Human Resource Management Recruitment Plan and Interview Questions

This report focuses on the recruitment of a Human Resource Management professor, emphasizing the importance of effective HR practices for employee satisfaction and organizational success. It details various recruitment methods, including social media marketing, referrals, and billboards, highlighting their effectiveness in reaching a wide range of candidates. The report then identifies key competencies required for the role, such as communication, people management, and creativity. Furthermore, it presents a set of interview questions designed to assess these competencies, alongside an interview evaluation criteria to rate the candidates. The report aims to provide a structured approach to the recruitment process, ensuring the selection of a qualified and suitable candidate for the position.

Human resource management
Recruitment plan and interview questions

Contents
Introduction......................................................................................................................................2
Recruitment methods.......................................................................................................................2
Social media marketing................................................................................................................2
Referrals.......................................................................................................................................2
Billboards.....................................................................................................................................3
Competency identification...............................................................................................................3
Interview questions..........................................................................................................................3
Interview evaluation criteria............................................................................................................4
References........................................................................................................................................5

Introduction
Human resource management is an essential part of every organization. Effective human
resources management leads to increased employee satisfaction, enrollment of competent
employees, fair employee treatment, effective addressing of employee grievances and fair
compensation (Bratton & Gold, 2017). This report throws light on the recruitment methodologies
that can be adopted for the recruitment of a human resource management professor in a college.
Recruitment methods play a vital role in ensuring that candidates are approached for a particular
vacancy in the right manner. The next part of the report analyzes upon necessary competencies
required in the candidates applying for the job and how can these competencies be identified in
the interview process.
Recruitment methods
Social media marketing
Social media marketing refers to any kind of promotion done via social media platforms like
Facebook, Instagram, Twitter or even Snapchat. The college could promote the vacancy for a
teacher through their social media channels. Social media is an effective tool in reaching out to a
large number of candidates from a single platform (Chaneta, 2014). This would also help the
college continue to post different kinds of ads and share different information about the vacancy
through a variety of posts.
Referrals
Teachers and even students of the college should be encouraged to refer candidates who would
be suitable for the job. A small referral bonus could be shared with them after the selected
candidates completes a span of 6 months in the college. This would encourage everyone to get
more candidates (Burks, Cowgill, Hoffman & Housman, 2015). At the same time, when
someone from the college refers a candidate, there will be an additional amount of trust and
honesty.

Billboards
Outdoor marketing is largely effective in gaining attention of a wide number of people.
Billboards across the city could be placed with innovative advertisements and taglines that would
automatically help in reaching out to a wide number of people and the interested candidates will
automatically apply for the position through company website or social media (Dempsey, 2016).
Competency identification
1. Communication skills: This is required to ensure effective communication with students
and flow of the right message throughout the classroom.
2. People management skills: This is important to build a connection with students and help
them feel comfortable around the teacher.
3. Positive and optimistic: This is important to create a positive environment in the
classroom.
4. Creative: This is important to enhance student learning and keep them engaged in the
classroom.
5. Passionate: This is important to ensure that the student’s learning would always be a
priority.
Interview questions
1. Have you ever had the chance to teach a group of people from different countries or
background? What special efforts did you have to put in for such a class?
2. Talk about an incident where you tried to reach out to a student and help the student
outside the boundaries of a classroom.
3. How do you deal with a classroom full of students while going through a severe personal
crisis at home?
4. Explain how you have creatively adopted activities in order to teach a particular subject
to students?
5. Have you ever taught to anyone for no money solely for the love for the subject and
passion for teaching?

Interview evaluation criteria
The candidate would be rated on the scale of A, B and C for every question.
1. A – Taught various classes of global students and put efforts in creating cultural
awareness among the group of people.
B – Has minor experience in dealing with people coming from different backgrounds.
C – Has no experience in dealing with people from different backgrounds.
2. A – Candidate demonstrates additional efforts to reach out to students and is always
available to them.
B – Candidate has developed positive relationships with students and is available when
they reach out to the candidate
C – Candidate takes no effort to reach out to student outside the boundaries of college
3. A – Candidate knows full well how to separate personal and professional life
B – Candidate tries to remain professional but would not take up challenging tasks at
work while going through a crisis at home
C – Candidate will take a leave and deal with the personal crisis before visiting college
4. A – Very creative. Tries to teach every topic practically
B – Put efforts in making the class engaging on certain days
C – Conducts activities that are given in the book
5. A – Does a lot of social work and has been passionate about teaching since a long time
B – Very passionate for teaching and teaches for less or no money
C – No such experience

References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through
employee referrals. The Quarterly Journal of Economics, 130(2), 805-839.
Chaneta, I. (2014). Recruitment and selection. International Journal of Management, IT and
Engineering, 4(2), 289.
Dempsey, E. (2016). Betting on Guerrilla Marketing: An Investigation of the Impact of Outdoor
Guerrilla Advertising by Paddy Power on the Brand Engagement of Irish Male
Millennial.