Strategic Recruitment and Selection Plan: MacEwan University CFO

This document presents a comprehensive recruitment and selection plan for the Chief Financial Officer (CFO) position at MacEwan University. It details the recruitment and selection strategy, encompassing job analysis, candidate attraction through online and offline advertisements, screening processes (including background checks), interviews, selection and appointment procedures, and subsequent training and induction. The plan emphasizes the importance of multiple assessments to ensure the best candidate is chosen, given the critical nature of the CFO role. The job description outlines the responsibilities and duties of the CFO, including financial planning, risk management, investment oversight, fundraising, budget preparation, and compliance. The advertisement strategy focuses on leveraging the university's alumni network and financial publications, with a sample advertisement provided. A budget of $25,000 is allocated for advertising efforts. This document is intended to provide a structured approach to recruiting a highly qualified CFO for MacEwan University.

Recruitment and Selection Plan 1
Name of the Student:
Name of the Institution:
Roll No:
Date of Submission:

Recruitment and Selection Plan 2
Recruitment and Selection Strategy
The following would be the recruitment and selection process for the post of Chief Financial
Officer for MacEwan University.
Source: hrmpratcice.com
If there is a job vacancy, there is a job analysis that is done in order to find out the type of
workers and the skills required for the job. Then the process of attracting the right candidates
for the job is done through various types of advertisements, both online and offline
(Aravamudhan, & Krishnaveni, 2015). In many cases, job analysis and attracting candidates

Recruitment and Selection Plan 3
would require an analysis of whether the position to be filled is to be done by Internal means,
i.e., via promotion, or from external means. After the candidates have been attracted, it is
essential to note that they need to be screened. This can be for something as simple as a
criminal background or for required qualities as well. After the screening process, the
candidates with the desirable skills are further taken in for an interview (Nikolaou &
Oostrom, 2015). This is also an essential element of the recruitment process, as it is usually in
this round that the personality of the candidate, and how the personality can affect the job, is
found out as well. The next process is the selection and appointment of the candidates, in
which desired candidates are presented with the job offer and given the position (Jeske, &
Shultz, 2016). Then the training and induction process begins, in which the candidates are
trained to meet the selective requirements of the job and the organization. This is often
followed by an evaluation.
The next picture looks at a detailed flowchart of the process as well. As can be seen from the
flowchart, there are several assessments that have to be made. Since the post is that of Chief
Financial Officer for MacEwan University, which is one that requires a great amount of
attention to detail, knowledge of finance and knowledge of the University or an educational
institution, there will be 2 or 3 interviews, and the candidate will be assessed against the
criteria at least 3 times, in order to ensure that they are the best candidate that is available for
the job (Breaugh, 2017).

Recruitment and Selection Plan 4
Source: hrmpratcie.com
Job Description
We are looking for a Chief Financial Advisor at MacEwan University. This would be in order
to conduct effective risk management and to plan the financial strategy of the University.

Recruitment and Selection Plan 5
Only if the University is able to maintain the finances, and plan for any risks can the
University be able to succeed and expand, which is why the role is extremely important.
The main responsibilities and duties of the CFO would include driving the financial planning
of the University, and looking at the fees and managing the profits. It would also include
looking at the investments and the liabilities that the University has, and being able to
manage the risks (Noe, Hollenbeck, Gerhart & Wright, 2017). It would include raising funds
for research and equipment for various departments, as well as allocating the said funds to
individual research and to various departments in the University. The responsibilities would
also include supervision of banking and all financial personnel, as well as preparing the
budget and forecasts. The duties would mean that the CFO ensures that the University is in
compliance with laws, both state and federal.
The job specifications would mean the CFO is of an even temper, pleasant personality,
charming and able to mingle with high-profile investors, as well as temperamental
researchers and professors in the University. It would be beneficial if the candidate knew the
University and its history. If not, any candidate with a background and knowledge of finances
of education systems, especially Universities is a must (Abraham, Kaliannan, Mohan, &
Thomas, S. 2015). The candidate should have an MBA from a reputed University, and should
be have strong leadership and communication skills, along with being good with numbers and
having an analytical mind. They should also have experience working in a position of
authority in a finance firm, or in an educational institution.
Advertisement Strategy
Advertisement should ideally begin as soon as the current CFO hands in a resignation letter.
The University should look at the alumni of the university and post on alumni forums, so that
they would be getting candidates who have knowledge of the University, and are able to

Recruitment and Selection Plan 6
understand the specific requirements easily (Brandão, Morais, Dias, Silva & Mário, 2017).
Thus, an ideal method of advertisement would be to post it on the alumni association, and
send an email to those who have registered to be alumni of the University.
If that is not successful, then advertisements should be put up in newspapers and on major
financial magazines (Doverspike, Flores & Vanderleest, 2019). Any candidate who reads
financial newspapers and magazines would have up-to-date information and knowledge of
the financial world and the rules and regulations as well, which would be a large bonus for
the university.
Posting an advertisement on job sites should also be considered, though it might backfire for
the University as well (Slavić, Bjekić & Berber, 2017). While it would mean that it would
attract candidates who have the required skills of a computer, it might also attract a mainly
younger crowd, who might lack the experience required for the job.
However, the University will not advertise on social media sites. This is because the position
is one of prestige, and it would not be beneficial, nor would it reach the target audience if the
advertisement is posted on social media (Caplan, Plunkett & Levin, 2015).
Sample Advertisement
MacEwan University is looking for a Chief Financial Officer. The starting salary range would
$500,000, excluding benefits. Candidates with a minimum of 10 years of experience working
for a reputable financial company, or an education institution are preferred. There will a
month of paid vacation time, and various other benefits such as an insurance plan and
retirement plan as well. If you think you fit the qualifications, send your resumes to the email
address below, or mail it to the University, today.
Contact: [e-mail]
Address: MacEwan University, 10700 104 Ave NW, Edmonton, AB T5J, 4S2, Canada.

Recruitment and Selection Plan 7
Budget for Advertisement
The budget for advertisement for the University would be around $25,000. This would
include advertisements in newspapers and on job sites.

Recruitment and Selection Plan 8
References
Abraham, M., Kaliannan, M., Mohan, A. V., & Thomas, S. (2015). A Review of Smes
Recruitment and Selection Dilemma: Finding a'Fit'. The Journal of Developing
Areas, 49(5), 335-342.
Aravamudhan, N. R., & Krishnaveni, R. (2015). Recruitment and selection building scale:
content validity evidence. SCMS Journal of Indian Management, 12(3), 58.
Brandão, C., Morais, C., Dias, S., Silva, A. R., & Mário, R. (2017). Using online recruitment:
implicit theories and candidates’ profile. In World Conference on Information
Systems and Technologies (pp. 293-301). Springer, Cham.
Breaugh, J. A. (2017). The contribution of job analysis to recruitment. The Wiley Blackwell
handbook of the psychology of recruitment, selection and employee retention, 12-28.
Caplan, A. L., Plunkett, C., & Levin, B. (2015). Selecting the right tool for the job. The
American Journal of Bioethics, 15(4), 4-10.
Doverspike, D., Flores, C., & Vanderleest, J. (2019). Lifespan Perspectives on Personnel
Selection and Recruitment. Work Across the Lifespan,343-368. doi:10.1016/b978-0-
12-812756-8.00014-1
Jeske, D., & Shultz, K. S. (2016). Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society, 30(3), 535-546.
Nikolaou, I. & Oostrom, J. (2015). Employee recruitment, selection, and assessment. 1st ed.
Hove, East Sussex: Psychology Press.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.

Recruitment and Selection Plan 9
Slavić, A., Bjekić, R., & Berber, N. (2017). The role of the internet and social networks in
recruitment and selection process. Strategic management, 22(3), 36-43.