ACME company is seeking new management who can lead the company to success.

The new manager

should effectively communicate with all team members while steering the company in the right

direction towards the vision. Currently, the company has many unresolved issues that require

immediate attention. In addition, the goal of ACME company is to have a healthy work atmosphere.

Therefore, we need a specific type of person who seeks the best interest of the company and each staff

member. Therefore, is it essential for our recruitment teamto strategically employ the best supervisor

who not only leads but becomes a part of the ACME family. The paper will provide the strategic steps to

the Hiring and Selection Process.

Job Description

ACME Company is a production company needing the services of a supervisor to fill a vacancy.JOB TITLE:

Filling, Packing, and Labeling supervisor.The job description is for the supervisor's position. This person is

responsible for supervising and coordinating the activities of the workers in the filling, packing, and

labeling section of the ACME Company. Highlighted below are other responsibilities of the supervisor

1. Set work targets by developing SMART Business Objectives for employees

2. Ensure employees understand and meet set targets to achieve the company company's overall goal.

3. Supervise and coordinate the activities of the employees towards achieving the objectives of the

company.

4. Arrange work schedules, work hours and meet deadlines.

5. Responsible for Coaching, Mentoring, and motivation of subordinates.

6. Ensure employees comply with Health Safety and Environment regulations guidelines.

7. Must observe employees' performance gaps and recommend appropriate training to bridge the gap
.8. Carry out a timely review and modify work methods and operational procedures to meet global

challenges.

Applicants to this vacancy must have the following but not limited to these qualifications:

1. Applicant must be a college graduate with good communication skills and be computerliterate—

proficient in Excel software.

2. Must have a previous relevant work experience

3. Must be self-motivated

4. Must be a team player, with good leadership skills, reliable and trustworthy.

5. Must have energetic and able to work and keep a positive attitude in a fast-paced work environment.

Recruitment Plan

Overview

Recruitment entails finding and attracting qualified people to apply for specific vacancies. (Ekwoaba,

Ikeije, & Ufoma, 2015, p. 24) According to Stanier, a recruitment plan is a collection of strategies

covering all aspects of the hiring process. These aspects include recruitment goals, headcount planning,

ideal candidate profiles, employee value proposition, recruitment marketing plan, candidate selection

process, onboarding process,tools and technology, and recruitment budgets. The HR department of

ACME will be responsible for formulating a recruitment plan

strategy

in this case, ACME is in an urgent hiring situation since Ron is leaving in a month and offered to train the

new employee. This situation necessitates the use of all available channels to find a suitable candidate

as soon as possible

Review and Revise the Job Descriptions

ACME HR department must post the job advertisement with all relevant details, (learn from the

university.com, n.d.)

Full name of the organization, its physical address, and the nature of its activities.

• Job title and its objectives.

• Details of important tasks involved.

• Important personal qualities required

.• Information on salary and other benefits.

• Deadline of application

In the job advertisement, the HR personnel who oversees the recruitment process must include

information on application procedures and documents required. (Joshi, 2013). We are looking for a post-

secondary education candidate with a bachelor's degree in Business Administration, equivalent or

related field, 3 + Years previous supervisor experience, excellent technical and non-technical skills

Determine the Recruiting budgets

Due to the urgency of hiring, ACME needs to increase the hiring budget to utilize all channels available.

The hiring process costs include internal job postings, external career site job postings,social media job
postings, and external recruiting partners (Bika, 2019). All these sites and channels will incur a certain

amount of expense.

Salary and Benefits

According to salary.com, “the expected range for operations supervisors for manufacturing in the USA

ranges from $45,000 to $80,000”. Therefore, ACME would need to determine what salary range to start,

and attracting the right candidate is easier if the salary and benefits are competitive

Marketing Strategy

For this position's marketing strategy, the company should utilize an internal referral program by

employees. If their candidate was selected and passed the probationary period, the employee who

referred the candidate will be given a bonus of $1000. Due to the short time frame, utilizing external

recruitment will help advertise the job and vet the applicants. ACME also should advertise on the

company website, the intranet job site, newspapers, advertising platforms, job-related social media

LinkedIn, and significant career sites like CareerBuilder.

selection Process

The selection process will start after the end of the deadline for the job advertisement. The selection

process can be costly in terms of employee hours (Suttle, 2019). However, picking the right candidate is

crucial for this position. To assist with this process, we use multiple methods tohelp decision-making

(Ekwoaba et al., 2015). Vulpen stated his seven selection processes to attempt to streamline the

decision process.

1. Resume Screening

For each candidate, we start the resume screening by review these points below
• Education

• Work experience

• Professional references We can use technology to screen resumes faster using keywords.

2. Phone Screening

If a potential candidate lives outside of the city where the posting is and is willing to relocate, a phone

interview or zoom interview for preliminary screening on suitable candidates who live in another town

could save time and money (Suttle, 2019)

3. Prescreening

Due to the urgency of hiring and the number of people applying for the post, the HR department will

determine the number of potential candidates to interview (Suttle, 2019)

4. Preselection

According to Joshi, short-listing the most suitable candidates from among the applicants will be the next

most practical step (Joshi, 2013)

5. Interview

For the interview section, there are several options. It could be an all-day interview or 2nd call back for

an interview. (Suttle, 2019) The choice depends on the cost of employee hours to interview candidates

or scheduling issues, i.e., if the candidate is from out of town. We use face-to-face interviews to

reconfirm information provided by candidates, but due to the COVID pandemic, companies now tend to

do phone interviews. However, for this position, the candidate should meet with on-site managers.

During this time, the ACME hiring manager will use this opportunity to emphasize job expectations.
Face-to-face interviews are also an opportunity for the candidate to ask questions, i.e., negotiating

salary

In this case, face-to-face interviews should include a tour of the manufacturing facility and interviews

with Ron and several staff members to evaluate interpersonal dynamics, the candidate's leadership

style, and teamwork. Having staff members' input in these interviews demonstrates how the company

values its employees (Johnsson, 2017). Beforehiring a candidate, the HR hiring manager should get

feedback from staff and other key employees who sat in the interviews of the candidates.

6. Assessment

For assessment or the applicable interviews portion, questionnaires or series of tests that would

evaluate situational judgment, abstract reasoning, personality, conflict resolution, and managerial style

is essential (Oh & Berry, 2009; Thomas & Pandey, n.d.) We should evaluate the candidates' work

attitudes, which comprise cognitive, behavioral, and affective components. (Kumar, 2018)The HR hiring

manager should also perform personality tests. Oh, and Berry has noted that personality tests are more

helpful in predicting managerial performance if the performance criteria are less deficient. For example,

high-performance leaders are people with foresight, optimistic, and action orientated. (Thomas &

Pandey, n.d.)

7.References and Background checks

ACME should do drug tests for worker safety, productivity, insurance, and company reputation. (Drug

Test City, 2020) In the United States, credit scores check are done primarily for positions that involve

money expenditure decisions. However, credit scores checks may also determine a candidate's personal

stability. (Greene, 2018) As a well-known brand, ACME will also be doing background checks to minimize

the selection of candidates that could potentially damage the company's reputation.
Decision And Job OfferAfter

short-listing candidates according to the seven selection criteria above, an HR hiring manager should

pick a person not only based on their qualifications but somebody that they can work together. (Suttle,

2019) This criterion is imperative as operation supervisors or managers will work with many

departments. (Unknown, 2019) Once the HR hiring manager has selected a candidate, the HR manager

should inform thesuccessful candidate immediately with a phone call, an email, and a follow-up in the

form of a contract. In addition, the HR hiring manager should write a 30-day probationary period in the

contract. As for the unsuccessful candidates, it is also the responsibility of the HR hiring manager to

inform them with decent and polite emails

Interview Questionnaire

This series covers the most typical interview questions our company will ask. It ranges from the

mundane to the bizarre and crazy and sometimes challenging to answer the question. We will start with

the most basic interview questions and answers before moving on to more difficult interview questions

and answers

References:

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organizational performance”. Global Journal of Human Resource Management, 3(2), 22-33. Retrieved

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Johnsson, M. (2017). “Creating high-performing innovation teams”. Journal of Innovation Management,

5(4), 23-47. Retrieved from

https://pdfs.semanticscholar.org/3855/e2062a61d443a85fd027f48612856920aa3a.pdf
Kumar, S., & Gupta, A. (2014). “A study on the recruitment & selection process with reference.”

ResearchGate. https://doi.org/10.13140/2.1.2424.0320

Oh, I., & Berry, C. (2009). “The five-factor model of personality and managerial performance: Validity

gains through the use of 360-degree performance ratings”. Journal of Applied Psychology, 94, 1498-

1513. https://doi.org/10.1037/a0017221

Thomas, C., & Pandey, V. (n.d.). “Relationship between personality and managerial performance. Central

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https://smallbusiness.chron.com/employee-selection-process-2568.html

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Salary.com (n.d.) “Supervisor Manufacturing Salary”. Retrieved from

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