criteria.html La Trobe University. (n.d.). Key Selection Criteria. Retrieved from http://www.latrobe.edu.au/students/careers/jobs/applications/key-selection-criteria UMSL Logo College of Business Administration.Retrieved from http://careers.unimelb.edu.au/__data/assets/pdf_file/0011/825284/Responding_to_Selection_Criteria_June_2013.pdf The University of Western Australia. (n.d.). Addressing the selection criteria. Retrieved from http://www.jobs.uwa.edu.au/applying/written/addressing C e a v. (n.d.). Selection Criteria. Retrieved from http://www.ceav.vic.edu.au/sites/default/files/textbooks/Selection%20Criteria.pdf Human resource council of Canada. (n.d.). Getting the Right People. Retrieved from http://hrcouncil.ca/hr-toolkit/right-people-recruitment.cfm National University of Singapore. (n.d.). Graduate Recruiting Strategies. Retrieved from http://nus.edu.sg/osa/ncc/employers/graduaterecruitingstrategies Griffith University. (n.d.). Application Letters and Selection Criteria. Retrieved from http://www.griffith.edu.au/careers-employment/for-students/cover-letters Alonso, R. (2012, October). Recruitment and Selection in Organizations. Retrieved from http://economics.mit.edu/files/8699 United States Office of Personnel Management. (n.d.). Government w ide Veterans Recruitment and Employment Strategic Plan FY 2014 – FY 201 7. Retrieved from http://www.fedshirevets.gov/pdf/Vets_Initiative_Strategic_Plan_2014.pdf Orlitzky, M. (n.d.). Recruitment Strategy 1 Oxford Handbook of Human Resource Management. Retrieved from http://www.freewebs.com/marcorlitzky/papers/orlitzky2007ouphbofhrm_recr_strat.pdf Sims, R. R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ Ilchman, W., Ilchman, A. S., & Tolar, M. H. (2004). The Lucky Few and the Worthy Many: Scholarship Competitions and the World's Future Leaders. Bloomington: Indiana University Press. Catano, V. M. (2009). Recruitment and selection in Canada. Toronto: Nelson Education. Appendices Job Advertisement: Job Opportunity at Boost Juice !!! Position: Team Leader Job summary: Supervision of teams within the company. Duties: Ensure Boost gains a competitive edge in its field -Boost product sales -Monitor weekly and monthly sales figures -Assigning duties to each team member -Be active in employee recruitment -Communicate and articulate company strategy to team members -Sort out customer care issues -Look after employees` welfare -Represent company in a professional manner Person Specification: -Customer service oriented -Be product awareness -Have business principles -Sales and marketing abilities -Skills in managing people -Be effective in company branding Have what it takes do not hesitate to apply ! Applications should be addressed to the Human Resource Department. All the best ! Key Selection Criteria: Academic Qualification: Masters in Business Administration Personal Traits Resilient Effective leader Name of Candidate Academic qualification Personal traits Total marks scored Read More