Question

Your task is to develop a Recruitment & Selection Plan to staff any one (1) of the following five positions:

Manager of Labour Relations

Emergency Nurse

Heavy Duty Mechanic

Social Worker

Instructor-Accounting 1.

Design an online advertisement (for a job board). Make sure that the advertisement clearly identifies the position requirements, the value proposition to applicants (selling potential applicants on why they want to work at that organization), and the next steps for the applicant.

Develop six interview questions that could be used to explore the SKAs listed in question 4. For each question, clearly identify the skill, knowledge or ability that you are attempting to assess. At least two of the questions must be behavioural, and two must be situational. NOTE: All questions must be related to the KSAs (i.e. have content validity) and legally permissible

Answer 1

A labor relations manager has a number of responsibilities, such as negotiating agreements between labor organizations and a company, studying wage data, and researching labor laws. Since labor relations managers handle employee grievances, labor disputes, and strikes, they need to have excellent communication skills.

Revise your job descriptions

Job duties can change over time. Talk to team leaders and ask them how their roles, and their team members’ roles, have changed. If your sales team now performs account management, update their job descriptions.

If you don’t have formal job descriptions yet, consider conducting a job analysis – a process to determine a job’s duties and requirements. Arrange interviews with staff to discuss their roles and responsibilities. You can also use job description templates, a convenient alternative to conducting a job analysis.

Conduct a skills gap analysis

Conducting a skills gap analysis is a systematic way to analyze your staff’s current skill level and identify skills you want in the future.

To conduct a skills gap analysis:

1. Identify skills you’ll need in the future.
2. Assess skills your company has already.
3. Compare current with desired skills and plan to fill the gaps.

Identify future recruiting needs by talking to senior management and team leaders to understand existing skill levels. Find out how they plan to hit next year’s goals