Recruitment and Selection Practices Analysis

This assignment requires an analysis of different recruitment and selection practices used in various organizations. It covers topics such as job advertisements, employer branding, online social networks, and the role of trustworthiness in these processes. The assignment also touches on the use of technology-based talent assessment and the impact of digital curation on job recruitment.

Running head: RECRUITMENT AND SELECTION PLAN
Recruitment and selection plan
Name of the student
Name of the university
Author note

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Executive summary
The aim of this report is to discuss about the recruitment and selection process of project
managers in PCL construction. Various elements of an ideal selection and recruitment process
are discussed in this report. In addition, the budget to be allocated for the plan is also stated in
this report. Assessment tools, which will help in determining the diverse skills of the candidates,
are identified in this report along with the source of having those tools. This report also discussed
about the interview questions and the evaluation process of the candidates. It is expected that,
this plan will help PCL construction to have the most suitable and eligible project manager in
place.

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Table of Contents
Introduction......................................................................................................................................4
Influencing factors in recruitment and selection strategy................................................................5
Steps in executing recruitment and selection process......................................................................6
Identification of the organizational needs....................................................................................7
Designing the recruitment plan....................................................................................................7
Promotion of job advertisements.................................................................................................7
Job description.............................................................................................................................7
Screening of the applicants..........................................................................................................8
Initial interview............................................................................................................................8
Talent assessment........................................................................................................................8
Final interview.............................................................................................................................9
Job offering and hiring.................................................................................................................9
On boarding and induction..........................................................................................................9
Job description template................................................................................................................10
Job brief.....................................................................................................................................10
Job duties and responsibilities...................................................................................................10
Job requirements........................................................................................................................11
Advertisement strategy..................................................................................................................11
Mediums of the advertisements to be used................................................................................11

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Mediums of the advertisements not to be used..........................................................................12
Timeline of the advertisement...................................................................................................13
Advertisement sample...............................................................................................................13
Advertisement budget................................................................................................................14
Assessment plan.............................................................................................................................16
Assessment tools and tests.........................................................................................................16
Selecting the right candidate......................................................................................................17
Resume screening matrix...........................................................................................................17
Assessment summary matrix.....................................................................................................18
Interview plan................................................................................................................................19
Interview schedule.........................................................................................................................20
Interview questions........................................................................................................................20
Situational questions..................................................................................................................20
BDI questions............................................................................................................................20
Interview rating scale.....................................................................................................................21
Reference check questions.............................................................................................................21
Conclusion.....................................................................................................................................21
Reference.......................................................................................................................................23

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Introduction
The current business scenario is very much challenging for the business organizations
due to the reason that, they have to deal with more diverse factors compared to the business
organizations a decade ago. One of the key determining factors for the business organizations is
the selection of the new employees. The level and intensity of the competition that are faced by
the business organizations in the present time cannot be dealt without having proper and right
employees in place with having right level of skill sets (Aziri, Zeqiri & Ibraimi, 2014). Thus, the
process of recruitment and selection should be effective and efficient enough in order to have
right employees with right level of skills in right place.
However, there are various steps to be followed in the process of having an effective plan
of recruitment and selection in the organization. These steps involved various areas, which are to
be covered and should be full proofed. An ideal plan of selection and recruitment would be the
one, which will attract maximum number of potential candidates with having maximum reach
(Klotz et al., 2013). Along with this, it will have effective assessment plan in order to assess the
potential candidates properly and certain budget allocated for the interview process.
This report will discuss about the ideal recruitment and selection plan for project manager
for PCL construction. PCL construction is one of the leading groups of construction companies
in Canada with having their market presence in North America, Australia and Caribbean regions
(PCL Constructors, 2018). They are in the need of a project manager who are having
professional experience in construction field and who can look after the execution of their
different projects. In accordance to this need, this report will discuss about each of the elements

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of an ideal recruitment and selection process, which will help in selecting the most eligible
candidate for the given post.
Influencing factors in recruitment and selection strategy
 One of the key factors is the source of recruitment stated by the company. There are
various companies who recruit new employees from the internal sources. For instance,
employee reference program is being initiated. On the other hand, external sources are
also being used by some other organizations by catering to huge number of potential
candidates (Muscalu, 2015). Thus, before creating the recruitment and selection plan, it is
important to determine whether the particular organization is opting for internal or
external sources.
 Another important factor is the budget allocate for the process of recruitment and
selection. This is due to the reason that, the more will be the fund allocated, the more
effective will be the process by having latest instruments to determine the quality of the
candidates and vice versa.
 Supply and demand of the employees in the market is also an important factor. This is
due to the fact that, if the demand of the employees in the market is more compared to the
supply, then the process of recruitment and selection should be made easier in order to
have more pool of talents (Collings, 2014). On the other hand, more supply of the
employees will help in effectively filtering out the ineligible candidates and assessing
them more extensively.
 Goodwill of the organization will also determine the effectiveness of the recruitment and
selection plan due to the reason that, if the organization is having positive and huge brand
value in the market, then the recruitment of the new candidates will be easier. Potential

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Identification of the
organizational needs
Designing the recruitment plan
Creation of job descriptionPromotion of job advertisements
Screening of the applications Initial interview
Final interview Talent assessment
Offering job and hiring On boarding and induction
candidates can be easily attracted by the brand value (Leekha Chhabra & Sharma, 2014).
On the other hand, having less goodwill in the market will judge the effectiveness of the
recruitment and selection plan.
Steps in executing recruitment and selection process

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Identification of the organizational needs
The first step in the recruitment and selection process is the identification of the hiring
needs of the organization. In this case, PCL construction is having the need of the project
manager. Hence, in accordance to this, the following steps will be followed (Zaharie & Osoian,
2013). Moreover, this step also involves the determination of the expectation of the organization
from the candidates along with the benefits and compensation to be provided.
Designing the recruitment plan
The next step involves the planning and scheduling of the recruitment process. In
accordance to the organizational expectation, the entire recruitment and selection plan will be
designed in this step (Elving et al., 2013). This step also includes allotting the human resources
in different steps of the process.
Promotion of job advertisements
Job advertisement is important in order to communicate the job vacancies to maximum
number of potential candidates. Effective promotion of the job advertisements helps in having
large pool of talents for the interview process (Ahsan, HO & Khan, 2013). Thus, the organization
will have more options to choose from. Job advertisements should be designed in such a way that
it will create positive impression among the potential candidates and it should be communicate
through maximum number of mediums possible.

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Job description
Job description is important due to the reason that, it helps the potential candidates in
having the fair and brief idea about the roles and responsibilities of the particular job before
applying for it (Verboncu & Zeininger, 2015). In the case of the PCL construction, job
description will be loaded with requirements of the post of the project manager. Candidates
comfortable with it will apply for the job.
Screening of the applicants
This is one of the most important steps in the entire recruitment and selection process.
This is also the basic step in filtering the applications. In this step, the applications being
received will be gauged against the benchmarks set by the organization. Eligible applications
will be forwarded for the next step and the ineligible ones will be withdrawn from the process.
Thus, the first round of the filtering process will be completed in this round.
Initial interview
This step involves the preliminary round of the final interview process. Candidates will
be approaches by phone call in order to gather an initial idea about them. Moreover, talking with
them directly will help in identifying any potential gaps or strengths of the candidates and in
accordance to that; they will be called for the final round of interview (Temple & Lagzdins,
2014). The date and time of the final interview will also be communicated to the candidates in
this step itself.

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Talent assessment
Prior to the final interview, shortlisted candidates from the initial interview process will
be given some sort of practical tasks in order to determine their practical knowledge and how
they can apply their domain knowledge in practical situation (Morelli et al., 2017). Moreover,
this step will also help to identify the approach of the candidates in doing the particular job along
with adhering to the organizational rules and regulations. This step is being added due to the
reason that, only the interview process will not be able to determine the practicality of the
candidates.
Final interview
This is the most important and key step in the entire process of recruitment and selection.
Final interview will be done with the shortlisted candidates from the previous steps. Moreover,
final interview will be done in phased manner and will involve different assessment tools
(Kristensen & Ravn, 2015). These assessment tools will be discussed in the following sections of
this report. However, the process will be stringent in order to identify the most eligible one from
the selected talent pool. The reference check of the selected candidates will also be done in this
step.
Job offering and hiring
This step will involve offering of the job offer letter to the selected candidates inviting
them to join the organization (Reicher, 2013). The offer letter will have all the details of the
employee rules and regulations along with the benefits to be received. Accepting the job offer
will followed by hiring the candidates in the organization.

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On boarding and induction
This is last step in the recruitment and selection process. This step includes welcoming
the newly selected employees in the organization and makes them feel accustomed and
comfortable in the new environment (Shahid & Azhar, 2013). Moreover, induction program will
be initiated in order to train them according to the organizational need and made them equip to
deal with the new challenges.
Job description template
The job description will be divided in parts in order to communicate with the potential
candidates in more effective way. Moreover, the design of the job description should properly
elaborate the duties and responsibility of the post to the potential candidates.
Job brief
PCL construction is looking out for experienced project manager for one of their facility
in Canada. They will be responsible for dealing with the key projects of the client.
Job duties and responsibilities
 Designing the project plan and evaluating them with timely progress report.
 Responsible for the availability and seamless flow of the resources in different
departments.
 Coordinate and manage all the internal and external stakeholders in completing the
projects.
 Scheduling the project and ensuring the timely completion of the project.
 Allocation of the funds and preparing budgets of the projects.

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 Initiation of the risk management activities in order to prevent any mishaps in the
process.
 Coordinating with the subordinates and superiors effectively.
Job requirements
 Candidates are expected to have educational qualification in the computer science or
computer engineering.
 They should have practical knowledge about the project management.
 It is expected that the candidates will have knowledge in construction market and trend.
 Professional experience in the related fields in more than 3 years is preferable.
 Should have favorable technical competencies in latest technologies and software.
 Knowledge in computer is also expected.
 Ability to manage number of subordinates and is comfortable in team building and team
based work.
 Strong verbal and written communication skills.
Advertisement strategy
Advertising the job vacancies is important due to the reason that, effectiveness and proper
mediums of the advertisement will determine the attractiveness of it among the potential
candidates and wider reach in the market (Kim, Warga & Moen, 2013).
Mediums of the advertisements to be used
 Company websites will be used as the primary medium of advertising the job vacancies.
A separate career section will be added in the official website of the PCL construction,

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where all the current and upcoming job vacancies will be posted. Moreover, options will
be given to the candidates to submit their resume in the portal without selecting any
particular job role. It will help in enhancing the candidate database, which will help to
search for potential talent in future (Gully et al., 2013). Advertisement for the role of
project manager will also be posted in the official website along with all the
requirements.
 Online job portals will also be used in order to reach out to maximum number of
audiences. In the current time, there are various popular online job portals present in the
Canadian market (Ollington, Gibb & Harcourt, 2013). Posting of the job description in
these online portals will help in attracting huge number of applicants. Contact details will
also be provided in order to enable the candidates for further guidance.
 There are some sorts of recruitment oriented social media platforms, which can also be
used in advertising the job vacancies for the project manager (Sivertzen, Nilsen &
Olafsen, 2013). Social media sites such as LinkedIn will be perfect for this job. Posting of
the job vacancies will also attract huge traffic of the potential candidates. This is due to
the reason that, social media is having huge market penetration in the current time with
millions of actives users (King, O’Rourke & DeLongis, 2014). It will also help in
determine the employment trend in the market along with comparing the job descriptions
with the competitors.
Mediums of the advertisements not to be used
 Internal job postings and employee reference program will not be used in this case. This
is due to the reason that, post of the project manager belongs to the upper level
management. On the other hand, employee reference program is applicable for the

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recruitment of lower level employees. Moreover, it is also not recommended that, upper
level managers should be recruited from the reference of any existing stakeholders.
 College placement programs will also not be promoted. This is due to the reason that,
only experiences candidates are expected and college placement programs will only
provide fresher.
Timeline of the advertisement
First 15 days Next 15 days Till end
Company website
Online job portals
Social media platforms
Company website will be first used for the first 15 days in order to gain the exact
candidates. This is due to the reason that, candidates those who are visiting the website of PCL
construction are obviously having the interest in the sector. The next 15 days will see the
addition of the online job portals. This will further increase the reach of the advertisement. Both
the mediums will be active in this phase. After the first 30 days, social media will be used in
order to fetch the rest batch of the probable candidates. At this point of time, all the three
mediums will be used. The timeline is being designed according to the effectiveness of the
mediums in attracting right talents (Schulz, Maas & van Leeuwen, 2014).
Advertisement sample
Project manager, REF. ID: PC209

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REF: PC209
PCL construction is one of the leading construction companies in Canada. They are
having number of construction companies under their brand. Currently PCL construction is
having their presence in the Caribbean, American, Canadian and Australian market.
An attractive opportunity is waiting for the potential candidates to build their career in
one of the fastest growing sector in the current stage. A highly energetic and dynamic team is
waiting to for the candidates to work in an employee friendly and safe working environment.
Project manager will report directly to the regional head of the PCL construction. He will
be responsible for managing different projects at once. It is expected that you will be expert in
handling the projects with having experience in different technologies and regulations. Your
prime responsibility will be to regulate and control the cost along with managing the risk of the
projects. You will also be responsible for the fund allocation and budget of the projects.
You will be supported by favorable compensation including attractive and best in the
industry salary, flexible working schedule and extensive career growth opportunities.
If you think that you are the ideal person to take up this challenging role, then we are
ready to welcome you on board. Please send your resume to, Rick Hodgson, manager, HR
department by stating the reference id as subject on HR@[e-mail].
Advertisement budget
Job Advertisement Budget for Project Manager
Components Price for a month 3 months deadline to fill the post

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Online Advertising
Job sites $ 2,000.00 $ 6,000.00
$ -
Social media advertisings $ -
LinkedIn $ 1,000.00 $ 3,000.00
Other social media $ 2,000.00 $ 6,000.00
$ -
Placement agency fees $ 1,000.00 $ 3,000.00
$ -
Partnerships with
Communities $ 450.00 $ 1,350.00
$ -
Internal marketing $ 200.00 $ 600.00
Total: $ 6,650.00 $ 19,950.00
A budget can be described as a calculation of the total expenses that may be incurred for
achieving a specific task or a project. The job advertising is considered to be one of the most

16RECRUITMENT AND SELECTION PLAN
crucial budgets present in the organization. Through this budget, an organization targets to
recruit a new employee thereby seeing to it that the company gets the right candidate.
As seen from the above plan, the organization has targeted various sources of
advertisement for its post. These sources are online where the job sites and other related websites
are included. These websites who display the requirement of the company tend to function a
click basis.
The organization has also left the option of internal hiring open and forecasted a budget
of 200$ for the same. Amongst these, job agencies are the most expensive because it is backed
by the guarantee of the agency and the internal advertising is the least expensive as it is within
the company. A three month budget has been given.
Assessment plan
Assessment plan is important in the recruitment and selection process due to the reason
that, it will help in gauging the qualities of the candidates to the standards set and expected by
the organization (Bellotti et al., 2013). The more standards will get matched, the more will be the
probability of the candidates to get selected.
Assessment tools and tests
 It is important to check the practical knowledge of the candidates about how they can
take up the challenges in real world situation. HR Avatar software will be used in order to
provide the real world simulation to the candidates.
 It is also important to examine the communication skill of the employees. Skillsarena
software will be used in this case.

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 Codility will be used in order to determine the technical knowledge of the candidates.
 Wonscore can also be used in order to determine the leadership skills of the candidates
and how they can manage their subordinates in the workplace.
Selecting the right candidate
The assessment results of all the candidates will first be compared in order to identify the
top ones who are ahead of others (Townley, 2014). These candidates will be judged on the basis
of the organizational benchmark. The shortlisted ones will be reference checked and will be
selected for the final round of interview.
Resume screening matrix
Resume screening matrix will help in identifying the key aspects of judging the
candidates against the organizational standards. This will help in determining the qualities of the
employees against the standards and also their competencies over others (Burns et al., 2014). A
total score will be given to the candidates. Those with having the highest scores will be eligible
for the further rounds.

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Figure: 1
Sample of resume screening matrix
Assessment summary matrix
Assessment summary matrix is another effective tool to select the right candidate. This
refers to the summarizing the results of the assessment tools used in the previous rounds and
scoring them for the individual candidates. The candidates with having highest score will
obviously the most eligible for the further round.
HR Avatar Skillsarena Codility Wonscore Total Score
Name 1
Name 2
Name 3
Name 4
Name 5
Name 6
Sample of assessment summary matrix

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Pre-interview phase
During-interview phase
Post-interview phase
The pre-interview phase will include sending the invitation for the interview to the
Explaining the interview process to the candidates.
Making the candidates comfortable with the environment.
Introducing them with the desired job role.
Listen to them and taking notes of their views.
Comparing the results of all the candidates.
Letting the candidates know about the result be it positive or negative.
Interview plan

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Interview schedule
Start time End time
Pre-interview process 9.30 AM 11.30 AM
Break 11.30 AM 12.00 AM
During-interview process 12.00 Noon 2.00 PM
Break 2.00 PM 2.30 PM
During-interview process 2.30 PM 4.30 PM
Break 4.30 Pm 5.00 PM
Post-interview process 5.00 PM 6.30 PM
Interview questions
Situational questions
1. Brief a situation where you have to work with some difficult co-workers. This question
will identify the communication skills of the candidate along with his problem solving
skills. His ability to take responsibility will also be determined.
2. Brief a situation of working in tight deadline. This will help to determine the ability of
the candidate to take pressure and how effectively he can put off them. Moreover, his
smart skills will also be determined about he worked on tight deadline successfully.
BDI questions
1. How you initiated multi-tasking in your previous organization? This will help in
determining the multiple skills of the candidates. Moreover, their managerial skills and
coordinating ability can also be determined.

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2. How you will deal with the differences in teamwork? This will help in determining the
leadership skills and motivating power of the candidates. Their knowledge of how to
influence others can also be determined.
Interview rating scale
Overall interview rating scale will be used in rating the candidates. This will provide
more freedom to the interviewers in questioning the candidates. This scale also helps in judging
the skills of the candidates against the given standards. Candidates will be given ratings on the
basis of Outstanding, Very good, good, average and unsatisfactory.
Reference check questions
Reference questions are important due to the reason that checking the background of the
candidates in order to determine their honesty is important before taking him on board. The
reference check questions for PCL construction are.
 Why the candidate leaved his previous job?
 What was his designation in previous job?
 When he joined and leaved the previous company?
Conclusion
Thus, from the above discussion, it can be concluded that, the recruitment and selection
plane being discussed and designed in his report will help PCL construction in having right
employees in right place. This report discussed about the steps to be required in the recruitment
and selection process. In addition, the questions to be asked in the interview are also discussed in
this report. Different assessment tools based on different skills of the employees are identified.

22RECRUITMENT AND SELECTION PLAN
This will help in effectively determining the qualities of the candidates. The script for the job
advertisement is also discussed and it is expected that it will attract the right set of the potential
candidates.

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