Job overview and recruitment
In the Power Electronics Company, we are currently in need of two management analysts, who will be directly responsible for conducting studies and evaluations, designing systems and procedures, performing work simplifications and measurement studies, and preparing the operations and procedures manuals to boost efficiency and effectiveness in the organization. The position is suitable for candidates with both education and experience in improving an institution’s efficiency and increasing profits. Moreover, the qualified job applicants should demonstrate how they have assisted their firms in the past to cut costs and enhance their profits effectively. Part of the roles of the management analysts will be analyzing data, organizing, planning, and prioritizing work, evaluating information to determine compliance with standards, making decisions and solving problems, estimating the quantifiable characteristics of products, events, and information, amongst others (Society for Human Resource Management, 2016).
For us to acquire the most qualified candidates possible, we will involve both an internal and external recruitment panel. The internal recruitment panel will be comprised of HR department and members of the Executive Management. The external panel will help us to analyze the requirements that will fit the position advertised. Nonetheless, they will ensure that we get the appropriate applicants by suggesting other roles and duties of a management analyst. Our ideal candidates should demonstrate the experiences garnered in at least three years in the advertised position at a recognized organization.
When evaluating the effectiveness of the recruiting strategy, selection ratios will be applied. It is a valuable tool that measures the success of the process. In simple terms, a selection ratio involves the number of hired candidates divided by the number of candidates. During the calculation, a smaller number may illustrate that the process failed to attract the appropriate applicants, and this means the process was unproductive. Contrariwise, a higher number (closer to 1) may indicate that we failed to fascinate enough candidates that ensure the right individuals are hired. The selection ratios metrics will be the most suitable for the organization.
Job overview and selection
The management analysts’ roles and responsibilities include analyzing data, organizing, planning, and prioritizing work, assessing information to ensure compliance with standards, making decisions and solving problems, and estimating the quantifiable characteristics of products, events, and information. In addition he/she will also be responsible for directing research and analytical studies on a variety of programs and issues, assisting in determining financial methods, processes, and costs involving a departmental service. Besides, the management analysts will assist in budget preparation and administration, and indorse the purchase of storage equipment, and allocate the available space for the equipment.
The Power Electronics Company is situated in London, England. The organization has 800 professional employees working in different departments, and we aim at employing two management analysts to assist in improving the services offered.
The Power Electronics Company will use the different selection tools to select the most appropriate candidate to fill the positions. They include application forms and CVs, online screening and shortlisting, psychometric testing and ability and aptitude tests (Anderson & Cunningham-Snell, 2000). The application forms and CVs will highlight whether the candidate has the education and experience to suit the job. Besides, the online screening will speed up the selection process because it involves software that filters applicants automatically. The qualified staff in our organization will conduct a psychometric test to measure ability testing, aptitude testing, and personality profiling of the candidates. The company will ensure that the results of the test remain private and confidential.
As a selection tool, applications forms and CVs should be handled with appropriateness. For example, the shortlisters will undergo am awareness training so that they can identify and encounter their own prejudices and beliefs. This is because the recruitment process is meant to consider the applicant’s ability to fill the advertised position. Moreover, online screening and the shortlisting tool are a suitable tool since it entails criteria based on keyword searches and a scoring mechanism. It helps the management to sort the applicants because of its ability to filter quickly. The keywords used must ensure they match the person specification to avoid discriminating any applicants (Anderson & Cunningham-Snell, 2000). Nonetheless, psychometric testing is a mental measure that evaluates the ability of the applicants in numerous ways. Candidates will be made aware of the test, and it will be conducted by a highly conducted professional. The results will be shown to the applicants, and the organization will ensure that the data is protected from third parties.
During the selection process, the applicants’ forms and CVs will be considered in the first stage. A selected board will be responsible for going through the CVs and determining the most suitable applicants for the position. The candidates with the expected qualifications will be shortlisted. Online screening and shortlisting will be used if the CVs are many, and a software will filter the applicants without wasting much time. The shortlisted candidates will be informed through email or phone calls so that they can prepare the psychometric testing before the candidates for the main interview are selected.
The selection process must not cost more than three times of the salary of the job applicants. The process will ensure that the costs of the selection process are monitored to avoid unnecessary expenses and financial burden to the company.
References
Anderson, N. & Cunningham-Snell, N. (2000). 'Personnel Selection' in Work and Organisational Psychology, Chmiel, N. (Ed), Blackwell Publishers Ltd.
Society for Human Resource Management. (2016). Management Analyst. Retrieved from https://www.shrm.org/templatestools/samples/jobdescriptions/pages/cms_007469.aspx
