Detailed Recruitment and Selection Plan for Finance Manager Role

This report outlines a comprehensive recruitment and selection plan for a Finance Manager position at Triton, a carbonated soft drink company. The plan includes a detailed job description, specifying responsibilities such as controlling income, managing budgets, and developing financial models. The selection criteria emphasize qualifications, experience, reference checks, a structured selection process involving a panel, and essential skills like mathematical and analytical abilities. The recruitment strategy involves utilizing various channels, including social media, job posting websites, and the company website, with a budget allocated for advertising. The report also presents a draft recruitment advertisement and a decision-making selection matrix, incorporating techniques like structured interviews, knowledge tests, personality assessments, and integrity tests. The selection process employs a multiple cutoff model, prioritizing candidates with the highest scores and essential skills. Psychometric assessments, specifically numerical reasoning tests, are included to evaluate candidates' data interpretation abilities, ensuring a thorough and effective recruitment process.

Running head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
Student’s name
Institutional affiliation

HUMAN RESOURCE MANAGEMENT 2
Recruitment and Selection
1. Context.
Triton is a carbonated soft drink company that operates in 100 areas globally with 45
regions across the USA. The company produces different drinks ranging from soft drinks, energy
drinks and beverages. In this organization, I play the role of a Human Resource manager. It is my
duty to come up with a job description in regards to vacant positions. The role that is needed in
this organization is the finance manager. The appointed person is required to stay for about five
years since the contract will only be renewed after five years. The turnover rate for this position
is low since the company is mindful of its employees.
2. Job description
The finance manager will be operating at the headquarters of the organization in New York City
The responsibilities of the Finance manager will be:
• Controlling income, cash flows and expenditure of the company.
• Managing and evaluating the budget of the company
• Developing the financial models that will be used by all branches
• Monitor financial operations of the organization on a daily basis
• Establish and help in the implementation of financial policies in the organization and other
branches.

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Qualifications
• A bachelor’s degree in financial management, Business Administration or any other relate
field. A master’s degree will be advantageous
• A minimum of five years experiences
• The candidate must have superior mathematical skills, analytical skills, organizational skills,
computer skills and multi-tasking skills
• The candidate must understand business principles and practices that is relevant to a
multinational organization.
3. Selection criteria
The selection criteria that will be used to hire the vacant position include;
i. Qualification.
The qualification of employees is very critical to the success of the employee. As an
illustration, qualification is a measurement criterion that will be used to determine whether the
candidates qualify academically. According to the job description, each candidate should have a
bachelor’s degree in accounting, business administration or any other related fields.
ii. Experience.
This shows how the candidate has applied his/her education and skills in the field. The
more the experience, the more the candidate will be able to handle the duties and responsibilities
related to the job. The company has many branches, and the selected candidate should be able to
exhibit complete understanding of business practices and principle that will able to monitor the
financial performances of the organization.

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iii. Checking references used by the candidates.
Checking references carefully may limit the chances of selecting the wrong person. The
references provided by the candidate could be recommendation letters of referees.
iv. Planning the selection process.
The selection process is a strategy that could be used to thoroughly engage the
candidates. Without a proper and effective selection panel, there won’t be effective candidates to
be selected (Bashir, Tufail & Mahesar, 2018). The roles of the selection panel include; helping in
the development of selection criteria, preparation of interview questions, and screening of
resumes, helping in the assessment of all the candidates and participating in the interview
through asking questions (Kurtz & William, 2017).
v. Skills.
In every job, there are skills that are required. Therefore, the selection will identify the
skills that will help in successful management of the organization based on the vacant position.
As an illustration, the skills necessary include; mathematic skills, analysis skills, communication
skills and any other skills that may be necessary (Leverhulme, 2017).
vi. Partnering with stakeholder.
Stakeholder may include employees. In this case, employees will be encouraged to source
for candidates who they think is capable for the position. Through this they will help in
providing qualifications that will be necessary to find the best candidates.
vii. Use of hiring scorecard.

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This is a strategy that is used to identify the points being scored by employees based on
the qualifications being met and the ones not being met. The hiring score card will determine the
effectiveness of the candidates based on the criteria of selection (Nadda, Rafiq & Tyagi, 2017).
In case there are more applicants and there is a need for further discrimination between the good
candidates the following criteria can be applied;
a. Use of structured interview.
The use of structured interviews will help in assessing the effectiveness and competencies
of the selected candidates. With the questions being asked, candidates who qualify will be taken
to the next selection process (Chang & Chin, 2018).
b. A thorough selection process.
If a selection process is done faster, the chances of hiring the best candidate will be
minimal. Therefore, by employing a through selection technique, it will be easy for the
organization to get the best candidate among the many applicants (O'Shea, 2017).
4. Recruitment strategy and advertising/recruitment plan and budget
Recruitment strategies will involve ways in which the organization will employ in order
to conduct the recruitment processes. Posting the job will require using relevant sources such as
the media and job posting websites where eligible candidates can get access to the information.
Social media can also be used to spread the message on job vacancy about the position in the
organization with the help of the IT department. Besides, the organization’s website will be key
in posting the job vacancy.

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Early preparation will ensure that there is collection of all the resources needed for the
whole exercise. Based on the advertised position, the company expects more than 1000
applicants. The number may be more due to the fact that the organization is looking for qualified
personnel who will be able to adhere to the responsibilities and duties of the named position. The
organization could either use the social media platform or newspapers. There are certain
platforms that will not require any budget such as the social media but others will require
financial resources. When it comes to advertisement, the estimated cost will be $50,000. This is
because, the total advertisement will be for one week.
The money will be paid to the most used media newspapers across the nation. Within the
budget, there will be extra or an additional money allocated for any miscellaneous expenses or
impromptu activities that will lead to quality advertisement and spread of the information to the
intended audience. This will be an opportunity to prevent any constraints due to inadequate
planning of resources. Proper planning will ensure that all activities are completed without any
challenges. Alternative forms of recruitment will also be achieved through graduate recruiting,
internal recruitment and also by the word of mouth.
5. Draft recruitment advertisement
Triton is a carbonated soft drink company that is offering an exciting opportunity for the
position of a financial manager to join our dynamic team of professionals to help in the
improvement of the performance of the organization. This is a full-time position suited for an
individual looking to advance his/her career in financial management. Based within the financial
department, the Financial Manager will be controlling income, cash flows and expenditure of the
company, managing and evaluating the budget of the company, developing the financial models

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that will be used by all branches. Lastly, the financial manager will be managing business model
and risk assessments. The requirements are;
• A bachelor’s degree in financial management, Business Administration or any other relate
field. A master’s degree will be advantageous
• A minimum of five years experiences.
• The candidate must have superior mathematical skills, analytical skills, organizational skills,
computer skills and multi-tasking skills.

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6. A decision-making selection matrix
Selection
criteria
Resume Telephone
screening
Work
sample Test
1
Work
sample Test
2
Pen and
paper test 2
Selection
interview
1
Selection
interview 2
Reference
check
Qualification Form checking Telephone
screening
interview test
Ability test Integrity test Structured
interview
test
Face to
face
interview
Bio data tests Use of
referees
Experience Form checking Telephone
screening
interview test
Ability test Personality
describing
test
Knowledge
about the job
test
Face to
face
interview
Bio data tests Use of
referees
Use of hiring
scorecard
Form checking Telephone
screening
interview test
Personality
describing
test
Knowledge
about the
job test
Ability test Face to
face
interview
Bio data tests Use of
referees
Skills Form checking Telephone
screening
interview test
Integrity test Ability test Personality
describing
test
Bio data
tests
Knowledge about
the job test
Use of
referees

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Structured interview test: This is a test where employees will be answering structured interview
to determine their ability in regards to the available position. The questions should be answered
in a way that the employee will show his/her capabilities for the organization.
Knowledge about the job tests: This is a test that will be focusing on the cognitive ability where
the employee will be in a position to determine how well he/she knows the job. It will involve
writing an essay about the job and many other required details
Personality describing test: helps in identification of certain traits that will help in the
development of employee for future success.
Integrity test: helps in measuring the attitude of employees where the organization will be able
to depend on them
Ability test: it helps to know the mental abilities of employees in regards to the offered position.
Form checking: this involves checking the best resumes among the candidates and cut shorting
the best ones.
Telephone screening interview test: involves a telephone interview that seeks to determine
whether a candidate meets the qualification the company needs.
Use of referees: refers to the contacting of referees to confirm whether what the candidates have
offered is true.
7. Decision making strategy and criteria
Selection process to be used
In the selection process, I will employ the multiple cutoff model. This model sets a
minimum score for the selection techniques used. In the process, when an applicant scores a

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lower score that the cutoff points or on any of the various selection techniques, the applicant is
removed from the pool of applicants. I will employ the cutoff model in the selection process
since it will be important in determining the multiple critical skills of the candidates. Besides, the
skills are detrimental for performance hence lack of them may render the selection criteria a
failure hence affecting the organization.
Decision-making criteria
The decision-making criteria will be based on the qualifications and skills. As an
illustration, the first person who will be offered the job will be the applicant with the highest
scores in the selection techniques used in the selection process. Besides the applicant will need to
have a Master’s in Business Administration and more than four years of experience. However, if
the applicant lacks some critical skills such as communication or teamwork, the second applicant
will be offered the opportunity. The second applicant will have to have the exact cut points
needed in regards to the minimum score on the multiple cutoff model. Additionally, the
candidate must have a degree in Business Administration or any other related field. In case no
candidates meet the criteria, the selection process will be repeated again and if time does not
allow, the best among the applicants will be chosen and employed.
8. Psychometric assessment
The psychometric assessment test to be used in the selection matrix will be numerical
reasoning which will be used in identifying ability in interpreting data such as information
presented in charts, reports and graphs among the candidates. The tests will cost $500 for each
selected candidate. These tests have more than 70 questions that all candidates will have to

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answer. The tests involved will be the speed tests since they will ensure that only the best
candidate will be able to finish in time.
In addition, the test length will be about 30 minutes so as to create variability amongst
individual scores. All the candidates will be offered the test all at once so as to determine who
will perform the best given that the conditions set are similar. The pass percentage will be at 75%
since the entire test will be out of 100%. Less than the required score will lead to automatic
disqualification so as to identify candidates with the basic financial interpretation skills. The test
will be sourced from Pearson which is a recognized test provider globally. My role as the HR
will be to ensure the tests are done in accordance with the company’s standards and all questions
follow the standard format.
9. Interview plan
The people who will conduct the interview will be outsourced from a different organization. The
professionals to be hired should be having adequate knowledge on selection and recruitment
process. This will help in the identification of the best candidate based on their evaluation.
Interview questions
a. What do you know about the company?
Response: The Company is called Triton, a carbonated soft drink company with more
than 100 regions of operational base across the globe.
Scoring key
0 1 2 3
No answer Knows the
name of the
company but
not the industry
Knows the name
and the industry
the company
operates in but not
Knows about all the
aspects of the
company.

HUMAN RESOURCE MANAGEMENT 12
it operates. the locations in
has.
b. How well can you perform your duties and responsibilities?
I work under minimum supervision and I will be working with an objective of achieving
the goals and objectives of the organization.
Scoring key
0 1 2 3
No answer No
understanding
of
responsibilities
or roles.
Little concerned
about the company
objectives but
highly concerned
about personal
objectives.
Well-articulated
personal objectives
centered towards
achieving
organizational goals.
c. Why did you apply for this position?
I applied for the position because I believe my experience and skills will be instrumental
for aiding the organization meet its goals.
10. Reference check plan
The reference checking plan will involve identifying the named referees by either calling them or
visiting them personally. This will be done at the second stage where resumes will be reviewed.
As the human resource manager, I will conduct the check myself. In conducting the reference
check, I will either call the referees or visit them personally. I will ensure I explain to them the

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reason for check and confirm to them that their responses will remain confidential. Lastly, I will
provide the questions and let them respond.
The questions that will be asked include:
Questions Response
What is your relationship with the applicant?
How would you describe the general
performance of the applicant?
What are the strengths of the applicant
Can you comment on the applicant’s?
- reliability
- punctuality
- attendance
- professionalism
Employee Reference Check Form
Name of Applicant……………………………………
Relationship to applicant……………………………………………...
Company……………………………………………...
Position/Title……………………………………………...
Phone……………………………………………...
1. When was the last time you last spoke with the applicant?......................................................

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2. How can you describe his/her performance in comparison with other
people?......................................................................................................................................
3. What were the dates of his/her employment with you?.............................................................
4. What was the position or nature of his/her job? ……………………………………………
5. Why did he/she stop working for you?......................................................................................
6. What are his/her strengths and weaknesses?.............................................................................
7. Would you consider re-employing the applicant?.....................................................................
8. How did he/she get along with other people?...........................................................................
9. Please rate the following on a scale of poor, good or very good.
Score Comment
 degree of supervision……………….
 Availability……………………
 conflict resolution……………………
 ability to take on responsibility……………………
 dependability……………………………...
Reference checked by………………. Date…………………….
References

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recruitment and employees' online ratings. Journal of Business Research, 84, 175-185.
Kurtz, J., & William, A. (2017). Influential role of employee perception of recruitment and
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7(5).
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