Ideal Recruitment And Selection Plan For Project Manager At PCL Construction

Identify Hiring Needs of the Organization

The current business scenario is very much challenging for the business organizations due to the reason that, they have to deal with more diverse factors compared to the business organizations a decade ago. One of the key determining factors for the business organizations is the selection of the new employees. The level and intensity of the competition that are faced by the business organizations in the present time cannot be dealt without having proper and right employees in place with having right level of skill sets (Aziri, Zeqiri & Ibraimi, 2014). Thus, the process of recruitment and selection should be effective and efficient enough in order to have right employees with right level of skills in right place.

However, there are various steps to be followed in the process of having an effective plan of recruitment and selection in the organization. These steps involved various areas, which are to be covered and should be full proofed. An ideal plan of selection and recruitment would be the one, which will attract maximum number of potential candidates with having maximum reach (Klotz et al., 2013). Along with this, it will have effective assessment plan in order to assess the potential candidates properly and certain budget allocated for the interview process.

This report will discuss about the ideal recruitment and selection plan for project manager for PCL construction. PCL construction is one of the leading groups of construction companies in Canada with having their market presence in North America, Australia and Caribbean regions (PCL Constructors, 2018). They are in the need of a project manager who are having professional experience in construction field and who can look after the execution of their different projects. In accordance to this need, this report will discuss about each of the elements of an ideal recruitment and selection process, which will help in selecting the most eligible candidate for the given post.

• One of the key factors is the source of recruitment stated by the company. There are various companies who recruit new employees from the internal sources. For instance, employee reference program is being initiated. On the other hand, external sources are also being used by some other organizations by catering to huge number of potential candidates (Muscalu, 2015). Thus, before creating the recruitment and selection plan, it is important to determine whether the particular organization is opting for internal or external sources.
• Another important factor is the budget allocate for the process of recruitment and selection. This is due to the reason that, the more will be the fund allocated, the more effective will be the process by having latest instruments to determine the quality of the candidates and vice versa.
• Supply and demand of the employees in the market is also an important factor. This is due to the fact that, if the demand of the employees in the market is more compared to the supply, then the process of recruitment and selection should be made easier in order to have more pool of talents (Collings, 2014). On the other hand, more supply of the employees will help in effectively filtering out the ineligible candidates and assessing them more extensively.
• Goodwill of the organization will also determine the effectiveness of the recruitment and selection plan due to the reason that, if the organization is having positive and huge brand value in the market, then the recruitment of the new candidates will be easier. Potential candidates can be easily attracted by the brand value (Leekha Chhabra & Sharma, 2014). On the other hand, having less goodwill in the market will judge the effectiveness of the recruitment and selection plan. 

Identification of the organizational needs 

The first step in the recruitment and selection process is the identification of the hiring needs of the organization. In this case, PCL construction is having the need of the project manager. Hence, in accordance to this, the following steps will be followed (Zaharie & Osoian, 2013). Moreover, this step also involves the determination of the expectation of the organization from the candidates along with the benefits and compensation to be provided.

 Designing the recruitment plan

Plan and Schedule Recruitment and Selection

The next step involves the planning and scheduling of the recruitment process. In accordance to the organizational expectation, the entire recruitment and selection plan will be designed in this step (Elving et al., 2013). This step also includes allotting the human resources in different steps of the process.

Promotion of job advertisements 

Job advertisement is important in order to communicate the job vacancies to maximum number of potential candidates. Effective promotion of the job advertisements helps in having large pool of talents for the interview process (Ahsan, HO & Khan, 2013). Thus, the organization will have more options to choose from. Job advertisements should be designed in such a way that it will create positive impression among the potential candidates and it should be communicate through maximum number of mediums possible.

Job description is important due to the reason that, it helps the potential candidates in having the fair and brief idea about the roles and responsibilities of the particular job before applying for it (Verboncu & Zeininger, 2015). In the case of the PCL construction, job description will be loaded with requirements of the post of the project manager. Candidates comfortable with it will apply for the job.

This is one of the most important steps in the entire recruitment and selection process. This is also the basic step in filtering the applications. In this step, the applications being received will be gauged against the benchmarks set by the organization. Eligible applications will be forwarded for the next step and the ineligible ones will be withdrawn from the process. Thus, the first round of the filtering process will be completed in this round.

This step involves the preliminary round of the final interview process. Candidates will be approaches by phone call in order to gather an initial idea about them. Moreover, talking with them directly will help in identifying any potential gaps or strengths of the candidates and in accordance to that; they will be called for the final round of interview (Temple & Lagzdins, 2014). The date and time of the final interview will also be communicated to the candidates in this step itself.

Prior to the final interview, shortlisted candidates from the initial interview process will be given some sort of practical tasks in order to determine their practical knowledge and how they can apply their domain knowledge in practical situation (Morelli et al., 2017). Moreover, this step will also help to identify the approach of the candidates in doing the particular job along with adhering to the organizational rules and regulations. This step is being added due to the reason that, only the interview process will not be able to determine the practicality of the candidates.

Job Advertisement

This is the most important and key step in the entire process of recruitment and selection. Final interview will be done with the shortlisted candidates from the previous steps. Moreover, final interview will be done in phased manner and will involve different assessment tools (Kristensen & Ravn, 2015). These assessment tools will be discussed in the following sections of this report. However, the process will be stringent in order to identify the most eligible one from the selected talent pool. The reference check of the selected candidates will also be done in this step.

This step will involve offering of the job offer letter to the selected candidates inviting them to join the organization (Reicher, 2013). The offer letter will have all the details of the employee rules and regulations along with the benefits to be received. Accepting the job offer will followed by hiring the candidates in the organization.

This is last step in the recruitment and selection process. This step includes welcoming the newly selected employees in the organization and makes them feel accustomed and comfortable in the new environment (Shahid & Azhar, 2013). Moreover, induction program will be initiated in order to train them according to the organizational need and made them equip to deal with the new challenges. 

The job description will be divided in parts in order to communicate with the potential candidates in more effective way. Moreover, the design of the job description should properly elaborate the duties and responsibility of the post to the potential candidates.

PCL construction is looking out for experienced project manager for one of their facility in Canada. They will be responsible for dealing with the key projects of the client.

• Designing the project plan and evaluating them with timely progress report.
• Responsible for the availability and seamless flow of the resources in different departments.
• Coordinate and manage all the internal and external stakeholders in completing the projects.
• Scheduling the project and ensuring the timely completion of the project.
• Allocation of the funds and preparing budgets of the projects.
• Initiation of the risk management activities in order to prevent any mishaps in the process.
• Coordinating with the subordinates and superiors effectively.

• Candidates are expected to have educational qualification in the computer science or computer engineering.
• They should have practical knowledge about the project management.
• It is expected that the candidates will have knowledge in construction market and trend.
• Professional experience in the related fields in more than 3 years is preferable.
• Should have favorable technical competencies in latest technologies and software.
• Knowledge in computer is also expected.
• Ability to manage number of subordinates and is comfortable in team building and team based work.
• Strong verbal and written communication skills.

Advertising the job vacancies is important due to the reason that, effectiveness and proper mediums of the advertisement will determine the attractiveness of it among the potential candidates and wider reach in the market (Kim, Warga & Moen, 2013).

• Company websites will be used as the primary medium of advertising the job vacancies. A separate career section will be added in the official website of the PCL construction, where all the current and upcoming job vacancies will be posted. Moreover, options will be given to the candidates to submit their resume in the portal without selecting any particular job role. It will help in enhancing the candidate database, which will help to search for potential talent in future (Gully et al., 2013). Advertisement for the role of project manager will also be posted in the official website along with all the requirements.
• Online job portals will also be used in order to reach out to maximum number of audiences. In the current time, there are various popular online job portals present in the Canadian market (Ollington, Gibb & Harcourt, 2013). Posting of the job description in these online portals will help in attracting huge number of applicants. Contact details will also be provided in order to enable the candidates for further guidance.
• There are some sorts of recruitment oriented social media platforms, which can also be used in advertising the job vacancies for the project manager (Sivertzen, Nilsen & Olafsen, 2013). Social media sites such as LinkedIn will be perfect for this job. Posting of the job vacancies will also attract huge traffic of the potential candidates. This is due to the reason that, social media is having huge market penetration in the current time with millions of actives users (King, O’Rourke & DeLongis, 2014). It will also help in determine the employment trend in the market along with comparing the job descriptions with the competitors.

• Internal job postings and employee reference program will not be used in this case. This is due to the reason that, post of the project manager belongs to the upper level management. On the other hand, employee reference program is applicable for the recruitment of lower level employees. Moreover, it is also not recommended that, upper level managers should be recruited from the reference of any existing stakeholders.
• College placement programs will also not be promoted. This is due to the reason that, only experiences candidates are expected and college placement programs will only provide fresher.

	First 15 days	Next 15 days	Till end
Company website
Online job portals
Social media platforms

Company website will be first used for the first 15 days in order to gain the exact candidates. This is due to the reason that, candidates those who are visiting the website of PCL construction are obviously having the interest in the sector. The next 15 days will see the addition of the online job portals. This will further increase the reach of the advertisement. Both the mediums will be active in this phase. After the first 30 days, social media will be used in order to fetch the rest batch of the probable candidates. At this point of time, all the three mediums will be used. The timeline is being designed according to the effectiveness of the mediums in attracting right talents (Schulz, Maas & van Leeuwen, 2014).

Job Description

Project manager, REF. ID: PC209

REF: PC209

PCL construction is one of the leading construction companies in Canada. They are having number of construction companies under their brand. Currently PCL construction is having their presence in the Caribbean, American, Canadian and Australian market.

An attractive opportunity is waiting for the potential candidates to build their career in one of the fastest growing sector in the current stage. A highly energetic and dynamic team is waiting to for the candidates to work in an employee friendly and safe working environment. 

Project manager will report directly to the regional head of the PCL construction. He will be responsible for managing different projects at once. It is expected that you will be expert in handling the projects with having experience in different technologies and regulations. Your prime responsibility will be to regulate and control the cost along with managing the risk of the projects. You will also be responsible for the fund allocation and budget of the projects.

You will be supported by favorable compensation including attractive and best in the industry salary, flexible working schedule and extensive career growth opportunities.

If you think that you are the ideal person to take up this challenging role, then we are ready to welcome you on board. Please send your resume to, Rick Hodgson, manager, HR department by stating the reference id as subject on [email protected]@gmail.com.  

Job Advertisement Budget for Project Manager
Components	Price for a month	3 months deadline to fill the post
Online Advertising
Job sites	$               2,000.00	$                       6,000.00
		$                                    –
Social media advertisings		$                                    –
LinkedIn	$               1,000.00	$                       3,000.00
Other social media	$               2,000.00	$                       6,000.00
		$                                    –
Placement agency fees	$               1,000.00	$                       3,000.00
		$                                    –
Partnerships with Communities	$                   450.00	$                       1,350.00
		$                                    –
Internal marketing	$                   200.00	$                           600.00
Total:	$               6,650.00	$                     19,950.00

A budget can be described as a calculation of the total expenses that may be incurred for achieving a specific task or a project. The job advertising is considered to be one of the most crucial budgets present in the organization. Through this budget, an organization targets to recruit a new employee thereby seeing to it that the company gets the right candidate.

As seen from the above plan, the organization has targeted various sources of advertisement for its post. These sources are online where the job sites and other related websites are included. These websites who display the requirement of the company tend to function a click basis.

The organization has also left the option of internal hiring open and forecasted a budget of 200$ for the same. Amongst these, job agencies are the most expensive because it is backed by the guarantee of the agency and the internal advertising is the least expensive as it is within the company. A three month budget has been given.

Application Screening

Assessment plan is important in the recruitment and selection process due to the reason that, it will help in gauging the qualities of the candidates to the standards set and expected by the organization (Bellotti et al., 2013). The more standards will get matched, the more will be the probability of the candidates to get selected.

• It is important to check the practical knowledge of the candidates about how they can take up the challenges in real world situation. HR Avatar software will be used in order to provide the real world simulation to the candidates.
• It is also important to examine the communication skill of the employees. Skillsarena software will be used in this case.
• Codility will be used in order to determine the technical knowledge of the candidates.
• Wonscore can also be used in order to determine the leadership skills of the candidates and how they can manage their subordinates in the workplace.

The assessment results of all the candidates will first be compared in order to identify the top ones who are ahead of others (Townley, 2014). These candidates will be judged on the basis of the organizational benchmark. The shortlisted ones will be reference checked and will be selected for the final round of interview.

Resume screening matrix will help in identifying the key aspects of judging the candidates against the organizational standards. This will help in determining the qualities of the employees against the standards and also their competencies over others (Burns et al., 2014). A total score will be given to the candidates. Those with having the highest scores will be eligible for the further rounds.

Assessment summary matrix is another effective tool to select the right candidate. This refers to the summarizing the results of the assessment tools used in the previous rounds and scoring them for the individual candidates. The candidates with having highest score will obviously the most eligible for the further round.

	HR Avatar	Skillsarena	Codility	Wonscore	Total Score
Name 1
Name 2
Name 3
Name 4
Name 5
Name 6

Sample of assessment summary matrix

Interview schedule 

	Start time	End time
Pre-interview process	9.30 AM	11.30 AM
Break	11.30 AM	12.00 AM
During-interview process	12.00 Noon	2.00 PM
Break	2.00 PM	2.30 PM
During-interview process	2.30 PM	4.30 PM
Break	4.30 Pm	5.00 PM
Post-interview process	5.00 PM	6.30 PM

Situational questions

1. Brief a situation where you have to work with some difficult co-workers. This question will identify the communication skills of the candidate along with his problem solving skills. His ability to take responsibility will also be determined.
2. Brief a situation of working in tight deadline.This will help to determine the ability of the candidate to take pressure and how effectively he can put off them. Moreover, his smart skills will also be determined about he worked on tight deadline successfully.

BDI questions 

1. How you initiated multi-tasking in your previous organization? This will help in determining the multiple skills of the candidates. Moreover, their managerial skills and coordinating ability can also be determined.
2. How you will deal with the differences in teamwork? This will help in determining the leadership skills and motivating power of the candidates. Their knowledge of how to influence others can also be determined.

Overall interview rating scale will be used in rating the candidates. This will provide more freedom to the interviewers in questioning the candidates. This scale also helps in judging the skills of the candidates against the given standards. Candidates will be given ratings on the basis of Outstanding, Very good, good, average and unsatisfactory. 

Reference check questions

Reference questions are important due to the reason that checking the background of the candidates in order to determine their honesty is important before taking him on board. The reference check questions for PCL construction are.

• Why the candidate leaved his previous job?
• What was his designation in previous job?
• When he joined and leaved the previous company?

Conclusion

Thus, from the above discussion, it can be concluded that, the recruitment and selection plane being discussed and designed in his report will help PCL construction in having right employees in right place. This report discussed about the steps to be required in the recruitment and selection process. In addition, the questions to be asked in the interview are also discussed in this report. Different assessment tools based on different skills of the employees are identified. This will help in effectively determining the qualities of the candidates. The script for the job advertisement is also discussed and it is expected that it will attract the right set of the potential candidates. 

Initial Screening

References

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