Strategic Recruitment and Selection Plan for an Online Instructor Position
Abstract
<p>Student Name</p> <p>Institutional Affiliation</p> <p>Instructor's Name</p> <p>Course</p> <p>Date</p> <h2>Strategic Recruitment and Selection Plan for an Online Instructor Position</h2> <p>Human resource management is responsible for examining all the issues relating to a particular position within the company that relevant and qualified people should occupy. The recruitment and hiring process involves a series of activities to ensure the company hires the best candidate for the job (Dessler, 2020, Unit 5). The effectiveness of the process relies primarily on the planning management implements in its efforts to hire the best candidate. Therefore, it is very critical for the company to prepare a comprehensive hiring plan that will yield the best results. In hiring an online instructor for this course, the plan will involve a series of steps ranging from job planning to candidate hiring.</p> <h2>Employment Planning and Workforce Forecasting for Instructional Needs</h2> <p>The first step in the hiring plan of an online instructor is employment planning and forecasting (Dessler, 2020, Unit 5). In this step, human resource management will identify the hiring needs and the skills gaps that the existing personnel cannot address. In addition, the administration should focus on student capacity growth, instructor turnover, and expected promotions (Harver, 2021). By doing so, management will determine the need to hire an online instructor for this course, which will address both current requirements and future needs. The second step is building a pool of candidates. Management will create a hiring calendar and determine the tools needed for a competitive and manageable hiring process (Dessler, 2020, Unit 5). Interested candidates will then be able to complete application forms indicating their interest in the online instructor position.</p> <h2>Candidate Screening, Interviewing, and Final Selection Procedures</h2> <p>Furthermore, the human resource team will establish a process for hiring candidates, which will entail screening applicants. Using screening tools such as pre-hire tests will help evaluate a large number of candidates (Dessler, 2020, Unit 6), thereby reducing the number of applicants. After the screening process, supervisors will interview the remaining candidates to identify the most suitable individual. The interview process also helps facilitate background and reference checks on the candidates (Dessler, 2020, Unit 7). After the interviews, the institution will hire the best candidate to become the adjunct online instructor for this course.</p> <h2>Reference List</h2> <p>Dessler, G. (2020). <em>Human resource management</em> (16th ed.). Pearson International Edition. Unit 5: Personnel Planning and Recruiting.</p> <p>Dessler, G. (2020). <em>Human resource management</em> (16th ed.). Pearson International Edition. Unit 6: Employee Testing and Selection.</p> <p>Dessler, G. (2020). <em>Human resource management</em> (16th ed.). Pearson International Edition. Unit 7: Interviewing Candidates.</p> <p>Harver. (2021). <em>11 steps to developing a scalable hiring plan [2021]</em>. Harver. Retrieved from https://harver.com/blog/recruitment-plan/</p>