Question

DRA PS is committed to maintaining a highly qualified talent pool. Therefore, all DRA PS employees must be considered for new work opportunities before being terminated due to lack of an available, relevant assignment. New employees must be hired to support existing workloads. Full-time position requests must include verification of the project assignment; a budget to support the position; and the duration of the assignment. If project will be short in duration, term hires must be considered or even the use of a consultant or subcontractor. The addition of a new position requires written approval from the project manager, branch chief, the vice president of the Training Solutions Division, the chief operating officer, the chief financial officer and the vice president of Human Resources. Subcontractor hiring requires written approval from the project manager, branch chief, of the vice president of the Training Solutions Division, the vice president of Contracts, the chief operating officer, the chief financial officer and the vice president of Human Resources. Staff reassignments require written approval from the branch chief, the vice president of the Training Solutions Division, the chief operating officer, the chief financial officer, the vice president of Human Resources and the chief executive officer. Answer the following:

1. What are some of the positions you may need to recruit? Why?

2. What are the existing recruitment policies and guidelines and what challenges may they cause? How will you meet those challenges?

3. What is your recruitment strategy? How will you communicate it?

Answer 1

Solution -

1. Positions for a short-term project or a project which requires niche skills will certainly require recruitment. There would also be some positions to support an increasing workload. It would be necessary to recruit for niche skills as the existing workforce cannot be trained on all skills. The other factor is that the introduction of an energetic workforce is necessary to keep the workforce agile

2. The existing recruitment strategy is all about the reassignment of the existing workforce into new opportunities before terminating them on account of the availability of relevant assignments. The short-term projects are preferred to have contractual, sub-contractual and consultant hires. The business approvals for all the hires and reassignments are too many which can always prove a challenge in terms of the duration and lead to delays. To counter these issues I would look for an online approval system where when an opportunity will be sent online for approval through a dashboard to all the stakeholders so that the duration for the approval is reduced and such operational procedures are brought in sync.

3. The recruitment strategy for the organization would be -

Internal - I would publish the vacant positions on an internal dashboard and would encourage all the interested internal candidates to apply. I would also ensure that the relevant training is also deployed so that the current fitment is done.

External - This would be done through publishing the positions on social media and requesting for specific skills and also for normal skills whenever the company is hiring for filling up for additional workload.

The recruitment strategy for the company would be straight on reassigning its internal workforce and acquiring niche skills and employees on contract and subcontract for a short-term project. The recruitment strategy of the organization would be dynamic and distributive as there are different requirements being fulfilled with each type of recruitment.