Recruitment and Selection Panel: A Comprehensive Report

Desklib provides past papers and solved assignments for students. This report details a recruitment and selection process.

Assignment 2: Recruitment and Selection Panel 1
Assignment 2: Recruitment and Selection Panel

Assignment 2: Recruitment and Selection Panel 2
Contents
Section A: Memo.......................................................................................................................3
Section B: Resume Screening Criteria.......................................................................................4
Section C: Valid Tests Used in the Selection Process...............................................................5
Section D: Required Competencies for the Post........................................................................6
Section E: Two Behavioural Questions.....................................................................................8
Section F: Two Situational Questions........................................................................................9
References................................................................................................................................11

Assignment 2: Recruitment and Selection Panel 3
Section A: Memo
MEMO
To: General Recruitment and Retention Specialist
Organization: Operation Springboard
From: Rubain
Subject: Additional Recruitment Sources for Recruitment and Retention Specialist
Sir,
It is to inform you that current, the company is carrying out the recruiting process for the post of the
Recruitment and Retention Specialist. For that purpose, we are considering different recruitment
sources for posting the requirement. This might help in getting the best talent for the job role. The
first and foremost alternative is the online job portals and the other is posting job recruitment
messages over different social media platforms, such as LinkedIn, Facebook pages, etc. The decisions
have been made after critically analyzing all the options available.
The reason for choosing online job portals is that it minimizes the time-to-hire. The reach of these
sources are high and we can post our requirement 24x7 and can attract experienced and talented
aspirants from different regions. Another positive side of the online job portal is that posting remains
active for a minimum time period of 30 days which is far better than posting in the newspaper
classified where the posting is valid only for a day or two (Antoun, et.al, 2016). The filtering of the
CVs is faster and it is a better source of hiring for the HR Recruitment and Retention Specialists and
help in managing the workflow. Another benefit of this recruitment source is that it is cost-effective
in comparison to any traditional source of hiring. Talking about the social media platform like
LinkedIn, it can help our organization to overcome geographical barriers as it has a wider reach for
aspirants. In addition to this, it provides a great branding opportunity for us. Hope we could get the
best out of these two recruitment sources.

Assignment 2: Recruitment and Selection Panel 4
Section B: Resume Screening Criteria
The resume screening criteria are the most challenging and time-consuming process for the HR
Recruitment and Retention Specialist. Based on the experience, it can be said that 75% to 88% of the
total candidates are not suitable for the post of Recruitment and Retention Specialist. The shortlisting
criteria comprise work experience, education, knowledge, competencies, and skills. In addition to this,
personality traits will also be noticed for screening purposes. For the best choices, the resume
screening scorecard will be prepared that comprises minimum and preferred qualification. This would
help in easily ranking each aspirant based on their knowledge and qualification and later as a part of
the screening criteria. One thing to note here is that a good resume screening technology can also be
used in case the number of job applicants is high.
Particulars Required Criteria
Qualification Masters in HR, Marketing, or Human Services
Field.
Work Experience 2-3 year of the experience in Marketing & Sales or
HR management.
Previous Job Role Supervision of at least 5 employees, managing the
marketing operations associated with the company.
Skills Required Long hours walking, standing, and talking with
clients, Top-notch Communication skills, technical
skills, analytical skills and knowledge of Statistics
Certificates, registration, training desired Knowledge of Employer Stipend Programs, Work
Health and Safety Laws, Employment Laws,
Contract making skills, SIR, CPR, Fire, and
Safety, and diploma or foundation course in
Labour law and workplace ethics.
Miscellaneous Requirements Top-notch negotiation skills, vocational skills, a

Assignment 2: Recruitment and Selection Panel 5
good understanding of the labor market
information. Effective crisis intervention skills,
Problem-solving, and customer management must
be able to work in extreme conditions, such as
peak period and late night shifts.
Section C: Valid Tests Used in the Selection Process
It is quite understood that individual differs in many aspects, such as job-related skills and
abilities. In order to get the right person on the board for the post of a Recruitment and
Retention Specialist, it is quintessential to measure the skills and abilities by making use of
thorough selection tests. A selection test is a device that discloses the information about
candidates that is not present in the application or resume of the candidates (Patterson, et.al,
2014). The purpose of this test is to measure certain aptitudes, abilities, and skills that provide
objective information about the candidates that can be expected from him to perform. The
rationale for using the selection test. The first and foremost is that the company can be able to
predict the future performance of the candidate (Sulastri, et.al, 2015). In addition to this, this
helps the organization to standardize the recruitment process, eliminate the chances of any
biasedness in the selection process. The measure the aptitude skills in order to predict the
normal problem-solving skills of the aspirants. This is some sort of psychological test that
measures the potential of the candidate.
For the post of Recruitment and Retention Specialist, there are some quintessential skills
needed in the candidate. The first and foremost skills are the verbal and communication skills
to handle different customers belonging to different linguistic background. In addition to this,
there is a strong need for problem-solving to tackle a different complex situation. There

Assignment 2: Recruitment and Selection Panel 6
should be a great need of achievement test that aims at exploring the practical knowledge and
theoretical (Tavitiyaman, et.al, 2014).
For this case, there are three important tests will be conducted. These are an intelligence test,
situational tests, and personality tests. The significance of intelligence is that the organization
can be able to determine the reasoning, numerical, verbal, and memory capacity of the
candidate. This would standardize the hiring process and increase the validity and reliability
of the hiring process. In case of any legal questioning or compromises, the organization can
be able to reduce the consequences associated with the process. The company would be able
to check the training needs within the company. Aptitude test can assist the company to
determine and design the training program of the recruitment and retention specialist. In
addition to this, the candidate will be required to give a situational analysis to test his/her
situational abilities and problem-solving abilities. The candidate will be given a situation that
might be about handling the angry clients and how to manage the peak season emergencies.
All these can be of great help for the organization as they can test the abilities of the
candidate to handle different scenarios that take place very often in the organization. The last
test is related to the personality and qualities of the candidate. The main purpose of this test is
to determine the competencies of the candidates. The Recruitment and Retention Specialist is
required to have top-notch knowledge about forming a long-lasting relationship with the
clients, employees, and other stakeholders. This would directly affect client satisfaction and
ultimately adds value to the bottom line of Operation Springboard. This test also checks the
reliability of the Recruitment and Retention Specialists along with his self-confidence that are
two critical most sought-after characteristics of any Recruitment and Retention Specialist.
Section D: Required Competencies for the Post
It is important to consider the job roles of the Recruitment and Retention Specialist while
determining the key competencies within a Recruitment and Retention Specialist. The

Assignment 2: Recruitment and Selection Panel 7
recruitment service industry is rapidly changing and so the Recruitment and Retention
Specialists are required to keep work on their competencies. It is a fact that some qualities are
inbuilt with them (Bharwani & Talib, 2017). However, some qualities are developed in
different phases based on the need of the candidate. The job of the Recruitment and Retention
Specialist is characterized by long working hours, tight and busy schedule, emergencies, and
constant interaction with the customers, suppliers, employer engagement, coaching and
retention, job matching, managing and developing stipend contracts, marketing, and investor
management. In addition to this, he/she is required to answer the general Recruitment and
Retention Specialist of the company regarding the updates of each aspect of the company’s
working (Marion, et.al, 2014). Hence, there are some basic competencies that are required in
the Recruitment and Retention Specialist. These are:-
 Planning and Organising: There is a number of tasks that have to be carried out within
an organization that deals in community justice, employment, and other services. The
Recruitment and Retention Specialist is required to organize, plan, and keep a track of
all the recruitment processes carrying out. In addition to this, the plans need to be
communicated to the Recruitment and Retention Specialists.
 Resilience: the role is very crucial in building resilience. This directly affects the
performances of the employees. They are required to develop a positive environment
and expectations from employees in order to have a better retention rate.
 Analytics: The candidates are required to have knowledge of collecting, verifying,
and compiling the data related to the recruitment and distribute the cheques to the
employees. For this purpose, analytic skills are required.
 Coaching: The recruitment consultancy is characterized by a low employee retention
rate. The Retention and Recruitment Specialist is required to coach the employees in

Assignment 2: Recruitment and Selection Panel 8
order to motivate them, retain top talent, and foster an environment of growth and
opportunity.
 Client-focus: Increasing clients and retaining them for a longer period of time is the
important aspect of the job and this should be reflected in all the practices and plans
of Operation Springboard. The candidate should have to suggest client-focused
approaches to increase client satisfaction and client loyalty. They are required to have
constant interaction with the customers to enquire the quality-related issues faced by
them.
 Finance Skills: The Recruitment and Retention Specialist is required to work within
the allocated budget and carry out processes within it. In addition to this, he is
required to set the prices of services offered by the company. He is needed to put
together budgets and daily expenses and determine the cash flow. In addition to this,
he is required to keep track of the money that is earned by the organization.
 Empathy: it is considered as one of the soft skills of the candidate and is considered as
effective quality for the management. This quality helps the candidate to enhance
employee engagement, especially in the changing environment.
Section E: Two Behavioural Questions
Competency: The competencies that are to be tested are empathy and coaching
Question:
 What will you do to enhance the performance of newly joined employees? (For
testing coaching)
 How will you manage a low motivated employee? (for testing empathy)
Expected answers:

Assignment 2: Recruitment and Selection Panel 9
 Through coaching the Recruitment and Retention Specialist can be able to determine
the performance issues faced by the newly joined employees. The main goal of
coaching is to work with the employees in order to plan the strategy to improve the
performance of the candidates. Through coaching the Recruitment and Retention
Specialist can be able to manage the barriers to effective performance. For new
employees, these might be associated with time, tools, training, and temperament.
 As the Recruitment and Retention Specialist, it is important to show confidence in the
abilities and talent of the employee. In addition to this, the willingness of the
employee is another important aspect. The Recruitment and Retention Specialist can
sit and work with the employee to solve the issues. Ask the worker to join the goals
and increase the effectiveness of the worker.
Section F: Two Situational Questions
Competency: The competencies to be tested are planning and Client Focus
Question:
 What if there is a large urgency for hiring employees when the existing employees are
on resigning? (Related to the planning)
 What if increasing focus on client increases the cost of the services that result in low
profits? (Client-focus)
Expected Answers:
 As the Recruitment and Retention Specialist, it is important to understand the reason
for resigning of existing employees. He must resolve those issues at the earliest in
order to bring confidence in them. Till the hiring of new employees is being carried
out, the work should be outsourced so to get it completed.

Assignment 2: Recruitment and Selection Panel 10
 As a Recruitment and Retention Specialist, it is important to understand that cost
increases due to many factors, such as high labor cost, expansive resources, and much
more. There might be many redundant processes for consuming resources. These
processes need to discard and wastage should be reduced.

Assignment 2: Recruitment and Selection Panel 11
References
Antoun, C., Zhang, C., Conrad, F. G., & Schober, M. F. (2016). Comparisons of online
recruitment strategies for convenience samples: Craigslist, Google AdWords,
Facebook, and Amazon Mechanical Turk. Field Methods, 28(3), 231-246.
Bharwani, S., & Talib, P. (2017). Competencies of hotel general Recruitment and Retention
Specialists: a conceptual framework. International Journal of Contemporary
Hospitality Management, 29(1), 393-418.
Marion Jr, J. W., Richardson, T. M., & Earnhardt, M. P. (2014). Project Recruitment and
Retention Specialist insights: An analysis of career progression. Organizational
Project Management, 1(1), 53.
Patterson, F., Ashworth, V., Zibarras, L., Coan, P., Kerrin, M., & O’neill, P. (2012).
Evaluations of situational judgment tests to assess non‐academic attributes in
selection. Medical education, 46(9), 850-868.
Quinn, R. E., Bright, D., Faerman, S. R., Thompson, M. P., & McGrath, M. R.
(2014). Becoming a master Recruitment and Retention Specialist: A competing values
approach. John Wiley & Sons.
Sulastri, A., Handoko, M., & Janssens, J. M. A. M. (2015). Grade point average and
biographical data in personal resumes: predictors of finding
employment. International Journal of Adolescence and Youth, 20(3), 306-316.
Tavitiyaman, P., Weerakit, N., & Ryan, B. (2014). Leadership competencies for hotel general
Recruitment and Retention Specialists: The differences in age, education, and hotel
characteristics. International Journal of Hospitality & Tourism Administration, 15(2),
191-216.