Prepare a 3-4-page hiring plan with your recommended course of action and analysis for filling a difficult position in the provided scenario.
Recruiting supports an organization’s short-, mid-, and long-term human capital needs. It can be a very easy and straightforward process, depending on the region, market, and the field of work. In some fields, prospective employees are readily accessible, and the organization will have the ability to select among a broad group of well-qualified candidates. In other fields, generating potential applicants will be very hard as they are not present, or if they are present, the competition among businesses in the market will be a challenge.
The nature of work is so very different from job-to-job and organizational role to organizational role. Each is important and makes valuable but very different organizational contributions. The field of HR studies the nature of work to attract and select the best applicants, and HR professionals follow SHRM’s behavioral competencies to support their decision making and, in this assessment’s scenario, to find a successful resolution to a hiring challenge.
For this assessment, assume you are an HR professional working as an HR business partner for one of the most prestigious nonprofit scientific research centers in the United States. The center is large enough to have its own office of general counsel. Recently, one of the assistant general counsels departed for a job at the White House. The general counsel wants the finest and most talented attorney candidates who are practicing in the field of research in a nonprofit setting. You have announced the open position and have had 807 applicants. You chose a group of 12 candidates, all of whom were turned down by the supervisor (hiring manager). The general counsel’s office demanded to see all applicant resumes, and your HR director agreed. After they reviewed all the resumes, they said none were good enough. However, they provided no additional information to you about their preferred applicant qualifications.
While you are the HR business partner to the general counsel, you have many other organizational clients, each with their own needs and expectations, and therefore a limited amount of time to give to this particular client. Given that you have failed to select appropriate candidates, you consider spending some money from your very tight budget to hire a recruiting firm, but that is not a guarantee of success. You are considering the following three options: 1) recommending to the hiring manager that she reconsider the 12 candidates you selected, 2) asking her to allow you to re-announce, possibly with some changes to the position vacancy announcement, or 3) going to the outside (expensive) recruiting firm in spite of your budget constraints. The option you recommend should offer the greatest return to the organization and its employees.
Prepare a 3–4-page plan that states your recommended course of action. Along with your recommendation, include the following:
The deliverable for this assessment applies professional skills in HRM to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:
Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been evaluated.
Portfolio Prompt: You may choose to save this learning activity to your ePortfolio.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:
The following resources support the HR Challenge: A Difficult Position to Fill assessment and support the HR practices of job analysis, recruitment, and talent management.
· Dessler, G. (2020). Human resource management (16th ed.). New York, NY: Pearson. Available in the courseroom via the VitalSource Bookshelf link.
. Chapter 4, “Job Analysis and the Talent Management Process.”
· Sackett, T. (2018). The nuts and bolts of a great recruiter . HR Magazine, 63(5), 83–85, 87, 89.
· Thew, J. (2018). 3 steps to successful nurse recruiting at your hospital [PDF] . Healthleaders, 21(3), 34, 36, 38.
· Weinstein, M. (2017). Recruiting via social media . Training, 54(2), 30–32.
· Klotz, A. C. & Bolino, M. C. (2019, July 31). Do you really know why employees leave your company? Harvard Business Review Digital Articles, 2–5.
SHRM Body of Competency and Knowledge
In the assessment, you will discuss the application of any SHRM behavioral competencies to the process of solving an HR challenge. You will need to determine which competencies are most directly applicable to a successful resolution of the challenge and why.
· Society for Human Resource Management. (2018). The SHRM Body of Competency and Knowledge [PDF] . Available from https://www.shrm.org
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