Part 1: Develop the Job Description In developing this portion of the assignment refer to Chapter 4 of the Snell, Morris, and Bohlander text. Make sure not to confuse the job description with a job posting or advertisement. The job description is an internal document that lists the responsibilities, as well as the qualifications of the role in precise detail. This document will be used by managers to evaluate candidates, to set expectations with the new hire, and on an ongoing basis to conduct performance evaluations. Make sure to consider the following as you compose your job description: 1. What are the key responsibilities of the role? 2. What are the opportunities and challenges presented to someone filling the position? 3. What core competencies, experiences or functional skills are required for success? 4. What organizational values would an ideal candidate reflect? What attributes would eliminate a candidate from consideration? 5. What kinds of people are generally successful in this organization and in this type of role? What kinds of people are not successful in this organization and role? 6. Where does this position fit in the organizational chart in terms of direct and indirect reporting relationships?

Part 2: Create a Recruitment Plan There are a variety of techniques that an organization can use to recruit the talent that they need. Please review Figure 5.1 Elements of a Recruitment Strategy, found in Chapter 5, page 167 of the Snell, Morris, and Bohlander text. Consider these elements and determine if you will use internal, or external recruitment methods

Part 3: Developing an Interview Strategy/Questions Once you have completed the job description and recruitment strategy, you are ready to start screening potential candidates. Decide upon the type of interviews you will conduct, as well as the context based on your Chapter 6 readings from the Snell, Morris, and Bohlander text. Make sure to consider the following: 1. Will you use non-directive interviews, structured interviews, situational interviews, behavioral description interviews, or sequential panel interviews? 2. What will your method for administering the interviews be? Will you conduct face-to-face interviews, group interviews, video (Skype), or phone interviews? Next, develop 15-20 interview questions you will ask potential candidates. Make sure to review the Highlights in HRM Appropriate and Inappropriate Interview Questions in Chapter 6 of your text.

JOB: HR OFFICER