Job Analysis Summary
Dylan E. Sharon was interviewed on June 3rd, 2018 for the job analysis of the Professional Recruiter position with Tech USA. Dylan has been employed with Tech USA since November 2016. He was hired for the position of Professional Recruiter and was in that role until August 2017. He was then promoted to the position of Account Executive and is currently in that role. He has a team of Professional Recruiters that he manages and trains on a regular basis. As a Professional Recruiter, they will be responsible for managing the recruiting process, which entails sourcing active and passive candidates, phone screens, checking references, conducting interviews, and managing the recruiting process. They will also be responsible for establishing new business by generating leads, setting and attending meetings with your Sales Account Executive, and maximizing revenue and profits. Lastly, they will be responsible for general office functions such as maintaining candidates, clear and effective communication with clients and peers along with securing sensitive personal data are a part of the responsibilities of the Professional Recruiter.Selection Plan Summary
During the recruitment selection process, we will be utilizing the WRCs that have been selected for this selection plan. We are to measure using a mixture of assessments such as starting off with an interview, work sample test, employment application, ability test and personality test. The remaining WRCs not chosen will be trained for after being hired onto the team.
First, the application for employment will be to review any basic qualifications and narrow down the applicants that will continue. The WRCs measured by the application are knowledge of basic business skills and basic knowledge of computer software such as Microsoft Office, including but not limited to, Microsoft Excel, Microsoft Word, Microsoft PowerPoint and Outlook and internet web-browsers such as Dice, Indeed, LinkedIn, Monster and more.
After the Human Resource team has complied a short-list of applicants following their employment application, the following applicants will be scheduled to complete a performance and personality test. We want to complete these quick and easy tests to determine where the applicant stands on basic staffing and business knowledge along with the skill of time management and teamwork, which is rated critical by the incumbents. During this time of testing will initially narrow down applicants who are not passionate for the position. With the completed tests and acceptable scoring, we will schedule the applicants to complete an in-person structured interview. The interview was weighted as the most critical moment in the selection plan since it allows the organization to meet the applicant face-to-face and answer any questions or concerns the interviewer may have. Structured interviews are easy to replicate and test for reliability while also being quick to conduct. (McLeod 2014) The job selection plan summary is located below.
Professional Recruiter WRC
Importance Application Personality
Unit Business Manager Intermediate Selection Instruments
Knowledge of Business, Sales, Marketing, or Communication 10% 5% 5%
Knowledge in Full Cycle-recruiting, job boards, job postings and networking techniques 20% 5% 10% 25%
Skill in understanding and organizing resumes, recruiting tools, work documents and computer files 15% 5% 5% 10%
Skill in clear and effective communication to applicants, contractors, clients and peers 15% 5% 5% 15%
Skill in time management the balancing different open positions and tight deadlines 10% 5% 15%
Ability to multitask between multiple job openings, in-office training, sales meetings, networking events and any projects 10% 5% 15%
Ability to obtain information by using interviewing skills and techniques 10% 5% 10%
Ability to learn sales techniques and advance in a fast-paced sales environment 10% 5% 5%
Total 100% 15% 20% 25% 100%
Job Sample Performance Test
First thing that will happen following a review of application is a job sample test. A work test is a sample of behavior that can be used to predict future performance in similar work situations. Work tests have high validity between 40% to 50% since they involve the practical application of skills. (Blake 2001) The job sample performance test will cover four of the WRCs in the job selection plan. These WRCs are knowledge of full-cycle recruiting, skill in understanding and organizing resumes, ability to multitask and ability to obtain information by utilizing recruiting skills. These WRCs are ranked very important by the incumbents and will make up most of the recruiter’s typical day-to-day processes.
Inclusion of selected WRCs in the Job Sample Performance Test
Knowledge of Full Cycle-recruiting, job boards, job postings and networking techniques is deemed as the most critical component in the position which is why this measured multiple times throughout the selection process. During the performance test we would like to evaluate a deeper understanding of the applicant’s knowledge of recruiting.
Next, we will analyze a skill in understanding and organizing resumes, recruiting tools, work documents and computer files. While this is a task that the recruiter will be utilizing every day, it is something that can be taught during the training and development time. The performance test will be a general indicator to see where the applicant stands on this skill. At this point it is more to determine their understanding rather then reject the applicant with their lack of this skill.
Ability to multitask between multiple job openings, in-office training, sales meetings, networking events and any projects will be the third item that we will be measuring during the Performance Test. The reason that we will be measuring this task again is to put an emphasis on the importance of ability since you will be able to save time, save money, increasing productivity and preventing procrastination. (Cummings 2017)
Lastly, the ability to obtain information by using interviewing skills and techniques is also evaluated during the performance test. This skill can be easily determined by demonstrating verbal communication skills and allows to establish level of ability with written communication.
Job Sample Performance Test and Rating Scales
There will be only one task will be included in the job sample performance test. This task will measure four WRCs. These four WRCs that will be measured are: Knowledge of Full Cycle-recruiting, the ability to obtain information by using interviewing skills, the skill in understanding and organizing resumes and skill in clear and effective communication. We have created a rating scale that is specific to each question that will fall between the scale of one to three. An answer that merits a “one” on the scale it indicates that the answer is vague or has an inability to answer the question. When given a rating of “two” out of three shows that the applicant was a bit more detailed, answered the question or if they understand the topic at hand. When given a rating of “three” that shows the applicant answered the question confidently.
Task: Applicants will perform a role-play. Applicants will review a small portion of a job description, and a resume of a candidate. We will require a video recording of the candidate performing a call to perform a basic phone screening including introduction, job description and questions. Applicant will be required to submit a minimum of a two-minute video recording.
WRC Measured: Knowledge of Full Cycle-recruiting
WRC Measured: Ability to obtain information by using interviewing skills
WRC Measured: Skill in understanding and organizing resumes
WRC Measured: Skill in clear and effective communication
Rating Scale Candidate Answers
Applicant does not submit a response; Applicant’s role-play was vague or had a lack of clear and effective communication skills; Applicant showed no confidence or open body language
Applicant was a bit more detailed in role-play, followed the general recruiting procedures; Applicant had general understand the topic at hand; Applicant was not confident in delivery
Applicants have performed an excellent prescreening, with detailed recruiting techniques and spoke confidently
The personality test will cover four of the WRCs in the job selection plan. These WRCs are to measure skill in time management, the ability to multitask between multiple positions and inner office activities, skill in clear and effective communication to applicants, contractors, clients and peers and lastly, the ability to learn sales techniques and advance in a fast-paced sales environment. The primary reason for a personality test is to determine how they work best whether it be socially, independently, their leadership and more. Testing will also provide information on their personality and the answers will determine how the react to stress, ability to multitask and if they are self-aware to determine time management. We have decided on utilizing the Sixteen Personality Factor Questionnaire.
The Sixteen Personality Factor Questionnaire is available in over 35 languages, translations are culturally adapted with local norms, reliability and validity information available. The 16PF traits are also measured in parallel versions for younger age ranges. This test has been useful in predicting different job-related dimensions such as, creativity, leadership styles, team roles and team climate, social skills, job training success and job satisfaction. (Cattell 2009) The Sixteen Personality Factor Questionnaire scale and description can be viewed on the table below.
Interviewing Protocol and Interview Rating Scale
The structured interview will cover eight WRCs in the job selection plan. The interview will include the knowledge of basic business, sales, marketing or communication skills. We will also place high importance to the knowledge of Full-Cycle recruiting and social media. We will also be analyzing the skill of understanding and organizing resumes, skill in effective communication and the skill of time management. Lastly, we will review the ability to multitask, the ability to obtain critical information through communication and the ability adapting different sales techniques.
Inclusion of selected WRCs in the Structured Interview
Knowledge of Business, Sales, Marketing, or Communication is included as part of the interview due to understanding many basic business needs for providing adequate candidates for our clientele. Possessing the basic understanding for this WRC will be able to allow our employee to better understand the needs and cultural fit for the client. For example: Is the person you’re interviewing dressed appropriately for a business setting or can they articulate themselves clearly verbally and electronically?
Knowledge in Full-Cycle recruiting, job boards, job postings and networking techniques is also ranked highly critical by incumbents. This skill was given the highest weight of 25% due to the understanding that Full-Cycle recruiting, and networking techniques are the primary skill utilized throughout daily processes. Training to further the current market hiring trends will continue to further the knowledge needed for this position upon hiring however a skilled understanding is needed.
Skill in understanding and organizing resumes, recruiting tools, work documents and computer files is weighted at 10% during the interview process. Daily, the recruiter will be consistently reviewing multiple resumes for multiple positions to have a strong organizational skill will ease the recruiter’s daily tasks.
Skill in clear and effective communication to applicants, contractors, clients and peers is rated as the second highest important skill that will be assessed throughout the interviewing process. Being weighted at 15% importance, this strong skill needs to be possessed to succeed in this position. With the critical data relayed from clients to peers and then to applicants it is easy to get confused with the details or relay the information needed in a way that could be interpreted differently. It is ranked crucial to relay, interpret and translate clear and correct information multiple times throughout the day to succeed.
Skill in time management the balancing different open positions and tight deadlines will be assessed during the interview process as well. With this skill it is rated important by incumbents and is held at 15% importance. This skill will go work closely together with the ability to multitask as they support one another during the day to support success in the role of Professional Recruiter.
Ability to multitask between multiple job openings, in-office training, sales meetings, networking events and any projects is weighted also at 15% importance by incumbents due to the multitude of jobs and in office meetings that take place. Having a strong ability to multitask will allow Professional Recruiters to successfully fill open requirements and having time to manage meetings and trainings without feeling rushed or overwhelmed.
Ability to obtain information by using interviewing skills and techniques is something that the recruiter must utilize daily. It is an important ability that relates to the clear and effective communication skill. With this ability you can find positions for candidates that their resume may not convey is applicable, however, by effectively obtaining the information throughout the screening process you are able to find different skills and abilities that they may not deem as something with quality. As a Professional Recruiter you must take all skills and determine what can be a great fit for them professionally by utilizing this ability often.
Lastly, the ability to learn sales techniques and advance in a fast-paced sales environment is not held too high in importance as this is a skill that can be taught during training and development courses. With the ability to remain knowledgeable in a fast-paced industry you remain current with trends and sales techniques that can “sell” your candidate to potential clients and companies.
Structured Interview Questions and Rating Scales
Since we will be measuring eight WRCs during the interview process there will be two behavioral questions to follow up. We have created a rating scale that is specific to each question that will fall between the scale of one to three. An answer that merits a “one” on the scale it generally indicates that the answer is unoriginal, vague or has an inability to answer the question. When given a rating of “two” out of three shows that the applicant was a bit more detailed, answered the question with an example or if they understand the topic at hand. Lastly, when given a rating of “three” out of three that shows that the applicants have answered the question thoroughly, with detailed examples and confidently. For the skill in clear and effective communication that will be determined throughout the interview from the applicant’s answers.