Staffing Plan free essay sample

In search for the vacant position of a Recruitment Specialist, and also keeping in mind future hiring the company will need to do in the next 3 months to two years. The sources, which can be greatly helpful in finding the right talent for our company from, are our Corporate website, Online recruiting websites and Executive search firms. With ample number of candidates that come from online recruiting websites, corporate websites can help narrow the recruitment process. Career pages on our company’s websites will educate potential candidates about the company itself, detailed requirements of the open position and other services offered. This will be our first source for selecting qualified candidates who will proceed with the next step in the recruitment process. Thus, the open position is posted on the company’s website, only people who are looking for a job as a Recruitment Specialist or in a Care Centre will apply through the website which will make it easier to pick out qualified applicants. We will write a custom essay sample on Staffing Plan or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Online Recruiting Websites such as Canadajobs. ca, Monster Canada, and Workopolis is one of the three sources our company will use in search for a Recruitment Specialist. These online websites have a pool of candidates applying for jobs who already have a post-secondary education or higher and experience in jobs. This gives us a base for our hiring specialists to go through applications and pick and choose the right candidates who best meet the job requirements and specifications. In addition, positing the open job position in various websites saves time and provides a handful of applicants in one place rather than collecting resumes from different agencies. Using Executive Search Firms provide a wide range of qualified candidates from agencies. Although, this maybe costly, given the accurate and complete information about the job being searched for can offer the right professional talent. With respect to our company and the services offered which helps in care of the elderly, the candidate hired should have experience in successful hiring, hiring according to company and health policies and following the right staffing plan. This search firm maybe used as the last source to find candidates, if the Corporate website, and Online recruiting do not provide qualified professionals. Candidate Requirements 1. Bachelors degree in Human Resources or related field 2. Professional in Human Resources (PHR) certification preferred. 3. 3-5 years of recruiting experience 4. Effective team member with leadership skills and interpersonal skills 5. Outstanding organizational skills and ability to prioritize and multi-task, to maximize efficiency. 6. Excellent written and communication skills. Ability to effectively interact with all levels of the organization. 7. Proficiency in the use of Microsoft Word, Excel, Database, and Human Resources Information systems. 8. Must have strong analytical, interpersonal skills, 9. Able to make decisions independently; problem solver Methods of assessment a) In sample structured interview questions, communication skills and persuasiveness are evaluated. Also, this will give us an idea of how comfortable the candidate is while speaking to employees, managers testing their human-relations skills. b) Sample situational interview questions evaluate the comfortability of the candidate on critical thinking, and coming up with strong and accurate results that best answer the questions asked. Also, the response given by the candidate should promote legal laws and HRM. This also benefits the candidate on how well he/she is on emotional aspects of different situations given. Also, in assessing how well his/her recruiting has been in the past, situations given from the candidate will help us decide how well of a Recruiter he/she had been. Evaluating his/her problem solving skills will give us a better understanding on how well the candidate understands the work given. c) Since the job posting is for a Recruitment Specialist, the candidate will be asked to give some of his/her successful recruiting methods and strategies to help the organization succeed. d) Evaluating organization and management skills cannot be assessed in one day. Management Assessment Centres test the candidate using various tests that use realistic exercises that are used daily at work. e) Job knowledge tests can consist of various activities. Firstly, testing the candidate of HRIS system, whether he/she is comfortable with working with the system daily. Orientation Preparing for a new employee’s first day will consist of: Reviews Orientation Checklist Discuss Orientation Checklist Present and discuss Benefits, formal paper work to be signed and completed Give new employee tour of the building/office Introduce employee to co-workers, managers and coordinate job specific training Employee continues job specific training, discuss job duties After one month of employment, HR will follow up with the new employee by calling him/her to solicit feedback Employee e-mails completed Employee Information Card to HR and submits other new hire paperwork Supervisor completes three month Performance Evaluation (if classified) and sends to HR The Importance of Staffing Building healthy human relationships. Staffing function helps to build proper human relationships in the organization. Smooth human relations are the key to better communication and co-ordination of managerial efforts in an organization. Staffing takes care of the need for building a strong organization Effectiveness of staffing and managerial functions lead to healthy, strong and successful capability of its workers Operative training during the selection and training process leads to help the organization prosper in the long run Prospective employees to meet the future challenges and goals of the organization need to address. Therefore the potential contribution of the staff in their expected future roles should also be taken into account in staff selection What I learned Upon finishing this assignment: I learned the importance of interviewing a candidate for a job; designing questions specific to what is required from the candidate narrows if the candidate will proceed to the next step in the interview. The importance of taking notes during and after the interview is crucial when there is more than one candidate to be interviewed. Taking notes during and after the interview helps the interviewer keep all the key points in mind while the interview is speaking. Emphasizing on the job description and specifications narrows what kind of candidates to bring in for interviewing rather than wasting time on everyone who applies. Learning about the various tests used for selection gave me a better understanding on which test to use depending on the job being applied for. For example, Recruitment Specialist job involves problem solving; situational testing and aptitude tests could be used while interview candidates. During the selection process it might be hard for some people to avoid their inner instincts or judgments that can come up during the interview, selection of the right candidate for the job. Applicants are only hired to help the organization succeed with the services it offers. Upon finishing this assignment, I learned the importance of sticking to the accurate information provided from the candidates and other resources to help the applicants succeed in getting a job with respect to the strategic ways of hiring. The Interview 1. Give examples of ideas youve had or implemented (in recruitment) 2. What parts of your education do you see as relevant to this position? Learning the various ways of hiring from an organization or externally through recruiting will come into play a lot in this position. Understanding the goals and the economic conditions of an organization is the first step in determining the need to workers. How to design a Job Analysis and the different types of ways there are in learning the duties and responsibilities of a position. 3. What steps do you follow to study a problem before making a decision? When a problem arises, the main points I look at are what caused the problem, how we as a company or the worker went wrong. After figuring out how the problem was caused, I look at the gain/loss that could come up. After determining if it was a gain or loss, next step is to come up with different alternatives that could be used to fix the problem. 4. List five words that describe your character. Dedicated, honest, always a positive attitude, confident and organized. 5. Would you say that you are most effective in communicating face-to-face, by telephone, or in written form? Tell me about why you consider yourself to be most effective in this area and describe a situation that illustrates this. Although, I have no problem communicating with people with either on the phone, face-to-face, or in written form, I work best with face-to-face. Communicating face-to-face always has a plus because both of the persons in the conversation know what his/her body language and tone is. Knowing how comfortable the person I am speaking to is the easier and more friendlier conversation we will have. 6. Tell me about a time when you had to analyze information and make a recommendation. What was your reasoning? What kind of thought process did you go through?