RECRUITMENT PLAN FOR NOVA SERVICES
Nova Service is a geotechnical engineering and construction inspection firm based in San Diego in the state of California. The company was established in the year 2012 and serves to assess the soil for development elopement and suggest the suitable type of construction and appropriateness of material. The task has been assigned to determine a recruitment plan for three positions at Nova Services. The three positions are of Human Resource Director, Compliance Officer, and Inspection Supervisor. There are a couple of steps which will be involved in the recruitment process which are all interconnected and every step has its own significance (Oliver & Brown, 1988)
The very first step involved in the recruitment plan is the identification of job vacancies. In the given case, the three jobs have been identified. Human Resource Director is required because the workforce is expanding with time and someone who can head the human resource department and ensure that workers’ needs are fulfilled is certainly required. Compliance Officer is required because he is someone who will ensure that the organization is complying with the rules and standards of Equal Employment Opportunity law. Only a specialist in law can perform this job and not a general representative from HR department. Similarly, inspection supervisor is needed to ensure that compliance regulations are being followed and also provide guidance and training to inspectors whenever required.
The second step requires deciding whether to hire candidates from within the company or outside the company. In this case, Nova Services will hire external candidates as experts are required for the mentioned positions. Job descriptions and job specification would also be specified at this stage so that the recruitment team can get a clear idea of what they are looking for. The next step involves choosing the job advertisement tool. Nova Services would post the job vacancy advertisement in local newspapers and online job portals. The job vacancy announcement will also be made on the company’s website. The existing employees would also be encouraged to refer candidates they feel could meet the company’s expectations (Rothwell, 2010).
The applications received within the first two weeks of job advertisements will be reviewed by the recruitment team and shortlisted. The shortlisted candidates would be asked to appear in written tests on a specified date. Motowidlo, Dunnette & Carter (1990) discussed that the written test judge the candidate’s capabilities in a better and refined manner. The written test would be based on three sections. The first sections would test the candidate’s proficiency in English. The second test would examine the analytical skills of the candidates by offering them short case studies or reasoning questions. The third section of the written test would be strictly based on the job description. Once the candidates score good in the written tests, they would be asked to appear in the face to face interview before the interview panel. The panel members will determine the personality traits required to perform job duties as well as the skills possessed by the candidates. A second interview might be arranged for those who excel in the first interview. The interview observations and results would be reviewed by the recruitment committee members and selection decisions made.
The chosen candidates would be sent job offer letters by the Nova Services Director and once an offer is accepted, training and development sessions will be held for the new hires. The recruitment plan would be based on a period of three to six months. The probation period would be based on three months time and in case, the newly hired employees could perform their jobs as required, new candidates would be hired within three months time.
References
Motowidlo, S. J., Dunnette, M. D., & Carter, G. W. (1990). An alternative selection procedure: The low-fidelity simulation. Journal of Applied Psychology, 75(6), 640.
Oliver, J., & Brown, L. B. (1988). The development and implementation of a minority recruitment plan: Process, strategy and results. Journal of Social Work Education, 24(2), 175-185.
Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. AMACOM Div American Mgmt Assn.
