Abstract
As a staffing consultant for the prestigious Sincere College, we have been assigned the task of setting up a recruitment plan for a vacant position. The position is for the Associate/Assistant Professor for the subject of Business Ethics at the Davis Business School. We have been provided with the job description and on the basis of it, we have recommended advertisement as a powerful tool for attracting applicants. Screening, short listing the candidate followed by formal interview sessions has been mentioned in detail. Elements included in the employment confirmation letter have also been included in this paper. Training becomes essential when new employee is hired because a culture needs to be created where the employee can exhibit maximum talent as well as enhance his learning.
Keywords: Sincere College, Recruitment, Interviews, Training
Being a staffing consultant, the task of developing a recruiting plan has been assigned to us. The recruitment plan has to be set up for hiring an assistant professor for teaching the subject of Business Ethics to the students of Davis School of Business. Davis School of Business is a part of Serenity College which is known for its strong reputation. We have been given a budget of $10000 dollars to be spent on the process of hiring. Here is a recruitment plan which Serenity College can consider for hiring an assistant professor.
Advertise the Job
Serenity College must advertise the job through various channels so as to generate the awareness of vacancy among the target audience. There are several channels the college can make use of to attract potential candidates;
Internal Advertisement
The staff will be informed of the vacancy by the HR department. This move will also allow the already existing staff members to apply for the job if they feel their skills and knowledge is in line with the job requirements (Heneman, & Judge, 2008). The internal staff members can be a great soruce of new recruitment as they will be having connections with professors and educationists in other colleges. They will make use of their networks to create job awareness. This is a great way to attract more candidates.
External Advertisement
The advertisement about the new vacancy will be posted on various job portals where the Serenity College is registered. Newspapers are a great way to advertise new jobs. The online recruitment portal of the college will also announce the vacancy so that registered members can apply for it. The advertisement is also done by creating banners and pamphlets about the vacancy and distributed in various colleges and business schools-this method can also pull in more applications for the job of an assistant professor. Headhunters also provide necessary candidates for the job so contacting reliable HR recruitment agencies in this regard can also be seen as valid.
The Contents of Job Advertisement
The contents of job advertisement need to be laid down very carefully. Although we know what the job description is all about but we cannot post the entire information into our advertisement. Doing so will not only make the advertisement lengthy and less attractive but also increase the cost and disturb the budget allotted to us. The content of advertisement must include the basic job title which is of Associate or Assistant Professor of Business Ethics, two or three points of key job roles which includes teaching and research, qualification required for the job which is a Ph.D. and then a paragraph must be mentioned at the bottom which contains important information about the reputation and ranking of Sincere College.
Screening
Once the job applications for the position announced are received, the next important step is to conduct screening. In this process, the applications are observed carefully and only those are shortlisted which are considered relevant to the required skills and knowledge. The process of screening must be done on merit so that no unethical decisions are made (Gerber, Nel, & Van Dyk, 1987).
Interview Calls
After the applications are screened out, the chosen applicants are called for interview sessions. Invitation for an interview is made on the phone and formal letters are also sent at the mailing addresses. The timings of the interview will be confirmed as per the convenience of the applicant. The possible venue will be the premises of the Sincerity College.
Interview Session
Every candidate will be allotted specific time for the interview. The interview panel will be composed of five interviewers including the Vice Chancellor, the Dean of the Davis Business School and three senior faculty members. The interviewee will be asked about his educational background, questions on the subject of Business Ethics and experience details. The personality traits of the candidate will also be judged by presenting questions on personality dimensions.
Sometimes, candidates are also asked to give a demonstration of their teaching skills. This will be done to see how well the candidates are able to communicate the subject matter to the students. A random topic on business ethics will be given to the candidate on which they will prepare a short lecture on the spot.
The candidate can also be asked to show one or more research papers written by him during the course of his previous studies or for Ph.D. publication.
Post Interview Evaluation
After the interviews are conducted, the interview panel writes down their remarks for each candidate (Cooper, Schindler, Sun, 2006). The remarks and sometimes scores will then be summed up and then the top three candidates would be shortlisted. These three candidates would then be called for their second interview.
In the second interview session, these candidates will be asked to exhibit their knowledge on Business Ethics in more detail. They can be asked several questions regarding the subject. Laws and code of conduct of various regions can also be asked so as to judge their level of understanding and overall knowledge. The scores of the second interview will also be gathered and then the candidate with the highest of scores would be hired.
Terms and Conditions of Employment
When the chosen candidate will be informed of his job at Sincere College, he would be sent a typed formal letter in which terms and conditions of employment will be mentioned in detail. Sometimes, teachers are hired by Sincere College on a contract basis. Kaltleberg, Reynolds, & Marsden (2003) wrote that the benefits and growth opportunities are less in contractual jobs and chances of a renewal of contract depend upon the teacher’s performance as well as the budget or resources of the college. But in this case, the college wants to make recruitment for a permanent faculty member. The terms and conditions will include several clauses which require the hired professor to be loyal to the college, not to teach anywhere else while he is employed by the Sincere College, not to disclose any information regarding course content and grading system to any of the competitors, do research for the college and get it published in various national and international journals on business ethics, conduct workshops for students to make them learn about ethics and its importance from various perspectives and several more.
Details of compensation and benefits package will also be provided along with the terms and conditions letter. Gratuity, stock ownership program will be offered. Conditions for rewards and bonus will also be mentioned and in case the professor wants to buy a car or a house, the College would help for acquiring lease contract (Igalens, & Roussel, 1999).
Situations which can lead to severe penalties, punishments will also be mentioned in this section so that the professor could watch his words and actions before making any move he thinks is just and fair.
Probation Period
The hired professor will be informed clearly that he has to work with Sincere College on probation for a period of three months. Once the probation period is over, the performance of the professor will be reviewed by peers and head of the department. Feedback from students will also be required and then if the evaluation turns out to be positive, permanent employment letter would be issued to the professor and he will be entitled to join long term benefits.
Employment
Once the candidate agrees to the terms and conditions of Sincere College and finds no issues with the salary and compensation structure being offered to him, he signs the letter and sends it back to the HR. Then HR department then reviews it and ask the candidate to join the job from a specific date.
Training
The process of training holds significant importance once the hiring is complete. It is really important to make the new employee familiar with the rules and culture of the new work environment. A handbook of employment is shared with the new professor where certain guidelines are given. The candidate is required to follow these guidelines in order to maintain a long term relationship with the Sincere College. Formal training is offered to the new professor by the head of the department as well in informally by colleagues so that he can adjust himself to the new work environment successfully and work with more enthusiasm and passion.
Conclusion
We have seen the various kinds of processes of staffing which Sincere College must follow in order to ensure that the candidate hired has a professional approach towards job and expresses readiness to learn as well as impart his knowledge to the students.
References
Cooper, D. R., Schindler, P. S., & Sun, J. (2006). Business research methods.
Gerber, P. D., Nel, P. S., & Van Dyk, P. S. (1987). Human resources management. Southern Book Publishers.
Heneman, H. G. & Judge, T. (2008). Staffing organizations. New York: Irwin/Mc-Graw-Hill
Igalens, J., & Roussel, P. (1999). A study of the relationships between compensation package, work motivation and job satisfaction. Journal of Organizational Behavior, 20(7), 1003-1025.
Kalleberg, A. L., Reynolds, J., & Marsden, P. V. (2003). Externalizing employment: flexible staffing arrangements in US organizations. Social Science Research, 32(4), 525-552.
