The Recruitment Consultant, Human Resources Assistant, Computer Support Technician - Example

Part A: Job descriptions Job Title: The Recruitment Consultant Job Description: Under the direction of the Director of Human Resources, this position is responsible for seeking out the prospective candidates for the job within their client company and deciding which one would be best suited (on a permanent or temporary basis) for the position at hand. They are tasked with working with the client company in order to understand and define the requirements and needs of their recruitment process. They advertize for vacancies through drafting advertisements for use over a wide range of media, as well as through referrals, networking, ‘cold calling’ and ‘headhunting’. Other responsibilities of the recruitment consultant include: matching candidates to the clients by employing the latter’s candidate databases; requesting candidate references as well as conducting background checks on them before handing over their details to the client company; receiving application and reviewing them; helping applicants get ready for their interviews; organizing and overseeing interviews as well as creating candidate shortlists; advising the candidates on the positions’ requirements and benefits; informing candidates about the results of their interviews; negotiating pay between the candidate and their employer; advising the client on salary rates (aka OTE- On Target Earnings) and the candidate on career progression; ensuring that the client is appropriately billed for services rendered (Employment and Social Development Canada, 2006). Qualifications and Training Requirements: A University degree in any field is acceptable for this position; although it is advantageous to have qualifications in psychology, management or business studies. Experience in sales, marketing, administrative and personnel work is beneficial. Experience appropriate to the recruitment field, as well as within the fields of law and accountancy is also important. This position requires individuals with the following skills: commercial awareness; confidence; energetic; strong organizational skills; excellent verbal and presentation skills; strong ability to isolate the root of problems and offer appropriate and timely solutions (Employment and Social Development Canada, 2006). Job Title: Human Resources Assistant Job Description: Under the general direction of the human resources director, the human resources assistant performs a wide range of complex administrative as well s technical tasks that concern personnel activities within the areas of employee recruitment, compensation of workers, administration of benefits, classification and compensation, worker relations, and liability claims; Provides information and aid to the general public and City employees concerning the activities, policies, processes, and activities of the human resources department; Readies various memoranda and correspondence; facilitates physicals, psychological, toxin and drug screens among other screens that may be required prior to employment upon job offers. Harmonizes activities related to the area of assignment. This position is responsible for performing a variety of tasks including: establishing employee skills via the administration and scoring of tests; welcomes and orients new employees into the organization; facilitates information on payroll by gathering records on time and attendance; analyzes employee data in order to generate and provide data reports; manages employee information records by inputting and updating data on employment status; provides secretarial support by answering phones, relaying messages, and maintenance of company supplies; maintains technical knowledge through the attendance of workshops on the same. Works in the human resources office (Employment and Social Development Canada, 2006). Qualifications and Training Requirements: This position requires a degree in business management with a specialization in human resources; a psychology degree may also be relevant. Skills of priority include organization and people skills. Others are: knowledge in basic human resource procedures and principles, reporting skills, communication skills, scheduling, maintaining employee files, employee orientation, Microsoft office skills, dependability, teamwork, and confidentiality (Employment and Social Development Canada, 2006). Job Title: Computer Support Technician Job description: Under the general direction of human resources, this position provides first-line technical assistance and advice for computer users facing various challenges with computer hardware, applications, or communications software. They are tasked with carrying out the following activities: troubleshooting problems and providing responses to questions to decrease downtime; responding to users’ inquiries, and walk them through the necessary steps to resolve problems; enhance the correct use of computer technology (hardware, software, operating systems, and peripheral equipment); ensure that the organizations software is conformed to established guidelines; maintaining all peripherals and terminals including personal computers, printers, as well as data communications machines; run diagnostics in order to isolate network errors via the employment of appropriate computer technologies and provide appropriate solutions; repairing computer equipment when it is down; making sure that all technical supplies are kept ready and handy; monitoring compliance to the organization’s end-user policies by the organization’s members; creating training manuals, conducting training sessions, and overseeing information systems; provide feedback and guide on future upgrades; consult on new developments in software; help in installing software, maintaining computer hardware and computer systems in general (Employment and Social Development Canada, 2006). Qualifications and Training Requirements: A degree in business administration with a specialization in computer information systems is required for this position although any other computer-related course may be sufficient. Other necessary skills include; excellently skilled in computers; ability to troubleshoot and resolve computer problems; experience in customer service; strong skills in communication- able to communicate effectively with non-technologically proficient staff; knowledge of basic software and hardware functions; ability to type correctly and key in problem-shooting tickets; excellent organizational skills. They should also have a mind attuned to detail and good people skills (Employment and Social Development Canada, 2006). Job Title: Front Desk Receptionist Job description: Under the general direction of the administration, this position serves as the face of the company, and handles front office administrations and reception duties including: receiving guests and offering the m the assistance and guidance they require from the organization; answering telephones; tending to company inquiries; sorting and handing out mail; schedule executives’’ meetings or travel activities. Their primary responsibilities include: operating the switchboard; routing calls appropriately; seeing to it that company visitors are well attended to and comfortable; notify company members of their visitors’ arrivals and booking a room for them to meet in if necessary; scheduling meeting and managing conference room booking schedules; preparing beverages and setting out consumables; seeing to it that the reception area is kept neat; managing the flow of mail in and out of the office; harmonize office activities; attend to organization members’ calls who phone in sick; collect and deliver candidate job applications; handle appointments; validate parking; hand out visitor badges and direct them to where they need to go; handle office communications; maintain an excellent image for the company professionally; perform basic duties on filing, clerical tasks, and bookkeeping. Works at the reception area (Employment and Social Development Canada, 2006). Qualifications and Training Requirements: A high school diploma; training in a secretarial or administrative course may be beneficial; one to two years experience as a receptionist; excellent skills in communication (written and verbal), multitasking, and time management; excellent ability to work well with people; basic knowledge in Microsoft office (Word, Adobe Acrobat, and Excel); ability to type quickly and accurately by ten-key touch; knowledgeable in office processes and handling of office activities. Part B: Benchmark Jobs Benchmark Job Selection Job Family Human resources Administrative services Computer Technicians IT specialists Un-benchmarked jobs Director of human resources Human resources assistant Recruitment consultant Payroll manager Payroll clerk Administration assistant Front desk receptionist Computer support technician Information Systems analyst Benchmarked Jobs Recruitment manager Administrative clerk Software installation technician Computer systems analyst (Employment and Social Development Canada, 2006; University of Iowa, 2015) Recruitment Manger Job description: this position is responsible for the process by which candidates for employment are recruited. They see to it that this process is properly designed and implemented. They are responsible for the setting of the measures of recruitment, and then the distribution of job vacancies to recruiters. They also cultivate healthy working relationships with internal customers as well as the recruitment vendors (external). The recruitment manager is in charge of the creation and building of the recruitment team, as well as its continued succession. They help to build an understanding of and meeting their customers’ expectations in terms of recruitment needs. They also manage the whole process from recruitment all the way up until employment, seeing to it that all parties along the way work together to produce the desired result (Employment and Social Development Canada, 2006). This position was chosen because on a day-to-day basis, they deal with the recruitment and employment process (which is one of the main functions of human resources job family) and ensuring that the correct people are employed for the correct positions. Salary information on this was also well documented. Pay scale: In the US, the pay (range) for a recruitment manger averages at $69,856 ($43- $110) per year, while in Canada it is C$61,371 (C$40- 93) per year. These figures are not inclusive of commissions, bonuses, or other forms of earnings (Pay Scale, 2015). Administrative Clerk Job description: the administrative clerk performs a large variety of clerical duties. These duties vary from industry to industry, although they mainly include answering telephones, basic bookkeeping, typing documents, responding to company inquiries, sending messages, stenography, operation of office machines, filing, and tending to visitors (Employment and Social Development Canada, 2006). This position was chosen to benchmark this job family because it encompasses well everything that our un-benchmarked position represents. Information was also very readily available on the same. Pay scale: In the United States, the hourly pay rate (range) for this position averages at $11.97 ($8.93 -$16.47). The rate is influenced by a number of factors including geographical location, the individual organization, and number of years of experience (Pay Scale, 2015). Software installation technician Job description: this position is in charge of designing and creating computer networks for varying sizes of organizations. Once they have created the network, they are then responsible for installing all hardware needed to support the network. They also make sure that the system’s components communicate with each other as they should within the office network. A Software installation technician also tests, updates, installs, uninstalls, and repairs equipment to ensure that it is all conformed to the standard specifications (Employment and Social Development Canada, 2006). For this job group (computer technicians), this job was chosen as a benchmark as it is well represented across a variety of industries and organizations therefore it is well researched and documented. This position also matches well the job description of the un-benchmarked job in this group. Pay scale: In the United States, this position earns an average of $16.30 ($12- 24) per hour. These earnings may vary further once bonuses and profit sharing is considered. The variation in basic salary is however mainly due to geographical location (Pay Scale, 2015). Computer systems analyst Job description: this position is responsible for studying the organization’s computer procedure and system that is currently in use in order to propose solutions that help the organization improve their operations. They combine business and computers by making clear what the limitations and needs of both are. Moreover, they conduct a thorough analysis along the lines of engineering, science, as well as all other problems that may be facing the systems data processing and apply what they find to improve the systems. They establish the workflow and capabilities of the computer system; study the current commercially available software; and may even sometimes perform supervision of the computer programmers (Employment and Social Development Canada, 2006). This job was chosen as a benchmark because its job description matched the only other one in the information systems specialists’ job family. More than that, it was well researched and documented as compared to the un-benchmarked job. Pay scale: In the United States, a computer systems analysts’ annual pay (range) averages at $66,050 ($43- 92) as of 2015 September (Pay Scale, 2015). Still in the US, pay per hour was at a median rate of $38.31 in 2012 (Bureau of Labor Statistics, 2015). Task C: Determine Compensable Factors, Degrees and Weights Job: Recruitment manager Compensable factor Degree Weight Points Skill Knowledge 3 13% 60 Experience 2 12% 40 Physical coordination 1 13% 20 Effort Complexity 2 12% 20 Intrasystems contacts 3 11% 30 External contacts 3 5% 30 Responsibility Freedom of action 2 8% 20 Scope and effect 2 7% 20 Breadth of responsibility 2 7% 20 Direct supervision exercised 3 5% 30 Indirect supervision 3 4% 30 Working conditions Working conditions 1 3% (weighted together) 10 Physical demands 2 20 Total 360 Job: Administrative clerk Compensable factor Degree Weight Points Skill Knowledge 2 13% 40 Experience 1 12% 20 Physical coordination 2 13% 40 Effort Complexity 1 12% 10 Intrasystems contacts 2 11% 20 External contacts 2 5% 20 Responsibility Freedom of action 1 8% 10 Scope and effect 1 7% 10 Breadth of responsibility 1 7% 10 Direct supervision exercised 1 5% 10 Indirect supervision 1 4% 10 Working conditions Working conditions 1 3% (weighted together) 10 Physical demands 2 20 Total 230 Job: Software installation technician Compensable factor Degree Weight Points Skill Knowledge 3 13% 60 Experience 2 12% 40 Physical coordination 2 13% 40 Effort Complexity 2 12% 20 Intrasystems contacts 2 11% 20 External contacts 1 5% 10 Responsibility Freedom of action 2 8% 20 Scope and effect 1 7% 10 Breadth of responsibility 2 7% 20 Direct supervision exercised 2 5% 20 Indirect supervision 2 4% 20 Working conditions Working conditions 1 3% (weighted together) 10 Physical demands 2 20 Total 310 Job: Computer systems analyst Compensable factor Degree Weight Points Skill Knowledge 3 13% 60 Experience 2 12% 40 Physical coordination 1 13% 20 Effort Complexity 3 12% 30 Intrasystems contacts 2 11% 20 External contacts 2 5% 20 Responsibility Freedom of action 2 8% 20 Scope and effect 2 7% 20 Breadth of responsibility 2 7% 20 Direct supervision exercised 2 5% 20 Indirect supervision 3 4% 30 Working conditions Working conditions 1 3% (weighted together) 10 Physical demands 1 10 Total 320 Task D: Pay Grades Grades Number of points Pay grade 1 100-200 Pay grade 2 201-300 Pay grade 3 301-400 Pay grade 4 401-500 References Bureau of Labour Statistics, (2015). Computer Systems Analysts : Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics. [online] Bls.gov. Available at: http://www.bls.gov/ooh/computer-and-information-technology/computer-systems-analysts.htm [Accessed 20 Oct. 2015]. Employment and Social Development Canada, (2006). National Occupational Classification (NOC) | ESDC. [online] Esdc.gc.ca. Available at: http://www.esdc.gc.ca/eng/jobs/lmi/noc/index.shtml [Accessed 19 Oct. 2015]. Pay Scale, (2015). Computer Systems Analyst Salary. [online] Payscale.com. Available at: http://www.payscale.com/research/US/Job=Computer_Systems_Analyst/Salary [Accessed 20 Oct. 2015]. University of Iowa, (2015). Level 3 Benchmark Jobs | University Human Resources. [online] Hr.uiowa.edu. Available at: http://hr.uiowa.edu/professional-pay/level-3-benchmark-jobs [Accessed 20 Oct. 2015]. Read More