PCL Construction: Recruitment and Selection Plan Report

This report presents a comprehensive recruitment and selection plan tailored for project managers at PCL Construction, a leading construction company. The plan encompasses various stages, starting with identifying organizational needs and designing the recruitment strategy, including job descriptions and advertising methods. It details the screening of applicants, initial and final interview processes, talent assessment, and job offering procedures. The report highlights key influencing factors such as recruitment sources, budget allocation, and market dynamics. Furthermore, it outlines the advertisement strategy, including mediums to be used and avoided, along with a sample advertisement and budget considerations. The assessment plan covers tools and tests, resume screening, and summary matrices. An interview plan with schedules, questions (situational and BDI), and a rating scale is also provided. The report concludes with reference check questions and emphasizes the importance of a well-structured onboarding and induction process. This plan aims to help PCL Construction select the most suitable and eligible project managers, ensuring effective project execution and organizational success.

Running head: RECRUITMENT AND SELECTION PLAN
Recruitment and selection plan
Name of the student
Name of the university
Author note

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Executive summary
The aim of this report is to discuss about the recruitment and selection process of project
managers in PCL construction. Various elements of an ideal selection and recruitment process
are discussed in this report. In addition, the budget to be allocated for the plan is also stated in
this report. Assessment tools, which will help in determining the diverse skills of the candidates,
are identified in this report along with the source of having those tools. This report also discussed
about the interview questions and the evaluation process of the candidates. It is expected that,
this plan will help PCL construction to have the most suitable and eligible project manager in
place.

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Table of Contents
Introduction......................................................................................................................................4
Influencing factors in recruitment and selection strategy................................................................5
Steps in executing recruitment and selection process......................................................................6
Identification of the organizational needs....................................................................................7
Designing the recruitment plan....................................................................................................7
Promotion of job advertisements.................................................................................................7
Job description.............................................................................................................................7
Screening of the applicants..........................................................................................................8
Initial interview............................................................................................................................8
Talent assessment........................................................................................................................8
Final interview.............................................................................................................................9
Job offering and hiring.................................................................................................................9
On boarding and induction..........................................................................................................9
Job description template................................................................................................................10
Job brief.....................................................................................................................................10
Job duties and responsibilities...................................................................................................10
Job requirements........................................................................................................................11
Advertisement strategy..................................................................................................................11
Mediums of the advertisements to be used................................................................................11

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Mediums of the advertisements not to be used..........................................................................12
Timeline of the advertisement...................................................................................................13
Advertisement sample...............................................................................................................13
Advertisement budget................................................................................................................14
Assessment plan.............................................................................................................................16
Assessment tools and tests.........................................................................................................16
Selecting the right candidate......................................................................................................17
Resume screening matrix...........................................................................................................17
Assessment summary matrix.....................................................................................................18
Interview plan................................................................................................................................19
Interview schedule.........................................................................................................................20
Interview questions........................................................................................................................20
Situational questions..................................................................................................................20
BDI questions............................................................................................................................20
Interview rating scale.....................................................................................................................21
Reference check questions.............................................................................................................21
Conclusion.....................................................................................................................................21
Reference.......................................................................................................................................23

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Introduction
The current business scenario is very much challenging for the business organizations
due to the reason that, they have to deal with more diverse factors compared to the business
organizations a decade ago. One of the key determining factors for the business organizations is
the selection of the new employees. The level and intensity of the competition that are faced by
the business organizations in the present time cannot be dealt without having proper and right
employees in place with having right level of skill sets (Aziri, Zeqiri & Ibraimi, 2014). Thus, the
process of recruitment and selection should be effective and efficient enough in order to have
right employees with right level of skills in right place.
However, there are various steps to be followed in the process of having an effective plan
of recruitment and selection in the organization. These steps involved various areas, which are to
be covered and should be full proofed. An ideal plan of selection and recruitment would be the
one, which will attract maximum number of potential candidates with having maximum reach
(Klotz et al., 2013). Along with this, it will have effective assessment plan in order to assess the
potential candidates properly and certain budget allocated for the interview process.
This report will discuss about the ideal recruitment and selection plan for project manager
for PCL construction. PCL construction is one of the leading groups of construction companies
in Canada with having their market presence in North America, Australia and Caribbean regions
(PCL Constructors, 2018). They are in the need of a project manager who are having
professional experience in construction field and who can look after the execution of their
different projects. In accordance to this need, this report will discuss about each of the elements

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of an ideal recruitment and selection process, which will help in selecting the most eligible
candidate for the given post.
Influencing factors in recruitment and selection strategy
 One of the key factors is the source of recruitment stated by the company. There are
various companies who recruit new employees from the internal sources. For instance,
employee reference program is being initiated. On the other hand, external sources are
also being used by some other organizations by catering to huge number of potential
candidates (Muscalu, 2015). Thus, before creating the recruitment and selection plan, it is
important to determine whether the particular organization is opting for internal or
external sources.
 Another important factor is the budget allocate for the process of recruitment and
selection. This is due to the reason that, the more will be the fund allocated, the more
effective will be the process by having latest instruments to determine the quality of the
candidates and vice versa.
 Supply and demand of the employees in the market is also an important factor. This is
due to the fact that, if the demand of the employees in the market is more compared to the
supply, then the process of recruitment and selection should be made easier in order to
have more pool of talents (Collings, 2014). On the other hand, more supply of the
employees will help in effectively filtering out the ineligible candidates and assessing
them more extensively.
 Goodwill of the organization will also determine the effectiveness of the recruitment and
selection plan due to the reason that, if the organization is having positive and huge brand
value in the market, then the recruitment of the new candidates will be easier. Potential

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Identification of the
organizational needs
Designing the recruitment plan
Creation of job descriptionPromotion of job advertisements
Screening of the applications Initial interview
Final interview Talent assessment
Offering job and hiring On boarding and induction
candidates can be easily attracted by the brand value (Leekha Chhabra & Sharma, 2014).
On the other hand, having less goodwill in the market will judge the effectiveness of the
recruitment and selection plan.
Steps in executing recruitment and selection process

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Identification of the organizational needs
The first step in the recruitment and selection process is the identification of the hiring
needs of the organization. In this case, PCL construction is having the need of the project
manager. Hence, in accordance to this, the following steps will be followed (Zaharie & Osoian,
2013). Moreover, this step also involves the determination of the expectation of the organization
from the candidates along with the benefits and compensation to be provided.
Designing the recruitment plan
The next step involves the planning and scheduling of the recruitment process. In
accordance to the organizational expectation, the entire recruitment and selection plan will be
designed in this step (Elving et al., 2013). This step also includes allotting the human resources
in different steps of the process.
Promotion of job advertisements
Job advertisement is important in order to communicate the job vacancies to maximum
number of potential candidates. Effective promotion of the job advertisements helps in having
large pool of talents for the interview process (Ahsan, HO & Khan, 2013). Thus, the organization
will have more options to choose from. Job advertisements should be designed in such a way that
it will create positive impression among the potential candidates and it should be communicate
through maximum number of mediums possible.

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Job description
Job description is important due to the reason that, it helps the potential candidates in
having the fair and brief idea about the roles and responsibilities of the particular job before
applying for it (Verboncu & Zeininger, 2015). In the case of the PCL construction, job
description will be loaded with requirements of the post of the project manager. Candidates
comfortable with it will apply for the job.
Screening of the applicants
This is one of the most important steps in the entire recruitment and selection process.
This is also the basic step in filtering the applications. In this step, the applications being
received will be gauged against the benchmarks set by the organization. Eligible applications
will be forwarded for the next step and the ineligible ones will be withdrawn from the process.
Thus, the first round of the filtering process will be completed in this round.
Initial interview
This step involves the preliminary round of the final interview process. Candidates will
be approaches by phone call in order to gather an initial idea about them. Moreover, talking with
them directly will help in identifying any potential gaps or strengths of the candidates and in
accordance to that; they will be called for the final round of interview (Temple & Lagzdins,
2014). The date and time of the final interview will also be communicated to the candidates in
this step itself.

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Talent assessment
Prior to the final interview, shortlisted candidates from the initial interview process will
be given some sort of practical tasks in order to determine their practical knowledge and how
they can apply their domain knowledge in practical situation (Morelli et al., 2017). Moreover,
this step will also help to identify the approach of the candidates in doing the particular job along
with adhering to the organizational rules and regulations. This step is being added due to the
reason that, only the interview process will not be able to determine the practicality of the
candidates.
Final interview
This is the most important and key step in the entire process of recruitment and selection.
Final interview will be done with the shortlisted candidates from the previous steps. Moreover,
final interview will be done in phased manner and will involve different assessment tools
(Kristensen & Ravn, 2015). These assessment tools will be discussed in the following sections of
this report. However, the process will be stringent in order to identify the most eligible one from
the selected talent pool. The reference check of the selected candidates will also be done in this
step.
Job offering and hiring
This step will involve offering of the job offer letter to the selected candidates inviting
them to join the organization (Reicher, 2013). The offer letter will have all the details of the
employee rules and regulations along with the benefits to be received. Accepting the job offer
will followed by hiring the candidates in the organization.

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On boarding and induction
This is last step in the recruitment and selection process. This step includes welcoming
the newly selected employees in the organization and makes them feel accustomed and
comfortable in the new environment (Shahid & Azhar, 2013). Moreover, induction program will
be initiated in order to train them according to the organizational need and made them equip to
deal with the new challenges.
Job description template
The job description will be divided in parts in order to communicate with the potential
candidates in more effective way. Moreover, the design of the job description should properly
elaborate the duties and responsibility of the post to the potential candidates.
Job brief
PCL construction is looking out for experienced project manager for one of their facility
in Canada. They will be responsible for dealing with the key projects of the client.
Job duties and responsibilities
 Designing the project plan and evaluating them with timely progress report.
 Responsible for the availability and seamless flow of the resources in different
departments.
 Coordinate and manage all the internal and external stakeholders in completing the
projects.
 Scheduling the project and ensuring the timely completion of the project.
 Allocation of the funds and preparing budgets of the projects.

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 Initiation of the risk management activities in order to prevent any mishaps in the
process.
 Coordinating with the subordinates and superiors effectively.
Job requirements
 Candidates are expected to have educational qualification in the computer science or
computer engineering.
 They should have practical knowledge about the project management.
 It is expected that the candidates will have knowledge in construction market and trend.
 Professional experience in the related fields in more than 3 years is preferable.
 Should have favorable technical competencies in latest technologies and software.
 Knowledge in computer is also expected.
 Ability to manage number of subordinates and is comfortable in team building and team
based work.
 Strong verbal and written communication skills.
Advertisement strategy
Advertising the job vacancies is important due to the reason that, effectiveness and proper
mediums of the advertisement will determine the attractiveness of it among the potential
candidates and wider reach in the market (Kim, Warga & Moen, 2013).
Mediums of the advertisements to be used
 Company websites will be used as the primary medium of advertising the job vacancies.
A separate career section will be added in the official website of the PCL construction,