HR Manager Recruitment and Selection Strategy at Rogers Place

This report analyzes the recruitment and selection strategy for a Human Resource Manager position at Rogers Place, a Canadian indoor arena. It outlines the recruitment plan, including identifying the vacancy, developing a position description, creating a recruitment plan, forming a search committee, posting the position, reviewing applicants, conducting interviews, selecting the candidate, and finalizing the recruitment. The report details the job description, including responsibilities, qualifications, and required skills. It also provides an advertisement strategy covering community advertising, magazines, online job sites, placement agencies, and internal marketing. The budget for the advertisement is also presented. Furthermore, the report includes an assessment plan, a resume screening matrix, an assessment matrix, an interview plan, sample interview questions, and a reference check questionnaire. The report emphasizes the importance of a strategic approach to attract and select the right candidate for the HR Manager role, ensuring the efficient management of employees and the achievement of organizational goals.

Running head: HR MANAGER AT ROGERS PLACE
HR MANAGER AT ROGERS PLACE
Name of the Student
Name of the University
Author Note

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Executive Summary
The given report has analyzed the process of recruitment and selection for a particular
organization named Rogers Place for the post of a Human Resource Manager. The report
provides a brief introduction to the criteria and the recruitment plan. It has provided some detail
about the organization and the requirement. The next section follows the recruitment and
selection strategy where details have been provided regarding the interview procedure, job
description, advertisement, budget, interview schedule and plan and other relevant information.
The suitable questions that may be asked have also been provided. A summary wraps the report
highlighting its major points.

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Table of Contents
Part A...............................................................................................................................................3
Introduction..................................................................................................................................3
Recruitment and Selection Plan...................................................................................................4
Job description.............................................................................................................................7
Advertisement Strategy:..............................................................................................................8
Budget........................................................................................................................................10
Part 2..............................................................................................................................................12
Assessment Plan........................................................................................................................12
Resume screening matrix...........................................................................................................14
Assessment Matrix.....................................................................................................................15
Interview Plan............................................................................................................................15
Schedule.....................................................................................................................................16
Interview Questions...................................................................................................................17
Interview rating scale.................................................................................................................19
Reference check questions.........................................................................................................19
Summary........................................................................................................................................20
References......................................................................................................................................21

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Part A
Introduction
An organization cannot function without a good workforce. The task of gathering a
capable workforce is essentially the task of a Human Resource Manager. The human resource
manager is responsible for looking after the employees in the organization and managing their
performance, pay, appraisal and grievances (Cascio, 2018).
The primary aim of the given report is to see to throw light on the recruitment and
selection strategy of the company Roger`s Place for the post of a HR Manager. The given report
shall explain in detail the various aspects of the plan with theoretical references. Rogers Place is
an indoor arena in Canada which is used for a variety of purposes. The building opens in 2016
and has a seating capacity of 18347 people for games like hockey and 20000+ for concert
purposes. Edmonton Light Rail Transit system provides access to the arena.
The required position that is required to be filled is the position of a Human Resource
Manager. The Human Resource Manager will be the head of the human resource team who will
be looking after the various hiring and maintenance of the employees in the arena (Bratton &
Gold, 2017).
The given factors need to be considered when a company is looking out to recruit an
employee:
 Competition: The competition in the industry is a huge determinant of the recruitment
procedure. Very often companies tend to hire the best talent and provide huge

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competition to each other.
 Compensation: The labor supply and demand also plays a huge role in determining the
recruitment process. When unemployment is prevalent and the number of graduates is
very high, the companies tend to attract the employees with a lower salary also (Renwick,
Redman & Maguire, 2013).
 Legislations- This refers to the various employee rules and regulations that are prevalent
in the industry.
Recruitment and Selection Plan
Step 1: Identifying the Vacancy and Evaluating Need
This step states that the need for the vacancy needs to be identified first and evaluated.
Very often there exists a certain amount of gap in the organization which is then evaluated and
stated as a need. This is the time when a vacancy is felt and addressed to. At Rogers Place the
vacancy of a HR manager was recognized because there existed chaos in the organization with
respect to the management of the different employees.
Step 2: Developing Position Description
When a need for a new post is recognized then the company aims at to develop criteria or
a position description which begins to describe the required qualities in the given person and the
description of his job. The job description describes his tasks and responsibilities in detail. The
job description process needs to be very detailed in order to see to it that all areas of the job and
duties have been covered adequately (Marchington et al., 2016). The next section throws light on
the job description of a Human Resource Manager.

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Step 3: Developing a Recruitment Plan
A recruitment plan needs to be made which will encompass the whole process where the
different aspects of the plan will be given in detail. This will consider the time frame in the given
role, the basic requirements, sources to be considered and other aspects. The time frame to select
a HR Manager is 3 months.
Step 4: Selecting a Search Committee
A search committee will be developed in order to see to it that they discuss amongst
themselves the various links of the given process. They will be deciding upon the remuneration
aspect and the budget of the whole process. The manager of the place, the owner and the chief
committee will decide upon the search committee at Rogers Place.
Step 5: Post Positing and Implementation of the Recruitment Plan
After all important aspects have been considered; the company then posts the job
requirements in the various advertisement portals and means it has chosen. This is also the stage
where the recruitment plan which decided the sources of recruitment and other relevant aspects
will be implemented (Alfes, et al., 2013) .The advertisement will be posted using various
Advertisement strategies which shall be discussed later.
Step 6: Reviewing the Applicants and Developing Short List
It is obvious that many candidates will be applying for the given post. The resume of
each candidate will be reviewed properly and then the candidates who are able to match with the
criteria will be selected. A short list will be prepared and proceeded with for the interview round.
Step 7: Conducting Interviews

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The interviews for the shortlisted candidates will be held which will then, choose the
actual candidates suitable for the given post. The interview committee will comprise of the
manager and the owner or assistant manager of Rogers Place (Jackson, Schuler & Jiang,
2014).Various interview questions that might be asked during the interview have been elaborated
in the later sections.
Step 8: Select Hire
The shortlisted candidates after the interview process will then be shortlisted and the final
candidate will be chosen. All the criteria’s will be matched against the skill of the person
selected.
Step 9: Finalize Recruitment
The remuneration, duration of employment and other key aspects are decided in the given
phase and then he is finally welcomed in the given organization.

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The recruitment and strategy plan
Job description
Job description: HR Manager
Compensation: $106910
Number of Posts: 1
HR Management and Job Duties
The HR Manager needs to perform a variety of task which includes leading a company`s
HR programs and procedures which relate mostly to managing the relations in an organization,
looking after their compensation, benefits and safety in the workplace environment. It also refers
to looking after their performance and grievances. The HR Manager needs to help the
organization in fulfilling its strategic goals through proper design, planning and implementation
of hr policies.
Briefly stated, a HR Manager can come in handy by recruiting and interviewing new
employees and also by promoting healthy relationships between the different employees.
Depending upon the industry and the size of the organization, the HR Managers may also
conduct training amongst the employees and prepare budgets and help accountants to form HR
Costing sheets. They are required to carry out all the given processes after keeping in mind all
the related legislatures.
Qualification: Masters in Human Resource Management with two years of experience in the
related field.

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Should be able to:
 Bring about strategic change in the company and increase the productivity of the firm.
 Use data analysis to solve organizational problems
 Having financial skills to make budgets
 Formation and structuring of competitive packages in order to hire thee employees
Qualities and Skills
 Excellent communication and writing skills
 Ability to work under pressure
 Good management and Leadership skills
 Strong work ethic
 Confidence and delegation skills
 Positivity, creativity and a good judgment
Advertisement Strategy:
The advertisement will be given in the following sources:
 Community adverting: Communities are a group of people associated with one another
and engaged in a similar task. Instagram can be described as a community. Hence, the
application portal is paid and the advertisement is displayed from time to time
(USAJOBS.GOV, 2018).
 Magazines and newspaper: Since the advertisement will be made for the post of a HR
Manager in Rogers Place which is an indoor arena suitable for hockey and concerts? The
magazines will be mostly related to music and sports. Certain advertisements will also be

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provided in various job magazines and business journals (Jeston & Nelis, 2014)
 Online websites and job sites: Online job sites such as monster.com and indeed.com are
good sources of candidates. They have a large database of suitable candidates of any type
which can then be utilized to the needs of the organization.
 Placement agencies: They are agencies who very often have suitable candidate database.
They go a long way in helping the organization to conduct a majority of services for the
organization. They charge a nominal fee but are worth the service (Marler & Fisher,
2013).
 Internal marketing: This includes marketing within the company itself, it asks the other
employees if they have any references that might be suitable for the company or merely
engage in training and promotion.
As the post is that of a Human Resource Manager it is very important to keep in mind
that, the appropriate avenues are chosen. Secondly as the company is Rogers place the
advertisement can be made in normal magazines which relate to business and sports or music in
general and nothing too extravagant (Indeed.com, 2018).
Sample Job advertisement
Human Resources Manager
Rogers Place seeks to hire a Human Resource Manager who will enable the different
employees to develop a relevant relationship with one another and provide efficient services to
the organization (Taylor, 2014).
The responsibilities are as follows:

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 Performance Management
 Recruitment along with selection
 Development and Leaning of the individual
 Management and reporting of the metrics in ht
 Leadership and Management skills portray.
Requirements:
 Masters degree in Human resource management with two years of related experience
 Good interpersonal, training , negotiation and communication skills
 Commitment to a healthy lifestyle for the workers.
If interested to apply for the given job, the resume can be forwarded to John Dickson at
[e-mail] or
John smith
Manager,
Roger Place
Budget
Job Advertisement Budget for Human Resource Manager
Components Price for a month 2 months deadline to fill the post
Online Advertising
Job Sites like Monster $ 1,000.00 $ 2,000.00
Various websites like $ 750.00 $ 1,500.00

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newspaper websites,
gaming websites, sports
magazine
$ -
Magazine advertisings $ -
Sports magazine and
business magazines $ 500.00 $ 1,000.00
local magazines $ 1,000.00 $ 2,000.00
$ -
Placement agency
advertising $ 500.00 $ 1,000.00
$ -
Partnerships with
Communities like
Facebook and Instagram $ 350.00 $ 700.00
$ -
Internal marketing and
promotions $ 150.00 $ 300.00

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Total: $ 4250.00 $ 8500.00
A budget forms an essential part of any calculation undertaken to estimate the different
costs in an organization. It is the measure of total expenses on a given activity. The job
advertisement budget is a very important aspect whereby the organization decides how much
money is to be allocated to different forms of advertising. Recruitment advertisement is a costly
affair.
As it can be witnessed, the company has targeted different forms of advertising. The
website other than the job portal websites work on a click basis, whereby the organization pays
only when a customer or a website visitor clicks on the advertisement displayed on the web
The organization has allotted different amounts for different methods. From the given it
can be said that advertising on job portals is the most expensive method and internal
advertisement is the cheapest method (Lengnick-Hall, Lengnick-Hall & Rigsbee, 2013). The
given program will be advertised for 2 months. It is expected that within 2 months the company
will find its appropriate candidate.
Part 2
Assessment Plan
The assessment of the various candidates will be done in three ways:

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 Resume screening: The first part of the assessment shall involve the screening of various
resumes which shall enable Rogers place to identify which candidates need to be
shortlisted and which candidates can be proceeded ahead with the interview process. This
step is usually taken to see to it that the organization does not have to waste its time in
taking the interview of each and every candidate (Budhwar & Debrah, 2013). A resume
screening matrix is given in the later section.
 Initial Interview: After the initial screening has been done then the company shall take
the initial interviews of the candidates (Chaneta, 2014). In this interview the different
aspects of a candidate’s life will be discussed and it acts like an initial warm up session
before proceeding to the next round.
 Assessment Tests: This is the phase where the actual assessment starts. For the post of a
Human Resource Manager, the psychometric testing and personality profiling test will be
conducted. The psychometric test will be out of 100. The psychometric test will consist
of three sections namely numeric ability, logical ability and verbal ability. The pass mark
for the given test is 70/100. Only the candidates who will clear the given test will be
taken forward for the next level (Taylor, 2014).
The next level shall comprise of the Personality test. In the personality test, the
DISC Personality test will be undertaken. This test determines the nature of a person and
also understand the manner in which the person will react in case faced by touch
situations like work pressure and problems. Both the tests will be undertaken from the
internet from a reliable website. The sores of both the test will be added up (Armstrong et
al., 2015). The score of the DISC Test will also be converted to 100. The candidates with
score above 150 in both the tests combined will be taken to the next round

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 Post Interview: The candidates who have been selected from the assessment round will
be selected in this round (McGraw, 2013). A variety of questions will be asked to the
candidate and he will be marked on a scale of 1-5 accordingly, 5 being a good answer and
1 being a weak answer. From this round the candidates with a score above 200 will be
selected. A total of 10 questions will be asked. The candidate must score at least 30 in
this round to pass the test.
Hence his total assessment score plus interview should be 180 and above.
 Final interview
This interview can be described as a formality interview whereby the process is finalized
and the candidate is selected.
Resume screening matrix
Applicant Education Qualification Work
experience
Skills Career
goal
Other
skills
Comments Total
Number 1
Number 2
Number 3
Number 4
The adequate components if present in the given matrix, need to be ticked the given
matrix is like a check list. The resumes with good comments and maximum ticks as per the
required criteria are chosen.
Assessment Matrix

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Applicant Psychometric score Profiling score Total
Number 1
Number 2
Number 3
Number 4
In the given matrix, the individual scores of the different candidates will be given along
with their profiling scores which were converted to 100. Hence, the last column will be
calculating the total marks out of 200 and those above 150 will be chosen for the interview round
(Coller, Cordero & Echavarren, 2018).
Interview Plan
Phase 1: Pre- Assessment / Introductory Round
This will be the primary round of interview whereby the candidate will be called in to
warm up for the rounds which will follow. In this interview, the candidate is provided with a
brief interview with respect to what will be done in the assessment procedure and whether he is
not comfortable with any aspect of it or not.
Phase 2: During the assessment/ Most important round
This interview is the most critical interview. It is in this round that the candidates are
marked according to the answers that they provide. The candidate with the highest scores is
chosen for the next round (Jeston & Nelis, 2014). A variety of questions are asked in this phase
which make it easy for the panel conducting the interview to know more about the candidate in
terms of his capabilities and knowledge.

16HR MANAGER AT ROGERS PLACE
Phase 3: After the assessment / Wrapping up
This is an after round where the candidate is informed that he has been selected for the
process and that he will be given a choice as to where he wishes to be placed. The compensation
package is discussed finally and they decide upon the terms and date of employment (Ash,
Hodge & Connell, 2013).
Schedule
Date Interview round 1 Interview Round 2 Interview Round 3
15th March
10 am to 12 pm Number of candidates shift
1
1pm -3pm Number of candidates shift
2
18th March
10 am-12 pm The candidates chosen
from the assessment
19th March
10 am-12 pm Final interview of the
selected candidates
The above schedule provides the interview schedule which will be taking place. The
interviews will take place on three different days whereby, the manager of the Rogers Place will
be responsible for conducting the interview during each phase (Zaharie & Osoian, 2013).

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Interview Questions
1. Being a Human Resource Manager, how do you aim to drive and achieve the results?
KSA: ability to achieve organizational objectives
2. In your past workplace, describe a difficult situation you had handled and how did you go
about it.
KSA: Problem handling skills
3. Has there been a time where you could not follow a policy and what was the result?
KSA: Policy administration skills
4. What ideal questions, according to you would you ask yourself in the given interview
KSA: Recruitment skills (Burke & Noumair, 2015).
5. Knowing the culture of Rogers Place, what kind of people according to you would be
suitable to work here.
KSA: addressing organizational needs
6. Have you ever been faced by an ethical dilemma? Explain how you dealt with it.
KSA: Ethical perception
Situational Questions
1. Describe a situation whereby you went against the organization to support a candidate who
was right.
KSA: Ethics and morals
2. At Rogers Place, the crowd that needs to be managed is huge in number, if there is a concert
taking place, how many temporary employees would you need to hire if the number of

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permanent employees is 20.
KSA: Problem solving and Recruitment skills (Holmes, 2013).
Behavioral Questions
1. Describe in detail the manner in which you will be motivating your employees and how
would you help them in achieving their goals and objectives.
KSA: Achievement of goals and motivational skills
2. You have come to know that an employee is letting out the trade secrets of your
organization. How would you confront the employee and state the steps you would take
to address the situation (Giacalone & Rosenfeld, 2013).
KSA: Conflict management and solving employee problems
Interview rating scale
The rating scale of an interview process serves as a strict code of measurement in order to
rate the answers given by the employees. In the given situation, 10 questions will be asked and
each question will consist of five marks. The candidate must at least score 30 in the given round
to get placed.
The rating scale used by the panel is as follows:
5= Superior in the given competency
4= Good skills
3= Adequate skills (Townley, 2014).
2= Weak skills

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1= Not suitable.
Reference check questions
These are the questions which need to be asked to the employee in order to figure out the
reason behind his leaving the job and his honesty in the employment procedure.
A few questions which may be asked are as follows:
 Why did the person leave the company?
 How is the person capable as a team member
 What are the person`s strengths and weaknesses
 If an opportunity arose, will you be re-hiring the person (Certo, 2015)?
 Was the person promoted during his tenure?
 Is there any other information you would like to provide.
 Was the employee punctual at work?
Summary
Therefore, after analyzing the given report it can be stated that recruitment and selection
is not an easy process. The whole process is very complicated and it requires an amalgamation of
a wide variety of resources and efforts. In the report, it could be witnessed that the recruitment
and selection plan was being made for a single candidate, who was the Human Resource
Manager. The name of the organization was Rogers Place which is an indoor arena in Canada.
There was only one post available and for this a huge amount of investment had to be made.
The recruitment and selection report had been laid out in the given report which
described the various steps which would be undertaken in order carry out the procedure. A brief

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introduction of the interview process had been provided along with providing the purpose of the
recruitment process. The job description along with the advertisement strategy had been laid out.
The assessment plan which was undertaken namely the Psychometric and Profiling Test. After
that the final interview round would be taken after which the adequate person will be hired.

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