The case study person specification table will be a mix of both of these approaches, mainly based on Rodger’s system though.
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Job Title: Industry Relations Manager
E = ESSENTIAL, D = DESIRABLE for applicants to meet relevant standard
SELECTION CRITERIA
- Possible motivators for the potential candidate
It is essential to understand the importance of motivation in order to attract the suitable manager. From a number of different motivation theories it is worthwhile to focus on a Herzberg’s motivator-hygiene theory. According to it, there are certain factors that increase job satisfaction:
- Achievement
- Recognition
- Work itself
- Responsibility
- Advancement
- Growth
Based on this theory we can outline the main factors that could motivate our manager:
- Maximising employees’ engagement and commitment
- Delaying and solving conflicts
- Acting as a person caught in the crossfire between senior management and line employees
- Being a single point of contact between trade unions and the company
- Acting as an internal consultant and advising line managers and senior management on disciplinary and grievance procedures
- A highly specific and specialised role (someone with experience and industry expertise required)
- A variety in the role – working on a number of assignments, each one different
- Attracting and managing the applications
The next step in the recruitment process is the advertising of the position. There are number of channels that can help us to reach the social group (professionals) that we are aiming at. These are:
(Source: Taylor, S. 1998. p101)
In order to choose the best method, it is necessary to take other considerations, like for example costing or quality into the account.
- Advertising methods on the basis of case study
For the case study purpose it would be the most appropriate and suitable option to choose a recruitment agency. Companies like MoloneySearch and JeffersonMaguire have an impressive experience and they provide the professional service in all aspects of recruitment for the biggest companies in the world. Before choosing the agency it is important to investigate their history of contracts, in order to avoid disappointment of a badly carried out recruitment process.
The other way of advertising our position is printing it in one of the professional trade journals. To attract the potential applicant the job advertises should include: job title, location of the job, duties and responsibilities of the position, salary/benefits, the nature of the employer, the personnel specification and criteria for selection, method of application and any deadlines.
- Selecting the candidates
The selection process includes two processes: shortlisting and assessing applicants. After we received a right ammount of application forms or cv’s (depending on the chosen recruitment process) we can move onto shortlisting. In this process the received applications are rejected on the basis of personnel specification table created earlier in the recruitment process. “Torrington and Hall (1995) suggest that whilst the drawing-up of the criteria is best done by a panel, the short listing itself should be done on an individual basis” (Taylor, S. 1998). The candidates chosen by all the screeners are then invited for the interview, whether applicants discarded by all are rejected. The applications that are left are then discussed by all the screeners and at the end the decision is made whether the candidate should be invited for the interview or not.
- Selection methods on the basis of case study
On the basis of personnel specification table, application forms and interviews are the most appropriate selection methods for our position of Industry Relations Manager. Although there are many problems with interviews, including the ‘stereotyping effect’ and ‘halo and horns effect’ it is still by most popular and effective way of selecting the candidates.
Psychometric tests can be used as an option for our recruitment process. According to Armstrong “the purpose of the psychological test is to provide objective means of measuring individual abilities or characteristics’ (Armstrong, 2003). They allow selectors to get a better understanding of the candidates’ personality and abilities so that they can choose the best applicant. Psychometric tests, therefore, provide more valid and reliable evidences of ones personal features: intelligence, abilities, aptitudes and attainments.
Bibliography:
Armstrong M. (2005) A handbook of Human Resource Management Practice. Published by Kogan Page, 2003
Chartered Institute of Personnel and Development, Official Webpage (2007) Articles on The Recruitment Process and Job Analysis. Available from:<http://www.cipd.co.uk> Accessed on : 7th January 2008
Taylor S. (1998) Employee Resourcing. Published by he Cromwell Press 1998