recruitment & selection
Recruitment and Selection Capstone Assignment
This assignment is worth 40% of your course grade.
Assignment Summary: Please create a detailed plan for recruiting and selecting employees for a particular job. You must select the job from the list of approved options below. The structure of your plan will mimic the flow of the course – more information on individual sub-sections is provided below.
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Note that this is not an essay. Your plan should be the type of document that could be handed to a CEO in response to a request for a hiring plan for a newly created position, so remember to include important information but also be concise and have the document clearly organized. Sub-headings for each section are recommended. Bullet points are acceptable if they help display key information more clearly and concisely than full paragraphs. The plan will be evaluated based on legal defensibility, efficiency, validity, reliability, likely impact on the candidate’s perceptions of the company, and appropriateness for the job under consideration.
Eligible Jobs: Please Select One
· Plumber for a home repair plumbing business
· Hockey coach for teens with the potential to go professional
· Bus driver (school busses)
· Hospital security guard
· Computer programmer (coding only, no supervisory responsibilities)
· Line cook in a family restaurant (no supervisory responsibilities)
· Payroll clerk
· Art instructor for Metis bead art classes.
· Poultry farm worker (no supervisory responsibilities)
A) Legal Concerns
Outline any potential legal issues or legal requirements related to the job you selected for your project. For example, do candidates need any particular licenses or designations? Are there bona fide occupational requirements that would make some forms of discrimination permissible? If so, what are they? Is it a job in which designated groups are often significantly underrepresented? If so, what can you do to address that? Is there any merit to requiring Canadian experience for this particular job? Are there age-based requirements to perform specific tasks associated with the job? Any other special legal concerns?
You may want to check Canadian government or industry websites to seek out job-specific legal rules. Pilots, for example, require a license and need to submit to regular vision tests in order to maintain their license. Other jobs may also have special requirements.
This section of your paper should not exceed 3-4 paragraphs and may be shorter depending on the occupation selected.
B) Job Analysis and Competency Models
Outline the research method(s) you would use to conduct a job analysis for the job that you selected. Be specific and explain why the methods you selected are superior based on the characteristics of the job. This section should not exceed 3 paragraphs. Remember to be realistic (be aware of typical organizational constraints such as time and cost).
Create a list of 3 key competencies required for this job. For EACH competency define 4 levels, indicating which level is required in your particular job. Chart form would be appropriate for this. Justify your decisions about the competency level required with a brief explanation.
Here is an example (below). Do not use the same competency in your assignment.
Assume that you are hiring in Winnipeg (or select your own location and identify where you have selected in your paper). Determine the best 2-3 recruitment methods to use for your job. Be specific. For example don’t just say “newspaper advertising”, or “the internet”. Identify which specific newspaper or website you would use and why. Justify your decisions based on visibility, efficiency, cost, and probability of success in attracting qualified applicants.
The recruitment component should not exceed 4 paragraphs.
How will you screen your job applicants? Be specific. For example if you plan to use resumes how would you screen and score them? If you plan to use application blanks what would you ask about and why? What are the top 3 questions that you would ask the candidate’s references? The screening section should not exceed 3 paragraphs.
What testing, if any, is suitable for this job and why? (Note: interviews are not employment tests as defined in the textbook). Why would the tests you propose be valid? Refer to both content and criterion validity in your response. Remember that you need to be mindful of cost and efficiency too! For most of you this section should require roughly ½ to ¾ of a page (12 point font, single-spaced).
F) Interview Plan
Outline what interview strategy you will use and why. Include the following information:
a. How many interviews will you use and what is the purpose of each one (screening or selection)?
b. What type of interviews will you conduct and who will participate in each one? (i.e. structured or unstructured, panel or sequential, HR and/or line managers, etc.)
c. Provide 5 sample questions from your interview and explain why you are asking each one.
d. Explain how you will score candidates for each of the 5 interview questions.
G) Decision Making
What decision making model will you use and why? How will you calculate final scores? Will you use weighting? If so, what weighting will you use and why? Will you use a top-down or band approach and why? This section should be between 2-4 paragraphs.
H) Performance Assessment
What would be a suitable way to evaluate performance in the job post-hire? What type of rating system will you use, who will conduct the evaluations, and what performance dimensions will you measure? Explain your answer in 2-3 paragraphs.
Note that there are no special sections for diversity or for reliability and validity. These imperatives need to be addressed throughout your plan, in every section. All tactics and processes must be valid and reliable and every reasonable attempt should be made to recruit a diverse workforce.
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