HRM 4: Recruitment Analysis for Academic Dean at Howard University

This report presents a recruitment analysis for the position of Academic Dean at Howard University's College of Engineering, Architecture, and Computer Sciences (CEACS). It begins with a job description, outlining the required qualifications, responsibilities, and organizational context. The analysis then focuses on online recruitment as the chosen method, detailing its advantages such as speed, geographical reach, and cost-effectiveness, while also addressing its EEO compliance. The report further explores resources for recruiting disabled applicants and concludes by examining how recruitment and selection practices impact organizational change and promote a diverse culture. The analysis references relevant academic literature to support its findings.

Running head: HRM
Recruitment Analysis
Name of the Student:
Name of the University:
Author Note:

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1. Job Title: Academic Dean (10 + years of experience)
2. Position Requisition for Academic Dean
(i) Position Summary: Howard University has started inviting applications for position
of Academic Dean for its College of Engineering, Architecture, and Computer Sciences
(CEACS).
(ii) Job Requirements: The person applying for the job must have:
 Higher academic standards and possess stronger dedication towards graduate
undergraduate and the doctoral education,
 A person who is able to promote outstanding research and have demonstrated
commitment towards inclusion and diversity.
 Possess proper communication skills, entrepreneurial energy and the political adeptness
to represent to externally represent a college at not only the local but also the national as
well as international constituencies.
(iii) About the Organization: Howard University has been a reputed research university
that has been dedicated towards imparting education to children from diverse background with
special focus on the African American students (howard.edu, 2020). The University received its
first accreditation in the year 1921 and its campus comprises of 89 buildings and close to 108
acre facilities for research in Maryland.
(iii) Roles and Responsibilities:
 Development and Implementation of financial and academic strategies
 Recruitment of faculty, students and academic staffs

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 Development of organization structure which will not only promote superior level of
research and the educational programs of highest caliber.
3. Method of Recruitment:
The University will opt for online recruiting and interested applicants can send emails to
[e-mail]. Harris Search Associates will provide assistance in the process.
The University initiates no discrimination based on color, race, nationality, sex, ethnic
origin, religion, marital status or disability. People with disabilities and veteran status can
encouraged apply.
4. The Reason for Choosing Online Recruitment Method
Online recruitment method is faster in finding potential applicants and has a wider
geographical reach. It is also cheaper than the Newspaper Ads and typically costs the employer
between $99 and $395 in a month. Yes, the method is EEO complaint since it treats individuals
irrespective of their race, religion, national origin, sex, color, genetic information or any kind of
disability. The online method of recruitment is the best method for recruitment for any job since
it is immediate, cost effective, has ability to reach wider audience, can make the job increasingly
dynamic, its durable, flexible and accessible (Klotz et al. 2013).
5. Two Resources that can be used for Recruit Disabled Applicant
Websites and Organizations are two suitable sources that can be used for recruiting the
disabled applicants. There are various websites like AAPD Career Centre, AbilityLinks.org,
Association of University Centers on Disabilities and Disabled Person, Inc which employers can
visit. For instance, AAPD Career Centre represented a prime center for employers to find diverse
and qualified candidates. On the other hand, as far as organizations are concerned, there are

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various community based not for profit agencies that are run for disabled people and can aid
employers in finding a qualified and suitable candidate with disabilities (Magrin , Marini &
Nicolotti, 2019).
6. How Recruitment and Selection of Employees Impacts Organizational Change and
Promotes Diverse Culture.
Selection and recruitment of employees are key operations of HRM that are meant to
have an impact on the organizational change through better results. Effective recruitment and
selection of employees not only improves the quality of the services and products but also drives
the organization towards financial success (Cullen et al., 2014). Besides, recruitment and
selection of employees allows employers to attract diverse candidates by offering suitable
workplace policies thereby promoting a diverse culture.

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References:
Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2014). Employees’ adaptability and
perceptions of change-related uncertainty: Implications for perceived organizational
support, job satisfaction, and performance. Journal of Business and Psychology, 29(2),
269-280.
howard.edu, 2020. [Online]. Retrieved from https://www2.howard.edu/about/about-howard
Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of
trustworthiness in recruitment and selection: A review and guide for future
research. Journal of Organizational Behavior, 34(S1), S104-S119.
Magrin, M. E., Marini, E., & Nicolotti, M. (2019). Employability of disabled graduates:
Resources for a sustainable employment. Sustainability, 11(6), 1542.