Recruitment And Selection Campaign For Brosnan Construction

Recruitment design

1.Develop a total recruitment and selection campaign including full concept design, adverts, job descriptions, person specification, job design, add placement, selection techniques, use, choice and justification of psychometric tools (if any) of staff. You will need to do some investigation into the market rates being paid in the construction  industry for staff you are recruiting and make recommendations as to where Brosnan Construction should sit in relation to the pay scales in comparison to its competitors.  You will need to justify this with robust and defendable reasons.  You need to employ the following

4 Quantity Surveyors

3x Management graduates

10 Carpenters

2.You will be presenting to the client your full campaign with justification of the choices you have made, assumptions and intentions of the strategy.  You will need to have a full mock-up of your campaign ready to present to the client including details supporting your campaign.  He will also expect indicative costs so you will need to provide an estimate and time line of this process (this includes administering of psychometric tools, add placements etc).

1.The Brosnan Company is need of carpenters, 3 management personnel and quantity surveyors. Thus a good recruitment and selection strategy is required to obtain the most talented and skilled personnel ever. In this case, the company needs to carry out a good and well planned for hiring and recruitment process that helps it achieve this (Noe, Hollenbeck, Gerhart, & Wright, 2006). The following are the key areas of the employment process.  

Recruitment design

The company wishes to employ the above personnel through a well-organized interview process by the management staff. This strategy helps identify the most talented, skilled and best personnel for the positions. Interested parties are to submit their cover letters and CVs to the company email or manually to the company premises after which the management will shortlist s few based on the qualification. The shortlisted applicants will be called for an interview during a time that will be set and communicated. The panel will interview the parties and together, select the best suitable people for the positions.

Advert

The job positions are to be advertised on the media that includes the television, the radio, newspapers and company website. The current workforce is also encouraged to make referrals by telling people to apply for the positions. The strategy will mix internal and external hiring of workers and thus have the advantages of both methods met. These include avoiding biasness and ensuring that the best team of workers gets employed. It also ensures that the company integrates all sorts of people with skills in the workforce. The advertization process aims at reaching far and wide so that ant potential applicant may benefit and ensure that the best people apply.

Carpenters

Brosnan Company is need of 10 carpenters to help in the work of timber during the implementation of projects. Interested and qualified parties are required to apply.

Qualifications

• Have at least a certificate in carpentry from recognized tertially institution of learning.
• Be aged 18 years and above
• Be hardworking, trustworthy, honest and ability to work under pressure and minimum supervision
• Have a secondary certificate with a minimum of grade c-
• Be able to communicate in English fluently
• Have a minimum work experience of not less than 2 years

Duties

Carry out carpentry works in construction sites

Advert

Quantity surveyors

The company wishes to employ 4 quantity surveyors to help formulate the bill of quantities for the various company projects.

Qualifications

• Have a diploma or degree in the quantity surveying from recognized institutions
• Be above 21 years in age
• Have a minimum work experience of not less than 3 years
• Be able to communicate in English fluently
• Knowledge of design software like prokon, autocad or archicad is an added advantage

Duties

• Help in design works for the company
• Help formulate bill of quantities for projects
• Management graduates

The company wishes to employ 3 qualified personnel in the management to help the company with matters of leadership.

Qualifications

• Have a diploma or degree in business management or related courses
• Be above 21 years old
• Have a work experience of not less than two years
• Any knowledge in CPAs is an added advantage                         

Duties

• Carry out supervisory works for the company
• Help with management of work in the company

Interested parties should submit their testimonials in the company head office or apply online through the company email: [email protected]  

Use of psychometric tools

Interested parties will be required to go through an aptitude test that will be conducted during the day of the interview so that their level of knowledge is evaluated.  

Salary scale

The company needs to offer to the workers the international pay scale based on the qualifications and skills they have for the jobs. This strategy helps in employee retention, motivation and hardworking as well as high work output which translate towards the profitability of the company. It will help the company achieve a competitive advantage above close competing firms in the constructions industry.  The company will apply the international standards of salary scale to the various positions advertised as follows;

• Carpenters – permanent salaryranging from $ 39, 500 to $43,600 or $20.96 in an hour.
• Managers- from $68, 558 to $74,020 per year
• Quantity surveyors- $55,715per year

2.A good selection and recruitment campaign can stand out from those applied in the other businesses when the following factors are applied. Good planning helps come up with the best implementation strategies that assure the company of the best team to be selected with the right skills and man power. Proper budgeting helps ensure that the company does not overspend or underspend regarding the cost of the recruitment process. This helps in proper use of company resources. Time management is another factor since the process requires preparation, implementation and evaluation process all of which need time (Cascio, & Aguinis, 2005). This means that the company does not waste a lot of time in the hiring process at the expense of other activities of production. Competitive advantage is achieved when the best talents and skills are brought in the company through hiring of workers. The best knowledgeable and productive team is obtained that steers the company towards the positive side of growth. Retention of workers is also achieved when the hiring process is done well. This aspect is achieved when the right people get employed from the beginning through well planned strategies that include interviews. There is no need of laying down workers due to poor performance since the company takes time in hiring the best team.

Thus, selection and recruitment process needs to be well planned for so that what the company looks for is obtained which includes the best skilled and talented team. The benefits thus enjoyed include getting the most talented personnel to the workforce. Resources get saved in the business since money is not wasted in repetitive hiring processes. Employee retention is achieved and thus the company does not have to waste resources in hiring and training new workers quite often (Brannick, & Levine, 2002). The company also benefits from the best production and profit making based on the best performing work force leading to growth and raising the competitive advantage of the firm. The main drawback related to hiring process is that it may bring in unqualified personnel when the proper strategies are not applied. Favoritism, nepotism and corruption are some of the factors that lead to this outcome.          

Workforce planning is the process through which the firm will analyze the current as well as the future needs of workforce based on the plans, objectives and commitments. The process has the following advantages; it helps in employee retention through hiring the best new talents, thus aiding the business to retain the most critical workers. It helps in avoiding disruptions and delays. This happens when the management can prioritize on matters related to staffing and hiring decisions. Additionally, it helps in identifying the initiatives related to development and training among employees thus establishing gaps that involve skills among the current workforce.

The practice of human resource in the company helps achieve the following aspects; it supports the firms in the achievement of the set objectives through development and implementation of human resource strategies integrated with strategies of the business. It contributes to the development of a culture for high performance. It also ensures that businesses have the most skilled, talented and engaged personnel needed. It creates an employment relationship that is positive between the workers and the management as well as a mutual trust work climate. It lastly encourages the practice of ethical approaches towards the management of people.        

References

Brannick, M. T., & Levine, E. L. (2002). Job analysis: Methods, research, and applications for human resource management in the new millennium. London: Sage Publications.

Cascio, W. F., & Aguinis, H. (2005). Applied psychology in human resource management.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2006). Human resource management. China People's University Press.