Task 1: Workforce Planning, Recruitment, & Selection

Course Code: 234
Student Name: Jared Oldenkamp
Student ID: 000248696
Date: 4/30/16
Student Mentor Name: Sarah Bizzaro

Labor Demand and Labor Supply
A1.
According to the memo on proposed employee referral plan, the average age of the current officer is 45 years. A large majority of current officers will be retiring in the near future and need to be replaced.
Another demand affecting the labor pool is internal promotions. One quarter of the current work force will have to be replaced following promotions.
The new mayor has promised to decrease crime and increase patrols in the high crime areas of the city, requiring the addition of many new officers.
A2.
According to the memo on …show more content…

“Costs of posting jobs and/or searching for candidates on job portals can be up to 90% lower than the costs of using traditional search firms and/or advertising methods.” (bayt.com) 2. Journals for Military Personnel. Posting jobs in military journals will guarantee the posting will be seen by the intended audience, military personnel, who may be looking for employment after completing their military careers.
Selection Plan
C1.
Structured Interviews
Biographical Data
Structured Judgement Tests
C1a.
Structured Interviews – All potential candidates will be asked the same questions in order the keep the interview process legal and fair to everyone. “Standardized questions make the process efficient. All respondents answer the same questions so that answers can be easily compared and trends observed.” (getting-in.com) Keeping all interview questions the same for all candidates will ensure that the interviews are conducted fairly and will allow for easy comparison of candidates.
Biographical Data – background information on potential candidates is important and can be used to identify and job or personal issues with the candidate. “Biographical data inventories, which ask job candidates questions covering their background, personal characteristics, or interests have been shown to be effective predictors of job performance.” (Stokes, 1994. Shoenfeldt, 1999) Biographical data can