Recruitment Strategy For Administrative Assistants At Wilson Bros.

As the new Director of HR with Wilson Bros, you have been given approval to hire the following Administrative Assistants that will report to you both working from the Toronto office location. Using the job description provided below complete the following tasks.

• Prepare a job ad, at least one page in length, based on the job description that follows. You will be accepting applications, cover letters and resumes via the internet and conducting interviews in person. Be creative!
• Prepare a report to cover the recruitment strategy - where to advertise the job and why; internal and/or external recruitment; size of applicant pool needed, etc.
• Prepare a report describing the characteristics/qualities (i.e., format, content) that distinguish an excellent resume from a poor one.

Discussion

Recruitment is considered to be an important aspect for any organisation that requires better process and transparency for the benefit of the organisation. As a matter of fact, it can be stated that the process of the conducting a better result enables the company to recruit efficient employees and as a result of that it becomes important for the organisations to conduct as better recruitment.  In this context, this report is going to discuss the recruitment process of the Wilson Bros. Company. In this context, a job description and the recruitment strategy report are discussed with reference to the characteristics of a good resume.

Wilson Bros. is looking for administrative assistant who has enough knowledge about different attributes of an administrative assistant. We offer you a salary of $30,000 to $40,000 nevertheless the salary is negotiable. Aspirants having good knowledge in MS office with a typing speed of 60 words per minutes are welcomed to submit their resume within the next 7 working days. Person having minimum 1 year experience in the respective field in a medium or large office will get preference. Furthermore, we can assure you a better workplace environment with a flexible timing shift for our Toronto office.

The purpose of this job advertisement is to recruit two administrative assistants for the Toronto office location. In this context, there are some specific requirements that the company has set in order to recruit the administrative assistants followed by the company objectives. In this context, the Wilson Bros. only requires two administrative assistants. The basic job specification illustrates the newly recruited employee must have in-depth knowledge about the Microsoft programs including MS-Word, MS-Excel and power point. In addition to this, the aspirants must have a typing speed of 60 words per minute. In fact, the applicants will be preferred with a minimum experience of 1 year in the administrative experience in large or medium offices. Furthermore, excellent communication skills, reliability and client service orientations are required for the job.

As a matter of fact, the Wilson Bros. also specifies some duties that the newly recruited employees have to follow in course of their job. For an example, coordinating meetings and conferences and attending calls on behalf of the manager are considered to be the most important tasks for the administrative attendants. Besides this, they are also entitled to follow up the logging and appointments of the manager and always be up-to-date. It needs some documentation and have a clear idea about the legal process in accordance with the policy. Collecting data and information are also identified as important task for the administrative assistants.

Internal recruitment process is comprised with filling up the vacancies with employee recruited form inside the company. According to Johnson, Wilding and Robson (2014) it can be argued that internal recruitment process is highly advantageous for the companies from two different point of views. One is associated with the interests of the company where the company will be satisfied with the recruitment because the newly appointed people are already aware of the workplace activities and objectives of the company. On the other hand, the employees were also get motivated because of promotions. It will increase their motivation and loyalty towards the company.

Job ad

Based on this understanding, it can be stated that there should be an effective internal recruitment process that the Wilson Bros. must follow.

Before going into the details of the recruitment process it is important to set some policy for the internal recruitment. In this policy all the specifications are stated in terms of the minimum working tenure of the employee and the existing designation.

In this context, Wilson Bros. can post a job vacancy in its employee portal so that all the employees can get acknowledged with the requirements. In this advertisements all the basic requirements have to be mentioned though the salary details will not be shared (El Ouirdi et al., 2016). It includes the job descriptions, the eligibility criteria and details of the department and the supervisor with the final date of apply.

The screen will be based on the past experience and performance of the employee in this company. Moreover, the behavioural issues are also tested that shows whether the employee is fit for the job or not.

Both internal and external supervisor will be appointed in order to conduct a better interview round. The purpose to appoint an external interviewer is resembled with the aim to prevent any kind of partiality and make a transparent recruitment process (Bidwell & Mollick, 2015).

The feedback process is highly significant because it creates a better opportunity to understand the motive and ability of the appointees so that it will help to screening out the ill-suited appointees.

External recruitment process refers to hiring people from outside the organisation or seeking applicants from outside the organisation. The importance of the external recruitment process is to incorporate fresh skills that will be a strategic advantage for the organisation to incorporate more creativity into the operation of the organisation (Gamage, 2014). Moreover, the qualified candidates can get the opportunity to ventilate their skills through the recruitment process. As a matter of fact, the competitive spirit is also generated that will be advantageous for both the employees and organisation.

The primary task of an external recruitment process is to create a job description with the details of the job specification, offered salary and the number of employees that are going to be employed for this.

The job advertisement must have a deadline of closing the advertisement so that the company can initiate the interview process (Tulung, 2017). The applicants are entitled to submit their resume within the deadline.

After the end of the resume submission process it is important for the organisation to review the applications and short listed the applicants on the basis of the mentioned requirements and specifications.

Then the company can go for an interview round and call the short listed candidates to attend the interview. The interview can be divided into different segments like psychological tests, close ended tests and personal interview round (Ekwoaba, Ikeije & Ufoma,, 2015).

After that based on their performance the candidates will be shortlisted and are invited for a final panel interview. This interview will focus on the technical questions in order to understand the appointee is suited with the profession or not.

After a brief period of time the selected candidate can get a phone call or official mail that he or she got selected and the company asks him or her to join in a certain date.

In the given day the selected candidate will receive an offer letter from the HR that encompasses all the details about his new designation.

As far as the size of the applicant pool is concerned it can be argued that Wilson Bros. is looking for applicants with an age between 27 and 31. The reason behind such age barrier is to employ people with high enthusiasm and energetic personality so that he or she can solve the problems swiftly. However, there is no gender specification as the company puts more emphasis on the merit and efficiency rather than the gender preferences. From that stand point it can be argued that young talents are always welcome in Wilson Bros. However, there are specification of minimum one year experience in the administrative assistance job.

• Simplicityof the resume is considered to be of paramount importance for the applicants so that in a quick glance the interviewer can get through all the details of the process. Therefore, to-the-point resume can reflect the professional attitude of the applicant.
• It can be stated that most of the big houses are preferred experienced applicantsthan fresher for important designations. Therefore, it is always appreciable to employ experienced people in the important ranks.
• Relevant educational experienceis also identified as an important aspect that the organisation that can differentiate between the poor and good resume. It can deliver a better understanding regarding the academic qualification of the interviewee.

Conclusion

From the above discussion it can be asserted that both the internal and the external interview will deliver a strategic advantage for the Wilson Bros. Company to recruit efficient employees. The internal recruitment will lead to benefits for the organisation that it can chose the right person for the designation. On the other hand, the external recruitment process will provide fresh employees with potential skills that will also beneficial for the organisation. Moreover, the report also pointed out the features of a good resume that is identified as an important aspect for the appointees. From that point of view, it can be concluded that both the internal and external interview process will bring better operations for the organisation. Moreover, it also requires good applicants who are eligible for the interview round.

Reference

Bidwell, M., & Mollick, E. (2015). Shifts and ladders: Comparing the role of internal and external mobility in managerial careers. Organization Science, 26(6), 1629-1645.

Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.

El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe. Computers in Human Behavior, 57, 240-249.

Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52.

Johnson, G., Wilding, P., & Robson, A. (2014). Can outsourcing recruitment deliver satisfaction? A hiring manager perspective. Personnel review, 43(2), 303-326.

Tulung, J. E. (2017). Resource Availability and Firm’s International Strategy as Key Determinants of Entry Mode Choice. Jurnal Aplikasi Manajemen, 15(1), 160-168.