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Detailed recruitment and selection plan that includes

A detailed recruitment and selection plan that includes:

A step-by step plan for how you will execute your recruitment and selection strategy

You can use a flow chart for this, or narrative format if you prefer.

Job description

The job description does not need to be original (i.e. written by you).  It can be one you find from the employer or on the internet.  Just be mindful that I will be looking for a good job description (i.e. duties and job specifications); so if you find something useful on the internet that doesn’t seem quite complete or tailored the way you would prefer, it is okay to amend it into a good job description.

Advertising strategy

How, where and when you will advertise; be specific [you may also choose to speak to why certain options were not chosen.]
Copy/sample of the ad you will use (ad should include an Employee Value Proposition component)
Budget for advertising

Be sure to include a rationale for the strategy chosen and how it is suitable for this vacancy.  For example, an ad in the Globe & Mail may be suitable for a CEO position, but not for an Admin Assistant position.

Part B:  

3)  A detailed selection strategy plan including:

Assessment Plan:  How do you intend to assess your candidates?  What tests and tools will you need—and where will you get them?  How will you mark?  How will you decide who gets the job? [In other words, there are a series of decision points outlined in Chapters 7-10 which will be relevant here.]

Resume screening matrix

I do not require the matrix to be filled out with hypothetical candidate names and their screening results Assessment summary matrix (this is different from a screening matrix) structure is similar. I do not require the matrix to be filled out with hypothetical candidate names and their assessment scores. Interview plan

Consider the3 phases of the interview: 1) pre, 2) during and 3) post List the activities that would occur in each phase. (This can be in a Flowchart, or narrative summary if you prefer)

Interview schedule

Provide a daily schedule for the interviews, showing when each interview would be scheduled. Interview questions, including at least two Situational and two Behavioural Description  questions. Be sure to list which specific KSA’s the questions supposedly assess—I will be looking for evidence of face validity, i.e. the questions appear to assess what they purport to assess. Interview rating scale:  How do you intend to score the interviews? Reference check questions

Detailed recruitment and selection plan that includes

It is always important that the right answer person for the correct inappropriate road but it is extremely crucial well the rolling question is highly misunderstood and it would be difficult for filling in. having a Project Manager for the construction sector is what are hiring manager need to look out for filling the Project Manager role across a variety of industries.

In this particular case the Project Manager would be hired for the construction organization called PCL Constructions. For this a development of recruitment and selection process, tools and template should be followed (LaVenture, Brand & Baker, 2017). This would include the purpose of recruiting and the background information of the position in the company and the environmental context in which the Project Manager would work on, the detailed recruitment and selection plants that would include the step-by-step plan of executing the recruitment and selection strategy and the job description including the strategy for advertising and the rationale for choosing the strategy.

Detailed recruitment and selection plan that includes

Step-by step plan

Following would be the step-by-step detail of how the entire plan is short about to be executed for hiring the new Project Manager the following specific steps:

Understanding the role. The role of a Project Manager is complex and it is most misunderstood. It is extremely difficult to understand what the exact role of a Project Manager is since it is very broad for people to make up there man into be leaving everything they would want to about the role. It is to be understood that the role of a Project Manager is certified as a PMP (Pinto, Patanakul & Pinto, 2017). He or she will be in charge of interacting with the technical teams for any project that the construction organisation takes in and would conduct the daily status meetings tracking the detail plans and using the project management tools to report on progress. Including this the person would keep on conducting daily status meeting on preparing the genders and keep on the follow of and make sure that things are done according to the schedule. More than that the person needs to have a master over the project management tools like Microsoft Project or Jira Portfolio including macros, ticketing tools and project management spreadsheet (Loosemore, 2016).

Make sure of what to not include while recruiting. The Project Manager hiring process should not mean that anybody who makes the cut of being a program manager should not be included. This is because program manager is up the level of a Project Manager (Turner & Mariani, 2016). Both of the roles are similar sounding but they have very different way of approach. Especially when it is a construction company they need to hire Project Manager very precisely.

Step-by-step plan

Avoid industry specific project management. Of all the people who would be interviewed for the same project management rule would not be only focusing on the industry specific projects if it comes to experienced candidates (Kaplan et al., 2018). The project management post would be only based from the construction industry and selecting a Project Manager would be farther from the ideal strategy is the candidate is not understanding the construction industry.

Follow the step-by-step propaganda. The process of recruitment would be through several steps that should not be altered at any cost. At first the staffing would be only for the people are candidates to be interviewed for open positions on work assignments (Garzone, 2018). Next the entire document policy for staffing activities would be completed while setting the organisational role that would be assigned to assess the units on staffing activities. Medical processes would be provided for performing extra activities for staffing and each unit would analyse the proposed work for determining the efforts and skills required (Engelbrecht, Johnston & Hooper, 2017). The entire process would be communicated to the candidates through that job description, sourcing interview process selection process, closing and transition process.

The job description for the role of a Project Manager for PCL Constructions would be as described as below:

"We are currently looking for a construction Project Manager would be established and would be able to plan the use of a varied range of projects in construction from the starting to the culmination. The person who you are looking for would be able to organise and at the same time oversee the procedures of construction and ensure that they have been completed in a timely and efficient manner from all the regards. they are expected to be well versed as a construction Project Manager and all the methodologies and procedures that they would use should be able to co-ordinate the entire team full of professional of different disciplines and they would be utilised to achieve the best ever results possible. We would select the ideal candidate as per their analytical mind and the impeccable organisational skills they possess. We would also like to say that there gold would be to ensure that every project in the construction company of PCL Constructions would be delivered exactly in time according to the requirements without exceeding the opposite of the organisation."

Advertising strategy

The advertising strategy that would be used to find the construction Project Manager for PCL Constructions would be through various websites that offer people jobs and also through various social media (Ifije, Aigbavboa & Sitholimela, 2016). The traditional use of helping the people looking for jobs would be avoided and all sorts of digital media advances would be used as an advertising strategy for finding the best Project Manager for PCL Constructions.

Understanding the role.

Rationale

Rationally, the method of advertising that has been selected for this regard would be absolutely feasible given the latest technological advancements and all the availability of sources that can be considered (Agrawal et al., 2018). Nowadays there are seldom looking for jobs through the traditional forms of searching and mostly all the searching for anything is done online. People generally look for jobs using specific keywords on websites that of a job and even on social media networks. Therefore it would be much feasible if the entire advertising is delivered over the social media networks and the websites that offer people jobs. The profiles can be received through them and on that basis the shortlisted candidates can be selected (Afolabi et al., 2018).

Conclusion

In conclusion it can be said that the entire process of the recruitment process for selecting the appropriate Project Manager based on the above mentioned plan for finding the best Project Manager for PCL Constructions is absolutely feasible. It is absolutely necessary to understand what Project Manager actually means within the instructions and industry of construction services. Before hiring the appropriate person for this particular post the recruiter need to understand what does it required to be a particular Project Manager handling the construction works. Based on that the recruiter must set a step-by-step plan to understand what needs to be done before hiring or even interviewing a set of candidates. Based on this, recruitment plan has been set up as above to make sure what must be included within the plan before the interview goes on to find the appropriate Project Manager. The above plan also mentions what are the exact capabilities of the Project Manager in the construction industry that would be feasible to look for within the candidates. The step-by-step propaganda then also includes the job description that clearly testifies what the recruiter has been looking for as per the necessities and requirements of PCL Constructions. Lastly there is an advertising strategy to make sure that the potential candidates are able to see in that PCL construction requires a Project Manager for handling the projects. The rationale of choosing the appropriate methods for advertising based on the current technological conditions is also described as above.

References

Afolabi, A. O., Oyeyipo, O., Ojelabi, R. A., & Amusan, L. M. (2018). CONSTRUCTION PROFESSIONALS’PERCEPTION OF A WEB-BASED RECRUITING SYSTEM FOR SKILLED LABOUR. Journal of Theoretical and Applied Information Technology, 96(10), 2885-2899.

Engelbrecht, J., Johnston, K. A., & Hooper, V. (2017). The influence of business managers' IT competence on IT project success. International journal of project management, 35(6), 994-1005.

Garzone, G. E. (2018). Job advertisements on Linkedin. Generic integrity and evolution. Lingue e Linguaggi, 26, 197-218.

Ifije, O., Aigbavboa, C., & Sitholimela, D. (2016). Effects of job hopping and its effect on young graduates in the South African construction industry.

Kaplan, D. M., Palmer, J., Thompson, K., Dustin, S., Arroyo, C., Perera, S., & Marx, R. D. (2018). Recruitment, selection and staffing. In Teaching Human Resource Management. Edward Elgar Publishing.

LaVenture, M., Brand, B., & Baker, E. L. (2017). Developing an Informatics-Savvy Health Department: From Discrete Projects to a Coordinating Program Part II Creating a Skilled Workforce. Journal of Public Health Management and Practice, 23(6), 638-640.

Pinto, J. K., Patanakul, P., & Pinto, M. B. (2017). “The aura of capability”: Gender bias in selection for a project manager job. International Journal of Project Management, 35(3), 420-431.

Turner, M., & Mariani, A. (2016). Managing the work-family interface: Experience of construction project managers. International Journal of Managing Projects in Business, 9(2), 243-258.

Loosemore, M. (2016). Social procurement in UK construction projects. International journal of project management, 34(2), 133-144.

Agrawal, V., Hartman, L., Rasberry, C., & Arbogast, G. (2018, August). The impact of gender and profit margin on the duration of hiring process for professional service firms. In Evidence-based HRM: a Global Forum for Empirical Scholarship (Vol. 6, No. 2, pp. 153-165). Emerald Publishing Limited.

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My Assignment Help. (2020). Recruiting And Hiring A Construction Project Manager For PCL Constructions, An Essay.. Retrieved from https://myassignmenthelp.com/free-samples/hrmt145-staffing-of-project-manager-for-pcl-construction.

"Recruiting And Hiring A Construction Project Manager For PCL Constructions, An Essay.." My Assignment Help, 2020, https://myassignmenthelp.com/free-samples/hrmt145-staffing-of-project-manager-for-pcl-construction.

My Assignment Help (2020) Recruiting And Hiring A Construction Project Manager For PCL Constructions, An Essay. [Online]. Available from: https://myassignmenthelp.com/free-samples/hrmt145-staffing-of-project-manager-for-pcl-construction
[Accessed 20 July 2024].

My Assignment Help. 'Recruiting And Hiring A Construction Project Manager For PCL Constructions, An Essay.' (My Assignment Help, 2020) <https://myassignmenthelp.com/free-samples/hrmt145-staffing-of-project-manager-for-pcl-construction> accessed 20 July 2024.

My Assignment Help. Recruiting And Hiring A Construction Project Manager For PCL Constructions, An Essay. [Internet]. My Assignment Help. 2020 [cited 20 July 2024]. Available from: https://myassignmenthelp.com/free-samples/hrmt145-staffing-of-project-manager-for-pcl-construction.

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