Factors influencing recruitment and Pre-employment screening tests

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CASE STUDY

Steven and Associates Recruitment and Selection Consultants

Background and Expertise

Dan Stevens established Stevens and Associates Recruitment Consultants (SARC) in 2000 and by 2020 the company had become one of the most successful consulting groups in Calgary. Dan believes that the main reason for the company’s success is a collaborative effort that the consultants use to help clients resolve their problems. Dan believes that this “team effort” invariably produces a better outcome for the client.

SARC’s clients are primarily midsize private sector companies. The company’s areas of expertise include international recruitment, the candidate experience, the multi- dimensional performance model, emerging trends in recruitment and selection, workplace diversity and inclusion, recruitment audits, and applicant screening tests for senior level positions. In March 2020, Stevens and Associates added a new line of business - helping individual clients to “get hired”.

The following clients sought the assistance of SARC in October 2020.

Wallace Entrepreneurs Ltd.

Jane Wallace is the CEO of Wallace Entrepreneurs Ltd. She has successfully overseen the creation of various companies in Alberta and now wants to establish companies in other countries beginning with France. She wants to learn about five major recruitment- related challenges that she is likely to face in expanding to France and a strategy for addressing each of these five challenges.

Alberta Oil and Gas

Leonard Smith was hired as the CEO of Alberta Oil and Gas in March 2020. One of his goals for 2021 is to have a more diverse and inclusive workforce. In order to achieve this goal, he plans to establish a new position, Diversity and Inclusion Specialist. His requirements for this position are as follows - fulltime, located in Calgary and with a start date of January 2021. He indicates that Stevens and Associates will need to complete a salary survey and recommend a salary that will be 10% higher than that of similar positions. Leonard also indicates that Stevens and Associates should use the company’s template for creating the job description. He provides this. He also wants the Consultants to prepare a unique job posting for the position and to create examples of behavioural descriptive, situational, experience-based and unstructured questions that could be used for interviewing the short-listed applicants for the Diversity and Inclusion Specialist position.

Wilson Pharmaceuticals

Jeff Wilson is the Director of Recruitment at Wilson Pharmaceuticals. He tells the consultants that he recently read an article about the increasing importance of he

Comprehensive Assignment – HRES3274 002 – Fall 2020

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“candidate experience”. He indicates that he wants to implement a training program - the Candidate Experience – at his company. The topics in the training program will include an explanation of the candidate experience concept – i.e., what does it mean, three reasons why companies consider the candidate experience to be important and four ways that an organization can benefit from prioritizing the candidate experience as a strategic initiative.

Wagner Industries

Bill Wagner is the owner and CEO of Wagner Industries, a company that specializes in home renovations. The company’s revenue in 2019 was $10 million dollars. Joan Smith is the Director of Recruitment and Selection The company is rapidly expanding and Bill is aware that workplaces are becoming more diverse and inclusive. He and Joan have been successful in establishing a diverse and inclusive workforce,

Bill is certain that there are other changes in the internal and external environment of organizations in recruitment and selection that he and Joan should be aware of since they could affect the company’s recruitment and selection practices. He wants the consultants to identify five factors (other than the movement to have a more inclusive and diverse workforce) that are likely to impact hiring practices in the coming years and to summarize how each of these factors could impact Wagner Industries - i.e. would the factor make recruitment and selection easier or more difficult.

Tots and Toddlers Clothes

Joan Chan is the president of Tots and Toddlers Clothes, a company that specializes in the manufacture, distribution and sales of “high-end children’s clothing”. In September, 2020, Charles Webster, the Director of Human Resources indicated that he would be retiring in January 2021. Charles has been an outstanding employee and Joan wants to make certain that his replacement will be equally effective. She wants the consultants to recommend three applicant screening tests that could be used to assess the shortlisted applicants for the Director of Human Resources position.

Mary O’Leary

Mary O’Leary is 23 years old and wants help in getting a job. She graduated from the University of British Columbia in 2019 with a major in Business. While in school, Mary held a part-time job as a server at Boston Pizza. Since graduating, she has applied for more than 100 entry level management jobs. The majority of these jobs were posted on sites such as Indeed, Workopolis, Jobrapido and Simplyhired. She has had two interviews but was not offered a second interview. She wants the consultants to help her find a job.

Calgary Information Technology Partners

Daniel Winters is the Director of Operations at Calgary Information Technology Partners Inc. The company has identified a need to use a multi-dimensional model of job

Comprehensive Assignment – HRES3274 002 – Fall 2020

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performance for assessing the performance of its management staff. He asks the Consultants to create a multi-dimensional model of job performance for the Director of Marketing position.

Stadnyk Natural Gas Limited

John Reilly is the Director of Talent Management at Stadnyk Natural Gas Limited. He reports to Anne Smith and recently they met to discuss performance goals for the coming year. During their discussion, Anne indicated that one of John’s performance goals for the coming year would be to create and complete a recruitment audit process for Stadnyk Natural Gas.

Comprehensive Assignment – HRES3274 002 – Fall 2020