Sunrise Academy, a privately run technical college, has been operating now for four successful years. Executive Director Ron Phillips is responsible for overseeing the college. He has just been reviewing the latest enrolment figures and is pleasantly surprised again by the projected number for the upcoming school year
Sunrise Academy, a privately run technical college, has been operating now for four successful years. Executive Director Ron Phillips is responsible for overseeing the college. He has just been reviewing the latest enrolment figures and is pleasantly surprised again by the projected number for the upcoming school year. This will mean that a new professor will be needed in the business administration program. Ron picks up the phone and calls the director of human resources to start the process for drafting a job posting to advertise the position both internally and externally.
A week goes by and HR calls Ron to indicate that they have many applications available to be reviewed for potential interviews. Ron reviews the applicants, and a short list is developed and called for interviews. After a round of four “okay, but not spectacular” interviews, Ron was beginning to think they would never find a good candidate. However, the last interviewee, Rita Miller, turned out to be the successful choice and was subsequently offered the position. HR checked two references prior to offering Rita the position in writing. HR also asked Rita to bring an original copy of her Masters of Business Administration degree once it was received, as this degree was a requirement in the professor posting.
Rita brought a copy of her degree to HR within a week of being offered the position. HR’s policy is also to call the issuing institution to verify degrees. Things became busy in the department, so it was nearly two months later when someone finally checked Rita’s degree. The result indicated Rita’s degree was forged. HR called Ron with the news, and Ron has asked you to come in to help him decide what to do next.
1. Define ethics as it applies to HRM and define Privacy Protection as it applies to HRM.
2. Provide guidance for the College and explain relevant methods to be considered for hiring, recruitment, and selection
3. Assess Challenges and opportunities for Sunrise College hiring Process
Please answer this questions in brief, with argue and supporting words
and please answer 3rd question individually like challenges are like these and opportunities like these I’m giving you the sample answer here
· A vast pool of applicants without the right qualifications
When searching for applicants, provide specific details on the requirements, certifications, and training required for filling the job.
· Losing the applicants to competitors
In the recruiting world, connections are meaningful, and establishing business relationships takes time. There is still truth of that, but thanks to the availability of the jobs at the click of a button, applicants often interview the same way you are interviewing them.
· A delayed hiring process
Better have a strong candidate in mind for a position but are hesitant to the proceed because of a lack of experience, this can delay the hiring process. In turn, they are likely to lose the quality candidate to a competitor.
· Lack of branding
You may be working to hire employees for a fantastic company. But if the candidates have never heard of the company , dont have a robust online presence, you are less likely to find the quality candidates. As they are working to build your brand, think about working smarter, not harder.
The opportunities for Sunrise College are
· Switch Your Approach from Reactive To Proactive
To stay ahead of the competition, do the heavy lifting upfront by building and nurturing a talent pipeline of candidates who may be a fit for future roles. Implement a proactive recruiting strategy by preparing to meet hiring needs before a position opens. With engaged talent at your fingertips, quickly identify top candidates to fill requisitions.
· Create a proper Candidate Experience
A disjointed candidate experience can make it challenging to implement a consistent interview process and lead to applicant drop-off. Overcome this common challenge by developing a standardized interview and evaluation process that offers the same experience for every prospect.
· Recruiting Metrics for Identifying Opportunities for Improvement
Ask the recruiting team why something is done a certain way, do they say, that’s the way it’s always has done, Just because it’s the old way do notmean it’s the good way. Instead of repeating old practices, incorporate data into recruiting process in order to make strategic decisions based on key metrics.
· Gather Feedback from Candidates And Hiring Managers
The good way to improve recruitment operations is to gather feedback from those who interact with your hiring process the most candidates and the hiring managers. Ask the candidates to share their thoughts on hiring process length, communication