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MGT407 Module 2 - Case

Earnest Nix IV

Trident University International

MGT407 Principles of HRM

November 2022

Dr. Peggy Swigart

MGT407 Module 2 - Case 2

Human resources recruiters have one of the most difficult positions in the company.

Finding a new employee is not like picking flowers. The top candidates should be sought out by

human resources teams, recruiters, or hiring managers. Their company will suffer if they don't.

The ineptitude of an organization's employees is a major threat to its success (Examples, n.d.).

This paper will analyze SourceHub's recruitment process for a new Graphic Design, including

job postings, candidate screenings, and interviews. You'll find the job description, an outline of

the company's operations that the Graphic Design will oversee, a list of skills and experience

needed for the role, and an application guide in this package. It would be helpful to look at a

similar ad so that I can get a sense of what to add and what to leave out when posting my own

position.

Recruitment Flyers Comparison

Employers from all over the world use Indeed.com to advertise their graphic design job

openings to a global pool of qualified candidates. The Cella company immediately stood out to

me because it provides thorough details about the open position and the ideal candidate. Cella's

job posting was straightforward and simple to understand. Using the table, I was able to easily

find the information I required. The sections were clearly defined, but the paragraph format was

unwieldy for outlining the company's objectives and daily operations. Because it was featured

prominently and seemed to be the most important part of the advertisement, the complete job

description drew my eye. As I've already indicated, meeting with prospective workers for

interviews is a great way to find out more about them and see if they would be a good fit for your

organization. An excellent way to attract qualified applicants to your job posting is to describe

the duties and responsibilities of the position up front. Candidate who does not share the

company's values and is not dedicated to the advancement of the organization's mission may not
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be a good fit even if they meet all other requirements. At first, I planned to inquire about this

during the interview, but now I know it's preferable to be up-front about it in the job posting to

publicly embarrass anyone or consuming their time.

To my surprise, the job advertisement I applied to was much shorter and provided a lot

less information than I had anticipated. I thought this structure was far more effective than the

lengthy ad at attracting the reader's interest, who is likely a job seeker, in just a few paragraphs.

One potential drawback is that in the effort to streamline the application process, critical details

may be overlooked, leaving hopeful applicants uncertain of their chances. My own opinion is

that if I were to write a job advertisement again, I would use a more "sectional" approach.

Although at first glance this design may appear to be overly complicated, it actually allows for

more data to be contained and makes it simpler for the potential employee to access the specific

information they desire with a simple scroll down the page. It would be helpful to have a more

in-depth explanation of how to spread a stated purpose.

Selection Criteria and Methodology of Recruitment

We'll start our hunt for a new member of the team by posting an ad digitally, inviting

interested candidates in for walk-in interviews, and afterwards screening them to ensure they

have the necessary training and experience. Following that, we will move on to the selecting

process proper. The selection process will begin with a series of activities designed to eliminate

candidates who are not a good fit for SourceHub. Those that appear qualified for the role will be

contacted first for an interview. To what extent the applicant meets our hiring criteria for the

SourceHub will be determined by the answers provided here. Second, we'll consider the results

of personality tests to see if the applicant would be a better match for our friendly and supportive

company. The fact that SourceHub attracts customers from all over the country means that we
MGT407 Module 2 - Case 4

can relate to this requirement. Therefore, it is crucial that HR seeks out applicants who can

demonstrate an awareness of and empathy for people of diverse faiths, sexes, races, etc. Lastly,

we'll have them provide a work sample and give them an aptitude exam to see if they have the

skills and knowledge to do the job.

You can practice making quick decisions under pressure by asking others, "What would

you do if you were in this situation?" This will demonstrate how well they can work with little

guidance from others. The goal is to track down persons who have previously finished similar

jobs promptly and efficiently. Those that go above and beyond the call of duty will win our

hearts. SourceHub will benefit immensely by identifying people who are willing to go above and

beyond what is required. As a corollary, this demonstrates extraordinary drive and ambition. By

using these channels, HR at SourceHub hopes to attract candidates who will not only be a good

fit for the open positions but will also quickly feel like part of the team.

Conclusion

A firm's size, organizational structure, and staffing demands can all influence who in the

company is responsible for recruiting. Recruiting departments at large firms are tasked with

creating job advertisements and contacting potential candidates. If the business is small enough,

the owner may also act as the department manager in charge of hiring new staff members. The

term "recruitment" is used to describe the entire procedure that begins with drafting a job

description and ends with selecting candidates for an interview (Indeed Editorial Team, 2022).
MGT407 Module 2 - Case 5

References

Examples. (n.d.). 10+ Recruitment Flyer Examples [ Volunteer, Agency, Event ]. Recruitment

Flyer - 10+ Examples, Format, Pdf | Examples. Retrieved from

https://www.examples.com/design/flyers/recruitment-flyer.html

Indeed (n.d.). Graphic Design Jobs. https://www.indeed.com/q-Graphic-Design-jobs.html?

vjk=2d2c55225821fc06

Lahey, D. (2015). Predicting success: evidence-based strategies to hire the right people and build

the best team. [Skillsoft: Books24x7 version]. Available in the Trident Online Library.

Wiley & Son. ISBN:9781118985977

Rozsa, Z., & Machova, V. (2020). Factors affecting job announcement competitiveness on job

listing websites. Journal of Competitiveness, 12(4), 109-126. 

MGT407 Module 2 - Case 6

APPENDIX A

Job Opportunity

Position Title: Graphic Design

Location: Murrietta, California, U.S.A

Job Type: Full time

Company Name: SourceHub

Salary: $60,000 - $81,000 a year

An additional graphic designer is needed to join our group. Designing for both online and

physical platforms is in your near future. In addition to being highly motivated and detail-

oriented, you must also be able to think on your feet.

We need somebody who is social and creative to oversee our Graphic Design department.

A graphic designer's duties might range widely. The duties of a graphic designer include coming

up with ideas through research, creating mockups to show how the final product will look in

terms of layout, proportions, and typography, getting approval on those mockups, creating the

final product through the use of appropriate equipment and software, working with clients,

agencies, web designers, marketers, and printers as needed, and contributing to team efforts

through the completion of tasks as assigned. When a position opens up, we intend to recruit a

qualified individual to fill it.

MGT407 Module 2 - Case 7

APPENDIX B
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Reference: https://www.indeed.com/q-Graphic-Design-jobs.html?vjk=2d2c55225821fc06