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Employee Recruitment & Selection Process Report

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Executive Summary

The process of recruiting, selecting and evaluating employees for this project will take an approach that would enhance success for the project awarded to DataCo by the government of Singapore. Singapore Elite HR Company has been keen to ensure that it balances the projects needs and the law and regulations in this country.

This assessment team was keen to ensure that employees with the desired skills and ability to perform are the ones selected in this project. It is through this that the project can be considered a success. In this project, Elite will ensure that employees that DataCo require in different position are gotten using a competitive process. Also important is to ensure that this recruitment process is done within the budget limits.

This would help ensure that the entire process is undertaken within the expectations of DataCo. The evaluation process would further enhance the ability of the management and the hired employees to work in an integrated environment where giving directions would be easier.

Introduction

Human resource forms an important aspect of any project. According to Boselie, for any project to succeed, there must be a carefully selected workforce that will carry out various duties within the project. This scholar further reiterates the importance of selecting the workforce that understands the project properly as a way of making work easier, and cutting such costs as that which would be incurred when the workforce has to undergo some form of training in order to understand the requirements of the project.

DataCo must realize these facts in order to succeed in this massive project that has been awarded by the government of Singapore. This two year project should be carefully planned by having the right workforce that will be able to meet the targets set by the project management team.

As Singapore Elite HR Company, we offer a solution to DataCo by helping in the selection of the most appropriate workforce that will be able to help this firm meet its objectives. Given that the positions have already been identified, Singapore Elite HR Company has a comprehensive plan on how to select various officers depending on the importance of the office.

According to Budhwar, every level of office has a different selection plan that is most appropriate. This scholar says that the selection procedure used when hiring a secretary will always be different from that used when hiring a projects manager. Singapore Elite HR Company took this into consideration when coming up with this plan. All the planed recruitments are expected to be complete by 1st June 2013. This project must be based on the budget of $65,000 which has been assigned to it.

Job and Person Descriptions

According to Cutcher, before determining who to employ in every given position within a project, it is important to describe the job of that particular parson. Job description entails what the office should achieve, roles and responsibilities of the occupier of the office, the person the officer in that office will be answerable to and the remuneration that the office caries.

Evans says that job description helps in matching the skills of the occupier of the office, and the expectation of the entire project. It helps in determining the office that will be responsible for every single activity within the implementation process. Job description form is attached in this document at the appendix (Appendix A).

Fey says that person description involves describing the person that would hold a particular office within the project. This scholar says that when describing the person, care should be taken to ensure that there is a match with job description.

Person description would simply be the characteristics of the person who would be fitting into an office whose requirements have clearly been stated. The characteristics of the person would always be analyzed based on the descriptions given when describing the job. Person description form is attached in this document at the appendix (Appendix A).

Recruitment Method

Recruitment is a very important stage in looking for the right workforce for a given project. According to Grobler, recruitment involves gathering a pool of potential employees who have the capacity to undertake a given duty within a firm.

This means that when recruiting, the human resource officer must ensure that all the necessary qualities of the potential candidates for every position is gotten from the final list of the candidates to be selected.

Singapore Elite HR Company has a comprehensive plan of how to recruit the most qualified candidates for various positions within the project. Given the nature of the job market in Singapore, the management plans to use three methods in recruiting potential candidates for various positions in this project.

Advertisement using the Newspapers

Most of the job seekers in Singapore always rely on newspapers to get job opportunities. This is especially so with those who have advanced level of education. In this project, the newspapers will be used when recruiting Data Entry Team Leader (DETL) and Data Entry Operators (DEO).

Newspaper will reach many people within a very short time. The newspaper will be appropriate for this position because of its geographical coverage. The leading national newspapers have a national coverage. Given the nature of these two positions, the candidates would be sourced from any part of this country. The newspaper will help in reaching the right candidates from all over the country. The management plans to use Strait Times newspaper in reaching out for these candidates. Guest observes that this newspaper is one of the widely read newspapers in this country.

Online Advertisements

According to Guest most of the job seekers are currently relying on the online job advertisements when looking for jobs such as CareerOne. Online advertisement is suitable for all the five identified positions for this project. This is because of the fact that through this means, it is possible to reach a wide number of people. Guest says that online advertisement would always reach people with or without computing background.

With the emergence of the Smartphone, online advertising has proven to be very appropriate when there are need to higher the right candidates within a shorter period of time, and with limited finance for the recruitment process. This is the predicament where Singapore Elite HR Company is in currently.

According to Guest, most of the job seekers in this country have turned into the social media and the internet in general when looking for jobs. They have signed up to various agencies which would send them updates of the available jobs on a daily basis through their e-mails. Reaching out for these agencies and using them to send these job opportunities to various job seekers within the country would offer this firm the best opportunity to recruit the best employees in the market.

Use of Professional Associations

Guthrie says that use of the professionals associations to get the right candidates for various tasks offers the best opportunity for a firm to get the best qualified candidates. In these associations, there is always opportunity to pass a communication of the availability of jobs in various firms.

Members can easily be reached using this forum. Database administrator, specialist librarian, and IT help desk operator can be found through this means. According to the report by Guthrie, most of the professional bodies are always trusted by the experts. Using this forum will help in convincing the best workforce to make application for the various positions available.

The specialist librarian positions will be advertised through Library Association of Singapore (LAS). This is a large and respected body of professional librarians within Singapore. This body will help reach out for candidates with enough experience in this industry. This body has a bulletin blog where it posts various events and job opportunities as they arise within the country.

The IT Help Desk Operator and Database Administrator position will be advertised through Singapore Computer Society (SCS). This society’s membership includes all the computer engineers and technicians who have qualified to work within this country. Through its daily bulletins, it would be easier to reach specialists that would be very appropriate for various positions within this project.

Selection Method

According to Guthrie, selection of the employees from the potential candidates is one of the most challenging tasks in the process of hiring employees. This scholar says that care should always be taken to select the best qualified candidates out of the applicants of the job. Hamill affirms that the selection panel should always be in a position to determine the best candidates within the short period available following the closure of the application period.

The decision should always be based on the testimonials of the candidates, ability to present and express self before the panel and the physical attributes. In this selection process, the panel will select The Data Entry Team Leaders and Data Entry Operators using Compensatory Point Method. This will be done using Multiple Regression Prediction Equation. Hamill says that this approach helps in selecting the best candidates who will be satisfied with the compensation that the firm offers. This will eliminate cases of dissatisfaction of the employees once they are hired.

The specialists librarian, IT help desk operator and Database administrator will be selected using Successive Huddle Approach. In this strategy the applicants would be subjected to screening at various stages, starting with the simplest stages where most are expected to pass, to the most complex stage where only the best qualified specialists can pass. The selection can then be done based the best qualified candidates, is described as the last man standing.

DETL and DEOs Compensatory Scorecard Approach

Hamill says that when short listing candidates for an interview, it is always important to assume that three out of four will be disqualified, while one out of every three will be disinterested with the job when the salary is specified. As such, it is always important to shortlist at least seven for every single position that is available.

The management based the selection approach on this theory, and shortlisted 35 applicants for the five positions of DEOs and another 35 applicants for the position of DETL. The shortlisted candidates will receive application forms which will be sent online. The applicants will then be subjected to an online personality and skill test after which they will undergo a telephone interview.

The candidates will be awarded scores using Multiple Regression Method. The selection team will then rate the employees based on their scores. The team will select the applicants based on their position on the scorecard. In any case an applicant declines the offer the next best candidate would be given that position. The approach will be used to select five candidates for each of the two positions. Application form is attached in the appendix (Appendix B)

Successive Hurdles Approach for the other three positions

The positions for Database administrator, IT help-desk operator and the librarian will be selected using this strategy. This is demonstrated in the appendix (Appendix C). This approach would help get the most qualified candidate for these positions. This approach is very appropriate when selecting a few candidates out of a large list of applicants.

Substantiating the Selection Methods

Reviewing Resumes and Application Forms

The selection panel will review the resumes of all the applicants for various positions to determine the levels of education and their experience in the various positions applied for within this project. Resumes always help employers understand an employee from the employee’s perspective. This is because it is in the resume that an employee will try to explain self in the best approach possible.

The resume presentation will also help understand the personality of an applicant. Grobler says that the resumes also help in understanding two most important qualities of an applicant: level of education and experience. This scholar says that the level of education of an employee would determine the approach taken in handling various tasks within the firm.

Experience is also very important in determining how well an employee can perform a given task. Employees with experience in a given field are always more efficient and can perform assigned tasks within a shorter period of time. The resumes also help in determining an employee’s language, logic and mathematic skills based on their education and experience in a given field. This activity is further described in the appendix (Appendix D).

Testing of the Skills

Grobler says that it is always important to test the skills of applicants whenever this is possible. In this selection plan, the DEOs skills will be determined using Alpha-Numeric Data Entry Test. The test will be administered online and the scores will be in words per minute, and with a minimum allowable error rate of 98 percent. The applicants will be assessed at Assessment Center by relevant authorities.

The Cognitive Test

Cognitive test refers to the process of testing the strength of the mind. Evans describes this process as a test of the mind. In all the five positions, there will be a need to conduct a cognitive test in order to determine the mental capacity of the applicants. There are various scientific approaches that can be used in testing the mental capacity of an individual.

Cognitive test is always important in determining the capacity of an individual to perform a given duty within a specified time. This test is very important for managerial positions. This is because these positions would always demand that an individual makes a decision that will affect other employees and the firm in general. These individuals must, therefore, be in a position to make decisions that are rational. The Database administrator and the librarian would be subjected to this test in order to ensure that only the best candidate for this position gets elected.

Personality Testing

According to Budhwar testing the personality of an applicant is always important in determining how effective an employee would be within a firm. This scholar says that personality testing helps determine how an employee would manage himself or herself within the firm when faced with varying situations. The selection team will use NEO PI-R test.

This test will help in understanding such qualities of the applicants as the attitude, the emotions, motivational style among other personality traits. This will help identify candidates with the capacity to control their emotions and attitude even when faced with difficult situations.

Data Entry Team Leader will be subjected to this test because of his or her role in this project. Anyone in the leadership position should always have strong personality that would enable them meet the challenges that come with their position. They should be able to control their emotions and be able to motivate others to work effectively.

Assessment Centre

The process of assessing these employees will happen within the assessment centers. The assessment centers will be under direct supervision of Lee and Vicky, the two permanent Human Resource assistants. Under them will be six temporary HR assistant. Lee and Vicky will ensure that the other HR assistants, who will be the assessors, understand the assessment strategies that are appropriate when assessing the applicants.

They should understand the matrix method used to assess innovation, influence, analysis, and empathy of the employees. These assessors will be focusing on the candidates’ leadership capabilities, oral skills, attention to details and persuasive skills. This is shown in the appendix (Appendix F).

Interviews

According to Evans, interviews have the highest validity of all the selection methods if done correctly. This makes it the most common tool for selecting the right candidates. The candidates will be subjected to interviews to increase validity and reliability of the selection process. This will improve chances of coming up with the right candidates for the identified positions.

The interview will take the structured format which will be guided by a series of questions. Evans says that structured interviews have higher validity levels as opposed to unstructured interviews. This approached is elaborated in the appendix (Appendix G).

Background and Reference Checking

According to Baruch, reference checking is always important in the selection process. This scholar says that referencing helps in confirming the details given by the applicant with the help of the external sources. The assessors will confirm the details of the applicants by contacting external sources to determine the previous performance and academic qualifications.

Budgets and Timelines

  • Budget. The selection process will take place within the constraints of finance that were assigned to it. A detailed budget for this process is given in the appendix (Appendix H). The recruitment costing is broken down in this table.
  • Timelines. The timeline for various activities which were carried out in this project are described in the Gantt chart in the appendix (Appendix K).

Evaluation of the Project

According to Barney, selection method should be evaluated to determine its effectiveness in achieving the desired result. The method should be fair, reliable, acceptable, valid, easy to use and cost effective. Evaluation will look at these factors to determine appropriateness of the selected method. It is only through this that the process will be considered fair and acceptable.

The method taken should be able to evaluate the aptitude test taken when selecting the candidates for various duties. Arthur says that the final employees should be 85 percent or higher in performance of their respective duties. An average employee should be performing at a percentage higher than 50%. In this case, the percentile would be used to defined standard deviation below and above mean (SD). This is demonstrated in the appendix (Appendix J)

Training Evaluation

The training that will be given to the successful applicants after the selection process should be assessed. These employees should be in a better position to perform their duties then they were before the training. This will also help in analyzing the selection method validity. The final applicants should be able to understand the instructions given during the training with a lot of ease because they were selected as the best following a rigorous recruitment and selection process.

Conclusion

Selecting the most appropriate employees for a given project is always a complex process. In this report, Singapore Elite HR Company has clearly stipulated a comprehensive process of recruiting, selecting and evaluating methodologies for the project awarded to DataCo. The report has clearly followed the strict timeline and the budget of $65,000 which was awarded.

The entire process is based on the laws and regulations put in place by the government of Singapore and other agencies that takes care o the interest of employees. Emphasis was placed on selection of the best qualifying candidates who would demand the fairest remuneration. In all the five posts, care was taken to hire candidates with reputation of good performance. This would make it easy for the project to be a success.

Bibliography

Arthur, Joan. “Effects of human resource systems on manufacturing performance and turnover.” The academy of management journal 37, no. 3 (2008): 670-687.

Barney, John. “Firm resources and sustained competitive advantage.” Journal of management 17, no. 1 (2010): 99.

Baruch, Yusuf. “Response rate in academic studies-A comparative analysis.” Human relations 52, no. 4 (2006): 421-438.

Boselie, Paul. “Commonalities and contradictions in HRM and performance research.” Human Resource Management Journal 15, no. 3 (2005): 67-94.

Budhwar, Prisca. “Rethinking comparative and cross-national human resource management research.” The International Journal of Human Resource Management 12, no. 3 (2006): 497-515.

Cutcher, Gershenfeld. “Impact on Economic Performance of a Transformation in Workplace Relations.” Management Journal 44, no. 2 (2007): 241.

Evans, Paul. The global challenge: international human resource management. New York: McGraw-Hill Irwin, 2011.

Fey, Cecil. “The effect of human resource management practices on MNC subsidiary performance in Russia.” Journal of International Business Studies 32, no. 1 (2012): 59-75.

Grobler, Pieter. Human resource management in South Africa. London: Thomson Learning, 2006.

Guest, Daniel. “Human resource management and performance: a review and research agenda.” The International Journal of Human Resource Management 8, no. 3 (2009): 263-276.

Guest, Edwin. “Human resource management and industrial relations.” Journal of management Studies 24, no. 5 (2001): 503-521.

Guthrie, James. “High-involvement work practices, turnover, and productivity: Evidence from New Zealand.” The Academy of Management Journal 44, no. 1 (2002): 180-190.

Hamill, Jane. “Labour relations decision making within multinational corporations.” Industrial Relations Journal 15, no. 2 (2006): 30-34.

Appendices

Appendix A: Job and Person Description forms

Specialist Librarian

  • Last Updated: 28th May 2013
  • Job Title: Specialist Librarian
  • Reporting to: General Manager
  • Level: Specialist level
  • Salary: To be confirmed
  • Hours: Full time
  • Location: Parklane Office

Job summary. The specialist librarian is responsible for developing, cataloguing and classifying documents and records, and making them available for scanning. The specialist must be in a position to accomplish the task using systems and databases, based on the standard legal search and reference tools that will meet the need of the organization.

This specialist should be reachable to other officers who may need his or her service. It is the responsibility of the librarian to barcode and catalogue the document for the purpose of archiving. The specialist should ensure that the conversion of the records is accurate to avoid any cases of contradiction or confusion of the records.

This specialist will be working in the offices located in Parklane building, 35 Selegie Rd in Singapore, with the standard working hours of 38 hours in a week).

Responsibilities and Duties of the Librarian

Duties and Responsibilities% time
Collection of various documents and preparing them for a scan25
Classification and cataloguing the documents20
Using the databases systems in tracking the documents10
Using reference tools and the standard legal search in attaching the search criteria to all documents15
Verification and writing abstracts for the purpose of clarification to other team members5
Cataloguing the barcode and preparing them for archiving upon completion of data entry.15
Contrasting the converted records with the originals in order to maintain conversion accuracy of the records10

Qualifications

EssentialDesirable
Must be an Undergraduate in library and information studies (Post graduate in the same course or a related cause will be an added advantage.)LAS membership

Work Experience and Skills. Behavioral traits and personal qualities

EssentialDesirable
A minimum of 2 years experience as a LibrarianExperience with Oracle systems
A strong knowledge of Microsoft office basics
EssentialDesirable
Demonstration of interpersonal skills
Team-building spirit
Skilled in numeracy and literacy

IT Help Desk Operator

  • Last Updated: 28th May 2013
  • Job Title: IT Help Desk Operator
  • Reporting to: The General Manager
  • Level: Support level
  • Salary: To be confirmed
  • Hours: Full time
  • Location: Parklane Office

Job summary. Help Desk operator is charged with the responsibility of to assisting staff members with hardware and software difficulties. This may be done through multiple mediums, and the results be documented for purpose of future reference.

This specialist will be expected to train all new members of staff on issues related to software or hardware. The specialist will be to maintain and update software and hardware when there is need. This includes the maintenance of the scanning devices. Help Desk Operator will ensures data is secure by managing and monitoring any issues that may arise.

The IT help Desk will be working from the offices in Parklane Office, and will work within the standard 38 hours a week. The officer will be reporting to the general manager.

Responsibilities and Duties

Duties and Responsibilities% time
Answering inquiries from staff using available medium25
Creating resolutions records for reference in future15
Installing relevant software and hardware15
Training new staff on the software and hardware15
Monitoring and managing security of data10
Maintaining and supporting remote computing applications10

Qualifications

EssentialDesirable
Relevant degree from a recognized universityAny recognized college within the country
IT Diploma or Certificate

Work Skills and Experience

EssentialDesirable
Experience of over 2 years of experience in IT support roleExperience in data security management
Experience with Oracle systems (at least 4 months)
A understanding of Microsoft office suite and Microsoft windows
Excellent skills in problem solving

Personal behavioral traits and qualities

EssentialDesirable
Excellent verbal and written communication skills (English)
Team building spirit
Competence in numeracy and literacy skills
Ability to prioritize and multi-task

Database Administrator

  • Last Updated: 1st March 2012
  • Job Title: Database Administrator
  • Reporting to: The General Manager
  • Level: Specialist level
  • Salary: To be confirmed
  • Hours: Full time
  • Location: Parklane Office

Job Summary. The Database administrator shall monitor the performance of oracle database systems using custom made software. The officers will be responsible for ensuring that all staff members have access to desired data. They shall also develop standards for accessing the information and to monitor compliance with the standards.

The officers are also required to test and report any database changes to programmers and analysts in the head office. The Database administrator is expected to train all users and to answer any question that may arise. The officer will ensure that there is a back-up for all the data, and that there is a contingency plan for data recovery whenever there may be need for that.

The Database administrator will work from the Parklane office, within the standard 38 hours a week, and answerable to the general manager

Duties and Responsibilities

Duties and responsibilities% time
Monitoring of the systems’ performance with the help of the custom made software.10
Managing all staff access to the correct data.10
Developing standards and ensuring compliance with data access15
Test databases and programs for errors, make correction if there is need and then report to the relevant authorities.20
Training the users on how to access database and being available to respond to queries.10
Ensuring that data is properly backed up.15
Developing, testing and implementing contingency plans on recovery of data25

Qualifications

EssentialDesirable
Bachelor’s Degree in IT related course or Certificate IV in Information TechnologyOracle SQL Developer (Certified Associate)
Oracle Database CertificationIT Professional: (Database Administrator)

Work Experience and Skills

EssentialDesirable
A minimum 2 years’ experience as a Database AdministratorExperienced in VPNs
Strong knowledge of Microsoft windows and Microsoft office suite
Experienced in Oracle databases

Behavioral traits and personal qualities

EssentialDesirable
Interpersonal skillsKnowledge on safety and security skills
Team-work capabilities
Advanced literacy and numeracy skills
Intrapersonal understanding

Data Entry Operator Team Leader

  • Last Updated: 28th May 2013
  • Job Title: Data Entry Operator Team Leader
  • Reporting to: To be Confirmed
  • Level: Supervisory level
  • Salary: TBC
  • Hours: Full time
  • Location: Parklane Offices

Job summary. The Data Entry Operator Team Leader will be responsible for transcription tasks, and digitizing paper copies of documents. This would involve use of barcode tracking equipment and scanning equipment. The officers will also be responsible for motivating junior employees within the team. They will also train new staff members on administrative and systems procedures.

This officer will work from the Parklane office for the standard 38 hours a week. The reporting chain has yet to be established.

Duties and Responsibilities

Job duties and responsibilities% time
Rapid transcription of Alphanumeric data10
Inspection of transcribed data for any errors25
Using of scanner equipment to digitise paper documents15
Using of the barcode tracking equipment2
Ensure high quality standards of team’s output13
Teaching the new staff members on systems, the administrative procedures and work processes35
EssentialDesirable
A minimum of Bachelor’s degree from a recognized universityOracle University’ leadership courses
Leadership training course
EssentialDesirable
Keystrokes per hour of 7500+Experience with Oracle systems
95% Alphanumerical typing accuracyExperience in Data Entry positions
Experience as a Team Leader

Qualifications. Behavioral traits and Personal qualities

EssentialDesirable
Ability to pay attention to details
High level oral and written communication skills
High level of literacy and numeracy
Ability to multitask and prioritize

Data Entry Operator

  • Last Updated: 28th May 2013
  • Job Title: Data Entry Operator
  • Reporting to: Data Entry Operator Team Leader
  • Level: Subordinate level
  • Salary: To be confirmed
  • Hours: Full time
  • Location: Parklane Office

Job summary. The Data Entry Operator is responsible for transcribing of tasks, digitizing the paper copies of documents. This will involve using of barcode tracking equipment and scanning equipment. The Data Entry operator will work from the Parklane Office within the standard 28 hours a week. He or she will be directly answerable to the Data Entry Operator Team Leader.

Responsibilities and Duties

Job duties and responsibilities% time
Rapid transcription of alphanumeric data50
Inspection of the transcribed data for errors20
Use scanner equipments in digitizing paper documents15
Appropriate use of barcode tracking equipment15

Qualifications

EssentialDesirable
Bachelor’s Degree in the relevant field‘Oracle University’ training courses
EssentialDesirable
Keystrokes per hour of 8000+Experience with Oracle systems
98% Alphanumerical typing accuracyExperience in Data Entry positions

Work Experience and Skills

EssentialDesirable
Capability of follow detailsStrong verbal communication skills
Capability of working autonomously
Able to perform repetitive tasks
High level of literacy and numeracy

Personal qualities and behavioral traits. DEO Compensatory scorecard

Procedures of selection
Characteristics of Selection ProcedureThe application formSkills testPersonality testPhone Interview
The highest possible score4101016
.15.10.50.20.20

Note: M= 0.10X1+ 0.50X2+ 0.20X3+ 0.20X4 (M is expected performance, X1is for the application forms scores, X2is the score in skills test, X3is the score on personality test and X4is the score on phone Interview. The weightings of the individual was calculated based on job validities).

Appendix B: Application Form

DataCo DEO Application Form

Kindly note that all the information you will provide in this form will be thoroughly verified. Education, work experience and criminal records will be verified using relevant authorities. Ensure that you do not omit any important information, while ensuring that the content is true to the best of your knowledge.

Educational Background

InstitutionCompletion date and ResultsMajor subjects of study
High School
University
Other

Work Experience

CompanyRole and ResponsibilitiesDuration

Appendix C: Successive hurdles breakdown

Data Entry Operator Team leaders.
Data Entry Operator Team leaders.
IT Help Desk Operator.
IT Help Desk Operator.
Specialist Librarians.
Specialist Librarians.
Database Administrator.
Database Administrator.

Resume and Application form sifting scoring charts

DEO, DEOTL and IT Help Desk

QualificationsThe Score
A relevant University Degree5
Diploma or Oracle course or an equivalent3
Cert III1
Successful completion of high school0.5
Work Experience
Team leader or managerial experience (For DEOTL only)2
Data entry experience / IT Help Desk Experience2
Clerical work experience / Sales or service experience1
no work experience in relevant field0.5

Database Administrator

QualificationScore
Certification in Oracle PL/SQL Developer and/or Microsoft Certified IT Professional: (Database Administrator)5
Oracle Database or SQL Certification3
Relevant University Degree3
Diploma or oracle course2
Work experienceScore
Oracle Database Administrator4
Database Administrator2.5
no work experience0

Specialist Librarian

QualificationScore
Library Association of Singapore Accredited Degree or Technical Qualification,2
Not relevant degree or technical qualification0
Work experience& membership
Librarian Experience2
Library Association of Singapore Membership1
No Librarian Experience0

Appendix D-F: Assessment Centre Material

Assessment Centre Matrix

InfluenceAnalysisEmpathyInnovation
Personality Test
Skills test
Testing Abstract Reasoning
Verbal and Numerical tests
LGD exercise

Rating Form and Scale

Assessment Centre Date:
Assessor:
Candidate Name:
LGD measurementsAbsolutely no opportunity for this dimension to be shownLimited of this dimension was shownA relatively small amount of this dimension was shownA considerable amount of this dimension was shownQuite a lot of the dimension was shownExcelled in the dimension
Oral communication skills012345
Leadership within group012345
Persuasiveness within group012345
Attention to detail012345

Appendix G: Interview Material

Multimodal Interview Format

Multimodal Interview Format. Interview Questions

Applicant name:Interviewer:Date and time:
Interview Questions DEOTL1 – Poor2 – Below Average3 – Above Average4 – Excellent
Kindly tell me about a situation where you had to inspect a coworker or juniors’ work for errors?
  • What was the size of documents you inspected?
  • How long did it take you?
  • When and how did you approach the person to alert them of the errors?
Not at allHas performed basic proof readHas performed inspection of a transcribed documentHas frequently inspected transcribed large documents recently and approached the person in a manner that does not make the person feel belittled
Kindly tell me about a case where you had to assist a staff member who was not learning a new system as quickly as his or her colleagues?
  • How were you able to tell when they were struggling with the changes?
  • What approach did you take in telling them and assisting them
  • Which methods did you employ to effectively assist them in getting up to the expected speed within their respective jurisdictions?
Has never performed this taskHas performed in a small team environment but did not assist individualHas assisted individual in a mid-sized team by repeating the coachingHas assisted various individuals by making use of different coaching methods such as visual, oral, and physical.
Kindly tell me about a time when you had to talk to a team member about the quality of their work not being at an expected level?
  • What strategy did you use to approach the individual?
  • How fruitful was your discussion in making the individual change for the better?
Has never performed the taskHas taken a person aside for a brief conversation, but problems were not properly dealt withHas taken a person aside to talk about their tasks focusing on why they were having issues. Made an attempt to put in plans to rectify the issues raised.Has adequately listened and asked team member to express themselves [made judgment based on information] and then persuaded the team members after initial talks to make sure that their performance was improving
Let’s suppose that a Data entry Operator comes to you and tells you that he has a conflict with another team member and it is affecting his work, what would you do?Let them sort their issues by themselvesInstruct the staff member to contact the person they are having conflict with an attempt to resolve itMake an attempt to see the two staff members and tell them to sort out their problemsOrganizes to see the two staff members and assist them in working through the conflict and finding the optimal resolution
Supposing you are informed that a team member’s scanning equipment has failed, what would you do?Knows not a clear action to takeWill tell the staff member to fix the problem or call IT supportWill try to understand the issue, then contacts IT help desk for solutionWill understand the problem, as should have a good knowledge of scanning equipment; if not an easily fix then contacts IT help desk

Reference Check Questions

QuestionsResultShort Notes
Candidate A has stated that you were the employer during this time period and in this role, is this correct?YesNo
What was the reason behind his departure from the firm?FiredResigned on own terms
Would you kindly inform me of the result of this candidate on the last performance review you conducted?
If given opportunity, would you rehire the applicant?YesNo
What are some of the strengths you noted of the candidate?
Anything else you know about the candidate that you feel I should know?

Appendix H: Budgets

Full Budget

$$ (sub-total)Note
Recruitment1
Strait Times Newspaper1940.6
Seek.com.1357.5
CareerOne.com1100
LAS440
Total4838.1
Selection2
Alphanumerical Data Entry2145
ACERHR Verbal1212.25
ACERHR Numerical712.25
Skill check Computer Literacy875
NEO PI679.7
ACERHR TAR254.25
Total5878.7
Temporary Workers3
Base wage inc. loading (p/h)26.05
Superannuation 9% (p/h)2.34
Payroll tax 5.5% (p/h)1.43
Workers compensation (p/h)0.46
Total (p/h)30.28
Total (each temp – 9 days)2043.90
Total for 6 temps14263.40
Miscellaneous4
Assessment centres supplies1000
Assessment centres food and beverages2430
Total3430
Total30454.1

Note 1: The costs of recruitment will involve advertising in newspaper (The Strait Times Newspaper), Online Advertisement (CareeOne and Seek) and professional associations (LAS board)

  • The cost of advertising in Strait Times Newspaper is $ 1940.6
  • Each advert will be 12 lines (3 weekend adverts)
  • The cost of advertising using Seek.com is 1357.5. This will involve 5 premium adverts.
  • The cost of advertising in CareerOne 1100 which includes three premium adverts.
  • The price for non LAS members to advertise on the jobs board is $440.

Note 2: The following are some of the tests which will be used, and their respective prices obtained from the websites of companies:

  • Online Challengeconsulting.com.au for Data Entry – the alphanumeric test: Price: 16.50 each, for over 100 purchases
  • Professional verbal Response will be done with the help of CareerOne: Price 12.95 per individual
  • The skill check essential computer literacy hardware/software: Price 25 per individual

Note 3: The temporary HR staffs will be paid under clerks. These officials are expected to have the right educational background and experience that will make them be paid under level 5 of this award. These officers will be sourced from various fields by the Parklane Office officials.

Note 4: A total of 50 candidates will pass through Assessment centre. They will be provided with pens and paper to take notes during the exercise. The approximate cost for this is expected to be $2 per individual. Lunch and refreshment will be offered to the assessors and the 50 during the process. This will be in the Parklane Office at an approximate cost of $380. Drinks shall be offered on all days at a cost of $50.

Recruitment Costs Breakdown

DEODEOTLLibrarianIT Help DeskDatabase AdminTOTAL
Strait Times Newspaper Advertisements$ 970.30$ 970.30$ 1940.6
Seek.com.au$ 271.50$ 271.50$ 271.50$ 271.05$ 271.50$ 1,357.50
CareerOne.com.au$ 220.00$ 220.00$ 220.00$ 220.00$ 220.00$ 1,100.00
LAS$ 440.00$ 440.00
SCS$ –$ –$ –
Totals$ 1461.80$ 1461.80$ 931.50$ 506.00$ 491.50
TOTAL$ 4,838.10

Selection Costs breakdown

DEODEOTLLibrarianIT Help DeskDB Admin
Data Entry test$1850$595
Acer Select Verbal$398.5$184.20$189.50
Acer select Numerical$588.5$184.25$159.9
Skill check computer literacy (hardware/software)$475
NeoPI Test$499.8$159.9$69.96
Abstract reasoning test$244.25
Totals$2249.8$1791.94$388.5$709.21$258
Total$5878.7
Total per candidate$31.53$278.388$194.25$709.21$259

Appendix J: Pyramid Yields

IT Help Desk Operator.
IT Help Desk Operator.
Specialist Librarians.
Specialist Librarians.
DEOTL.
DEOTL.
Database Admin.
Database Admin.

Rational Estimates Selection Equation

Saving/Employee/Year = (r x SD x Z) – (C/P)
r:Validity of selection procedure
SD:Standard deviation of the employee value
Z:Calibre of recruits
C:Selection cost of per applicant
P:Proportion of candidates that are selected from the selection test
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Reference

IvyPanda. (2019, July 4). Employee Recruitment & Selection Process. https://ivypanda.com/essays/recruitment-and-selection-plan-and-report/

Work Cited

"Employee Recruitment & Selection Process." IvyPanda, 4 July 2019, ivypanda.com/essays/recruitment-and-selection-plan-and-report/.

References

IvyPanda. (2019) 'Employee Recruitment & Selection Process'. 4 July.

References

IvyPanda. 2019. "Employee Recruitment & Selection Process." July 4, 2019. https://ivypanda.com/essays/recruitment-and-selection-plan-and-report/.

1. IvyPanda. "Employee Recruitment & Selection Process." July 4, 2019. https://ivypanda.com/essays/recruitment-and-selection-plan-and-report/.


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IvyPanda. "Employee Recruitment & Selection Process." July 4, 2019. https://ivypanda.com/essays/recruitment-and-selection-plan-and-report/.

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