Human Resource Hiring & Recruitment Process

Your friend Lexie runs her own business as a stock broker. She has her office in a nice suburban town centre, and has recently hired 3 other brokers to work in her office. Her partnership with the other brokers allows her to take a portion of their earnings to go toward front and back office expenses. When Lexie was alone in the office, she did all her own administrative work, but now she finds that as she does more office management and brokerage, she needs to hire an administrative assistant to answer the office phones, deal with most of the office paperwork, and take care of the general office requirements for staying clean, tidy, and organized. Lexie hopes that eventually, the admin assistant will be able to get the licensing required to help with the brokers’ trades as well (back office processing, etc.). Lexie knows that you have had considerable training in the HR field, and has asked you for help in determining how she should go about hiring an administrative assistant. There are no other brokers in the area, so she cannot try to simply hire an assistant from another brokerage firm. The only decisions Lexie has made about the position are that the administrative assistant must: Be highly proficient using Microsoft Office tools. Have a professional demeanor. Have excellent organization skills to implement and keep the office filing system in order. Assist in preparation of operating budget and maintain inventory and budgetary controls. Oversee and co-ordinate office administrative procedures and review, evaluate and implement new procedures. May be responsible for some accounting tasks. Maintain inventory of office supplies and order supplies as required. May organize and co-ordinate flow of work for general office maintenance and service. Lexie does not have the resources to have a job analysis done. Please provide: 1) what information you seek, and where you would get it. 2) specifically outline the process you would use for developing a selection system. 3) the qualities (i.e. KSAOs/competencies) you seek in your applicants (state any assumptions you make). You do not need to make task statements/critical incidents. However, you should state which you would do, and exactly how you would do it. Show how your KSAOs come from tasks/duties, and explain what makes your KSAOs valid and reliable. 4) your recruitment strategy 5) your specific selection tests. Explain how the tests relate to the KSAOs. 6) your specific decision method. Explain how you would arrive at a valid ranking of applicants. Do you have diversity concerns? Why/Why not, and how could you deal with them in your decision strategy if you did. 7) be sure to provide the rationale for everything you suggest, and discuss how/why your system will be legally defensible, and valid and reliable.