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Recruitment_Selection_Placement_Final

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Allena Ross MBA HRC

The document provides details about ABC American Financial Corporation's strategic staffing plan. It discusses the company's commitment to diversity in its workforce and programs to develop leadership talents. It outlines the company's vision to be the best place to work and provide excellent customer service and shareholder returns. The document then describes ABC's job analysis process, recruitment sources, hiring criteria, and onboarding and training programs. It aims to attract, retain, develop and engage top talent through these strategic staffing initiatives.

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Running head: ABC AMERICAN FINANCIAL 1 ABC American Financial Corporation: Strategic Staffing Plan HRC 7561 March 7, 2015 Professor Gonzalez
ABC AMERCIAN FINANCIAL 2 ABC American Financial Corporation: Strategic Staffing Plan ABC American Financial Corporation is a diversified financial services company offering a broad array of title insurance, closing, settlement, property data and technology solution products to customers in the United States, Mexico, Korea, and Hong King along with leading market share in Australia and England. The companys CEO, Mr. ABC2, states that ABC American believes in the benefits associated with a diverse workforce (Corporation, 2015). This includes professional and educational background, life experiences, generational and social perspectives, as well as race, gender, disability and national origin (Corporation, 2015). Our employees viewpoints are valued and respected. Our commitment to our diverse workforce allows us to more fully understand and meet the needs of our customers and communities where we all live. (Corporation, 2015). Furthermore, the companys SVP, Head of Human Resources, Mr. ABC3 states, I am proud of the way our field and functional teams are working together to make ABC American an employer of choice (Corporation, 2015). Many of our programs and enhancements were a success because of team effort (Corporation, 2015). No one group can do it all, and although we have room to continue to work together, even better, we are on the right path. (Corporation, 2015). The corporate strategy of ABC American Financial Corporation is talent, performance, retention, and development driven (Fletcher, 2014). The strategy of ABC American Financial Corporation is to be the best place to work for employees, provide the best service to our customers along with exceptional returns to our shareholders (Fletcher, 2014). In addition, we are committed to providing our current and future employees with policy and procedure on exempt and nonexempt classifications (PayScale, 2012). Secondly, ABC AFC takes pride in providing a career development program that plays
ABC AMERCIAN FINANCIAL 3 an important role in helping build our leadership talents (Corporation, 2015). According to Mr. Fletcher (2014), programs such as Experienced Leader, Emerging Leader, and the Women in Leadership Institute programs continue to thrive in 2014 with 233 employees participating (Fletcher, 2014). This level of participation helped build the leadership talent by supporting ABC AFCs training compliance, providing 27 if the required training courses along creating and updating 13 more training modules (Corporation, 2015). More importantly, implementing a succession plan is one of the objectives in the hiring process (Fletcher, 2014). Furthermore, human resources and upper management aligned with the business strategy and continues to develop talented people within the company to maintain a healthy attrition rate (Fletcher, 2014). Secondly, ABC AFC is known for promoting talent from within is a good business strategy. This unified front was commended and acknowledged by Fortune Magazine as 100 Best Companies to Work Program for 2014 (Fletcher, 2014) At the ABC American Financial Corporation, we believe in a global integrated workforce using qualified talent to deliver quality services. Our core values are integrity, stability, innovation, leadership, and trust. Our vision is to the leader in our industry, dedicated to continually improve the products provide. Our strategy is to pursue operational excellence and innovation to provide customers with the highest quality solutions. Our balanced scorecard is to align the staffing system with the company strategy through attracting top talent, retain and motivate our workforce, develop our workforce, manage and align systems and analytics, and communications (Fletcher, 2014).
ABC AMERCIAN FINANCIAL 4 Job Analysis With that being said, this is where we will begin our job analysis for the ABC America Financial Corporation. This analysis includes professional and educational background, life experiences, generational and social perspectives, as well as race, gender, disability and national origin (Corporation, 2015). Secondly we are focusing on entry level positions therefore our job analysis will focus on analyzing of two types of criteria. For example, the characteristics of our entry level job candidates are just as critical as our executive positions therefore we will combine the essential and desirable criteria (Fletcher, 2014). Furthermore the methods of reliability and validity measurements have provided our analyst group with excellent outcomes along with creating an effective structured interview (Phillips, 2012). Our selected candidates that rate highly in the categories of the necessary educational background, technical skill sets, and work experience continue to show how they will enhance our business goals (Phillips, 2012). Therefore we will continue to utilize the structured interview approach because of its continued recruitment success (Fletcher, 2014). Staffing outcomes Polycentric Staffing is defined as a multinational staffing strategy whereby each satellite office is managed as a unique national entity. Managers and employees are hired locally to minimize communication and cultural challenges (BusinessDictionary.com, 2015). The strategy of ABC American Financial Corporation is to be the best place to work for employees, provide the best service to our customers along with exceptional returns to our shareholders (Fletcher, 2014). ABC AFC is a global corporation therefore we implemented a sourcing plan that focuses on cost, speed, and talents of new hires (Fletcher, 2014). Secondly through profiling, analyzing and using trending recruiting sources we were commended and
ABC AMERCIAN FINANCIAL 5 acknowledged by Fortune Magazine as 100 Best Companies to Work Program for 2014 (Fletcher, 2014). For example, we are a global company therefore our employee profile is designed to aid our recruitment staff in hiring a diverse candidate. The recruitment staff designs their survey on the foundation of the mission and vision statement of the company. For example our surveys will evaluate how job candidates answer questions such as, In knowing the companys mission and vision statement important to your position in previous jobs? If yes, please explain (Fletcher, 2014). The candidate will be rated on three important areas as it pertains to the hiring selection. For example, the recruiter wants to know and see how the job candidate communicates along with showing the importance of company values. More specifically, if the candidate answered yes along with an attractive explanation often they are considered for an interview (Fletcher, 2014). Our job search engine provides access to seven talent areas, all states, cities and the United Kingdom. Secondly, it provides all employment types, global access, average speed and most of all the talent area. However for this presentation, our Human Resource recruitment team uses a standard source analysis in hiring the top candidates for the Onsite Customer Service Representative Position (Fletcher, 2014). Table 1-1 shows what our recruitment staff focuses on when seeking talented candidates. The selected criterion that is tracked is coming from all 50 states and the United Kingdom. Secondly, the table will assist the recruitment staff is stating the areas of priority. Thirdly, human resource management increases their tools of strategic effectiveness in selecting the right candidate. Table I: ABC AFC Recruiting Source Analysis for Escrow Assistant Average Speed Cost per Hire New Hire Quality College Hiring 12 months $3,500 Very High Employee Referrals 6 months $10,000.00 Very High Career Sites 4 months $5,000.00 Good
ABC AMERCIAN FINANCIAL 6 Search Firm 5 months $12,000.00 Good Walk-ins 6 months $2,000.00 Good (we promote locally) Newspaper Ads 1 month $500.00 ok Note. Adapted from Strategic Staffing, by Phillips, J. M. (2012). Strategic Staffing (2nd Ed.). New Jersey: Prentice Hall., Fletcher, C. (2014, August 7). Senior Vice President of HR Recruitment. (A. Ross, Interviewer). Recruiting Guide Fletcher (2014), states that ABC AFC understands that it takes many employees to deliver the quality service for which it continues to know as. Our recruitment staff works hard to hire a performing workforce that fulfills the needs of the business. The human resource management team is knitted into the fabric of that success by impacting our employees ability to make a difference in what they do. Therefore to build upon that foundation, the following outline will be used as a recruitment guide. ABC Financial American Corporation Human Resource Strategic Priorities Vision: Deliver expertise and guidance to motivate a workforce that drives superior results (shareholder value). Mission: To develop and drive programs and processes that attracts; motivates, retains and develops our workforce to grow the companys businesses and strengthen our competitive position while managing workforce-related costs and risks. Our Five 2015 2016 Strategic Priorities: 1. Attract Top Talent 2. Retain and Motivate our Workforce 3. Developour Workforce 4. Manage and Align Systems and Analytics 5. Communicate and Connect Attract Top Talent: Provide the talent strategy, process, and systems that impact the bottom line for the business. Communicate our company values and compelling
ABC AMERCIAN FINANCIAL 7 employer brand; infrastructure to attract diverse candidates, manage a structured intern program, regionally and nationally recognized best places to work, competitive and consumer focused benefits and tools, market competitive base pay; competitive above market variable pay plans for key roles, and efficient on-boarding. Retain and motivate our Workforce: Implement retention strategies to identify and reduce turnover in critical workforce positions. Communicate our culture. Incorporate work force planning and analytics into business processes and establish a seasonal workforce pilot program. Maintain succession plans for all critical positions and a launch a business talent management process. Implement structured (platform based) recognition programs and tools. Simplify our performance management process. Establish and maintain retention programs and tools for key position. Developour Workforce: Provide global leadership, workforce, and HR with opportunities to enhance their skills to deliver superior results. Identify and track development opportunities for successors in critical positions to include leadership development, career paths, coaching support, and focused project assignments. Provide the process, infrastructure, and incentives for learning aligned with customer requirements. Conduct bi-annual HR conference. Include all HR team members in an annual talent review process. HR team members should have external HR or functional certification or Masters Degree. Manage and Align Systems and Analytics: Deliver the global systems and information that give managers the authority to manage workforce operating costs and employees the ability to self-manage. Be easy to do business with. Align primary ABC AF and ABC AI HR processes. Optimize HR transactions and systems. Leverage ABC AI HR resources to support ABC AF. Drive data-based improvements in health metrics benchmarked to high performer cost trends. Leverage technology investments to analyze healthcare claims data and target wellness and disease management; define outcomes based incentives and implement nicotine surcharge. Define the HRMS business case and complete a system definition and market evaluation. Communicate and Connect: Align leadership messages and workforce feedback to drive customer commitment and employee engagement. Define the communication components of the Employee Experience from contact to retirement. Communicate company values, culture, engagement survey results and action plans; and key priorities; and our goal to be a nationally recognized best place to work. Get on Forbes Most Trusted (Fletcher, 2014) Assessment Plan
ABC AMERCIAN FINANCIAL 8 The ABC AFC is a competitive organization that provides high quality customer service. Therefore the human resource team must search for and hire the most talented candidate. Candidate Profile for an Escrow Assistant Job Responsibilities: Responsible for establishing new escrow accounts and process escrow documents in accordance with established policies and procedures Complete real estate escrow transactions by determining requirements; clearing titles; assembling, preparing, and reviewing closing documents; disbursing funds. Determines escrow requirements by studying and clarifying buyer, seller, and lender instructions. Obtains clear title by ordering title reports; resolving title defects; satisfying existing liens and encumbrances against property or principals. Establishes escrow account by depositing funds; maintaining records. Prepares transaction documents by completing forms and statements; collecting and reviewing existing documents. Completes calculations by prorating taxes and interest. Completes closing transaction documents; reviewing papers with parties; explaining provisions and procedures; answering questions; checking documents for completeness and accuracy; obtaining signatures. Internal Assessment Fletcher (2014), states that ABC AFC understands that it takes many employees to deliver quality service for which it continues to know. Our recruitment staff works hard to hire a performing workforce that fulfills the needs of the business. The human resource management
ABC AMERCIAN FINANCIAL 9 team is knitted into the fabric of that success by impacting our employees ability to make a difference in what they do. Therefore to build upon that foundation, the following outline will be used as a recruitment guide. Phillip and Gully (2012) state that a skills inventory allows a company to maintain a list outlining which employees have certain skills. The human resource recruitment team has implemented an assessment tool used to select applicants who have prior work experience, completed training and development in handling escrow transactions (Fletcher, 2014). Secondly, using PeopleSoft Modules helps us maintain databases that provide access to the years of employment, job training and performance along with community participation when considering the candidate (Fletcher, 2014). On the other hand our external assessment tool is a questionnaire designed to determine the applicants knowledge of Escrow accounts, Microsoft Office applications and possess advanced writing and public speaking (Fletcher, 2014). ABC AFC believes that it can experience a faster investment when hiring internally. All in all, internal hire or promotion increases an employees career path and in turn improves the value and existence of the organization (Fletcher, 2014). On-Boarding and Socialization Training is costly but emotional connection among employees is priceless (Peterson, 2015). ABC AFC wants every step of NEW hire program to include its vision and mission statement. Our employees viewpoints are valued and respected. Our commitment to our diverse workforce allows us to more fully understand and meet the needs of our customers and communities where we all live. (Corporation, 2015). Furthermore, the companys SVP, Head of Human Resources, MR. ABC3 states, I am proud of the way our field and functional teams are working together to make ABC American an employer of choice (Corporation, 2015). Many
ABC AMERCIAN FINANCIAL 10 of our programs and enhancements were a success because of team effort (Corporation, 2015). No one group can do it all, and although we have room to continue to work together, even better, we are on the right path. (Corporation, 2015). The corporate strategy of ABC American Financial Corporation is talent, performance, retention, and development driven (Fletcher, 2014). More specifically, ABC AFC is a business built on strong customer service skills. Therefore how we communicate is critical (Fletcher, 2014). The Human Resource Personal Development team uses True Colors to introduce new hires to each other and upper management. This method teaches us that the way we communicate with our coworkers and the public has to do a lot with our personalities (Miscisin, 2001). ABC AFC is a diversified global workforce compiled of different races, backgrounds, education and even religion. Miscisin (2001) states that although there are numerous systems for explaining our behaviors and the origins of our personalities, the True Colors communication model is one of the easiest to remember and most fun to apply. Therefore the True Colors model consists of four colors (Miscisin, 2001). The employees selected to participate have been trained in True Colors. It is important to remember that our business skills are strengthened by the communication technique used. Therefore our on-boarding and socialization efforts are conducted for an entire year. For example, the new hire is assigned to a mentor whose color is blue. A blue communicator is described as one whose world is resolved around people and individual growth. This is a going to be a great first day for the new hire because their mentor is engaged with building positive relationships (Miscisin, 2001). As previously stated True Colors orientation program is for an entire year. Therefore other colors are introduced to aid in the employee retention, increased performance and employee engagement (Fletcher, 2014). For example, the orange color is introduced at the third
ABC AMERCIAN FINANCIAL 11 month of employment. The Orange color is action oriented, very resourceful and excited about their job. The Gold color is introduced at the sixth month to encourage opportunities for additional training, ask questions and demonstrate loyalty (Fletcher, 2014). Furthermore the color green is introduced at the ninth month. The Green color helps the new hire in establishing an interest in new projects, new activities, new ideas that pique the interest of upper management (Fletcher, 2014). Therefore it is our goal to making sure that our new hires feel welcome, and to receive the necessary training in order to be successful in their positions (Peterson, 2015).
ABC AMERCIAN FINANCIAL 12 References BusinessDictionary.com. (2015, February 22). Polycentric Staffing. http://www.businessdictionary.com/definition/polycentric-staffing.html. Corporation, F. A. (2015). First American Financial Career and Diversity. Retrieved from First American Financial Corporation: http://www.careers.firstam.co/diversity/ Fletcher, C. (2014, August 7). Senior Vice President of HR Recruitment. (A. Ross, Interviewer) Miscisin, M. (2001). True Communication with True Colors. 1-2. Peterson, B. (2015, February 28). Important On-Boarding Milestones. (A. Ross, Interviewer) Phillips, J. M. (2012). Strategic Staffing (2nd Ed.). New Jersey: Prentice Hall.

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Recruitment_Selection_Placement_Final

  • 1. Running head: ABC AMERICAN FINANCIAL 1 ABC American Financial Corporation: Strategic Staffing Plan HRC 7561 March 7, 2015 Professor Gonzalez
  • 2. ABC AMERCIAN FINANCIAL 2 ABC American Financial Corporation: Strategic Staffing Plan ABC American Financial Corporation is a diversified financial services company offering a broad array of title insurance, closing, settlement, property data and technology solution products to customers in the United States, Mexico, Korea, and Hong King along with leading market share in Australia and England. The companys CEO, Mr. ABC2, states that ABC American believes in the benefits associated with a diverse workforce (Corporation, 2015). This includes professional and educational background, life experiences, generational and social perspectives, as well as race, gender, disability and national origin (Corporation, 2015). Our employees viewpoints are valued and respected. Our commitment to our diverse workforce allows us to more fully understand and meet the needs of our customers and communities where we all live. (Corporation, 2015). Furthermore, the companys SVP, Head of Human Resources, Mr. ABC3 states, I am proud of the way our field and functional teams are working together to make ABC American an employer of choice (Corporation, 2015). Many of our programs and enhancements were a success because of team effort (Corporation, 2015). No one group can do it all, and although we have room to continue to work together, even better, we are on the right path. (Corporation, 2015). The corporate strategy of ABC American Financial Corporation is talent, performance, retention, and development driven (Fletcher, 2014). The strategy of ABC American Financial Corporation is to be the best place to work for employees, provide the best service to our customers along with exceptional returns to our shareholders (Fletcher, 2014). In addition, we are committed to providing our current and future employees with policy and procedure on exempt and nonexempt classifications (PayScale, 2012). Secondly, ABC AFC takes pride in providing a career development program that plays
  • 3. ABC AMERCIAN FINANCIAL 3 an important role in helping build our leadership talents (Corporation, 2015). According to Mr. Fletcher (2014), programs such as Experienced Leader, Emerging Leader, and the Women in Leadership Institute programs continue to thrive in 2014 with 233 employees participating (Fletcher, 2014). This level of participation helped build the leadership talent by supporting ABC AFCs training compliance, providing 27 if the required training courses along creating and updating 13 more training modules (Corporation, 2015). More importantly, implementing a succession plan is one of the objectives in the hiring process (Fletcher, 2014). Furthermore, human resources and upper management aligned with the business strategy and continues to develop talented people within the company to maintain a healthy attrition rate (Fletcher, 2014). Secondly, ABC AFC is known for promoting talent from within is a good business strategy. This unified front was commended and acknowledged by Fortune Magazine as 100 Best Companies to Work Program for 2014 (Fletcher, 2014) At the ABC American Financial Corporation, we believe in a global integrated workforce using qualified talent to deliver quality services. Our core values are integrity, stability, innovation, leadership, and trust. Our vision is to the leader in our industry, dedicated to continually improve the products provide. Our strategy is to pursue operational excellence and innovation to provide customers with the highest quality solutions. Our balanced scorecard is to align the staffing system with the company strategy through attracting top talent, retain and motivate our workforce, develop our workforce, manage and align systems and analytics, and communications (Fletcher, 2014).
  • 4. ABC AMERCIAN FINANCIAL 4 Job Analysis With that being said, this is where we will begin our job analysis for the ABC America Financial Corporation. This analysis includes professional and educational background, life experiences, generational and social perspectives, as well as race, gender, disability and national origin (Corporation, 2015). Secondly we are focusing on entry level positions therefore our job analysis will focus on analyzing of two types of criteria. For example, the characteristics of our entry level job candidates are just as critical as our executive positions therefore we will combine the essential and desirable criteria (Fletcher, 2014). Furthermore the methods of reliability and validity measurements have provided our analyst group with excellent outcomes along with creating an effective structured interview (Phillips, 2012). Our selected candidates that rate highly in the categories of the necessary educational background, technical skill sets, and work experience continue to show how they will enhance our business goals (Phillips, 2012). Therefore we will continue to utilize the structured interview approach because of its continued recruitment success (Fletcher, 2014). Staffing outcomes Polycentric Staffing is defined as a multinational staffing strategy whereby each satellite office is managed as a unique national entity. Managers and employees are hired locally to minimize communication and cultural challenges (BusinessDictionary.com, 2015). The strategy of ABC American Financial Corporation is to be the best place to work for employees, provide the best service to our customers along with exceptional returns to our shareholders (Fletcher, 2014). ABC AFC is a global corporation therefore we implemented a sourcing plan that focuses on cost, speed, and talents of new hires (Fletcher, 2014). Secondly through profiling, analyzing and using trending recruiting sources we were commended and
  • 5. ABC AMERCIAN FINANCIAL 5 acknowledged by Fortune Magazine as 100 Best Companies to Work Program for 2014 (Fletcher, 2014). For example, we are a global company therefore our employee profile is designed to aid our recruitment staff in hiring a diverse candidate. The recruitment staff designs their survey on the foundation of the mission and vision statement of the company. For example our surveys will evaluate how job candidates answer questions such as, In knowing the companys mission and vision statement important to your position in previous jobs? If yes, please explain (Fletcher, 2014). The candidate will be rated on three important areas as it pertains to the hiring selection. For example, the recruiter wants to know and see how the job candidate communicates along with showing the importance of company values. More specifically, if the candidate answered yes along with an attractive explanation often they are considered for an interview (Fletcher, 2014). Our job search engine provides access to seven talent areas, all states, cities and the United Kingdom. Secondly, it provides all employment types, global access, average speed and most of all the talent area. However for this presentation, our Human Resource recruitment team uses a standard source analysis in hiring the top candidates for the Onsite Customer Service Representative Position (Fletcher, 2014). Table 1-1 shows what our recruitment staff focuses on when seeking talented candidates. The selected criterion that is tracked is coming from all 50 states and the United Kingdom. Secondly, the table will assist the recruitment staff is stating the areas of priority. Thirdly, human resource management increases their tools of strategic effectiveness in selecting the right candidate. Table I: ABC AFC Recruiting Source Analysis for Escrow Assistant Average Speed Cost per Hire New Hire Quality College Hiring 12 months $3,500 Very High Employee Referrals 6 months $10,000.00 Very High Career Sites 4 months $5,000.00 Good
  • 6. ABC AMERCIAN FINANCIAL 6 Search Firm 5 months $12,000.00 Good Walk-ins 6 months $2,000.00 Good (we promote locally) Newspaper Ads 1 month $500.00 ok Note. Adapted from Strategic Staffing, by Phillips, J. M. (2012). Strategic Staffing (2nd Ed.). New Jersey: Prentice Hall., Fletcher, C. (2014, August 7). Senior Vice President of HR Recruitment. (A. Ross, Interviewer). Recruiting Guide Fletcher (2014), states that ABC AFC understands that it takes many employees to deliver the quality service for which it continues to know as. Our recruitment staff works hard to hire a performing workforce that fulfills the needs of the business. The human resource management team is knitted into the fabric of that success by impacting our employees ability to make a difference in what they do. Therefore to build upon that foundation, the following outline will be used as a recruitment guide. ABC Financial American Corporation Human Resource Strategic Priorities Vision: Deliver expertise and guidance to motivate a workforce that drives superior results (shareholder value). Mission: To develop and drive programs and processes that attracts; motivates, retains and develops our workforce to grow the companys businesses and strengthen our competitive position while managing workforce-related costs and risks. Our Five 2015 2016 Strategic Priorities: 1. Attract Top Talent 2. Retain and Motivate our Workforce 3. Developour Workforce 4. Manage and Align Systems and Analytics 5. Communicate and Connect Attract Top Talent: Provide the talent strategy, process, and systems that impact the bottom line for the business. Communicate our company values and compelling
  • 7. ABC AMERCIAN FINANCIAL 7 employer brand; infrastructure to attract diverse candidates, manage a structured intern program, regionally and nationally recognized best places to work, competitive and consumer focused benefits and tools, market competitive base pay; competitive above market variable pay plans for key roles, and efficient on-boarding. Retain and motivate our Workforce: Implement retention strategies to identify and reduce turnover in critical workforce positions. Communicate our culture. Incorporate work force planning and analytics into business processes and establish a seasonal workforce pilot program. Maintain succession plans for all critical positions and a launch a business talent management process. Implement structured (platform based) recognition programs and tools. Simplify our performance management process. Establish and maintain retention programs and tools for key position. Developour Workforce: Provide global leadership, workforce, and HR with opportunities to enhance their skills to deliver superior results. Identify and track development opportunities for successors in critical positions to include leadership development, career paths, coaching support, and focused project assignments. Provide the process, infrastructure, and incentives for learning aligned with customer requirements. Conduct bi-annual HR conference. Include all HR team members in an annual talent review process. HR team members should have external HR or functional certification or Masters Degree. Manage and Align Systems and Analytics: Deliver the global systems and information that give managers the authority to manage workforce operating costs and employees the ability to self-manage. Be easy to do business with. Align primary ABC AF and ABC AI HR processes. Optimize HR transactions and systems. Leverage ABC AI HR resources to support ABC AF. Drive data-based improvements in health metrics benchmarked to high performer cost trends. Leverage technology investments to analyze healthcare claims data and target wellness and disease management; define outcomes based incentives and implement nicotine surcharge. Define the HRMS business case and complete a system definition and market evaluation. Communicate and Connect: Align leadership messages and workforce feedback to drive customer commitment and employee engagement. Define the communication components of the Employee Experience from contact to retirement. Communicate company values, culture, engagement survey results and action plans; and key priorities; and our goal to be a nationally recognized best place to work. Get on Forbes Most Trusted (Fletcher, 2014) Assessment Plan
  • 8. ABC AMERCIAN FINANCIAL 8 The ABC AFC is a competitive organization that provides high quality customer service. Therefore the human resource team must search for and hire the most talented candidate. Candidate Profile for an Escrow Assistant Job Responsibilities: Responsible for establishing new escrow accounts and process escrow documents in accordance with established policies and procedures Complete real estate escrow transactions by determining requirements; clearing titles; assembling, preparing, and reviewing closing documents; disbursing funds. Determines escrow requirements by studying and clarifying buyer, seller, and lender instructions. Obtains clear title by ordering title reports; resolving title defects; satisfying existing liens and encumbrances against property or principals. Establishes escrow account by depositing funds; maintaining records. Prepares transaction documents by completing forms and statements; collecting and reviewing existing documents. Completes calculations by prorating taxes and interest. Completes closing transaction documents; reviewing papers with parties; explaining provisions and procedures; answering questions; checking documents for completeness and accuracy; obtaining signatures. Internal Assessment Fletcher (2014), states that ABC AFC understands that it takes many employees to deliver quality service for which it continues to know. Our recruitment staff works hard to hire a performing workforce that fulfills the needs of the business. The human resource management
  • 9. ABC AMERCIAN FINANCIAL 9 team is knitted into the fabric of that success by impacting our employees ability to make a difference in what they do. Therefore to build upon that foundation, the following outline will be used as a recruitment guide. Phillip and Gully (2012) state that a skills inventory allows a company to maintain a list outlining which employees have certain skills. The human resource recruitment team has implemented an assessment tool used to select applicants who have prior work experience, completed training and development in handling escrow transactions (Fletcher, 2014). Secondly, using PeopleSoft Modules helps us maintain databases that provide access to the years of employment, job training and performance along with community participation when considering the candidate (Fletcher, 2014). On the other hand our external assessment tool is a questionnaire designed to determine the applicants knowledge of Escrow accounts, Microsoft Office applications and possess advanced writing and public speaking (Fletcher, 2014). ABC AFC believes that it can experience a faster investment when hiring internally. All in all, internal hire or promotion increases an employees career path and in turn improves the value and existence of the organization (Fletcher, 2014). On-Boarding and Socialization Training is costly but emotional connection among employees is priceless (Peterson, 2015). ABC AFC wants every step of NEW hire program to include its vision and mission statement. Our employees viewpoints are valued and respected. Our commitment to our diverse workforce allows us to more fully understand and meet the needs of our customers and communities where we all live. (Corporation, 2015). Furthermore, the companys SVP, Head of Human Resources, MR. ABC3 states, I am proud of the way our field and functional teams are working together to make ABC American an employer of choice (Corporation, 2015). Many
  • 10. ABC AMERCIAN FINANCIAL 10 of our programs and enhancements were a success because of team effort (Corporation, 2015). No one group can do it all, and although we have room to continue to work together, even better, we are on the right path. (Corporation, 2015). The corporate strategy of ABC American Financial Corporation is talent, performance, retention, and development driven (Fletcher, 2014). More specifically, ABC AFC is a business built on strong customer service skills. Therefore how we communicate is critical (Fletcher, 2014). The Human Resource Personal Development team uses True Colors to introduce new hires to each other and upper management. This method teaches us that the way we communicate with our coworkers and the public has to do a lot with our personalities (Miscisin, 2001). ABC AFC is a diversified global workforce compiled of different races, backgrounds, education and even religion. Miscisin (2001) states that although there are numerous systems for explaining our behaviors and the origins of our personalities, the True Colors communication model is one of the easiest to remember and most fun to apply. Therefore the True Colors model consists of four colors (Miscisin, 2001). The employees selected to participate have been trained in True Colors. It is important to remember that our business skills are strengthened by the communication technique used. Therefore our on-boarding and socialization efforts are conducted for an entire year. For example, the new hire is assigned to a mentor whose color is blue. A blue communicator is described as one whose world is resolved around people and individual growth. This is a going to be a great first day for the new hire because their mentor is engaged with building positive relationships (Miscisin, 2001). As previously stated True Colors orientation program is for an entire year. Therefore other colors are introduced to aid in the employee retention, increased performance and employee engagement (Fletcher, 2014). For example, the orange color is introduced at the third
  • 11. ABC AMERCIAN FINANCIAL 11 month of employment. The Orange color is action oriented, very resourceful and excited about their job. The Gold color is introduced at the sixth month to encourage opportunities for additional training, ask questions and demonstrate loyalty (Fletcher, 2014). Furthermore the color green is introduced at the ninth month. The Green color helps the new hire in establishing an interest in new projects, new activities, new ideas that pique the interest of upper management (Fletcher, 2014). Therefore it is our goal to making sure that our new hires feel welcome, and to receive the necessary training in order to be successful in their positions (Peterson, 2015).
  • 12. ABC AMERCIAN FINANCIAL 12 References BusinessDictionary.com. (2015, February 22). Polycentric Staffing. http://www.businessdictionary.com/definition/polycentric-staffing.html. Corporation, F. A. (2015). First American Financial Career and Diversity. Retrieved from First American Financial Corporation: http://www.careers.firstam.co/diversity/ Fletcher, C. (2014, August 7). Senior Vice President of HR Recruitment. (A. Ross, Interviewer) Miscisin, M. (2001). True Communication with True Colors. 1-2. Peterson, B. (2015, February 28). Important On-Boarding Milestones. (A. Ross, Interviewer) Phillips, J. M. (2012). Strategic Staffing (2nd Ed.). New Jersey: Prentice Hall.