Educational Qualification Required

The Athabasca University is hiring eligible and suitable people for the post of Manager of Compensation Services (athabascau.ca,2018). A compensation manager is the one who looks after a company’s salary structure. It determines how much the company or institute will pay for each position. The benefits that are associated with the post. The applicant will be selected by the human resource department on the basis of their performance in four consecutive rounds.

Educational Qualification- The post requires the applicant to be holding minimum a bachelor’s degree in finance or business. The master’s degree holding applicant will be preferred the most for the post.

Job Skills- The applicant must have good research and analytical skills, high communication skills, contract negotiation skills and computer/technical knowledge.

Pay Scale – The selected candidate for the post of manager of compensation services will be paid $ 111, 430 per month.

Interview Date and Location- The interested candidates are requested to register at the company website come for the interview at Worldview building, 6^th floor, 54 Camac Street, Canada on 7. 11.2018.

Since recruitment is an important process that is responsible for defining the company’s future, it must be sensibly conducted. It can either make or break the image and prosperity of the company (Roth et al., 2016).  The selection of the right candidate is essential to lift the company to a different level of success.  However, there are so many factors that will influence the recruitment strategies for the post of manger of compensation services. The factors can be divided into internal and external factors (Stone et al.,2015). Since the recruitment strategy depends on the HR policies of the company, the hiring challenges and the process flow will also will be designed to keep up with the policies intended to pull the talent as much as possible.

The size of the firm, strength of manpower will also be influencing as the large the firm becomes, the complexity in the process also increases. The cost budget of the organization will be calculated to evaluate the return on investment of the recruitment. The selection process will be planned, systematic and documented to maintain the reputation of the company which is also a bigger influence (Stone et al.,2015). As the external factors, the unemployment rate will strongly influence the recruitment process. Higher employment rates will help the company to select the right one from the many applicants. The recruitment process will be based on the competition in the market and also the labor laws.

Skills needed for Manager of Compensation Services

Three ideal recruiting methods – The selection of the perfect strategy for the post of manager of compensation services is also important. Among the numerous applicant the right person has to be chosen for the responsibilities. Three of the most effective methods of recruitment that help to attract qualified candidates are by conducting campus recruiting, website recruiting and social media recruiting(Stone et al.,2015). These three are the most cost effective methods for recruitment and the firm needs to invest a nominal amount to attract the best ones. The colleges and Universities are the best sources of getting what the company wants. The fresh graduates must be the target from technical, automotive, science colleges and others.

It can be done by growing relationship with the campus communities and conducting the internship program (Valentine, Hollingworth & Eidsness, 2014).  The organization can also achieve the goals by creating an individual website of its own and disclose their vacancies and recruitment for the mentioned post. The help of other websites can also be taken such as Monster, Yahoo, JobCentral and other. The best way to advertise about their recruitment can be no other than social Medias such as Twitter, Facebook and LinkedIn (Stone et al.,2015). The company can create their brand image over these excellent social media places and post their job description with just a single click.

Sitting back at home and doing nothing? Attain the interview and receive the opportunity to work in one of the best organizations in Australia. The Athabasca University has been running successfully since the year 1970 established by the government of Alberta, Canada. It is a public university holding the motto of ‘learning for life’ president over currently by Neil Fassina. There are more than 1,233 staffs and 40,722 students and the university is affiliated under ACU, CAGS, CUP and AUCC.

The management of the University provides many opportunities for the backward sections of Australia such as the aboriginal cultures. The University has been holding the legacy as a reputed organization receiving many awards for its well-structured education system, exceptionally qualified professors and responsible staffing system. The organization provides attractive salary structure to the deserving with PF and medical insurance for family members of the employees. There are incentives too for the extra effort and the employees can avail the facility of gazette holidays.

The organization is searching for exceptionally skilled people having minute analytical and research skills. The candidate must be able to handle the confidential documents of the company respectfully. The knowledge of computer (word, power point, excel, tally) is mandatory with the ability to handle any digital device proficiently. The knowledge and fluency in a foreign language will be valued as an added skill. The age limit of applying for the post is not more than 30 years. Those candidates who are interested for walking in the interview are requested to visit the official website and click on the ‘career’ options and then follow the commands to fill up the application form. The candidates are also requested to upload a soft copy of their curriculum vitae on the website. The last date of applying for the post is 10^th November 2018 till 7 pm (athabascau.ca,2018).

During the interview the candidate will be judged and evaluated based on their performance in four rounds. These are –

• analytical skills

• communication skills
• contract negotiation skills
• Technical skills.

The analytical skills will be tested to know whether the candidate can analyze a given scenario and take necessary decisions according to the seriousness of the issue (Ekwoaba, Ikeije & Ufoma, 2015). The communication skill will be checked to know whether they are able to communicate freely and with clarity of language and pronunciation with the other members of the workforce. The contract negotiation skills are required to check the business dealing capacity if the candidate (Johnson, Lukaszews & Stone,2016). Above all, the technical skills are required because most of the official works are done with digital technologies.

1. Six interview questions –
2. Describe how you will respond when your manager asks you to buy new software or hardware for the organization that will enhance the creativity of the organization. How will you give your recommendation? (analytical skill examination)
3. Explain how you will troubleshoot the problem of sudden sales decline in the organization strategically. (Analytical skill examination)
4. What is the toughest negotiation that you’ve ever had to handle? (contract negotiation skills)
5. Have you ever learned from your mistakes? (communication skill testing)
6. How much you know about computer languages? (computer skill testing)
7. Can you explain what computer hardware networking is? (Computer skill testing)

Reference

athabascau.ca. (2018). Retrieved from https://www.athabascau.ca/discover/

Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.

Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes. CAIS, 38, 28.

Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management, 42(1), 269-298.

Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Valentine, S., Hollingworth, D., & Eidsness, B. (2014). Ethics-related selection and reduced ethical conflict as drivers of positive work attitudes: Delivering on employees’ expectations for an ethical workplace. Personnel Review, 43(5), 692-716.