Detailed Analysis: Hiring Process of Minority Recruitment Director

This report examines the hiring process for a Minority Recruitment Director within a state-level traffic police industrial department. The paper discusses the required competencies, including decision-making, problem-solving, communication, and leadership. It outlines job responsibilities such as developing, administering, evaluating, and reporting on the recruitment program. The report identifies technical, cross-functional, and core competencies, along with performance standards and job conditions impacting the role. It analyzes candidate qualifications, including education and experience, and ranks candidates based on their skills. The report proposes a performance-based job description and addresses how the recruitment model can be revised to address diversity and inclusion. The conclusion highlights the importance of these competencies, especially in the context of reducing racial bias and improving the recruitment model.

Running head: HIRING PROCESS OF MINIORITY RECRUITMENT DIRECTOR
HIRING PROCESS OF MINIORITY RECRUITMENT DIRECTOR
Name of the student:
Name of University:
Author Note:

1HIRING PROCESS OF MINIORITY RECRUITMENT DIRECTOR
Introduction
The paper aims to discuss the hiring process of a minioirty recruimement director who
will assist the head human resource director in best talent acquisition techniques to fuilfull the
talent gaps in the state level traffic police industrial department. The paper focuses on the
competencies needed, job responsibilities and skills required by the candidates as well as the
improvement of the recruitment model.
Discussion
The first job duty is to develop the recruitment program model. The second job
duty is to administer the program . The third job duty is to evaluate the program . The
fourth job duty is to report the feedback.
The core competencies required to perform these essential duties are the making with
the ability to take decisions in terms of selection and placement of the candidate, problem
solving with evaluating the gaps found in the recruitment model and solving them. The cross
functional competencies required to perform these essential duties are leadership by
collaborating the teams with new employees and driving diversity collectively and emotional
flexibility through control over emotions in certain stressful situations. The technical
competencies required to perform these essential tasks are good communication through
proficiency in both verbal and non-verbal communication to present ideas to top managemet
and interact with candidates during recruitement and strategic knowledge about recruitment
policy, police laws and regulations from national and regional perspective.
The performance standards set for evaluating the perforemnce of the minority
recruitment director is the number of vacant positions fulfilled in the organization annually,
the quality of interviews taken per month, cost behind the process of recruitment , time taken
to fulfill the positons, the efficiency ratio of recruitment model designed, the score on

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recruitment in balanced HR scorecard, the number of gaps filled in succession planning and
the number of orientations programmes conducted.
The job conditions that make the execution of job duty easy are the laws and
regulations governing the job through conformance to State Traffic Laws, National Highway
Traffic Rules, Road driving laws and the leagal acts governing the drug and criminal
practices on the driving along with the road transportation act. The job conditions that make
the excetion of job duty difficult are the rigid structure of the communication flow in the
traffic police industry among the top and bottom levels with a not-so effective feedback
mechanism, the biased discrimination practices towards miniority race , low company morale
due to reduction in promotion opportunities and career development and the high corporate
politics with favour to top management positions. Due to these job conditions the impact is
produced on the recruitment model later. The positive effect from the laws and regulations
help in proper guidance and setting the recruitment model with knowledge in the required
skills, abilities and knowledge demanded from the candidates fit for the industry. The
negative effect from the rigid communication structure reduce transparency with no proper
feedback in the interview process. The politics in the industry reduce the ethics which
produce a distorted picture of the workplace culture in job description. The racial
discriminiation towards miniorites make the job application circulation narrow confined to
limited races. The low promotion regime can make the candidates express dis-interest over
the job role.
The minimum qualifications required by the candidates as in terms of education is
the knowledge of traffic and criminal justice laws, recruitment practices, Human resource
management knowledge with Master’s or post graduation on Human resource Management
and bachelor’s degree on any other subject related to the field. It is compulsory that the
candidate has minimum of two years post graduation and three years of graduation degree

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with secondary level of education completed. In terms of work experience, the candidate is
required to serve as a recruitment and placement director / Head of Talent Acquisiton for a
period of minimum six years in the either public companies or served duty in military field.
The candidates are ranked into five different groups as per their knowledge skill,
experience and resume weightage. In majority of the groups, Harold Murphy is ranked at the
top while John Lewis is ranked second and the last ranking is allotede to Norma Sikorsky.
Harold Murphy is efficient in the recruitment practice more than the two other candidates
with conducting proper orientation trainin programmes and the selection assessment tests.
John lacked this skill, however his work experience is more and is better than the other two
candidates.
A performence job description is required to be designed with the job
responsibilities :
- Gathering information of the present staff and their measures of productivity
- Estimating the demand and supply requirements of human capital
- Close the gap through recruitment in form of internal or external type of
recruitment strategy
- Devise the recruitment strategy in terms of how many vacant positions to fill, job
role charting
- Prepare job description and job specification
- Implementing the recruitment through various sources like advertisement,
collaborating with third party consultants
- Taking decisions regarding promotion or transfer of staff to fill vanacnt gaps
- Re-set strategies on succession plannning
- Conduct the human resource audit
- Prepare reports through human resource score card and reflect on the pitfalls

4HIRING PROCESS OF MINIORITY RECRUITMENT DIRECTOR
- Devise traning program solutions for the low performing employees
- Take part in the team meetings with top management team for feedback reporting
- Communicate results to the staff through written notices
The skill requirements needed to perform this job are:
- The ability to take decisions in terms of selection and placement of the candidates
- Act as a leader in collaborating the teams with new employees and driving
diversity collectively.
- Knowledge about recruitment policy, police laws and regulations from national
and regional perspective.
- Proficiency in both verbal and non-verbal communication to present ideas to top
managemet and interact with candidates during recruitement.
- Evaluating the gaps found in the recruitment model and solving them
- Act patiently and control over emotions in certain stressful situations
- Have team building sense
As per the outcomes recorded , the jobs and organization process change over time
through mentoring programs for the miniority new employees joining the organization, strict
disciplinary policies for reporting the racial harassment and the recruitment of miniority
background candidates through newspapers which are especially targeted to this special type
of class. The definition of ‘merit’ change over time even for the same job through the
specialized skills and the abilities in decision-making of the placement of candidates in the
organization and the necessary steps taken for managing the human capital.The notion of
‘merit’is extended to increased responsibility of recruitment from diverse communities and
maintaining an integrated culture . The way through which the job decriptions can be
revised to accommodate such changes is to broaden the candidate search to diverse classes
including the miniority section. The another way is to potray the job promotion with

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mentorship traning in the career development area. The way to sell the ideas to managers
and employees is through joint discussion in a meeting arranged with the top level
management and the operational team through gathering data and submitting human resource
audits of previous three years along with the revised change accommodation report.
Conclusion
In conclusion, the four main competencies required are decision making, problem
solving, communication and leadership which is found in Harold Murphy than the other two
candidates selected. The recruitment model is to be re-designed with more focus on the
diversity issue and inclusion of minority and reducing the racial biasness.

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Bibliography
Goldstein, H.W., Pulakos, E.D., Semedo, C. and Passmore, J., 2017. The Wiley Blackwell
handbook of the psychology of recruitment, selection and employee retention. John Wiley &
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Mehmood, S.A., Nadarajah, D. and Akhtar, M.S., 2019, July. Examining the perceived career
growth, organisational justice and intention to stay among traffic wardens in the City Traffic
Police, Lahore. In Global Competitiveness: Business Transformation in the Digital Era:
Proceedings of the First Economics and Business Competitiveness International Conference
(EBCICON 2018), September 21-22, 2018, Bali, Indonesia (p. 264). Routledge.