CX663301 HRM: Recruitment and Selection Campaign for Brosnan Company

This report outlines a recruitment and selection campaign designed for Brosnan Construction Company, focusing on hiring carpenters, management personnel, and quantity surveyors. It details the recruitment design, advertising strategies, and specific qualifications and duties for each position. The report includes the use of psychometric tools and proposes an international pay scale to ensure employee retention and motivation. It further discusses the factors that make a recruitment campaign stand out, such as good planning, budgeting, and time management, and highlights the importance of workforce planning and ethical HR practices in achieving organizational objectives. The analysis emphasizes the benefits of a well-planned recruitment process, including attracting top talent, saving resources, and fostering a positive work environment.

Running head: RECRUITMENT AND HIRING PROCESS
1
Selection and Recruitment Campaign for Brosnan Construction Company
Student’s name
Institution affiliation

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Selection and Recruitment Campaign for Brosnan Construction Company
Part one
The Brosnan Company is need of carpenters, 3 management personnel and quantity
surveyors. Thus a good recruitment and selection strategy is required to obtain the most talented
and skilled personnel ever. In this case, the company needs to carry out a good and well planned
for hiring and recruitment process that helps it achieve this (Noe, Hollenbeck, Gerhart, &
Wright, 2006). The following are the key areas of the employment process.
Recruitment design
The company wishes to employ the above personnel through a well-organized interview process
by the management staff. This strategy helps identify the most talented, skilled and best
personnel for the positions. Interested parties are to submit their cover letters and CVs to the
company email or manually to the company premises after which the management will shortlist s
few based on the qualification. The shortlisted applicants will be called for an interview during a
time that will be set and communicated. The panel will interview the parties and together, select
the best suitable people for the positions.
Advert
The job positions are to be advertised on the media that includes the television, the radio,
newspapers and company website. The current workforce is also encouraged to make referrals by
telling people to apply for the positions. The strategy will mix internal and external hiring of
workers and thus have the advantages of both methods met. These include avoiding biasness and
ensuring that the best team of workers gets employed. It also ensures that the company integrates

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all sorts of people with skills in the workforce. The advertization process aims at reaching far
and wide so that ant potential applicant may benefit and ensure that the best people apply.
Positions and qualifications
1. Carpenters
Brosnan Company is need of 10 carpenters to help in the work of timber during the
implementation of projects. Interested and qualified parties are required to apply.
Qualifications
 Have at least a certificate in carpentry from recognized tertially institution of learning.
 Be aged 18 years and above
 Be hardworking, trustworthy, honest and ability to work under pressure and minimum
supervision
 Have a secondary certificate with a minimum of grade c-
 Be able to communicate in English fluently
 Have a minimum work experience of not less than 2 years
Duties
 Carry out carpentry works in construction sites
2. Quantity surveyors
The company wishes to employ 4 quantity surveyors to help formulate the bill of quantities for
the various company projects.
Qualifications
 Have a diploma or degree in the quantity surveying from recognized institutions
 Be above 21 years in age
 Have a minimum work experience of not less than 3 years

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 Be able to communicate in English fluently
 Knowledge of design software like prokon, autocad or archicad is an added advantage
Duties
 Help in design works for the company
 Help formulate bill of quantities for projects
3. Management graduates
The company wishes to employ 3 qualified personnel in the management to help the company
with matters of leadership.
Qualifications
 Have a diploma or degree in business management or related courses
 Be above 21 years old
 Have a work experience of not less than two years
 Any knowledge in CPAs is an added advantage
Duties
 Carry out supervisory works for the company
 Help with management of work in the company
Interested parties should submit their testimonials in the company head office or apply
online through the company email: [e-mail]
Use of psychometric tools
Interested parties will be required to go through an aptitude test that will be conducted
during the day of the interview so that their level of knowledge is evaluated.
Salary scale

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The company needs to offer to the workers the international pay scale based on the qualifications
and skills they have for the jobs. This strategy helps in employee retention, motivation and
hardworking as well as high work output which translate towards the profitability of the
company. It will help the company achieve a competitive advantage above close competing firms
in the constructions industry. The company will apply the international standards of salary scale
to the various positions advertised as follows;
 Carpenters – permanent salary ranging from $ 39, 500 to $43,600 or $20.96 in an hour.
 Managers- from $68, 558 to $74,020 per year
 Quantity surveyors- $55,715 per year
Part two
A good selection and recruitment campaign can stand out from those applied in the other
businesses when the following factors are applied. Good planning helps come up with the best
implementation strategies that assure the company of the best team to be selected with the right
skills and man power. Proper budgeting helps ensure that the company does not overspend or
underspend regarding the cost of the recruitment process. This helps in proper use of company
resources. Time management is another factor since the process requires preparation,
implementation and evaluation process all of which need time (Cascio, & Aguinis, 2005). This
means that the company does not waste a lot of time in the hiring process at the expense of other
activities of production. Competitive advantage is achieved when the best talents and skills are
brought in the company through hiring of workers. The best knowledgeable and productive team
is obtained that steers the company towards the positive side of growth. Retention of workers is
also achieved when the hiring process is done well. This aspect is achieved when the right people
get employed from the beginning through well planned strategies that include interviews. There

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is no need of laying down workers due to poor performance since the company takes time in
hiring the best team.
Thus, selection and recruitment process needs to be well planned for so that what the
company looks for is obtained which includes the best skilled and talented team. The benefits
thus enjoyed include getting the most talented personnel to the workforce. Resources get saved
in the business since money is not wasted in repetitive hiring processes. Employee retention is
achieved and thus the company does not have to waste resources in hiring and training new
workers quite often (Brannick, & Levine, 2002). The company also benefits from the best
production and profit making based on the best performing work force leading to growth and
raising the competitive advantage of the firm. The main drawback related to hiring process is that
it may bring in unqualified personnel when the proper strategies are not applied. Favoritism,
nepotism and corruption are some of the factors that lead to this outcome.
Workforce planning is the process through which the firm will analyze the current as well
as the future needs of workforce based on the plans, objectives and commitments. The process
has the following advantages; it helps in employee retention through hiring the best new talents,
thus aiding the business to retain the most critical workers. It helps in avoiding disruptions and
delays. This happens when the management can prioritize on matters related to staffing and
hiring decisions. Additionally, it helps in identifying the initiatives related to development and
training among employees thus establishing gaps that involve skills among the current
workforce.
The practice of human resource in the company helps achieve the following aspects; it
supports the firms in the achievement of the set objectives through development and
implementation of human resource strategies integrated with strategies of the business. It

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contributes to the development of a culture for high performance. It also ensures that businesses
have the most skilled, talented and engaged personnel needed. It creates an employment
relationship that is positive between the workers and the management as well as a mutual trust
work climate. It lastly encourages the practice of ethical approaches towards the management of
people.

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References
Brannick, M. T., & Levine, E. L. (2002). Job analysis: Methods, research, and applications for
human resource management in the new millennium. London: Sage Publications.
Cascio, W. F., & Aguinis, H. (2005). Applied psychology in human resource management.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2006). Human resource
management. China People's University Press.