Workforce Planning, Recruitment, & Selection

Task 1: Workforce Planning, Recruitment, & Selection

C234 Task 1

A1.  Discuss 3 factors that are influencing labor demand.

1. My first factor I have identified for the need for labor demand in the police department is being my predecessor’s unsuccessful attempt to increase amount of police officers in allotted time given has left a staff shortage within the department.  This lack of performance has increased demand for labor needed in the organization.
2. My second factor I have identified for the need for labor demand has been indicated by the city’s mayor advising to hire additional police officers to reduce the crime rate in areas which are high in criminal activities and violence.
3. My third factor I have identified for the need for labor demand involves an age factor among current seasoned police officers where a large percentage of current employees fall within an age bracket of 45. Many of these employees will qualify to retire in the next decade.  This will have an impact on staff requirements which involves increasing labor demand to fulfill department needs. In addition, promotions of current police officers will be awarded in accordance to police officers union contract agreement.

A2.  Discuss 3 factors that are influencing labor supply.

1. My first factor I have identified contributing to a labor supply shortage is elevated cost of living expenses within the state. In addition, property taxes are excessive, and sales taxes are imposed on residents. These factors could be detouring families to relocate to the area. Therefore, a low population of working class individuals can limit the amount of people who are looking for jobs.
2. My second factor I have identified contributing to a labor supply shortage is extreme weather conditions within the state. Temperatures can get below freezing in the winter, and summers have a higher than normal heat index. The climate can have a strong impact when families are making decisions to relocate.
3. My third factor I have identified contributing to a labor supply shortage involves a pessimistic outlook on employment opportunities within the state. In addition, the city’s police department has failed to promote any positive benefits or incentives to joining their force. Together, these factors are hindering a sufficient applicant pool for qualified candidates.

B1.  Identify three recruitment objectives.

1. My first recruitment objective would include a clear job description for necessary knowledge, skills, abilities and education to perform successfully in the position. All applicants interviewed will possess 90% of characteristics to be considered for employment.
2. My second recruitment objective would be seeking candidates who fit the organization’s culture. It is important to hire individuals who work well together in a team environment.  I suggest conducting peer interviews for each potential employee. My objective would to acquire a nine-month retention rate of 86% for all new hires.

1. My third recruitment objective would be to implement a time frame to fill a position.  Time plays an important role in keeping track of scheduled interviews, conducting background investigations and checking references for future employees.  My goal would be to allot 60 days for a new hire to have completed all HR requirements to come on board as a new employee.

B2a. Determine the size of the applicant pool.

1. Military Police                     Yield Ratio  3/5 = 60%
2. Correction Officer                     Yield Ratio 1/9 = 11%
3. Security Guard                     Yield Ratio 0/0 = 0%
4. Criminal Justice Graduate        Yield Ratio 5/10 = 50%
5. Other Police Departments        Yield Ratio 4/5 = 80%

The applicant pool needed to produce 25 viable candidates is the sum of highest two target groups divided by their yield ratios then divided by suggested candidates to receive size of applicant pool.

1. Military Police                         5 candidates – step 1        3  candidates – step 6
2. Other Police Departments                5 candidates – step 1         4  candidates – step 6
3. Sum = 7/10 = .70                        10 candidates – step 1    7 candidates – step 6
4. 25/.70 =   36 applicants                size of applicant pool

By utilizing the military police and other police departments, the applicant pool needed to produce 25 viable candidates is 36.

B2b. Recommend two types of individuals who should be targeted for recruitment.

1. Military Police
2. Other Police Departments

B2b1. Justify your recommendation.

1. I selected military police to target for recruitment.  They had second highest yield ratio from number of applicants applied to be selected for next step in the recruitment process.  Military police officers have endured extensive training while serving our country.  “While the competition for positions within the local police departments is on the rise, many military members do not know that they are in the perfect position to make the transition from military duty to law enforcement.” (“Explore Your Options”, n.d.).
2. I selected other police departments to target for recruitment. They had first highest yield ratio to move forward in the recruitment process.  In addition, this group were the only candidates that were exempt from completing a 12-week training course. With this said, these candidates could move at a faster pace through the hiring process and could be hired in less time than the other groups.

B2c. Describe two effective methods for reaching each target group.

        Group One

1.  My first recruitment method of choice for military police is electronic job posting sites like Indeed.com, Glassdoor and LinkedIn. Each of these sites offer a variety of employment searches where individuals can browse through job descriptions as well as review current and previous employees’ responses about an organization’s culture.  
2. My second recruitment method of choice for military police would be employee referrals. Many individuals who work in law enforcement associate with or have a family member who has served in the military and is looking to transition to civilian employment once discharged from the service.  

Group Two

1. My first recruitment method of choice for other police departments would be through advertisement at police association activates as well as union meetings. This is a way of networking in large groups.  Many individuals who are currently employed, can be looking for employment where he or she can learn new opportunities where growth and development are encouraged.
2. My second recruitment method of choice for other police departments would be through job fairs.  This is an excellent way to meet with recruiters from various organizations face to face where Interviews can be done on the spot as well as import questions answered.

C1. Recommend three appropriate selection methods for all target candidates.

1. Phone Screen
2. Interview
3. Job Knowledge Test

C1a. Justify each of your three recommendations.

1. Conducting a phone interview is a great way to screen candidates to get a feel of an individual’s personality before a decision is made to bring the person in for a face to face interview.  Many times, a candidate may not have a clear understanding of what a position entails.  Therefore, this would be a good time to clarify what would be expected in the position and is this what a candidate is looking for.  “THIS is the interviewer you want to be. This interviewer has made themselves familiar with the candidate’s background, experience, and the role they’re being considered for. This interviewer picks up queues from the candidate and knows when to dig in and when to listen. She understands the concept between push and pull, give and get.” (“Don’t Be Sleazy: The Right Way to do Phone Interviews,” 2014).
2. Conducting a face to face interview is crucial to do before a candidate is considered for employment. Body language, dress attire and facial expressions can be evaluated extensively by the interviewer. Also, this is an important time where the interviewer can ask appropriate questions about the candidates work experience, difficult employment

scenarios and education background. In addition, peer interviews can play an important role in determining whether a candidate would work well in a team environment or not.