The current business scenario is very much challenging for the business organizations due to the reason that, they have to deal with more diverse factors compared to the business organizations a decade ago. One of the key determining factors for the business organizations is the selection of the new employees. The level and intensity of the competition that are faced by the business organizations in the present time cannot be dealt without having proper and right employees in place with having right level of skill sets (Aziri, Zeqiri & Ibraimi, 2014). Thus, the process of recruitment and selection should be effective and efficient enough in order to have right employees with right level of skills in right place.
However, there are various steps to be followed in the process of having an effective plan of recruitment and selection in the organization. These steps involved various areas, which are to be covered and should be full proofed. An ideal plan of selection and recruitment would be the one, which will attract maximum number of potential candidates with having maximum reach (Klotz et al., 2013). Along with this, it will have effective assessment plan in order to assess the potential candidates properly and certain budget allocated for the interview process.
This report will discuss about the ideal recruitment and selection plan for project manager for PCL construction. PCL construction is one of the leading groups of construction companies in Canada with having their market presence in North America, Australia and Caribbean regions (PCL Constructors, 2018). They are in the need of a project manager who are having professional experience in construction field and who can look after the execution of their different projects. In accordance to this need, this report will discuss about each of the elements of an ideal recruitment and selection process, which will help in selecting the most eligible candidate for the given post.
Identification of the organizational needs
The first step in the recruitment and selection process is the identification of the hiring needs of the organization. In this case, PCL construction is having the need of the project manager. Hence, in accordance to this, the following steps will be followed (Zaharie & Osoian, 2013). Moreover, this step also involves the determination of the expectation of the organization from the candidates along with the benefits and compensation to be provided.
Designing the recruitment plan
The next step involves the planning and scheduling of the recruitment process. In accordance to the organizational expectation, the entire recruitment and selection plan will be designed in this step (Elving et al., 2013). This step also includes allotting the human resources in different steps of the process.
Promotion of job advertisements
Job advertisement is important in order to communicate the job vacancies to maximum number of potential candidates. Effective promotion of the job advertisements helps in having large pool of talents for the interview process (Ahsan, HO & Khan, 2013). Thus, the organization will have more options to choose from. Job advertisements should be designed in such a way that it will create positive impression among the potential candidates and it should be communicate through maximum number of mediums possible.
Job description is important due to the reason that, it helps the potential candidates in having the fair and brief idea about the roles and responsibilities of the particular job before applying for it (Verboncu & Zeininger, 2015). In the case of the PCL construction, job description will be loaded with requirements of the post of the project manager. Candidates comfortable with it will apply for the job.
This is one of the most important steps in the entire recruitment and selection process. This is also the basic step in filtering the applications. In this step, the applications being received will be gauged against the benchmarks set by the organization. Eligible applications will be forwarded for the next step and the ineligible ones will be withdrawn from the process. Thus, the first round of the filtering process will be completed in this round.
This step involves the preliminary round of the final interview process. Candidates will be approaches by phone call in order to gather an initial idea about them. Moreover, talking with them directly will help in identifying any potential gaps or strengths of the candidates and in accordance to that; they will be called for the final round of interview (Temple & Lagzdins, 2014). The date and time of the final interview will also be communicated to the candidates in this step itself.
Prior to the final interview, shortlisted candidates from the initial interview process will be given some sort of practical tasks in order to determine their practical knowledge and how they can apply their domain knowledge in practical situation (Morelli et al., 2017). Moreover, this step will also help to identify the approach of the candidates in doing the particular job along with adhering to the organizational rules and regulations. This step is being added due to the reason that, only the interview process will not be able to determine the practicality of the candidates.
This is the most important and key step in the entire process of recruitment and selection. Final interview will be done with the shortlisted candidates from the previous steps. Moreover, final interview will be done in phased manner and will involve different assessment tools (Kristensen & Ravn, 2015). These assessment tools will be discussed in the following sections of this report. However, the process will be stringent in order to identify the most eligible one from the selected talent pool. The reference check of the selected candidates will also be done in this step.
This step will involve offering of the job offer letter to the selected candidates inviting them to join the organization (Reicher, 2013). The offer letter will have all the details of the employee rules and regulations along with the benefits to be received. Accepting the job offer will followed by hiring the candidates in the organization.
This is last step in the recruitment and selection process. This step includes welcoming the newly selected employees in the organization and makes them feel accustomed and comfortable in the new environment (Shahid & Azhar, 2013). Moreover, induction program will be initiated in order to train them according to the organizational need and made them equip to deal with the new challenges.
The job description will be divided in parts in order to communicate with the potential candidates in more effective way. Moreover, the design of the job description should properly elaborate the duties and responsibility of the post to the potential candidates.
PCL construction is looking out for experienced project manager for one of their facility in Canada. They will be responsible for dealing with the key projects of the client.
Advertising the job vacancies is important due to the reason that, effectiveness and proper mediums of the advertisement will determine the attractiveness of it among the potential candidates and wider reach in the market (Kim, Warga & Moen, 2013).
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First 15 days |
Next 15 days |
Till end |
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Company website |
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Online job portals |
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Social media platforms |
Company website will be first used for the first 15 days in order to gain the exact candidates. This is due to the reason that, candidates those who are visiting the website of PCL construction are obviously having the interest in the sector. The next 15 days will see the addition of the online job portals. This will further increase the reach of the advertisement. Both the mediums will be active in this phase. After the first 30 days, social media will be used in order to fetch the rest batch of the probable candidates. At this point of time, all the three mediums will be used. The timeline is being designed according to the effectiveness of the mediums in attracting right talents (Schulz, Maas & van Leeuwen, 2014).
Project manager, REF. ID: PC209
REF: PC209
PCL construction is one of the leading construction companies in Canada. They are having number of construction companies under their brand. Currently PCL construction is having their presence in the Caribbean, American, Canadian and Australian market.
An attractive opportunity is waiting for the potential candidates to build their career in one of the fastest growing sector in the current stage. A highly energetic and dynamic team is waiting to for the candidates to work in an employee friendly and safe working environment.
Project manager will report directly to the regional head of the PCL construction. He will be responsible for managing different projects at once. It is expected that you will be expert in handling the projects with having experience in different technologies and regulations. Your prime responsibility will be to regulate and control the cost along with managing the risk of the projects. You will also be responsible for the fund allocation and budget of the projects.
You will be supported by favorable compensation including attractive and best in the industry salary, flexible working schedule and extensive career growth opportunities.
If you think that you are the ideal person to take up this challenging role, then we are ready to welcome you on board. Please send your resume to, Rick Hodgson, manager, HR department by stating the reference id as subject on [email protected]@gmail.com.
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Job Advertisement Budget for Project Manager |
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Components |
Price for a month |
3 months deadline to fill the post |
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Online Advertising |
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Job sites |
$ 2,000.00 |
$ 6,000.00 |
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$ – |
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Social media advertisings |
$ – |
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|
|
$ 1,000.00 |
$ 3,000.00 |
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Other social media |
$ 2,000.00 |
$ 6,000.00 |
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$ – |
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Placement agency fees |
$ 1,000.00 |
$ 3,000.00 |
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$ – |
||
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Partnerships with Communities |
$ 450.00 |
$ 1,350.00 |
|
$ – |
||
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Internal marketing |
$ 200.00 |
$ 600.00 |
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Total: |
$ 6,650.00 |
$ 19,950.00 |
A budget can be described as a calculation of the total expenses that may be incurred for achieving a specific task or a project. The job advertising is considered to be one of the most crucial budgets present in the organization. Through this budget, an organization targets to recruit a new employee thereby seeing to it that the company gets the right candidate.
As seen from the above plan, the organization has targeted various sources of advertisement for its post. These sources are online where the job sites and other related websites are included. These websites who display the requirement of the company tend to function a click basis.
The organization has also left the option of internal hiring open and forecasted a budget of 200$ for the same. Amongst these, job agencies are the most expensive because it is backed by the guarantee of the agency and the internal advertising is the least expensive as it is within the company. A three month budget has been given.
Assessment plan is important in the recruitment and selection process due to the reason that, it will help in gauging the qualities of the candidates to the standards set and expected by the organization (Bellotti et al., 2013). The more standards will get matched, the more will be the probability of the candidates to get selected.
The assessment results of all the candidates will first be compared in order to identify the top ones who are ahead of others (Townley, 2014). These candidates will be judged on the basis of the organizational benchmark. The shortlisted ones will be reference checked and will be selected for the final round of interview.
Resume screening matrix will help in identifying the key aspects of judging the candidates against the organizational standards. This will help in determining the qualities of the employees against the standards and also their competencies over others (Burns et al., 2014). A total score will be given to the candidates. Those with having the highest scores will be eligible for the further rounds.
Assessment summary matrix is another effective tool to select the right candidate. This refers to the summarizing the results of the assessment tools used in the previous rounds and scoring them for the individual candidates. The candidates with having highest score will obviously the most eligible for the further round.
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HR Avatar |
Skillsarena |
Codility |
Wonscore |
Total Score |
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Name 1 |
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Name 2 |
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Name 3 |
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Name 4 |
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Name 5 |
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Name 6 |
Sample of assessment summary matrix
Interview schedule
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Start time |
End time |
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Pre-interview process |
9.30 AM |
11.30 AM |
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Break |
11.30 AM |
12.00 AM |
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During-interview process |
12.00 Noon |
2.00 PM |
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Break |
2.00 PM |
2.30 PM |
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During-interview process |
2.30 PM |
4.30 PM |
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Break |
4.30 Pm |
5.00 PM |
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Post-interview process |
5.00 PM |
6.30 PM |
Situational questions
BDI questions
Overall interview rating scale will be used in rating the candidates. This will provide more freedom to the interviewers in questioning the candidates. This scale also helps in judging the skills of the candidates against the given standards. Candidates will be given ratings on the basis of Outstanding, Very good, good, average and unsatisfactory.
Reference check questions
Reference questions are important due to the reason that checking the background of the candidates in order to determine their honesty is important before taking him on board. The reference check questions for PCL construction are.
Conclusion
Thus, from the above discussion, it can be concluded that, the recruitment and selection plane being discussed and designed in his report will help PCL construction in having right employees in right place. This report discussed about the steps to be required in the recruitment and selection process. In addition, the questions to be asked in the interview are also discussed in this report. Different assessment tools based on different skills of the employees are identified. This will help in effectively determining the qualities of the candidates. The script for the job advertisement is also discussed and it is expected that it will attract the right set of the potential candidates.
References
Ahsan, K., Ho, M., & Khan, S. (2013). Recruiting project managers: A comparative analysis of competencies and recruitment signals from job advertisements. Project Management Journal, 44(5), 36-54.
Aziri, B., Zeqiri, I., & Ibraimi, S. (2014). Human resource management in contemporary business organizations: A literature review. Economy & Business Journal, 8(1), 815-821.
Bellotti, F., Kapralos, B., Lee, K., Moreno-Ger, P., & Berta, R. (2013). Assessment in and of serious games: an overview. Advances in Human-Computer Interaction, 2013, 1.
Burns, G. N., Christiansen, N. D., Morris, M. B., Periard, D. A., & Coaster, J. A. (2014). Effects of applicant personality on resume evaluations. Journal of Business and Psychology, 29(4), 573-591.
Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice. Journal of Brand Management, 20(5), 355-373.
Gully, S. M., Phillips, J. M., Castellano, W. G., Han, K., & Kim, A. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychology, 66(4), 935-973.
Kim, J., Warga, E. J., & Moen, W. E. (2013). Competencies Required for Digital Curation: An Analysis of Job Advertisements. IJDC, 8(1), 66-83.
King, D. B., O’Rourke, N., & DeLongis, A. (2014). Social media recruitment and online data collection: A beginner’s guide and best practices for accessing low-prevalence and hard-to-reach populations. Canadian Psychology/Psychologie canadienne, 55(4), 240.
Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1).
Kristensen, G. K., & Ravn, M. N. (2015). The voices heard and the voices silenced: recruitment processes in qualitative interview studies. Qualitative Research, 15(6), 722-737.
Leekha Chhabra, N., & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), 48-60.
Morelli, N., Potosky, D., Arthur, W., & Tippins, N. (2017). A call for conceptual models of technology in IO psychology: An example from technology-based talent assessment. Industrial and Organizational Psychology, 10(4), 634-653.
Muscalu, E. (2015). Sources of human resources recruitment organization. Land Forces Academy Review, 20(3), 351.
Ollington, N., Gibb, J., & Harcourt, M. (2013). Online social networks: an emergent recruiter tool for attracting and screening. Personnel Review, 42(3), 248-265.
PCL Constructors. (2018). PCL Constructors. Retrieved 2 March 2018, from https://www.pcl.com/Meet-the-PCL-Family/History/Pages/International.aspx
Reicher, A. (2013). The background of our being: Internet background checks in the hiring process. Berkeley Technology Law Journal, 115-153.
Schulz, W., Maas, I., & van Leeuwen, M. H. (2014). Employer’s choice–Selection through job advertisements in the nineteenth and twentieth centuries. Research in Social Stratification and Mobility, 36, 49-68.
Shahid, A., & Azhar, S. M. (2013). Gaining employee commitment: Linking to organizational effectiveness. Journal of Management Research, 5(1), 250.
Sivertzen, A. M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: employer attractiveness and the use of social media. Journal of Product & Brand Management, 22(7), 473-483.
Temple, M. E., & Lagzdins, M. (2014). Streamlining the residency interview process using Web-based teleconferencing. American Journal of Health-System Pharmacy, 71(9), 697-701.
Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), 92.
Verboncu, I., & Zeininger, L. (2015). The manager and the managerial tools: Job description. Revista de Management Comparat International, 16(5), 603.
Zaharie, M., & Osoian, C. (2013). Job recruitment and selection practices in small and medium organisations. Studia Universitatis Babes-Bolyai, 58(2), 86.
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