To: The CEO
From: The Manager
Re: Analysis of recruitment strategies, welder position advertisement, and job stressor identification and stressor management tool.
Thank you for the opportunity to work as part of your team in the company. As requested, I have evaluated various recruitment and selection strategies and have resolved that the company may adopt the use of newspaper advertisements and recruitment agencies to find the right person for the welder position. The analysis and evaluation of the strategies take into consideration the demand and supply of labor. This report also brings into perspective a sample advert that may be used to advertise the welder position. The report is divided into three parts. The first part being the recruitment strategy section which defines what recruitment strategies are and brings into perspective the most suitable strategies. The second part brings into perspective what good adverts incorporate and goes ahead to give a sample advert for the welder position. Finally, the third part brings into perspective the stressor identification. It also goes ahead to bring into perspective hoe the change model of stress management can be used to manage the identified stressor.
Recruitment is an essential human resource function that links various aspects of organizational performance. Effective planning of the human resource and intensive job function evaluation will produce the right information which forms part of corporate knowledge essential for bringing on board the right human resource (Barisano, 2016). There are various strategies that an organization can adapt depending on the position to be filled and the nature of the position. Regardless of the recruitment strategies adopted one must ensure that there are equal opportunities for all the potential and viable applicants. By so doing an organization increase its chances of securing the best person or individual for the job. In this case, the recruitment strategies under consideration will have a focus on the demand and supply for labor. The strategies will be based on the external sources of labor supply.
Recruitment from External Sources
External recruitment strategies are divided into two, which is the formal strategies and informal strategies (Kearney-Gissendaner, 2013). Informal strategies have a narrow scope as compared to formal strategies which focus on a very wide scope. Strategies that will be adopted in this case will focus on a wide scope, and therefore formal strategies will be adopted. Formal strategies involve an in-depth search for candidates who have no connection whatsoever with the organization (Purcell & Wright, 2009). The strategies here may include newspapers and magazines, journals, employment agencies, college recruitment, and the use of executive search firms
Strategies to Be Adopted
Newspaper advertising will be an essential strategy in advertising the welder position to the general public. The target audience here is more experienced, readers of newspapers and magazines are usually in the age bracket that has had some experience (Hawkins & Henry , 2015). And therefore by advertising through newspapers, the audience that receives the information will be a bit experienced. However, the strategy focuses on reaching labor that is locally available. That is the supply of labor is within the area within which the paper operates. Newspaper advertisements are target specific, and by advertising through them, the company will be able to fill the welder position so fast depending on the availability of individuals skilled in the area. The strategy provides greater flexibility as it does not require advertising companies to focus on a particular form of advert template (Yu & Cable, 2015). Companies are allowed to use whatever form or structure of advert they wish to use. Newspapers are a convenient strategy for job seekers as they are able to access the adverts conveniently. It does not need access to computers or smartphones to access.
Recruitment Agencies Strategy
Agency recruitment refers to a strategy in which companies make use of services provided by recruitment agencies to find suitable candidates for the position to be filled. In this case, the company will provide information in regards to the vacant welding position to the recruitment agency (Catano, 2009). The recruitment agency will match the requirements to the existing job seekers in their database, and if an individual has the required skill sets, the agency recommends him to the company. However, if no individual jobseeker in the database meets the requirements, the recruitment agency then will set out an advert for the welder position to the general public. Recruitment agencies normally act as a link between clients and candidates (Fudge & Strauss, 2013). They are often referred to as intermediaries. Recruitment agencies are essential when the demand for labor is high, and there is no sufficient time to go through numerous applications that are made by qualified and unqualified candidates (Ozbilgin & Tatli, 2010). They, therefore, make the shortlisting process fast and less cumbersome. Recruitment agencies normally do not charge job seekers, but rather they charge the client company a particular percentage of the jobseeker’s salary once placement has been obtained.
Advertising is an integral part of attracting a suitable pool of applicants. Good advertisements can also positively promote the organization to the extent that individuals who are not actively looking jobs are stimulated to inquire about the vacancy (Green, 2011). A good advertisement will bring the recruiting company into the limelight. When preparing advertisements companies and human resource officers need to take into consideration job description and the in-person descriptions (Schwab, 2015). The welding advert should take into consideration the above aspects. It should also bring into perspective clear communication by bringing into focus what the job is all about. A good advert should be one that captures the attention of the reader. The job requirements should be clear so as to attract the right applicants. In summary a good advertisement should contain the name of the business, a brief description of the business, the location of the business, job title, brief job description, reporting relationship of the job, qualifications for application, application instructions, and the deadline of application and to whom the application should be addressed to (Mastromoro, 2014).
Declaration Of a Welder Position – (1 Position)
Our company provides welding services in the automobile and manufacturing industry. We also provide welding services in building roofing.
Other Benefits: 15 Days holiday and a discretional bonus.
Your responsibilities will include:
- Performing all kinds of welding operations with a focus on Stick, TIG, MIG, Plasma, and carbon Arc Gouging.
- Maintaining fabrication and welding supplies.
- Repair of damaged body parts.
- Replacement and removal of faulty equipment parts.
- Coordination with supervisors and informing them of parts that need replacement.
- Mechanization skills.
- Conducting routine inspection of heavy and light work equipment.
- Maintaining a safe clean and organized work environment.
- Orientation and training of equipment and vehicle operators.
- Reading an interpreting manuals of equipment’s, factory diagrams blueprints and technical manuals.
- Inspecting and testing welds.
- Competent and safe use of associated machines and tools.
- Recording changes required in drawings to facilitate production information to be corrected and maintained accurately.
- Maintaining version control of CNC programs.
- Advising staff on metal repairs.
Skills and Qualifications
- Diploma in welding
- Effective use of power tools
- Experience with fine gauge sheet steel up to 3 mm
- Basic health and safety knowledge
- 2 to 5 years of experience
- 3 years of experience with CNC punch or bending machine
- Should be able to cope with a physically demanding work
- Should have the ability to climb tall structures, balance weight, climb ladders, crouch or crawl.
- Should be able to lift the weight, push, pull or carry objects weighing 5 to 15 kg.
- Should be able to work a minimum of 40 hours per week
- The remuneration rates are negotiable depending on the level of skill depicted
- All applicants must have the right to work in Canada
Employment terms: Permanent.
Candidates who meet the above requirements should download and fill out an application form from the company website (www.weldershub.com) and submit together with copies of their certificates to the address below.
The human resource officer
Hand delivers the application to the company offices.
Only shortlisted candidates will be contacted. Canvassing will lead to automatic disqualification.
For. Human Resource Officer.
1. Tell me about yourself?
Here candidates are supposed to provide information in regards to:
- Providing information that will help the employer determine their qualifications.
- Information is revolving around why you are interested in the position.
2. Describe your leadership style and provide an instance where you successfully led a group.
Here the candidate is to provide information such as:
- A clear outline of the leadership style.
- The context of where he or she has ever applied the leadership style effectively.
3. Tell me about the most difficult or most frustrating individual that you’ve ever had to work with and how you approached the situation.
Here the client is supposed to provide information such as:
- The level of management the individual was in.
- The issue that resulted in frustration
- Approach applied to clear or cope with the situation.
- What result did your approach yield?
4. Summarize a situation where you had to locate relevant information, define key issues, and determine the steps to get the desired result.
Here the candidate is supposed to
- Bring into perspective the context for the application.
- Highlight which approaches were used.
- Did the approaches result in the achievement of the desired result?
5. Describe a time when you provided a creative solution
Here the candidate is to bring into perspective issues such as:
- The creative solution provided.
- Impact of the solution to organizational performance.
- The context where the solution was applied.
6. When working on a team project, have you ever dealt with a strong disagreement among team members or a team member who didn’t do their part? What did you do?
Here the candidate is to bring into perspective that depicts his ability to work together with people. It is meant to bring into perspective the team management skills of an individual and how good he is working with others.
Stress Producing Question
7. What are your salary expectations?
- The candidate is not to give a figure before the company does.
8. What are your greatest strengths and weaknesses?
Here the candidate should provide information that brings into perspective:
- His ability to be successful in the welder position.
- Provide backup examples and experiences that provide proof of particular strengths.
- Strategies for addressing one’s weaknesses.
Stress can be defined as the pressure that an individual receives or experiences from the environment (Perrewe & Ganster, 2010). This pressure manifests as strain within the individual. It can also be defined as a psychological and physical state that comes about when the resources available to an individual are not sufficient enough to satisfy the requirements (Ganster & Ivancevich, 2014). Situations that cause stress are often unidentifiable and uncontrollable and may involve performance expectations that are too demanding. In the past employers often blamed stress on the employee. However, this is changing, and the employers are slowly accepting their role in managing stressors.
Taking into consideration the job characteristics of a welder, the main stressor can be identified as the welding radiation. Welding arcs are highly characterized by a wide range of wavelengths which include the ultraviolet radiation which is divided into three ranges namely the UV-A, UV-B, and the UV-C. Visible light and IR radiation are also wavelengths that can be identified in the welding arc (Canadian Centre for Occupational Health & Safety, 2018).
Welding radiation has been identified as the main welding job stressor due to the fact that 9 out of 12 welding professionals suffer from conditions that are a result of continuous contact with welding radiation. This conditions may include the arc eye condition which is characterized by an individual’s eyes being characterized by sand sensations. Individuals with this condition may also suffer from a condition in which they are unable to focus on light sources, a condition known as photophobia. Eye membranes also develop a red membrane. The effects manifestation may be realized depending on factors such as radiation intensity, the distance maintained by an individual from the welding arc, and the angle in which radiation as a result of welding enters the human eye. The type of eye protection used by the welder is also a key factor. Long-term exposure to welding radiation can also cause conditions such as cataracts in some welding professionals. The light that is emitted during the welding process is too bright, and therefore the eye iris may not be able to close rapidly enough to reduce the effects of the light in the eyes of the welder especially the eye retina. This results in temporal blinding and eye fatigue. Welding radiation also has various implications for the human skin. The intense visible UV and infrared radiation have devastating effects on the human skin. Ultraviolet radiation has the ability to burn skin that is unprotected. Radiation reflected from material surfaces has the same effects too. Continuous exposure of the human skin on ultraviolet radiation can result in a condition known as skin cancer.
Issues affecting an individual’s health also affect the achievement of organizational goals and objectives (Crane, 2017). Poor health of employees will result in decreased productivity and by so doing an organization is not able to meet its production targets.
Workshops are intense educational events where individuals, in this case, welding professionals, share and practice their skills in relation to reducing the welding radiation stressor effects on their livelihood to better their work environment conditions under the guidance of other professionals in the same field (Hamby, 2018).
The company will use workshops to manage the effects of welding radiation on the company’s welding professionals. Here the operating and production managers will engage the welding professionals in practical, interactive sessions that are geared towards creating awareness on the tools that can be used to reduce the effects of welding radiation on employee health and safety. The workshop will also bring into perspective the efforts that the welders are making to reduce welding radiation effects and also point out the shortcomings of those efforts.
The workshop will bring into perspective aspects and tools that can be used to protect the eyes of the welders. Here the current tools and the preferable tools for protection will all be practically evaluated, and the welders present will derive the difference. The workshop will bring into perspective the idea that spectacle with reflective materials and metallic coatings to filter off radiation are the ideal tool to protect the eyes. In the workshop, the shortcomings of the protective layers will also be brought into perspective as being susceptible to scratching and abrasions. Through practical application, the workshop will bring into perspective a solution to the problem of the material and metallic coatings being susceptible to abrasion by advocating for the use of hard protective secondary metallic coasting sandwiching reflective materials between two optical layers. The layer right next to the eye is designed to absorb other unwanted radiation. The combination of the protective layer p fund that was developed by American optical will be brought into perspective. A gold layer is used to reflect 96% of radiation while allowing through 75% of visible light. The metal is sandwiched between clear optical crown glass and Crookes A glass, which is ideal for absorbing 100% of ultraviolet radiation.
A reflective coating is advantageous because it protects the welder wearing it from infrared radiation. They also remain cool and therefore are the most ideal. The metallic coatings will provide a measure of protection against radiation and reduce the total heat load reaching the eyes. The workshop will also explore the various postures that are acceptable while welding. The angle through which an individual welder adopts is a key ingredient of the level of radiation reaching the eyes. Therefore the employees will practically demonstrate the various angles in which they weld taking into consideration the position of the material of product they are welding. Here they will be able to learn the shortcomings of the postures they are adopting and the ideal postures for welding.
The use of workshops is the most effective tool that can be used in managing the welding radiation stressor. This is because the individual employee is able to practically factor in their contribution in developing and learning the measures that are ideal in reducing the effects of welding radiation in their health. This gives them a sense of responsibility for their life and job environment safety.
Barisano, D. (2016). The UGLY Truth in Recruiting: Rethinking Your Recruitment Strategies. CreateSpace Independent Publishing Platform.
Canadian Centre for Occupational Health & Safety. (2018, November 7). Home:Welding - Radiation and the Effects On Eyes and Skin. Retrieved from Canadian center for occupational safety website: https://www.ccohs.ca/oshanswers/safety_haz/welding/eyes.html
Catano, M. V. (2009). Recruitment and Selection in Canada. Cengage Learning.
Cooper, C., Weinberg, A., & Bond , F. (2010). Organizational Stress Management: A Strategic Approach. Palgrave Macmillan.
Crane, M. (2017). Managing for Resilience: A Practical Guide for Employee Wellbeing and Organizational Performance. Taylor & Francis.
Fudge, J., & Strauss, K. (2013). Temporary Work, Agencies and Unfree Labour: Insecurity in the New World of Work. Routledge.
Ganster, D., & Ivancevich, J. (2014). Job Stress: From Theory to Suggestion. Routledge.
Green, J. (2011). Advertising. The Rosen Publishing Group, Inc.
Hamby, J. (2018, November 7). Success skills: seminars and workshops. Retrieved from self Improvement site: https://www.selfgrowth.com/articles/Definition_Seminars_and_Workshops.html
Hawkins, E., & Henry , G. (2015). Newspaper Advertising: Being a Series of Talks on the Value and Use of This Greatest of All Local Advertising Mediums-The Newspaper-With Reproductions of Over 1000 Actual Advertisements. Also Includes Readymade Advertisements, Headings and Catch. BiblioBazaar.
Kearney-Gissendaner, J. (2013). Minority Teacher Recruitment and Retention Strategies. Routledge.
Magid, J., & King, R. (2013). Industrial Hazard and Safety Handbook: (Revised impression). Elsevier.
Mastromoro, S. (2014). Gendered Cues in Job Advertising: Perpetuating Occupational Segregation.
Ozbilgin, M., & Tatli, A. (2010). Global Diversity Management: An Evidence-Based Approach. Macmillan International Higher Education.
Perrewe, P., & Ganster, D. (2010). New Developments in Theoretical and Conceptual Approaches to Job Stress. Emerald Group Publishing.
Purcell, J., & Wright, P. (2009). The Oxford Handbook of Human Resource Management. Oxford University Press.
Schwab, V. (2015). How to Write a Good Advertisement. Ravenio Books.
Yu, K. Y., & Cable, D. (2015). The Oxford Handbook of Recruitment. OUP USA.