Posted: August 2nd, 2022

Recruitment and selection

What choices you would use in a power point if discussing recruitment and selection for a company?

iNext – Recruiting Solutions for the Modern Organization

visit us online at www.inext.shoe or Facebook/inextrecruit

iNext
Recruiting Solutions
9393 Bestfind Trail

Nohweare, VA 23333

January 2, 2016

Dear “Student”:

It gives me great pleasure to invite you to join our team at iNext as our newest Professional Division

Recruiter!

I enjoyed meeting with you a few weeks ago, and I have heard only great things about you, your

experience, and your education at Saint Leo University from our Talent Management team.

We believe

you will be a great fit for the recruiting role.

I know you will have many questions as you begin your work with our organization. Please coordinate

with your Recruiting Manager after you finish your orientation week and begin your duties.

Congratulations! We’re glad you are joining us! Please don’t hesitate to let me know if my office can

provide any information or support.

Welcome!

Charlie

Findahyre

Recruiting Manager,

iNext Recruiting Solutions

www.inext.shoe

CC: Director of Recruiting, Southeast Region

http://www.inext.shoe/

http://www.inext.shoe/

iNext – Recruiting Solutions for the Modern Organization

visit us online at www.inext.shoe or Facebook/inextrecruit

Simulation Introduction and Instructions

Student, congratulations on your new position as a Recruiter with iNext, a large recruiting firm

based out of Nohweare, Virginia!

Your responsibilities will be directly focused on recruiting and company support for iNext in

several different functions, including:

 Creating Recruiting and Selection processes for client companies

 Negotiating Compensation Plans for client companies

 Planning, Implementing and Evaluating training programs for new recruiters

 Creating Performance Evaluations for client companies

You report directly to a Recruiting Manager at iNext.

You should create a presentation to address the following problems as you would present to your

supervisors.

Contact your instructor to confirm how many simulations are due for this course. You should

expect your presentation(s) to take about 10 minutes each, and you must do your best to address

all the issues in the situation(s) in the time allotted. The choice of visual aid is up to you and the

discretion of your professor. You will be graded on:

 Addressing all the issues in the simulation: did you propose a reasonable solution for the

problem(s)?

 Critical thinking: did you approach the issues from a Strategic HR perspective?

 Presentation Quality: did you create and deliver a professional presentation?

Contact your instructor to confirm how many points each presentation will be worth.

http://www.inext.shoe/

iNext – Recruiting Solutions for the Modern Organization
visit us online at www.inext.shoe or Facebook/inextrecruit

I – Recruitment & Selection

Your Supervisor came to you with 2 separate projects related to Recruitment and Selection:

From: charlie.findahyre@inext.com

Sent: Monday, January 11, 3:30 PM

To: Student

Subject: Recruitment Projects

Student, we have a couple of priority projects that we need you to get started on right away.

First, we need to recruit 8 new engineers for SIEFERT one of our biggest clients. SIEFERT is a large

industrial engineering company that manufactures large equipment & machines.

Your considerations should include:

 How to recruit candidates

 How to select the final candidates

 A realistic timeline for getting this done

Second, we need to find and hire a new CFO for Doule, Lamea, and Watson Services. DLW is an

investment company and this is a critical position for them.

Your considerations should include:
 How to recruit candidates

 Advising the hiring managers at DLW on how to select the final candidates

 How to make the offer

 A realistic timeline for getting this done

A couple of things to know:

Right now, all we need is a proposal for how these recruiting tasks should work so that we can

share them with our client companies.

Even though we recruit qualified candidates, in some cases (at DLW) our client wants to make the

final decision, while in others (at SIEFERT) they want us to make the decision.

Let me know if I can offer any assistance or answer any questions. Hope you’ll have something to

share at our next team meeting.

Yours,

Charlie

http://www.inext.shoe/

iNext – Recruiting Solutions for the Modern Organization
visit us online at www.inext.shoe or Facebook/inextrecruit

II – Compensation

From: charlie.findahyre@inext.com
Sent: Monday, January 11, 3:30 PM
To: Student

Subject: Compensation Help for Client

Student,

One of our clients wants to know what pay and benefits they should be giving to one of the job titles

we are recruiting for them. I thought I remembered you had some experience in food service, so

you might be a great fit for this assignment even though it is outside your usual recruiting

responsibility.

Pop’s Restaurants is looking at changing the compensation packages for its District Sales

Managers…these are the employees who check on restaurants in a particular territory to ensure

they are meeting their sales goals and remaining profitable for the company, and advising them on

how to increase sales, if necessary. As you may know, one of our other Recruiting teams is actively

looking for a District Sales Manager in the Central Virginia market for Pop’s Restaurants. I’d like

someone who is not affiliated with that team to give some feedback on what that position should

receive in terms of compensation and benefits. This will help us be more effective in our recruiting

efforts as well.

Could you put together some notes and share them with me and the Recruiting Manager of that

team to help advise our client?

A couple of things to know:

There are 18 Pop’s Restaurants in the Central Virginia district, all within 100 miles of each other.

If you choose to do a comparison with competitors, don’t forget to consider labor market, cost of

living and other external influences on compensation

Don’t forget to consider Non-Financial Compensation at Pop’s, including their recent “Best

Companies to Work For” recognition from US News.

Let me know if you have questions!

Thanks for taking this on!

Charlie

http://www.inext.shoe/

iNext – Recruiting Solutions for the Modern Organization
visit us online at www.inext.shoe or Facebook/inextrecruit

III – Training & Development

Your Supervisor came to you with a special training request:

From: charlie.findahyre@inext.com
Sent: Monday, January 11, 3:30 PM
To: Student

Subject: Training request

Student, since you’ve been doing so well with us, I would like to ask you to be part of the New

Recruiter Training Team. We like to get employees who have not been with iNext very long to

participate in training our newest recruiters…we figure you were in their shoes very recently, so

you’ll have a good understanding of their perspective. Additionally, we’ve gotten some negative

feedback about the old Training program for New Recruiters, so we’re revising the whole process.

I’d like to get your thoughts on what it is most important for new Recruiters to learn about iNext,

and I’d like you to put together a proposal that includes:

 How you would plan, develop and design the training?

 How you would implement the training (time, methods, location, etc.)?

 How you will evaluate the training to demonstrate that it has strategic value to iNext?

A couple of things to know:

The current program is 3 weeks long, and not very hands on, which a lot of our newer Recruiters

have said is too long and not effective.

We’ve had consistent problems with evaluation of our training programs…not enough time is spent

on showing how the training will impact the bottom line and add value to the organization.

Let me know if I can offer any assistance or answer any questions. Hope you’ll have something to
share at our next team meeting.
Yours,

Charlie

http://www.inext.shoe/

iNext – Recruiting Solutions for the Modern Organization
visit us online at www.inext.shoe or Facebook/inextrecruit

IV – Performance Evaluation

Your Recruiting Manager has asked for your help with an internal task:

From: charlie.findahyre@inext.com
Sent: Monday, January 11, 3:30 PM
To: Student

Subject: New Performance Evaluation Form

Hi Student,

We’ve gotten word that our corporate office is looking at changing the way they evaluate Recruiter

performance. I’m looking to get some feedback from some of the best recruiters on our team who

can make recommendations about how to craft a new performance evaluation form. Naturally I

thought of you.

I’d like you to create a performance evaluation form that reflects the right performance metrics we

should expect of our Recruiters. Would you mock up a performance evaluation process and share it

at our next team meeting? It might be something we could send to corporate to give them input

directly from our strongest recruiters.

A couple of things to know:

You can make any recommendations you want (being realistic) about how often performance

evaluation should happen

You should focus on very specific and objective goals that Recruiters should have

Meeting performance goals have always been, and will continue to be tied to bonuses and pay

increases

Let me know if you have any questions!

Yours,

Charlie

http://www.inext.shoe/

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