Introduction.
A job description is one of the fundamental roles of a human resource manager. The primary purpose of the job description is to come up with appropriate strategies for recruiting, screening, and training successful candidates. Based on the information provided by the website, there is a job vacancy for Senior Employee and Labor Relations Advisor. Any person who has an interest in the above job opportunity can submit his/her application letter. The paper thus encapsulates crucial elements related to the job vacancy outlined on the website.
Job advertisement.
To let the potential applicant know whether the job is available, I will have to advertise it on different platforms. The job vacancy will be advertised so that every single applicant can receive the updates. According to Saifalislam et al. (2014), there are different ways of advertising jobs from SHRM. For example, one can use television and social media platforms to advertise for a particular position. Therefore, some of the platforms to be used in the advertisement of these positions are;
Use of local newspapers and magazines.
Acikgoz (2019) indicates how local newspapers and magazines play a crucial role when it comes to the job advertisement. We have people who will buy the local papers daily so that they can have critical information. Through this analogy, I think it will be easy to reach a large number of applicants. I expect to target more than 300 applicants through the use of newspapers and magazines.
Using social media.
Anosh et al. (2014) show that social media is one of the best platforms for job advertisements. It is believed that more than 89% are always on social media (El Ouirdi et al. 2016). We have platforms such as Facebook, Instagram, Twitter, among others. These are the current leading platforms for the job advertisement. It is believed that every day many people are into social media liking and posting pictures and adverts. This shows that it will be easy for me to reach a significant number. I anticipate reaching millions of people through the use of Facebook, Twitter, and other related social media platforms.
Using a referral from the employees.
These are the nearest platform for the job advertisement. I will also encourage the workers to help me search for competent individuals who can work for the advertised positions. According to Black et al. (2016), the use of referral from the employee is economical. This shows that the company will not spend a lot of resources advertising for the position as it is incurred when using aspects such as magazines.
Types of information applicants will have to provide.
In every job description, applicants are mandated to submit various details and qualifications. Mostly, applicants are demanded to provide their details and their educational requirements, among other professional pieces of evidence. Considering our job, the applicants should send an application letter to the SHRM containing the applicant name, address number, signature, and date. The letter should also include the company name, address number, and date (Sarode and Deore,2017).
On the other hand, the applicants are expected to send their CVs. The cv of the applicant should be attached to the application letter—certificates and also job recommendation. All these documents must comply with the policies of the company. Besides, the applicants should provide a copy of their identification card. All these should be printed and well attached (Janjua and Gulzar,2014). The applicants can also submit their experiences in the advertised positions, but this not mandatory.
All these documents should be sent via the e-mail of the company as it is indicated in every post shared in the advertising tools discussed earlier. The e-mail is also well- stated on the website.
Also, the applicants will have to do some tests online. I will have to post some questions that must be completed before sending the requirements mentioned above.
How to use the information to screen the applicants?
According to Onyema (2014), there are various techniques to use when screening top applicants in the job description. Concerning this case, I will apply the information provided to screen the applicants in different ways. Some of the techniques to employed include;
Resume screening.
This is the most applied technique in any job description (El Ouirdi et al. 2016). Considering the advertised job, I will use information in the CV and cover letter to screen the applicants. Therefore, I will have to consider various aspects of these two documents. First of all, I will eliminate those CVs and cover letters, which are not 1 to 2 pages long. Besides, I will ignore those cover letters and CVs with wrong information.
Moreover, in these two documents, I will consider elements such as language and resume fit. I will have to ignore those documents that have grammatical errors. The point is that files with analytical challenges show that the applicant is not detail-oriented, thus omitting their applications. I will not be too quick to judge the issue of language, but I will work smart to select the best. On the matter of resume fit, I will be very keen to make sure no sharing of information. We all know that applicants have been making mistakes in sending the same documents. I will ensure no sharing of information. Those who will be caught sending the same materials will be omitted. I expect to get different requirements and information. Only those applicants who have met all the elements will be allowed in the company.
On the other hand, to screen the candidate, I have to use pre-screening online questions. Slavić et al. (2017) cite that online question has been one of the most appropriate technique to screen the applicants in any job description. Therefore, concerning the job vacancy in the company, I will have to think of a proper question that will serve as a knock –out during the application process. The question (s) should be related to the position advertised (Stariņeca, 2015). The whole aim of using the online questions is to evaluate the suitability of the applicants in the promoted post (Stoilkovska et al. 2015). There is no specific format to use when one is applying the pre-screening questions (Suryanto et al. 2018). This means that they can be presented before the job or during the interview. Therefore, I will ensure that these questions are drilled down to the abilities of the applicants. The questions are not going to replace an interview, but it will be a strategy to get competent individuals who have adequate knowledge of the advertised positions. Everything will be standardized, and the questions will be mostly related to some of the concepts related to human resource management in the company. I will have to ask the applicant specific questions on their skills and experiences. I will also ask them some fundamental theories that are based on the positions outlined. Also, I will have to ask them how matters related to cultural fit in an organization. This will be based on questions such as how they prefer to work, questions on types of teams they prefer to work with, and the working environments that are suitable for them. I will then compare all results and then come up with a straight guideline on how to select the best applicants from the information obtained.
Lastly, the issue of academic screening is applicable in this position. I will consider the academic competency to screen the applicants. Education is one of the critical aspects when it comes to job screening. The central point is to get individuals with knowledge of positions for senior employee and labor relations advisor. These are theoretical positions in companies that demand candidates to have enough experience. Therefore, based on the terms and conditions of the company, I will have to select those individuals who have degrees in these positions or any related position in human resource management. This means that I will have to exclude those individuals with diplomas and certificates. Besides, I will have to apply other criteria whereby I will have to select those candidates with degrees, masters, and also Ph.D.’s, and they have a minimum of six years’ experience in these fields. This strategy will help in reducing the number of applicants since we expect to get a small number that has an experience of more than six years.
Screening techniques appropriate for the position
As outlined above, some of the techniques include pre-screening online screening, resume screening, and lastly, the academic screening technique. The three methods play a crucial role. The idea is that these techniques will help to come up with suitable individuals. On the other hand, the methods will help in reducing the number of candidates applying for positions in the company. Through these screening techniques, it will be easy to come up with competent individuals for the posts.
Interview questions relevant to the position.
Based on the positions some of the interview questions to be used are;
Why do you want to work at this company? And how sure you have adequate knowledge of the positions you have applied?
Do you prefer to work alone or working as a team?
Can you tell me why you left your job?
Conclusion
The job description helps in summarizing the appropriate skills possessed by applicants. As outlined, the company has to follow systematic procedures to select competent individuals. There are various platforms one can use to advertise for a specific position in an organization. Job applicants are mandated to provide the requirements needed by the company. Besides, the screening process should focus on how to get the best candidates without bias.