Question

ABC drug company has hired you as a consultant to hire the following positions:

1. Production Supervisor (Factory)
2. Health and Safety Specialist
3. Financial Analyst
4. HRIS (Human Resource Information System) Specialist
5. Corporate Communication Director
6. Recruiter

ABC wants you to independently develop the job specification (KSAOs) of the jobs, and submit a proposal as how you would like to recruit, screen and then conduct employment testing prior to the final employment interview.

Instruction: for any four job of your choice from the above list and prepare the following:

1. Develop a job specification (KSAOs) of your picked job.

(if you are not sure about the job description and specification of your picked job, you can do some research in the internet using NOC, O*Net or other available resources. These specifications may vary from student to student. Its ok)

Based on your developed job specification (KSAOs) and course learning (lecture, text, class activities) answer the following:

2. Propose suitable recruitment sources (not more than 4) explaining the reasons behind your choices.

3. Propose a screening strategy, outlining each stage of screening and the resources and tools to be used. (Here you need to assume a reasonable volume of applications that you expect to receive)

4. Propose suitable employment tests for the screened candidates (not more than 4) with justifications and legal implications for using them.

5. Timing of recruitment plan indicating each stage of your initiatives up-to the completion of employment testing (Here, again, you need to have your estimates of candidates in each stage)

Answer 1

Proposal of our process/ strategy to fill in the jobs positions in the recruitment cycle:

The process starts from posting the vacancies on varios portals like recruitemnt vendore, internal job career page and posting on social media like Linkedin and company's homepage.Follwed by posting the positions to be sourced internally using various source mix like naukri portals and other job portals, internal references,linkedin . The screened profiles are to be shared with relevant stakeholders with an assessment sheet consisting the pointer profiles evalauated on. Coordinating and following up with various stakeholders for aligning interviews basis on teh availability

1) Recruiter-KSA

a) Identifying hiring needs
b) Sourcing relevnt profiles using source mix- naukri,linkedin, internal data base etc.
c) sharing profiles with relevant stakeholders
d) coordinating & conducting interviews

2) Financial Analyst - KSA

a) Analysing and Interpreting financial results and forecasts (P&L, Balance Sheet and Cash Flows)
b) Provide key business and financial guidance to the organisation in budgeting and forecasting
c) Investment analysis
d) Identify opportunities of process improvement and policy development and engage in the design
e) Provide financial analysis for businesses

3) Production Supervisor (Factory) - KSA

a) Ensure the management of the manufacturing staff results - communicate job expectations; planning, monitoring, and appraising job results
b) Prepare production plan and accomplish results by scheduling and assigning personnel - establishing priorities; monitoring progress; revising schedules; resolving problems; reporting results
c) Ensure quality in the manufactured products
d) Resolves personnel problems by analyzing data

4) Health and Safety Specialist - KSA

a) Monitor the manufacture, handling, and disposal of radioactive material
b) Test the workplace for health hazards such as asbestos, pesticides, or communicable diseases
c) Eliminate the hazard
d) Investigate the cause of workplace accidents or illness

Key Recruitment sources are :
i) Social Professional Media (Linkedin) - Helps to identify the professionals working in relevant field and shortlist the candidates on the basis of the connections and employment history
ii) Direct Referrals (Employee referrals) - Referrals ensure the candidate to be from similar background and this helps the company to hire employees which can be part of the organisation's culture.
iii) Recruitment Portals ( eg. Naukri.com, Indeed.com etc) - Portals support the recruiters in filtering out the best candidates based on the critera or requirement of the organisation or division (this helps to ensure that the employee would be in the best position to achieve the organisational goals)
iv) Career Fairs - This place has a high footfall of candidates dropping in and gives more options to interact with the candidate face to face at the same time

Screening strategy to be used and thereby tools to be used:

1. Request a video introduction

Consider asking candidates to submit a quick videoabout thrir introduction at the beginning of the hiring process before any phone or in-person interviews take place. It’s a chance to get a feel for the candidate’s presence before bringing him/her in for an in-person conversation. It will also save you a great deal of time if you can identify unqualified candidates early on in the recruitment process.

Tools used: Phone, Zoom software/ Skype

2. Implement group interviews

Group interviews are a great way to see how candidates collaborate – and save your team time on interviews. But you shouldn’t rely on a stilted roundtable chat. Instead, engage candidates by adding a team-building challenge or two.

Games help break the ice so candidates feel comfortable and are more apt to show their true selves during the interview. While a candidate may seem like a “team player” on paper, you’ll likely uncover a more accurate assessment from seeing them work together to solve a puzzle.

3. Provide case studies

Instead of asking general questions during a screening, like “What is the biggest challenge he/she has faced so far?”, give candidates tangible problems to solve.

Offer a hypothetical case study, and see how they’d approach the situation. You’ll see their creativity along with how well they think on their feet. You can also tailor the case study to specific jobs, departments or skill sets. Asking candidates to apply their skills in real-time allows your team to best uncover each candidate’s strengths.

4. Introduce them to current staff

Usually, only candidates who make it to the final rounds of interviews meet current employees, but there’s a benefit to making these introductions early in the process. Include employees outside of the recruitment team to offer diversified viewpoints on each candidate.

Introducing candidates to the team sooner will also speed your time to hire by more quickly buidling each candidate’s cultural fit within your organization. If he/she isn’t a match, you’ll be able to swiftly move on to other candidates in the pipeline.

Suitable employment tests:

a) Personality Tests - test which is prepared to identify and measure one's personality. Also used to diagnose psychological problems
b) Talent Assessment Tests - assess that the candidate is talented for which particular role or department and then align the synergy of the talent to meed the organisational needs
c) Emotional Intelligence Testing - used to measure EQ traits (e.g., extroversion, agreeableness, conscientiousness etc)
d) Physical Ability Tests - there are few jobs where it is necessary to identify if the candidate is fit at taking physical pressures and these tests determine the physical strength of the candidates