Acquisition of Human Resources for DataTech Solutions Report

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.

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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