HRMT 200 - Athabasca University: Recruitment and Selection Plan Report

This report details a student's Recruitment and Selection Plan for the position of Manager of Compensation Services at Athabasca University. The plan begins with a job description outlining the role's responsibilities, qualifications, and pay scale. It then analyzes factors influencing recruitment strategies, categorizing them as internal and external, and discusses the impact of the company's HR policies, size, budget, and external factors like unemployment rates. The report identifies and justifies three ideal recruitment methods: campus recruiting, website recruiting, and social media recruiting. An online advertisement is designed to attract potential candidates. Furthermore, the report lists four essential skills assessed during the interview process and provides six interview questions designed to evaluate candidates' analytical, communication, contract negotiation, and technical abilities. The document references relevant academic sources to support the analysis.

Running Head: RECRUITMENT AND SELCETION PLAN
Recruitment and Selection Plan
Name of the Student
Name of the University
Author Note

1RECRUITMENT AND SELECTION PLAN
Topic – Recruitment and Selection Plan for the post of Manager of Compensation Services
1. Job Description-
The Athabasca University is hiring eligible and suitable people for the post of
Manager of Compensation Services (athabascau.ca,2018). A compensation manager is
the one who looks after a company’s salary structure. It determines how much the
company or institute will pay for each position. The benefits that are associated with the
post. The applicant will be selected by the human resource department on the basis of
their performance in four consecutive rounds.
Educational Qualification- The post requires the applicant to be holding minimum a
bachelor’s degree in finance or business. The master’s degree holding applicant will be
preferred the most for the post.
Job Skills- The applicant must have good research and analytical skills, high
communication skills, contract negotiation skills and computer/technical knowledge.
Pay Scale – The selected candidate for the post of manager of compensation services will
be paid $ 111, 430 per month.
Interview Date and Location- The interested candidates are requested to register at the
company website come for the interview at Worldview building, 6th floor, 54 Camac
Street, Canada on 7. 11.2018.
2. Factors influencing the recruitment process-
Since recruitment is an important process that is responsible for defining the
company’s future, it must be sensibly conducted. It can either make or break the image
and prosperity of the company (Roth et al., 2016). The selection of the right candidate is

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essential to lift the company to a different level of success. However, there are so many
factors that will influence the recruitment strategies for the post of manger of
compensation services. The factors can be divided into internal and external factors
(Stone et al.,2015). Since the recruitment strategy depends on the HR policies of the
company, the hiring challenges and the process flow will also will be designed to keep up
with the policies intended to pull the talent as much as possible.
The size of the firm, strength of manpower will also be influencing as the large
the firm becomes, the complexity in the process also increases. The cost budget of the
organization will be calculated to evaluate the return on investment of the recruitment.
The selection process will be planned, systematic and documented to maintain the
reputation of the company which is also a bigger influence (Stone et al.,2015). As the
external factors, the unemployment rate will strongly influence the recruitment process.
Higher employment rates will help the company to select the right one from the many
applicants. The recruitment process will be based on the competition in the market and
also the labor laws.
Three ideal recruiting methods - The selection of the perfect strategy for the
post of manager of compensation services is also important. Among the numerous
applicant the right person has to be chosen for the responsibilities. Three of the most
effective methods of recruitment that help to attract qualified candidates are by
conducting campus recruiting, website recruiting and social media recruiting(Stone et
al.,2015). These three are the most cost effective methods for recruitment and the firm
needs to invest a nominal amount to attract the best ones. The colleges and Universities

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are the best sources of getting what the company wants. The fresh graduates must be the
target from technical, automotive, science colleges and others.
It can be done by growing relationship with the campus communities and
conducting the internship program (Valentine, Hollingworth & Eidsness, 2014). The
organization can also achieve the goals by creating an individual website of its own and
disclose their vacancies and recruitment for the mentioned post. The help of other
websites can also be taken such as Monster, Yahoo, JobCentral and other. The best way
to advertise about their recruitment can be no other than social Medias such as Twitter,
Facebook and LinkedIn (Stone et al.,2015). The company can create their brand image
over these excellent social media places and post their job description with just a single
click.
3. Online Advertisement- “Hiring in full Swing “–
Sitting back at home and doing nothing? Attain the interview and receive the
opportunity to work in one of the best organizations in Australia. The Athabasca
University has been running successfully since the year 1970 established by the
government of Alberta, Canada. It is a public university holding the motto of ‘learning
for life’ president over currently by Neil Fassina. There are more than 1,233 staffs and
40,722 students and the university is affiliated under ACU, CAGS, CUP and AUCC.
The management of the University provides many opportunities for the backward
sections of Australia such as the aboriginal cultures. The University has been holding the
legacy as a reputed organization receiving many awards for its well-structured education
system, exceptionally qualified professors and responsible staffing system. The
organization provides attractive salary structure to the deserving with PF and medical

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insurance for family members of the employees. There are incentives too for the extra
effort and the employees can avail the facility of gazette holidays.
The organization is searching for exceptionally skilled people having minute
analytical and research skills. The candidate must be able to handle the confidential
documents of the company respectfully. The knowledge of computer (word, power point,
excel, tally) is mandatory with the ability to handle any digital device proficiently. The
knowledge and fluency in a foreign language will be valued as an added skill. The age
limit of applying for the post is not more than 30 years. Those candidates who are
interested for walking in the interview are requested to visit the official website and click
on the ‘career’ options and then follow the commands to fill up the application form. The
candidates are also requested to upload a soft copy of their curriculum vitae on the
website. The last date of applying for the post is 10th November 2018 till 7 pm
(athabascau.ca,2018).
4. List of four most important skills –
During the interview the candidate will be judged and evaluated based on their
performance in four rounds. These are -
 analytical skills
 communication skills
 contract negotiation skills
 Technical skills.
The analytical skills will be tested to know whether the candidate can analyze a
given scenario and take necessary decisions according to the seriousness of the issue
(Ekwoaba, Ikeije & Ufoma, 2015). The communication skill will be checked to know

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whether they are able to communicate freely and with clarity of language and
pronunciation with the other members of the workforce. The contract negotiation skills
are required to check the business dealing capacity if the candidate (Johnson, Lukaszews
& Stone,2016). Above all, the technical skills are required because most of the official
works are done with digital technologies.
5. Six interview questions –
1. Describe how you will respond when your manager asks you to buy new software or
hardware for the organization that will enhance the creativity of the organization. How
will you give your recommendation? (analytical skill examination)
2. Explain how you will troubleshoot the problem of sudden sales decline in the
organization strategically. (Analytical skill examination)
3. What is the toughest negotiation that you’ve ever had to handle? (contract negotiation
skills)
4. Have you ever learned from your mistakes? (communication skill testing)
5. How much you know about computer languages? (computer skill testing)
6. Can you explain what computer hardware networking is? (Computer skill testing)

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Reference
athabascau.ca. (2018). Retrieved from https://www.athabascau.ca/discover/
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The Evolution of the Field of
Human Resource Information Systems: Co-Evolution of Technology and HR
Processes. CAIS, 38, 28.
Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in
employee-selection-related decisions: A research agenda for uncharted territory. Journal
of Management, 42(1), 269-298.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), 139-145.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), 216-231.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), 216-231.
Valentine, S., Hollingworth, D., & Eidsness, B. (2014). Ethics-related selection and reduced
ethical conflict as drivers of positive work attitudes: Delivering on employees’
expectations for an ethical workplace. Personnel Review, 43(5), 692-716.