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    HMRG 3305 Recruitment and Selection - Assignment One

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    Rhebeka Costa

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    HMRG 3305 Recruitment and Selection - Assignment One

    Uploaded by

    Rhebeka Costa
    9 views4 pages

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    HMRG 3305 Recruitment and Selection_ Assignment One

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    9 views4 pages

    HMRG 3305 Recruitment and Selection - Assignment One

    Uploaded by

    Rhebeka Costa

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    HMRG 3305 Recruitment and Selection: Assignment One

    Creation of Job Profile Using Competency Model

    Job profile for Administrative Assistant

    Avenue Auto Glass is a small glass shop in Vancouver that works with repairs and
    replacement of glass windshields, door glasses and backglasses. This job profile is for the
    role of Administrative Assistant in the shop. Duties include talking to customers, organizing
    documents and communicating with other members to ensure jobs are done properly and in a
    timely manner. It is also necessary to have some background knowledge about glass. Due to
    the fact that this is a small company, there is only one position for this job. The person in this
    job responds to the manager (and owner) of the shop, who supervises and also helps in all
    activities. All other employees are glass technicians.

    1. Choose a work or worker oriented approach. Clearly identify what method you
    intend to use and why.

    We chose the worker-oriented approach because it recognizes that employees are the
    most valuable assets in an organization and play a crucial role in several ways such as
    attracting and retaining talent, greater employee engagement, reduced turnover, increased
    productivity among others. This approach meets the company's objective of creating a
    stronger, positive organizational culture where employees feel a sense of belonging and
    shared values.

    2. Develop an itemized plan as to how you would proceed with the analysis for this
    position: what steps you will take, what methods you will use to attain data (and
    why), how you will assess and compile the data etc. If choosing the interview
    method, describe your process for conducting the interviews, who you would
    interview, what questions you would ask and why).

    Step 1: Pre-Analysis Preparation

    ● Objective: Prepare for the analysis process.


    ● Methods:
    ● Review the job profile and competency model for the Administrative
    Assistant.
    ● Define the objectives of the analysis, including identifying the most suitable
    candidate based on the competencies.
    ● Data Compilation: Compile and familiarize yourself with the job profile,
    competency model, and analysis objectives.

    Step 2: Identify stakeholders

    ● Objective: Identify the main stakeholders for the analysis process.


    ● Methods:
    ● Identify who will be involved in the selection process, including HR personnel
    and relevant department managers.
    ● Communicate the objectives of the analysis and the skills crucial to the role.

    ● Data compilation: Maintain a list of key stakeholders and their roles in the analysis.

    Step 3: Candidate Screening

    ● Objective: Screen potential candidates to identify qualified individuals.


    ● Methods:
    ● Review resumes and applications to shortlist candidates.
    ● Create a shortlist based on the qualifications and experience outlined in the job
    profile.
    ● Data Compilation: Maintain a list of shortlisted candidates.

    Step 4: Competency-Based Interviews

    ● Objective: Assess candidates’ skills through structured interviews.


    ● Methods:
    ○ Conduct competency-based interviews with shortlisted candidates. Select
    interviewers based on your understanding of the competencies. Prepare a set
    of standardized, competency-specific questions related to the key
    competencies mentioned in the job profile.
    ● Data compilation: Record interview results, including responses to
    competency-based questions, observable behaviors, and assessments.

    Competency-Based Interview Questions:

    Communication skills:
    “Can you provide an example of a time when you effectively communicated a complex idea
    to a non-technical audience?”
    "How do you handle challenging communication situations, such as providing difficult
    feedback?"
    Organizational skills:
    "Tell us about a project where you had multiple tasks and tight deadlines. How did you
    manage your time and prioritize your work?"
    "Can you describe your approach to keeping track of important tasks and ensuring nothing
    gets forgotten?"

    Customer service:
    "Could you share an experience where you successfully resolved a customer's issue or
    concern? What specific steps did you take to address their needs, and how did your actions
    impact the customer's perception of our service?"
    "Describe a time when you had to handle a dissatisfied or upset customer. How did you
    empathize with their situation, and what actions did you take to turn their negative experience
    into a positive one?"

    Planning and Organization:


    "Can you provide an example of a time when you demonstrated exceptional planning and
    organizational skills to successfully complete a complex project or task? Please walk me
    through the situation, your specific actions, and the outcome."
    "Tell me about a situation where you had to juggle multiple priorities and tight deadlines.
    How did you prioritize your tasks, and what strategies did you use to stay organized and meet
    your objectives?"

    Step 5: Assessment and Scoring

    ● Objective: Evaluate and score candidates based on their answers to


    competency-based questions.
    ● Methods:
    ○ Evaluate candidates' responses for each competency, assigning scores based on
    observable behaviors. Use a standardized scoring system, if applicable, to
    ensure consistency.
    ● Data compilation: Compile assessment scores and qualitative feedback on each
    candidate's interview performance.

    Step 6: Selection and Decision Making

    ● Objective: Select the candidate who best aligns with the skills and profile of the role.
    ● Methods:
    ○ Review assessment data and conduct a decision-making meeting with key
    stakeholders.
    ○ Select the candidate who demonstrates the best match to skills.

    Step 7: Offer and Onboarding

    ● Objective: Extend a formal job offer to the selected candidate and ensure a smooth
    onboarding process.
    ● Methods:
    ● Provide the selected candidate with a formal offer letter.
    ● Coordinate with HR and IT departments on integration logistics.
    ● Data compilation: Maintain records of offer letters, candidate acceptance, and
    onboarding activities.

    3. Develop a Competency profile that can be used for the purpose of selection for
    this job/position (make sure that they are relevant to the position).

    Competency profile for Administrative Assistant

    Organizational Records bills and Ensures critical Manages payment


    skill payments by goals are met by deadlines by
    accurately prioritizing precisely keeping
    creating entries on assignments track of the
    the company’s effectively. company’s
    required software. calendar.

    Communication Creates written Listens actively by Tailor


    correspondence by asking questions to communication to
    articulating ideas clarify and verify specific audiences
    clearly and understanding. by using analogies
    concisely. and visual aids.

    Customer service Assists customers Ensures effective Conveys a positive


    in resolving communication with attitude when
    problems by customers by using interacting with
    applying active non-technical customers and staff
    listening skills and language skillfully. by greeting them
    using specialized and addressing
    knowledge. inquiries
    courteously.

    Planning and Ensures work is Maintains high Mitigates risks by


    Prioritization completed in a responsiveness in anticipating
    timely manner by administrative problems related to
    coordinating services by the order and
    multiple demands re-adjusting delivery of glass
    in the office and priorities to respond windows.
    with the glass to changing
    technicians. demands.

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