Recruitment and Selection Process - Abu Dhabi Oil Company - Case Study Example

Recruitment and selection Name Date Course Overview Recruitment and selection process is an important aspect of human resource. The main objective of the process is to ensure that the right candidates are selected for the position. The procedures taken during the recruitment and selection process is decidedly crucial. Abu Dhabi Oil Company (Japan) has an efficient recruitment and selection process. This report is a proposal that can be utilized by the company during the recruitment and selection of a project Engineer who will be based at the oil drilling site. The position requires highly competent personnel because of the risks and uncertainties that are usually encountered during the oil drilling process. According to the report, the human resource strategy will have to incorporate the issues of technology for the purposes of ensuring that the process is simplified. The use of tests during the interview is for the purposes of selecting the right candidate. The candidates will have to undertake more than three tests for the purposes of determining their competency as well as establishing their knowledge concerning the job. The report also includes detail of the advertisement as well as the job description and the qualifications for the applicants. The timeline for the recruitment and selection process has also been highlighted and an offer sheet has also been developed and it will be used after the candidate has been chosen for the position. The report highlights the importance of undertaking some of the measures during the recruitment and selection process. Using the SMART objectives for the purposes of the recruitment and selection has also been highlighted in the proposal and it is for the purposes of increasing the efficiency of the process. Background Abu Dhabi Oil Company (ADOC) (Japan) specializes in the oil and gas exploration and drilling. It is a branch of the Abu Dhabi National Oil Company which is based in the United Arab Emirates. The company usually places a lot of emphasis on recruiting the right people for any job that is available. This is because the company requires individuals who can be able to enable the company to achieve its goals and objectives. The recruitment and selection policies of the company are thus focused on finding the right employee for a particular job. According to the policies of the company, any vacancy has to be advertised (ADOC Japan, 2013). In most cases, it is done through the print media and the website of the company. The candidates are then allowed to apply either online or through the postal services. The screening of the candidates is mandatory after the qualified candidates have been shortlisted for the position. This is usually carried out through the use of an interview. The whole process of recruitment and selection is usually conducted by the human resource department with the help of the heads of other departments. The job description and the qualifications are usually determined by the human resource department in consultations with the relevant departments. This is because the head of departments are much aware of the requirements of the vacancies. The human resource department of the company is composed of highly trained personnel in the field of human resource management. The report is thus a new proposal regarding recruitment and selection process that can be applied to the company. Human resource strategies Attaining the goals and objectives of the recruitment and selection process is important ant and it determines the efficiency of the process. The utilization of the available resources in the human resource department will be useful in terms of attaining the aims and objectives of the recruitment process. The use of technology will play an important role during the recruitment and selection (SHRM, 2013). The use of technology will involve the advertisement of the vacancies online as well as filling the application forms online. This will also be useful in terms of shortlisting the candidates who have met the requirements for the position. The use of technology will therefore play and important role during the initial stages of the recruitment and selection. On the other hand, the employees of the company in the human resource department will also be involved actively in the selection process. The website of the company will be actively used by the department during the recruitment and selection. The website is an important resource that may reduces costs during the recruitment and selection process. The successful candidates for the interview will be shortlisted in the website of the company. The candidates will be contacted by the department through the email and telephone calls. The department will also use the financial resources for the purposes of outsourcing some of the activities during the recruitment and selection. On the other hand, the training and development of the staff in the human resources department will also be conducted. This is for the purposes of equipping them with adequate knowledge and experience regarding the recruitment and selection process. The proper utilization of the resources is important in terms of achieving the aims and objectives of the recruitment and selection process. The human resource manager should therefore put in place measures that will ensure all the resources are utilized during the recruitment and selection (Chapman, 2012). Human resource recruitment and selection goals and objectives Ensuring that the recruitment and selection is conducted in an efficient, fair, transparent, effective and equitable manner. To ensure that equity is achieved in the workplace. To ensure that the workforce is diverse by ensuring that one group does not dominate the workforce of the company. To ensure that scare skills are attracted in the company so as to enable it to achieve its aims and objectives. To ensure that excellence is achieved during the service delivery by the employees. To ensure that the most qualified candidates are recruited in the company. To encourage experts to apply for vacant positions in the company. Ensuring that high levels of professionalism are maintained during the recruitment and selection process. Maintain human dignity during the recruitment and selection process. Ensure that no discrimination is done during the recruitment and selection period. Recruitment and selection plan details Job description Job Title: Project Engineer. Job Number: 04/2013. Location: Field based. Job description: The position involves the supervision of an oil drilling site and the project manager will be in charge of all the activities in the site. The holder of the position will be based at the field for a period of six months when the first phase of the project will be completed. The project engineer will work closely with the project manager and the personnel at the headquarters to ensure the success of the project. Duties: To plan, coordinate and supervise the activities of the project in the field during the drilling operations. Monitor the project and ensure that it is executed within the allocated budget. Ensuring the continuous review of the project design and drawing in order to ensure that the project is carried out in accordance to the plans. To participate in the tendering process and prepare the tender documents. To ensure that the site ids safe for the drilling operations. To supervise the activities of the drilling team as well as all the personnel involved in the drilling process. To allocate duties to the temporary staff at the site. To lease with the authorities at the site for the purposes of ensuring that the project is in line with the rules and regulations. To report any activities that may affect the outcome of the project. To offer exemplary leadership at the site during the drilling operations and solve the problems affecting the drilling team. Ensure that samples are collected and stored properly. Ensure that the mobilization of the equipment to the site is successful. Qualifications: 2-3 years experience in project management at the oil drilling site. Computer literacy is a must. Ability to use AUTO-CAD. A minimum of bachelor’s degree in mechanical Engineering. Possession of a Masters degree will be an added advantage though not a must. Requirements Employment form of the company filled in full. Academic certificates as well as the testimonials. Curriculum vitae that is updated indicating the present occupation or employer. A copy of a valid passport. A recent passport size photo that has been scanned and sent alongside the employment form. Application letter clearly stating the reasons for the interest in the position. A copy of the family record. Certificate of experience if available. Job advertisement sample Vacancy Abu Dhabi Oil Company Limited Japan seeks to fill the position of the project Engineer for the purposes of ensuring that it achieves its aims and objectives. The position requires an innovative as well as aggressive individual who will be able to meet the goals and objectives of the company. The project manager should be in a position to work for long hours in the field with minimum supervision. The job is demanding and it requires experience in working in harsh conditions. The company is an equal opportunity employer and it offers attractive packages for the position. The female candidates as well as the locals are encouraged to apply for the position. The dateline for receiving the application is two weeks from the date of the advertisement. All the interested candidates should apply online and should attach all the academic certificates as well as their testimonials. All the information provided should be correct as the candidates will be required to verify the information during the interview. Canvassing and cheating will lead to automatic disqualification. All the interested candidates should visit the website of the company to view the detailed job description and requirements for the position. Only shortlisted candidates will be contacted for the interviews. Initial screening of the applicants Initial screening of the applicants will commence once the dateline for the applications has ended. The human resource department will be in charge of the process. A team will be set up within the department for the purpose of screening the applicants. 50% of the team members will be head of departments within the organization. The use of technology will be embraced by the team during the initial screening of the applicants. The first step during the screening will involve going through the applications to establish if the minimum requirements have been met. Any application that does not meet the minimum requirement as advertised will be dropped at this point. The minimum requirements that will be considered will involve the education levels of the applicants. The next step in the screening will involve determining whether the candidates posses the required skills for the job. This will be based on their previous work experience and their curriculum vitae will be thoroughly scrutinized. The work experience is important in the oil drilling process as the work also involves risks that may lead to loss of life if it is not handled well. The managerial experience as well as the skills and knowledge that are required will also be considered. The project Engineer will requires the managerial skills since they will be in charge of the drilling team and the technicians at the drilling site. Reasons should be provided for dropping any of the candidates. This will be important in terms of ensuring that process is transparent and it has met the objectives. On the other hand, the constitutional rights of the candidates will be considered during the screening process. This will be important in terms of ensuring that the company maintains fairness and equality which is one of the objectives of the recruitment and selection. The concepts of equal opportunity, diversity and equality will also be considered at this point. The shortlisting of the potential candidates will be the final step after the initial screening. The members of the designated group will also comprise of the majority of the candidates shortlisted at this stage. This includes the women and the disabled. The initial screening process should ensure that all the applications are considered before moving to the next stage (Business case studies, 2013). Shortlisting the applicants The candidates who will emerge successful after the initial screening will be contacted for the interview. The successful candidates will be subjected to various types of tests during the interview. The oral interview will be carried out in order to test for the general knowledge of the candidate regarding the knowledge of the company and the position. The confidence levels as well as the personalities of the candidates will also be tested at this point. A written test will also be conducted so as to determine the knowledge of the candidates. The written test will be carried out through the use of the computer. Each of the candidate will be allocated a period of five minutes to type and operate the Engineering computer software for the purposes of determining their levels of understanding. This will also play an important role in terms of determining the computer literacy of the candidates. It will be carried out under the supervision of the information technology head of department. This test will be carried out on an individual basis so as to establish the real performance of the individuals (Acas, 2013). A competency test will also be conducted to determine the practical knowledge of the candidates regarding the operations at the oil drilling site. This test will be carried out at the yard and it will be supervised by the chief mechanical Engineer who will also award marks to the candidates. The competency test will determine the level of understanding of the candidates with regards to the operations of the drilling equipment as well as the general knowledge of the oil drilling operations. The behavioral interview will also be conducted by the panel and it will be useful in terms of determining the ability of the candidates to solve problems at the site. This will also be useful in terms of determining the future performance of the company. The performance of each candidate will be assessed and scores awarded during the interview in which the candidates will participate individually. The involvement of the experts during the interviews will play an import role in terms of ensuring that the potential of the candidates are fully tested (Naukrihub, 2012). Choosing top candidates The process of choosing the top performance will be crucial as this will determine who the right candidate will be for the job. This process is important and it will require consultations among the members of the interview panel. The top candidates will be selected based on their scores for each of the testes that were administered. The top candidates should score at least 75% in all the tests that are administered. This is because each of the tests is important for the position. However, if the numbers of the candidates who have scored 75% on the entire test are more, the percentage will be raised to 80%. Further metrics will also be used for the purposes of determining the suitability of the candidates and also to determine the top three performances. The confidence levels of the candidates in terms of their performance of the practical aspects as well as during the oral interview will be considered. This is because the company will benefit from the employees who are confident. The confidence of the employees is important in terms of solving problems that may arise during the operations. This is also important in terms of ensuring that the employees can work with minimum supervision. The issues of ethics are also important for the company. This will also be used during the process of choosing the top candidates. Maintaining high standards of ethics is one of the aspects of the organizational culture of the company. The employees should thus be ethical in order to fit in the organizational culture of the company. Choosing the right candidate is an important aspect that ensures that the company is able to meet its goals and objectives (Welch, 2013). Offer sheet The offer sheet will be sent to the candidate who has emerged successful after the interviews and is set to take up the up the job. The offer sheet will be used as a way of notifying the candidate of their success after the interview. This will be sent to the candidate through the email. This is because of the convenience of the e-mail. However, the candidate will be informed in advance of their success on the interview. The offer sheet that will be sent to the successful candidate will be dependant on their nationality. This is because the terms of service are different for the expatriates and the nationals of the United Arab Emirates. Some of the packages are also different and hence the need for sending different offer sheets to the candidates depending on their nationality. The offer sheet will contain the terms of employment as well as the remuneration packages for the position. It thus plays an important role in terms of informing the candidate about the position. The offer sheet is also important in terms of determining whether the candidate will accept offer or not. Incase the candidate does not accept the offer; they will have to inform the company of their decision. A different candidate from the top three performers will then be selected and sent the offer sheet. Offer sheet for Emirati candidate The following is an offer sheet for the successful candidate and it should be signed and returned to the company in hard copy within three days. This is to indicate the acceptance of the offer. Benefits per month Remuneration packages in AED Basic salary 5000 Allowances 1000 Taxes 500 Total earning 550 Leave Two days per month paid leave. Benefits A house will be provided at the site A car will be availed to the project manager during the period. Full medical benefits for the officer together with the family members. Terms and conditions The project Engineer should abide by all the laws of the company at all times. Improper conduct will lead to automatic disqualification from the company. Name: Date: Offer sheet for an expatriate The offer for the expatriate candidate will be subject to the laws and regulations regarding the foreign workers. It should be signed upon acceptance of the offer and returned to the company within three days. Benefits per month Remuneration packages in AED Basic salary 4500 Allowances 1000 Taxes 750 Total earning 4750 Leave Two days per month paid leave. Benefits A house will be provided at the site A car will be availed to the project manager during the period. Full medical benefits for the officer only. Terms and conditions During the employment period, the project engineer should maintain high ethical standards and should not be engaged in other employment opportunities. Action will be taken against the officers who violet the employment laws of the country with regards to the expatriates as well as the laws of the company. Improper conduct will lead to the automatic disqualification from the company. Name: Date: Recruitment and selection timeline Activity Timeline Sending the information regarding the vacancy to the human resource department. 2days Consultations of the human resource management head and the other departmental heads regarding the vacancy 1 day Informing the Chief Executive officer about the intention to fill the vacancy 1 day Composing the job description for the purposes of the advertisement 1 day Advertising the position in the website of the company and the print media 3 days Application period for the position 14 days Composition of the selection panel 1 day Initial screening of the application 21 days Shortlisting and interviewing of the candidates 7 days Selection of the suitable candidate 3 days Sending of offer sheet to the candidate 3 days Confirmation of acceptance 3 days Total duration for the recruitment and selection. 60 days The recruitment and selection process will take approximately two months due to the processes that are involved. The process begins as soon as the vacancy is available and it ends when the candidate has a signed an acceptance form. Each step will be allocated enough period of time so as to ensure that the right candidate will be selected for the post. The duration may however be extended if the right candidate is not found during the fist process of recruitment and selection. This is because the process will have to start again from the advertisement stage. The timeline has also been designed to allow for any adjustments incase it will be required. The timeline of the recruitment process determines the effectiveness of the entire process and its ability to select the right candidate. Conclusion In conclusion, it is worth noting that the recruitment and selection process will be useful to the company in terms of ensuring that it finds the suitable candidate for the job. The human resources strategies will be useful in terms of equipping the recruitment and selection team with the required resources for the recruitment and selection. It is also evident that the set goals and objectives will play an important role in terms of ensuring that the right candidate is picked for the position. This is because of the use of the SMART objectives which is efficient in terms of delivering the required results. It is also evident that the execution stage is the most crucial during the recruitment and selection. A proper job description will play an important role in terms of ensuring that the candidates obtain the correct information regarding the vacancy of the project Engineer. The project Engineer has to carry out several duties at the oil drilling site. On the other hand, it is also important to note that the advertisement of the vacancy is important in terms of creating awareness regarding the position. The initial screening is for the purposes of ensuring that the applications are consistent with minimum requirements as stipulated in the advertisement. Test and interviews will be for the purposes of establishing the competency of the candidates as well as their knowledge and experience. The top three candidates will be selected and an offer sheet will be sent via e-mail to the best candidate. The other candidates can also be selected case the best candidate declines the offer. It is also evident that the whole process of recruitment and selection will take a period of two months which is convenient to the company and the also the candidates. References ADOC Japan. (2013). Home. Retrieved on 7 December 2013 from, Chapman, J. (2012). Human resource strategies. Retrieved on 7 December 2013 from, SHRM. (2013). Human resource strategy. Retrieved on 7 December 2013 from, . Business case studies. (2013). Recruitment and selection. Retrieved on 7 December 2013 from, Acas. (2013). Recruitment and selection. Retrieved on 7 December 2013 from, . Naukrihub. (2012). Recruitment process. Retrieved on 7 December 2013 from, Welch, J. (2013). Recruitment and selection. Retrieved on 7 December 2013 from, Read More