Acquisition of Human Resources for DataTech Solutions Report

This report discusses the selection process, review of selection tools, budget, timeline, and evaluation of recruitment and selection methodologies for DataTech Solutions' new project in Singapore. The report proposes recruitment through print media, social media, and online recruitment companies. The selection tools include behavioral-based interviews, critical reasoning tests, data entry tests, and personality tests. The report also includes a recruiting yield pyramid and evaluates the effectiveness of the recruitment and selection practices.

Running head: ACQUISITION OF HUMAN RESOURCES
DataTech Solutions Report for New Project at Singapore Office
Name of the Student
Name of the University
Author’s Note

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ACQUISITION OF HUMAN RESOURCES
Executive Summary
DataTech, a data migratory firm based in the Eastern States, has won a contract to transcribe
over three million handwritten records and typed documents into an electronic format; a contract
projected to last for two years. In seeking suitable staff to fill the positions of a Database
Administrator, an IT Help Desk Operator, Senior Librarians, Data Entry leaders, and Data Entry
Operators, DataTech has consulted WestAusProHR, a human resources company to do the
staffing. A report is therefore prepared on how the staffing will be undertaken. Recruitment will
be undertaken through adverts in the print media; in newspapers and targeted industry
magazines. Further, social media will also be used to advertise the positions and search and
invite interested candidates, with LinkedIn, which is a professional social networking site. In
addition, the job adverts will be placed at the portal of online recruitment companies: the
rationale is to get the targeted number of people with the right skills. The applications will then
be reviewed and the most suitable candidates shortlisted and invited for interviews. The
candidates that meet the strict qualification criteria will be hired. The projected budget for the
entire recruitment exercise is $ 48120, over a ten-week period. The performance of the
recruitment exercise will be undertaken using both quantitative and qualitative metrics. The
actual budget and time schedule will also be evaluated based on the target/ allocated resource
versus the actual performance. The performance metrics will be presented in the form of
variances between the targeted and the actual. Furthermore, the report also helps in providing
proper effectiveness as well as assurance to Data Tech in context to the proposed selection
methods.

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ACQUISITION OF HUMAN RESOURCES
Table of Contents
1. Introduction..................................................................................................................................4
2. Selection Process.........................................................................................................................4
2.1 Resume Application and Forms Review...............................................................................4
2.2 Reference and background checks.........................................................................................5
2.3 Selection methods Overview.................................................................................................5
2.4 Recruiting Yield Pyramid......................................................................................................7
3. Review of selection Tools...........................................................................................................9
3.1 Behavioral-based Interviews.................................................................................................9
3.2 Critical reasoning test..........................................................................................................10
3.3 Data Entry Tests and data checking.....................................................................................12
3.4 Personality Test...................................................................................................................13
4. Budget........................................................................................................................................14
5. Timeline.....................................................................................................................................16
6. Evaluation of recruitment and selection methodologies............................................................18
6.1 Evaluation of recruitment and selection practices...............................................................18
6.2 Recruitment..........................................................................................................................19
6.3 Selection..............................................................................................................................19
6.4 Selection Contribution Model..............................................................................................19
Bibliography..................................................................................................................................21
Appendices....................................................................................................................................24
Appendix I: Performance Evaluation Sheet..............................................................................24

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ACQUISITION OF HUMAN RESOURCES
1. Introduction
DataTech, which is one of the data management company have proposed some of the
recruitment method for recruiting people with different job positions. The recruitment methods
that are proposed by the company is quite helpful for analyzing the ability of the candidates to fit
in the specific job position. However, it is identified that the selections methods does not provide
appropriate indication about the efficiency of subsequent job. The paper reflects on selection
tools that are quite significant for filtering various applicants with more potential for so that they
can succeed within their job position.
The report mainly focusses on the selection process for recruiting the candidates and
reviews the validity as well as reliability of various selection tools. The paper also proposed
timeline as well as budget that is needed for completing the recruitment possible successfully. In
addition to this, the paper evaluates various recruitment as well as selection strategies.
2. Selection Process
2.1 Resume Application and Forms Review
Resume application and Forms review is one of the selection process with which the
recruitment for the required job positions can be conducted. It is identified that implementation
of various recruitment methods are very much helpful in generating high number of applications.
The resume applications that are submitted are generally reviewed properly in order to identify
the right applicants for the needed job position1. It is very much important to follow some of the
1 Schmitt, Neal. 2014. The Oxford Handbook Of Personnel Assessment And Selection. 2nd ed. New York:
Oxford University Press.

4
ACQUISITION OF HUMAN RESOURCES
critical steps while reviewing the resume applications as well as forms reviews in order to ensure
that right candidate for the job positions of DataTech is recruited. The critical steps that are
needed includes focusing on keywords, ascertaining motives as well as extracting any type of
quantifiable data by making sure that proper relevant information about the experiences are
provided. It is argued by (2) that stepwise review of resume application as well as forms are
necessary so that the applicants resume will be reviewed successfully in order to select the right
individuals for the required job positions.
2.2 Reference and background checks
The second method of selection process is reference or background check, which is
mainly done in order to get proper insight on the applicants skill, abilities as well as knowledge
in order to make sure that the information that is provided on the resume of the applicants are
correct. It is opined by (3) that it is necessary to get proper benefit by using the method of
reference checks and it is very much necessary to make proper questions with appropriate notes.
The candidates are benefited with reference checks only in the last round of the interview so that
it can be properly ensured that the candidate have proper experience as well as skills in that
specific job roles. Additionally, it is necessary to check the relative suitability of the candidates
before the process of reference checks are generally conducted.
2.3 Selection methods Overview
While conducting the initial application as well as reference check, it is very much
necessary to select appropriate tools as well as methods in order to minimize the chances of
applicant pool. It is very much important to select the right tool for selecting employees for the
2 Morgan, Roy. 2016. "Seven West Media Newspapers Will Reach 60% Of WA". Roy Morgan.
http://www.roymorgan.com/findings/6976-seven-west-media-purchase-of-news-corp-newspaper-assets-in-wa-
june-2016-201609190913
3 Consterdine, Guy. 2009. The Case For Magazine Advertising: The Research Evidence. Ebook. Dublin: PPAI.

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ACQUISITION OF HUMAN RESOURCES
required job roles. It is found that shortlisting the applicants is a process that will employ various
tools in order to have a suitable list of applicants. The tools that are needed are mainly listed in
the table below. It is identified that the table generally reflects on the various selection tools,
their cost, reliability as well as validity.
Tool Reliabili
ty
Predic
t
Validi
ty
Cost Data
Entry
Operat
or
Data
Entr
y
leade
r
Databa
se
Admin
Help
Desk
Operat
or
Senior
librari
an
Structured
Interviews
0.78 0.62 $30 per
interview
ee
Y Y Y Y Y
Assessment
centers
0.88 0.68 $ 1300 Y Y Y Y Y
Ability test 0.81 0.54 $ 750 Y Y Y Y Y
Occupation
al
Personality
Questionna
ire test
0.85 to
0.95
0.54 $ 30 per
each
interview
ee
Y Y Y Y Y
2.4 Recruiting Yield Pyramid
According to (4) recruiting yield pyramid tool is mainly used by the mangers for
calculating the number of applicants that is required to be generated for hiring the new
employees.
Data entry Team Leader Database Administrator
4 Tran, Ninh. 2016. "Recruiting Secrets Linkedin Doesn’T Want You To Know". Do Better Hiring - The
Recruitloop Blog. https://recruitloop.com/blog/recruiting-secrets-linkedin-probably-doesnt-want-you-to-know/
100 ( Applicatnts generated
70 (Resume/application form review
50 (Data entry and checking
tests)
20 (Personality Tests)

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ACQUISITION OF HUMAN RESOURCES
IT Helpdesk Operator
Specialist Librarian
Data entry opeator
50 ( Application generated
30 ( Resume review)
20 (Personality test)
10 (Critical
resaoning3
(Of
fer
red
)
50 ( Application generated
30 ( Resume review)
20 (Personality test)
10 (Critical
resaoning3
(Of
fer
red
)
50 ( Application generated
30 ( Resume review)
20 (Personality test)
10 (Critical resaoning
5
(Reference
Check)
3
(O
ff
er
re
d)
( Reference
check)
5
(O
ffe
rrr
ed
)
40 ( Applicatnts generated
30 (Resume/application form review
25 (BBI)
15 (Personality
Tests)
4
(Reference
check)
3
(
O
ff
er
rr
ed
)

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ACQUISITION OF HUMAN RESOURCES
The Recruitment yield pyramid can be represented in ratios for hiring specific positions.
The examples of recruiting yield Pyramid for various job positions are provided in the table
above.
3. Review of selection Tools
3.1 Behavioral-based Interviews
Purpose
BBI or behavioral based interview is mainly undertaken for measuring various
behavioral competencies by reviewing information from the past experiences of the applicants
for determining if they are suitable for the job position or not. The main purpose of behavioral
based Interview is review the applicants for checking their suitability for the job role.
Reliability and validity
It was opined by (5) that reliability of BBI is around 0.71 while its validity is around
0.54. It is analyzed that behavioral interviews generally have high validities when it is compared
with various unstructured interviews. In addition to this, it is quite better for predicting various
supervisory roles in context to job performance.
Selection tool
The Behavioral based interviews are mainly conducted in-house interviewers of the
company who are very much trained as well as qualified. Therefore, DataTech Company mainly
5 Tran, Ninh. 2016. "Recruiting Secrets Linkedin Doesn’T Want You To Know". Do Better Hiring - The
Recruitloop Blog. https://recruitloop.com/blog/recruiting-secrets-linkedin-probably-doesnt-want-you-to-know/.

8
ACQUISITION OF HUMAN RESOURCES
conducts BBI recruitment procedure so that they can easily analyze the behaviors of the
applicants.
Job roles
As with the help of behavioral based interviews, the past-experiences of the applicants
are generally measured. The relevancy of the selection tool can be analyzed by the significant
information that is determined about the candidates6. In context to job, analysis, BBI generally
suggests that it is very much advantageous in selecting candidates for the role of the data entry
operator by measuring all the needed competencies. Some of the competencies that are generally
measured include leadership capabilities, supervisory behavioral as well as other core
competencies for the job roles.
3.2 Critical reasoning test
Purpose
Critical reasoning test is mainly undertaken in order to check the cognitive ability of the
individual. According to (), cognitive ability tests are generally considered as the predictors of
job performance. Moreover, critical reasoning helps in reflecting that it helps the organizational
in cutting the cost that is associated with labor by enhancing the overall workforce productivity.
Selection tool including validity and reliability
Acer Test of Abstract reasoning is one of the selection tool that is proposed by Data
Tech. This tool is found to be very much useful as it helps in decision-making, solving problems,
6 D'Amico, Jim. 2017. "The Case For Evidence-Based Recruiting". ERE Media. https://www.ere.net/the-case-
for-evidence-based-recruiting/.

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ACQUISITION OF HUMAN RESOURCES
reasoning ability as well as analytical thinking7. The reliability of the Acer Test of Abstract
reasoning is round 0.84 whereas validity is around 0.76.
Job roles
TAR-60 assists in assessing abstract reasoning by making it very much suitable for
selection of Database Administrator, It helpdesk Operator as well as Specialist librarian. This
tool is used for recruiting specialist librarian.
3.3 Data Entry Tests and data checking
Purpose
Data checking tests as well as data entry test are generally undertaken for testing clerical
skills of the candidates who have applied for clerical level. The test is mainly undertaken in order
to analyze their productivity. It is stated by (8) that candidates who will score better in the test
will be considered more suitable for the job as it is ensured that that they can perform the
operations quite effectively. It is identified that clerical tests are considered as a predictive
approach that is used for predicting the performance of the candidates in context to clerical roles.
Reliability and Validity
The work test validity is around 0.54 as per the analysis for all job roles. It is reflected by
one of the Meta analysis that typing skills generally have operational validity of 0.45 while
predicting the performance of the job.
Selection tool
7 Eubanks, Ben. 2015. "HR Project Management: The Ultimate Guide | Upstarthr". Upstarthr.Com.
https://upstarthr.com/hr-project-management-ultimate-guide/
8 Mark, Freeman, and Beale Peter. 2012. "Measuring Project Success". Pmi.Org.
https://www.pmi.org/learning/library/measuring-success-business-venture-5351.

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ACQUISITION OF HUMAN RESOURCES
Saville Holdworth clerical skill test is mainly used as a selection tool for data entry and
data checking tests. This test is mainly designed for determining the basic skills of the candidates
who have applied for various job roles. In addition to this, the applicants can also be tested ass
per their speed as well as accuracy in entering various alphanumeric data9. A test is also required
to be conducted for measuring the validity as well as reliability of Saville Holdsworth clerical
skill test in order to reveal the various respective values.
Job roles
The data entry operators are generally selected as per the data entry and data checking
tests. This selection tools is very much useful and thus it is mainly employed for measuring the
competencies of various applicants in context to job roles.
3.4 Personality Test
Purpose
It is very much important to analyze the influence of personality on the performance of
an applicant. As per the Big five model, conscientiousness is found to be one of the best
predictor that helps in predicting job performance quite effectively. As per lock 2011, it is
identified that individuals that have proper level of emotional stability can perform quite better as
compared to applicants that have low level of emotional stability10. In addition to this, it is
identified that extraversion must have a positive correlation in context to performance for
different programming job roles. Therefore, a personality test will be quite helpful in
determining the suitability of the applicants for their job roles.
9 Valerio, Anna M. 2011. Developing Women Leaders: A Guide For Men And Women In Organizati. 1st ed.
Hobkonen, NJ: Wiley-Blackwell.
10 Matter | Workable". Recruiting Resources: How To Recruit And Hire Better.
https://resources.workable.com/blog/interviews-per-hire-recruiting-metrics.

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ACQUISITION OF HUMAN RESOURCES

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ACQUISITION OF HUMAN RESOURCES
Selection tool
Occupational personality Questionnaire is considered as one of the selection tool that
helps in checking the personality of an individual. It is identified that testing the validity as well
as reliability with the help of Big Five personality helps in reflecting that occupational
personality questionnaire have reliability within the range of 0.85 to 0.95 and operational validity
within the range of 0.32 to 0.55.
Job roles
In spite of the test versatility for all job positions, it is identified that personality tests
must be conducted for the database administrator, specialist librarian as well as helpdesk
operator. It is found that Conscientiousness is another trait, which can be accessed of the
applicants for determining their alignment for the job role11.
4. Budget
The budget for the selection as well as recruitment procedure is provided in the table
below:
Activities Cost in $
Reviewing job requirements and tasks 200
Developing person and job profiles for the jobs 100
Determining, based on evidence, the best advertising platforms 100
Asking for quotations from respective advertising platforms 20
11 Yu, Kang Yang Trevor, and Daniel M Cable. 2013. The Oxford Handbook Of Recruitment. 1st ed. Hong Kong:
Oxford University Press

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ACQUISITION OF HUMAN RESOURCES
Developing and refining the advert (copywriting) 200
Placing adverts (On print and electronic media) 15000
Placing advert on LinkedIn 100
Searching through LinkedIn profiles and inviting people to apply 200
Period to receive applications 0
Reviewing office space and work stations 100
Seeking quotations for any fixtures and fittings for the offices and
workstations
0
Renovation and purpose setting the workstations 14000
receiving applications and starting shortlisting process 1000
Shortlisting LinkedIn profiles 1000
Closing the application phase and finishing shortlisting 0
Evaluating progress on renovations 200
Placing order for fixtures and fittings 5000
Inviting shortlisted applicants for interviews and sending regret letters to
those not shortlisted
2000
Conducting Interviews 4000

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ACQUISITION OF HUMAN RESOURCES
Evaluating candidates and deciding who to recruit 2000
Sending messages to the selected candidates 1000
Presenting candidates 200
Orientation of candidates 1500
Evaluation of project Success 200
Total budget 48120
5. Timeline
One of the crucial, but often lacking skills among Human Resources (HR) competencies
is project management skills, yet these are essential for the successful management of the
recruitment process. The project management principles to be applied in the recruitment exercise
are driven by the need to effectively manage a suitable time-line, manage resources and people
by ensure that all stakeholders are effectively managed and kept in the communication loop, as
well as develop plans for change management and evaluate the success of the entire exercise12.
The time-line for the exercise will be managed strictly according to the constraints of time,
scope, and budget; the table below shows how the exercise will be undertaken.
Activity Duration
Timeline for selection and recruitment process in DataTech 10 weeks
Reviewing job requirements and tasks Week 1
12 McCarthy, Darragh. 2017. "Why Giving Feedback Will Save Hiring Managers' Time And Why Receiving It
Will Make You Better". Morgan Mckinley Ireland.

15
ACQUISITION OF HUMAN RESOURCES
Developing person and job profiles for the jobs Week 2
Determining, based on evidence, the best advertising
platforms
Week2
Asking for quotations from respective advertising platforms Week 2
Developing and refining the advert (copywriting) Week 3
Placing adverts (On print and electronic media) Week 3
Placing advert on LinkedIn Week 3
Searching through LinkedIn profiles and inviting people to
apply
Week 3
Period to receive applications Week 3 and week 4
Reviewing office space and work stations Week 4
Seeking quotations for any fixtures and fittings for the
offices and workstations
Week 4
Renovation and purpose setting the workstations Week 4
Receiving applications and starting shortlisting process Week 5
Shortlisting LinkedIn profiles Week 5
Closing the application phase and finishing shortlisting Week 6
Evaluating progress on renovations Week 6
Placing order for fixtures and fittings Week 7

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ACQUISITION OF HUMAN RESOURCES
Inviting shortlisted applicants for interviews and sending
regret letters to those not shortlisted
Week 7
Conducting Interviews Week 8
Evaluating candidates and deciding who to recruit Week 9
Sending messages to the selected candidates Week 9
Presenting candidates Week 9
Orientation of candidates Week 9
Evaluation of project Success Week 10
6. Evaluation of recruitment and selection methodologies
6.1 Evaluation of recruitment and selection practices
While hiring employees, application numbers are not considered as the most important.
It is stated by (13) that more applicants helps in providing proper opportunity to the organization
to select candidates from large number of applicants however, this method is considered costlier
as the organization have to administer more selection as well as recruitment tests.
Therefore, it is very much necessary for the organizations to balance of cost quite
effectively by ensuring that the right individual is hired within the organization. It is found that
in order to facilitate evaluation, a seven-step framework is mainly developed for assisting
organizations.
13 Trehan, Rita. 2015. "The Recruitment Process Timeline: What To Expect". Linkedin.
https://www.linkedin.com/pulse/recruitment-process-timeline-what-expect-rita-trehan.

17
ACQUISITION OF HUMAN RESOURCES
6.2 Recruitment
In order to elaborate the recruitment practices much more, Data Tech generally analyze
the response rates to the different methods of recruitment14. The applicants that are generally
generated from different recruitment method helps in analyzing the response rate. In addition to
this, Data Tech also helpful in observing resume of the applicants by focusing on the method of
recruitment.
6.3 Selection
The method that is used for evaluating the selection process must be considered during
the hired of recruitment. As there are different dates of commencement, the time that is needed
for hiring each of the job can be properly scored in context to resume of the applicants. While
considering the internet recruitment method one need to consider the speed of applicant’s
response15. This data are generally collected can be successfully analyzed further in order to
reflect the effectiveness of internet based recruitment procedure.
6.4 Selection Contribution Model
By utilizing the selection contribution model, the productivity model in context to data
entry operator is properly illustrated. It is provided that Data Tech needs millions documents that
is required to be digitized in 2 years however the company is mainly engaged in hiring only 65
data entry operators16. Therefore, it is analyzed that the applicant who can be able to perform
14 Harrington, H. james, and Brett Trusko. 2014. Maximizing Value Propositions To Increase Project Success
Rates. 2nd ed. Boca Raton: CRC PRESS.
15 Huppert, Maxwell. 2017. "5 Free (And 3 Paid) Ways To Build Your Employer Brand On Linkedin".
Business.Linkedin.Com. https://business.linkedin.com/talent-solutions/blog/linkedin-product-tips/2017/5-free-
and-3-paid-ways-to-build-your-employer-brand-on-linkedin
16 Chandra, V. 2012. "Work–Life Balance: Eastern And Western Perspectives". The International Journal Of
Human Resource Management 23 (5): 1040-1056. doi:10.1080/09585192.2012.651339.

18
ACQUISITION OF HUMAN RESOURCES
more than average will be generally recruited. In addition to this, if also the company decides to
hire more number of applicants for processing at least 120 number of forms then it will generally
helpful in reducing the number of operators which would be financially advantageous for the
organization.
7. Conclusion
Data Tech, having been given a contract to digitize records, employed our firm to fill
various positions for the job, expected to take two years. In recruiting the staff, a robust strategy
that would ensure the right candidates are reached is to be adopted. This starts with the
recruitment strategy, which will be external recruiting, and the methods involving advertising
using print media, using job placement agencies, and using LinkedIn for the leadership positions.
The strategy used will entail evidence based recruiting, especially when using LinkedIn. To
ensure the process flows smoothly, project management principles are to be used, with a project
time-line of ten weeks, and with a budget of $ 48120 that is within the limit of $ 50000. The
exercise will be evaluated for success using metrics and project evaluation methods involving
quantitative and qualitative analyses.

19
ACQUISITION OF HUMAN RESOURCES
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ACQUISITION OF HUMAN RESOURCES
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Receiving It Will Make You Better". Morgan Mckinley Ireland.
https://www.morganmckinley.ie/article/why-giving-feedback-will-save-every-hiring-managers-
time-and-why-receiving-it-will-make-you-better.
Morgan, Roy. 2016. "Seven West Media Newspapers Will Reach 60% Of WA". Roy Morgan.
http://www.roymorgan.com/findings/6976-seven-west-media-purchase-of-news-corp-
newspaper-assets-in-wa-june-2016-201609190913.

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ACQUISITION OF HUMAN RESOURCES
Pham-Gia, Khanh. 2009. Talent Management: Recruitment Methodologies - An Overview.
München: GRIN Verlag GmbH.
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doesnt-want-you-to-know/.
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ed. Hong Kong: Oxford University Press.

22
ACQUISITION OF HUMAN RESOURCES
Appendices
Appendix I: Performance Evaluation Sheet
Metric Targeted Actual Variance % Comments
Duration of
Recruitment
10 Weeks
Number
Shortlisted
Database
Administrator
IT Help Desk
Specialist
Librarian
Data Entry Leader
Data Entry
Operator
Numbers
Interviewed
Database
Administrator
IT Help Desk
Specialist
Librarian
Data Entry Leader
Data Entry
Operator
Total Budget $ 50000

23
ACQUISITION OF HUMAN RESOURCES
Time to Present/
Candidate Slate
Numbers
Time to Present/
Candidate Slate
Numbers
Time to Present/
Candidate Slate
Numbers
Time to Present/
Candidate Slate
Numbers
Time to Present/
Candidate Slate
Numbers
Time to Present/
Candidate Slate
Numbers
Feedback Time-
lines of the
Hiring Manager
Requisitions
Aging
Ratio of Present-
To-Interview