George Brown College

HRM4005 Recruitment & Selection: Assignment #1

Note: This is the first part of a two-part assignment. The second part will address the selection process for this job. You will continue to work in the same group to complete both assignments.

Objectives:

The goal of this assignment is to provide an opportunity for you to:

• Design and document a recruitment campaign and selection strategy and action plan for a company.
• Assume various roles in the recruitment and selection process:
  • Talent Acquisition Specialist (aka Recruiter): develop a recruitment and selection strategy and action plan to recruit the position chosen below.

Vacant Positions: Week 1 you will choose a position that you will be recruiting for and will be used as the basis of the two assignments. Ensure that you know someone who is working in that position, as you will need to conduct a job analysis interview with them to gather information about the job to create the job description/specification. This position will be located in Toronto at a company of your choosing.

Recruitment budget:$1,000

Assignment: 6 students per group

Assignment Value: 15%

Report: One report to be submitted per group on BB: prior to 11:59 p.m. on October 20/23 on D2L>Assessments>Assignments folder.The report will include the deliverables as below.

Peer Evaluations: are completed individually and submitted in a separate folder on D2L> Assessments>Assignmentson the same date as the assignment submission. Specific details as to the impact of the peer evaluation on grades are detailed below.

Report Deliverables:

1. Conduct a job analysis: Module 3 (50 Marks)

Step 1: Interview someone that you know who is working at the job that you have chosen using the job analysis questionnaire and interview method identified in the text and provided in the Assignment folder.

Using the information from the job analysis interview, create a job description and job specification (JD/JS) for the job, using the template provided in the Assignment folder. Ensure that as you are gathering the information that you are determining the minimum qualifications required for the job, which may be different than the qualifications held by the individual interviewed.

Step 2: Use the outcome of additional job analysis methods to build out the duties, KSAOs and competencies. Use the NOC, O*Net, professional association websites, job boards ensuring that the JD/JS is complete and provides a realistic job preview.

Step 3: Lastly, finalize the JD/JS created from steps 1/2 so that the job is reflective of the job at the company chosen. This is done by reviewing the website of the company>careers page>About the company to gain insight into the culture, values, strategies etc.

Ensure the JD/JS complies with the employment legislation that governs the company. What is the salary range for this job? (Check out payscale.com or other sources) Include the JA interview notes in the Appendix.

Part 2: Recruitment Campaign and Action Plan: (40 marks)

Task 2: Target Market/Ideal Candidate Personna: Who is it that you are trying to reach? Create a profile of the ideal candidate using information from the JD/JS, company website etc. and the ideal candidate persona template (provided). (15 marks)

Task 3: Marketing Campaign: Using the JD/JS and the ideal candidate persona identify specific recruitment methods/channels (both internal and external) that you will use to reach your ideal candidate, providing rationale as to why these were chosen along with the costs of each. For internal postings acknowledge administrative costs, there is no dollar value required. Budget: within the $1,000.(15 marks)

Task 4: Job Ad Create one actual job ad (for a recruitment method chosen in your marketing campaign) that could be used to recruit for the job and is in keeping with the A.I.D.A protocol. Ensure that the ad provides a realistic job preview, is reflective of the company brand, complies with the Ontario employment legislation, includes information about the company, department/team, and the employee value proposition that would attract prospective applicants. Assume that this ad that could be posted on the recruitment channel chosen. (10 marks)

Task 5: Evaluating Recruiting Efforts (10 marks) (Class 6) Identify the specific metrics and criteria that you would use to assess whether the recruitment strategy and campaign were successful in creating a qualified applicant pool and why you chose those metrics.

NOTE: You are not assessing the selection strategy, so you cannot use the table in Chapter 6 as it references the selection strategy metrics, which is after the candidate is hired.