UCL UNIVERSITY'S RECRUITMENT PLAN

UCL University's Recruitment Plan



UCL University's Recruitment Plan

Introduction

A recruitment plan should be clear about the specific needs of the company; seek to use its resources wisely and efficiently; incorporate a full spectrum of processes ranging from recruitment to pre-screening to the interview and post-interview processes. Moreover, a recruitment plan should be based upon a needs analysis however; it should be flexible enough to change and should also inculcate the mission, goals and objectives of an organization. The general intent of a recruitment plan is to find the best candidates for a specific position in the most efficient manner possible. In this paper we analysed the UCL University's Recruitment Plan.

UCL University's Recruitment Plan

Like many for-profit organizations the goal of UCL University's recruitment plan is the achievement of genuine equal volunteering opportunities for all qualified persons. Selection under such plan should be based upon the ability of the applicant(s) to do the essential functions of the job (Guern & Delpo, 2005). Such plans should not require the selection of the unqualified nor should they require the selection of persons on the basis of race, color, sex, religion, national origin, sex, age or disability status (Becker et al., 2001). However, due to the strict policies concerning working with children and promoting their safety, UCL University will emphasize thorough background checks of all potential volunteers and program participants. Consequently, one of the major challenges faced with conducting thorough background checks is financing the background check itself. Moreover, screening and background checks can be time consuming. In order to mitigate this risk UCL University will form an alliance with the Hillsborough County Schools and require all candidates to voluntarily submit to a background check at the school district's processing site (Clausen, Jones & Rich, 2008).

Responsibilities of the Advisory Board Members, Executive Director and other management or supervisory personnel will include specific responsibilities assigned and delegated to management personnel to ensure that the necessary authority and power is available to implement the provisions of the plan. For general purposes the Executive Director establishes recruitment and affirmative action policies and monitors the implementation of the recruitment plan. Further, the Executive Director will conduct a regular review of the recruitment plan and modify it as necessary (Buhler, 2002).

Staffing Model & Other Factors To Consider

Program Design

Typically an HR department is concerned with recruiting the best employees and maximizing the effectiveness and potential of the existing employees. UCL University's human resources endeavors parallel this effort as it seeks to have an effective student and volunteer management program. A needs analysis has indicated that UCL University would benefit from adult volunteers who are skilled in working with at-risk to high-risk youth; are computer literate; and are creative and talented in one of the respective program areas (i.e. music and video production, creative writing, performing arts, and creative visual arts.) To better understand UCL University's human resources endeavors it is paramount to discuss its objectives, goals and program design (Guern & Delpo, ...