Introduction
Sincere College Connecticut is a leading institution of higher learning located in Blessed Mountains 75 miles northeast of New York City. It is an accredited institution that offers comprehensive higher education. It has a reputation for promoting the teaching and learning of liberal arts, sciences, social sciences as well as performing and fine arts. This reputation has earned it the designation Connecticut’s Public Liberal Arts College. This paper proposes a recruitment plan for finding and recruiting a young scholar to occupy the post of an Associate Professor of Business Ethics.
Selection criteria for candidates (keywords):
The ideal candidate for this position will be extensively knowledgeable in the field of Business ethics. Successful candidates will teach both core and elective courses. Candidates must have a minimum of a doctorate in a business discipline or related fields such as finance and management. The university welcomes candidates who are in the process of finishing their dissertations. Candidates must have teaching experience at college level as well as familiarity with research interests in the field of business ethics. Candidates with experience in the private or not-for-profit organizations are encouraged to apply. The triumphant candidate will actively participate in research, professional development, and scholarship during the period of employment. Professionals and scholars who wish to apply for this position should visit the SCC website and complete application form. Applicants will also find other details such as compensation and benefits on the website. The application includes a cover letter, resume, three references and a statement of teaching philosophy. The triumphant candidate will be entitled to a competitive package commensurate with the rates offered in the Ivy League. Candidates can expect to make upwards of $70 000 annually in basic salaries with annual increments depending on performance.
Advertisement budget:
The university wishes to minimize the cost of recruitment and therefore solicits for suitable candidates from partner universities and organizations that can generate such candidates. The process involves sending formal letters to the relevant organizations as well as brochures that might attract the interest of suitable candidates (Clark & Ma, 2005). The advertisements will direct candidates to the SCC website where they will read the job description and make their applications. The recruitment team has collected $10 000 for entire recruitment process.
Print media
Other costs
Other costs include the cost of relocating the successful candidate and pre-employment medical checkups. The department estimates that the cost of relocation will be $300 maximum while the cost of medical checkups will be $150.
Professional associations
The recruitment team will encourage members of the search committee and the selection panel to share information on this vacancy whenever they attend a conference. The recruitment plan does not have the funds to support this drive and will rely on serendipity for its success. The department chairman will also seek applicants by mining the mailing lists and newsletters of professional associations. Moreover, the search team will mine for candidates on the references of top journals in order to find the most active researchers in the field of business ethics.
Networking contacts
The department will encourage the university staff to advertize the post to their friends. Further, the department will contact similar departments locally and overseas in order to spread information about the vacancy and request them to disseminate the same to their affiliates. It will also send information to some prospective candidates and encourage them to apply. the department chairman will perform most of these communications through email services and social media. Thus, there will be no charges incurred by the planning team for this task. The department has offered staff members a free copy of the professional publication of their choice for each recommended candidate that qualifies for the interview. A budget of $200 has been allocated to this approach.
Interview process
The selection panel will consist of five individuals who will meet over two days. The first meeting will happen exactly three weeks after the initial publication of the vacancy. The selection panel will deliberate on the candidates to include in the short-list for the interview. The panel will agree on the short-listing process and compile a list of suitable candidates. They will then invite the short-listed candidates for the interview with a minimum of two weeks’ notice.
The Selection Panel
The Search Committee will compile the list of interviewers. The committee will have a mandate to develop an appropriate selection process. The main objective the Search Committee is to establish the makeup of the Selection Panel in terms of gender balance and diversity (Deb, 2006). The Search Committee will be entirely composed of SCC staff and will only collect sitting allowances for two sessions held over two days.
Guest hosting
The Hiring manager will make lodging arrangements for candidates and the interviewers as well as other support staff. The hiring manager will make hotel arrangements and forward the receipts to the finance department. Both sets of guests (interviewees and interviewers) will lodge for two nights. The lodging will be procured at a cost of $1500.
Meals
The recruitment manager will allocate a refreshment allowance of $10 per candidate during the period of assessment. The interviewers will be allocated a budget of $300 that includes three meals and refreshments.
Travel
The hiring manager will book plane tickets for the selection panel as it is cost effective to book them in advance. All the tickets will be booked two weeks in advance, and all the recipients must acknowledge the reception of their receipts two weeks in advance in order to minimize inconveniences (Kandula, 2007). Candidates from far locations will be asked to make their personal travel arrangements and seek reimbursements for mileage by submitting the travel documents to the finance department. The recruitment team will reimburse those candidates that spend beyond $200 on travel.
Picking up Guests
Some candidates and interviewers will need to be picked at the airport. The hiring manager will utilize the campus van to pick such persons. The university will reimburse the department for fuel expenses upon the presentation of the corresponding receipts.
Preparing the hiring center
The hiring center will be in operation for two days; during the short-listing of candidates and the interview. Any repairs required in the hiring center will be covered by the department (Kandula, 2007). Nevertheless, the hiring manager will invite a technician to examine the functioning of all the equipment. The technician is a permanent employee of the university and does not charge for the services.
Contingencies
The recruitment team will keep vacancy open until the fixed notional deadline for applications in response to the deadline is over. This period will last one month and will allow for adjustments in case the initial recruitment process does not yield a suitable candidate. The hiring manager will reserve S1000 for such an eventuality.
References:
Clark, R. & Ma, J. (2005). Recruitment, retention, and retirement in higher education: building
and managing the faculty of the future. Cheltenham, U.K.; Northhampton, Mass.: Edward Elgar Pub.
Deb, T. (2006). Strategic approach to human resource management: concept, tools and
application. New Delhi: Atlantic.
Kandula, S. (2007). Human resource management in practice: with 300 models, techniques and
tools. New Delhi: Prentice-Hall of India.
Rao, V. (2007). Human resources management: text and cases. New Delhi: Excel Books.
