New Recruitment Plan For Success In Melbourne Office

HR Manager Responsible for New Recruitment at Cyrus Software Solutions

Discuss about the Software Developing Cyrus Software Solutions.

Cyrus Software Solutions is a new growing software developing company headquartered in Silicon Valley. Company is planning to open its new office in Melbourne Australia. For this new office company is looking for a new recruitment plan as the previous recruitment plan is not satisfactory for the company requirements and company directors are frustrated with the past recruitments. HR manager of the organization is responsible for the whole recruitment procedure. Company is expecting a complete new recruitment plan for new recruitments in Melbourne office. This new recruitment plan is much needed for the company requirements as well as the alternative of the previously failed plan.

This recruitments plan has to identify the exact role and responsibilities of the job like company is looking for a new candidate for training and manager’s vacancy. Training managers works across the departments for the improving the efficiency of employees and providing basic training to the new recruitments. Training and Development manager has some essential responsibilities such as

• Identify and plan for future as well as current training needs of the employees through job analysis.
• Manager has to draw an overall or individual plan for training and development that must addresses needs and expectations from the employees.
• Has to implement a wide range of training methods.
• Manage training and development budget efficiently.
• Has to maintain a complete understanding of new training trends and effective practices.

Training and development manager must fulfil essential criteria for the desired position.

Education: Candidate must have Bachelor’s degree in relevant field

Experience: Candidate should have a minimum five years of experience

Preferred educations: Candidates having a professional training certificate in the relevant field from any reputed institute will be preferred.

Excellent leadership and communication skills:  Training and development manager, company looking for should have suitable communication and leadership skills.

An effective recruitment strategy is the key to success of the recruitment and organization as well. The process of recruitment and selection can become costly and inefficient if a systematic and effective strategy is mot applied for the recruitment process. An effective and efficient recruitment strategy, selected for this recruitment plan

• Ensure the availability of necessary skills, attributes, and knowledge in the organization to meet the strategy implementation requirements.
• Ensures the requirements of supply meeting demands
• Impact on the likelihood of acceptance of job letter by the suitable candidate
• Increases the effectiveness of organization efficiently.

This recruitment follows “Treat candidates like your best customer” strategy. This strategy will help the company to hire the best candidates for the job. This strategy prefers quality over quantity. Company is already frustrated with the previous recruitment plan which prefers the company benefit over the quality of candidates. New strategy will recruit only suitable and desired candidates irrespective of the time limitation. In this way company can rely on the recruitment for future success of the organization. In this plan, recruitment panel is looking for some suitable candidates rather than large number of candidates. For this filtration only this plan requiring minimum five years of experience from the applicants and more over preferring the certified candidates from recognised institutes. This will help to select the best candidate over some inefficient candidates.

Identifying the Role and Responsibilities of the Training and Development Manager Position

This strategy will help company to hire a candidate for permanent job and will not require any recruitment cost for further recruitment for the same job until candidate resigns. Also this hiring will require a bond to be signed by the candidates to retain them for a specific time period. This will reduce extra cost of recruitment in near future for same job profile.

Advertisement of the recruitment reflects the company profile & desirability, also plays an important role in attracting the desired or suitable candidates. This recruitment plan includes only selected media for advertising purpose as the company is looking for the quality over the quantity. Therefore, only selected business newspapers and some business online media in the relevant field are selected for advertisement purpose. For this recruitment plan organization want an attractive draft for the advertisement and this plan provides the same, company expecting. This advertisement designed for this recruitment plan defines the required information about eligibility criteria and job responsibilities to filter the irrelevant job applications. Main motive of providing this information is to clear the job profile and ita responsibilities to the candidates to make for their own assessment to check their suitability for the job. This recruitment plan decide to advertise the below given draft as an invitation of application for the recruitment.

This recruitment plan follows a combined of multiple hurdles and multiple cut-offs process for the selection criteria of suitability of the candidates. In this process candidates will be assessed through different hurdles and separate cut-off will be made for further process. In this way candidates will be assessed for different situations which may arise in future and the cut-off process will ease the selection of relevant candidates only.

Hurdle process is selected to check their ability or working in different situations when company will need them to help the employees in the process of handling the crisis situations effectively. These hurdles will test their leadership and communication skills. This assessment will help the management to filter only suitable and desired candidates. Another process of cut-off is selected to differentiate each candidate based on their marks and assess only passing candidates at next level. This will make the recruitment process easy and effective. In this order candidates will be observed for different and will be given desired marks for their efforts and at last the total marks will differentiate each student based on their performance based on the whole assessment.

Essential Education and Experience Criteria for Training and Development Manager Candidates

Selection Decision Making Matrix

Table 1 Source by Author

Decision making selection matrix will be used to rate the candidates base upon their performance during the recruitment process. After the complete procedure candidates will be selected on the basis of scores secured by individual candidate.

Psychometric assessment of candidates describes their personality traits. These personality traits help recruiters to understand candidates thinking for company and other aspects related to company. In this process candidates will be assessed for some psychological tests like their expectations of salary and other benefits, their desirability for future working with company, their thinking about the company growth etc.

Interview is the most important assessment of candidates for suitable recruitment. Personal interview of candidate make it easy to understand their interaction face to face, for interviewers. For this process company should go for 4-5 well experienced mangers or directors of the company. For this process experience is the only requirement for interviewers in panel. These directors will be assessing the suitable candidate, to meet the job desirability and company suitability, to hire the passing candidates in different tasks and clearing all cut-offs set by the recruiters. In recruitment process there are some candidates referred by well recognised organizations. These candidates will be assessed through all other processes but interview will be important criteria for these candidates as the organizations are referring these candidates on behalf of their assessment or recognition.

Reference check plan

While hiring new candidates on references basis, it is very important to cross check the references. Sometime invalid references may be produced by the candidates and recruiters may select wrong candidate in this practice. To avoid any wrong reference selection this plan follow a reference check list. This check list includes steps to be followed for the right selection of suitable candidates only.

In this step recruiters will check the authentic details of the organization or institute whoever is referring the candidate. In this process recruitment executives will assess the referee details on their own to check who is the referee? Is it relevant to relevant to their requirement? Etc.

In this step recruiters will be asking some selected questions to crosscheck the right reference. These questions may be such as

1. What was the candidate’s job profile in previous organization or institute?
2. What was the salary of candidate, previous organization giving?

In this step recruitment executives will contact their previous employers or institutes in order to cross check the information provided by the candidates about their reference. This step will provide the authenticity of the references given by the candidates.

After following above three steps recruiters can easily assess the creditability of individual reference and will be able to select the right and suitable candidate.

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