The assignment requires evaluating (and updating as necessary) the existing job description and then preparing a complete recruitment and selection plan for this target position. The project requires
(a) Evaluating how well the requirements of the job have been specified,
(b) Determining how to identify and attract applicants who will meet those requirements,
(c) Determining how to best assess those qualifications in job applicants, and
(d) Determining how to best combine the collected information to make hiring decisions.
Introduction
The organization needs an active recruitment and assessment plan to consider and hire the best people for a particular job position. Human resource management must have a comprehensive recruitment and selection plan. The study will emphasize the evaluation of job requirements, recruitment plans, assessment methods, and the selection plan. The study will also focus on the particular job position, and the whole plan will be revolving around it.
The target job is “Market Executive” The organization intends to hire the best candidate for this job position to make him a great contributor to the marketing process.
Evaluation of Job Requirements & Create Performance Profile
The job description of the marketing executive is to maximize profitability through effective sales strategies. The firm wrote good content in the form of job descriptions on the online web portal. HR department talked about the sales strategies, customer needs, and profitability effectively. The job description says that a marketing executive can bring the business, increase sales, and effectively retain customers. A person holding the same job position in an organization is triggered by this responsibility of job theme. The company came up with a well-written job description, which indicated some key job responsibilities. For Instance, the marketing executive will be in charge of the marketing portfolio. Apart from it, he will run online marketing campaigns through e-newsletters, web pages, email blasting, and social media platforms. Preparing reports on competitive rivalry, coordination with suppliers and developing the marketing plan are important roles of this job position (Homes, 2018) .
This job description describes the same activities which an existing marketing executive does in an organization. It seems a relevant job post because it clearly stated the actual job roles. Instead of posting objectionable content or activities, the firm stayed purposeful in this particular job post. An applicant can understand the job role, position, and possible targets. Immediately, he can decide to apply or avoid the job. The job description is a depiction of the expected job performance. The firm has defined the job performance, and accordingly, advertised it to the high superior individual (Adler, 2012)
Interestingly, it seems precise, well-structured and meaningful content that also justified the effective job marketing. The company requires a marketing graduate along with different IT skills (Homes, 2018). Communication and team skills are also needed for this job. It is a complete job advertisement that covers both description and requirement. It can help the candidate to make an appropriate decision according to his qualification, skills, and experience.
Recruitment Plan
Attracting employees who meet job requirements is necessary to have a talented pool. After describing the job, the plan is to use different recruitment tools. For Instance, for this job position, the firm will use online job boards. It is a cost-effective method that can reach an immense range of applicants. It enables the rapid hiring process. Through online job boarding, the firm can integrate with several types of job seekers (Dale, 2003).
Interestingly, the marketing department of the company can see some options due to this diversity. People are getting different marketing degrees and certificates, and well-structured content regarding the field can enhance the visibility of attraction. The next step of the recruitment plan is screening. Examining resumes and conducting tests for shortlisted candidates is an excellent approach to derive required skills and capabilities. After the screening process, the firm will conduct interviews. Structured, semi-structured and unstructured interview questions will be asked by recruiters to evaluate the applicant. The last step of the recruitment plan is to offer the job to the best candidate. Giving an applicant a few days to decide is also a part of the program. The quality and experience of the applicant are to be assessed through tests and interviews. Behavioral and situational questions will help to obtain both personality traits (Catano, 2009).
Assessment Methods
Many creative ways are in the limelight when assessing applicants. Outside hiring is a unique process. It depends on the ability to deliver work. The firm has to assess the balance between strength and weakness along with required skills, attitudes and characters (Adler, 2012). The best method for the HR team is to ask situational questions to determine talent and skills. For Instance, the management can ask the applicant to act as a marketing executive for a while in the interview process. He may be asked to sell the product and provide customer service in an interview process. It can express his confidence, experience, customer knowledge, and communication skills. Face to face communication between applicant and employer or recruiter is the simple and effective assessment method. The firm has to develop the performance profile through executing several steps. Developing objectives, asking questions, understanding team skills, knowing management objectives, integrating with long-term plan and performance benchmarking are some steps to complete a performance profile, and evaluate or assess the candidate accordingly (Adler, 2012). The market executive needs good communication skills, and it can be assessed quickly in` the interview process. The marketing department will raise some situational questions for the applicants (Catano, 2009). These questions are illustrated below
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Sample Interview Questions
- How can you handle your short-tempered client?
- What is your strategy to meet monthly sales targets?
- Are you willing to work in high-pressure situations?
- How would you handle it if your team resisted the new idea?
- How can you handle the customer criticizing the company’s products or service?
- Selection Plan
Collecting and combining the information to make the final call is imperative to complete the recruitment and selection process. For the marketing executive’s job, several steps are included in the selection process. These steps are the reception, screening interview, application bank, selection test, medical examination, references check, hiring decision, and placement. This hiring process is short and precise. Applicant screening and interviews are conducted before the selection process. Now, due to the diversity regarding the applicants, the most important thing for the company is to use the selection scorecard to select the competitive person for this job. The selection scorecard will include skills, personality traits, qualification, and company traits (Support.greenhouse.Io, 2018).
| Candidates→ | 1 | 2 | 3 |
| Skills | 8 | 5 | 6 |
| Personality Traits | 7 | 9 | 3 |
| Qualification | 5 | 9 | 7 |
| Company Traits | 2 | 5 | 8 |
| Total Score | 22 | 27 | 24 |
For Instance, the firm finally reached three top applicants. Now, selection interviews and tests are taken to examine skills, personality traits, qualification relevancy and comparison, and different company traits. As mentioned in red, candidate 2 is the best candidate for the company for this position. The firm made the final call and offered the job. The benchmarking approach works well in the selection process. The firm must know that the top performers of the company do differently to meet objectives. The selection is also based on this approach (Adler, 2012)
Analyzing or assessing these applicants regarding company traits, skills, qualifications, and personality traits are purposeful. The company wants to enjoy the applicant’s utility best talent as a marketing executive is beneficial for the company, as it can increase sales, build long-term client relationship, and argument the profitability for a long run. It looked tough for the HR team to find the most suitable candidate due to the large pool of candidates. All shortlisted applicants were able to hold the job position. However, its selection scorecard was the best way to make the final call at the end (Gatewood, Feild, & Barrick, 2010).
Conclusion
In the end, it is to conclude that a better plan can open ways for the company to find the best person for the job. Recruitment and selection tools have assisted the management in finding and evaluating the best candidate. The position of marketing executive is quite challenging. Several interviews and tests are conducted by the HR teams to assess the candidate. The most important thing is to experience the job fit at the end. The selection scorecard has been used to find the candidate at the end, which can be utilized successfully. The firm can make some changes in the plan to align with some new HR trends and applicant’s needs. The book “Hire with your best” by Lou Adler helped to apply some concepts. It assisted in understanding the whole recruitment and selection process effectively.
References
Adler, L. (2012). Hire With Your Head: Using Performance-Based Hiring to Build Great Teams (3 ed.). John Wiley & Sons.
Catano, V. M. (2009). Recruitment and Selection in Canada. Cengage Learning.
Dale, M. (2003). A Manager’s Guide to Recruitment & Selection. Kogan Page Publishers.
Gatewood, R., Feild, H. S., & Barrick, M. (2010). Human Resource Selection (7 ed.). Cengage Learning.
Homes, D. W. (2018, November 23). Marketing Executive. https://www.indeed.co.uk/viewjob?jk=6c7e19fec579a82d&tk=
1ct883ron93gp805&from=serp&vjs=3
Support.greenhouse.Io. (2018, July 24). Structured Hiring: Scorecard Definitions. https://support.greenhouse.io/hc/en-us/articles/360007247412-Structured-Hiring-Scorecard-Definitions
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