Staffing Plan (Company) Staffing Plan

Determine how many people need to be hire and in what functional areas:

The company plans to hire 11 new people in the following departments respectively

in manufacturing,

in operations,

in customer service,

in finance and accounting.

A plan to hire or appoint specialists for the clinic.

Right person for the right job can be hired if the hiring agents are clear about the duties and responsibilities of the position for which hiring is required. It is possible through designing an effective job description. An effective job description is comprehensive in nature and provides clear guidelines about required qualification set. The activities of screening all potential employees, deciding interview panel, questions and final selection criteria stem from effective job description (Sullivan, 2004).

Finalising a job description is a complete science and requires specialised skill set assumingly possessed by human resource professionals. It may be drafted by concerned department but a human resource professional must vet it before it is posted. Certain changes can be made in the job title as well, but this all amendment must be carried out before positing the job at final display (Sullivan, 2004).

Regardless of the nature of job and duties to be performed, the probability of attracting the best candidate can be increased through posting job vacancy in an attractive manner. It is achievable through using catchy words, impressive style and persuasive tone (Sullivan, 2004).

As vacancy is identified, recruitment sources must be planned. Internal recruitment is the most effective form of hiring which is underestimated in many organisations. As organisations are becoming modern, their workforce is becoming more diverse. Managing diversity is an important function these days and must be incorporated right in the hiring plan. Internal recruitment cannot only save time and cost, but also maintain the level of diversity in the organisation (Stephanie, 2000).

A screening criterion should...

All candidates that are interviewed would thus match a required competency level as depicted through their cover letters and resumes. However, the same screening criteria must be utilized to judge all applicants as well as taking into account the Commonwealth's commitment to form a talented workforce reflecting diversity (Stephanie, 2000).
The foremost duty of every selection process is to select the most competent applicant for the opening. To further assess the compatibility of candidates, formal and in-depth employment interviews are conducted, preferably through having a number of interviewers. In ideal circumstances, a team consisting of 3 to 5 interviewers should be enough to provide a broad perspective, and eventually, the quality of that broader perspective ultimately depends upon the diversity in the interviewing team (Stephanie, 2000).

Interview questions are designed to learn further about the work experience, knowledge, skills, abilities, management style professional goals of the applicant from different perspectives. Furthermore, they provide ideas predicting the applicant's motivation and the experience in working efficiently with other colleagues. Performance in the past is a great predictor of likely performance in the future (Stephanie, 2000).

What is the correct process for developing effective interview questions? First and foremost, good and detailed job descriptions are crucial. A set of questions can be compiled using aspects such as skills, special characteristics, and knowledge of the subject considering the particular job description. Questions should:

• Accurately judge the knowledge, ability and skills required for the job.

• Seek to assess only the prerequisites for carrying out important activities of the particular job.

• Not be at all grounded on the knowledge, abilities and the skills that are to be acquired during the job.

• Not be entirely focused on particular agency rules and regulations as candidate is typically…