Running Head Team Project .docx

Running Head: Team Project
4
Organization Staffing Team Project: Prestige Staffing
By
Kayla Bailey
Allen Carman
Raymand Davis
Paereak Meng
Marsha Sturgis
MAN4320
Professor Turner
Florida State College at Jacksonville
Abstract Comment by Turner, Allison J.: I am recommending
to all of the groups to add a brief conclusion at the end. It will
summarize the basics of what this research project covered.
In this paper, it is discussed that how staffing and recruitment
takes place and what prominent point a recruiter must keep in

mind while going through this process. The HR manager must
research the KSAO’s so that they come to know what theiris
labor market demand and supply of their respective labor in the
market. Bureau of Labor and Statistics (BLS) and O*Net help
them to find these statistics. Before recruiting for a position, the
skills, abilities and educational background must be defined so
that it is easy for them to target potential candidates. Using the
information fromat the O*Net and BLS, job descriptions, job
briefs, and job responsibilitiesy must be properly defined.
Online advertising on the brand page is a good way of treating
prospective employees for interviews and application. Social
media is a good source of recruiting candidate. Recruitment
through a social media page of a company fosters a good impact
on the candidate and they come to know about the culture of the
company. Comment by Turner, Allison J.: reword Comment by
Turner, Allison J.: Reword please. I have finished reading and I
don’t think I found a stand out PROMINENT POINT A
RECRUITER MUST KEEP IN MIND> If I did and missed it, I
apologize! Comment by Turner, Allison J.: the leaders?
Organization? Better word than them Comment by Turner,
Allison J.: for the organization. Comment by Turner,
Allison J.: The grammar in these sentences is in correct. Read
aloud or ask someone else to read it to assist in rewording it.
Key Information for our Client – Prestige Staffing
We have analyzed/developed:
· Strategic Staffing Proposal for open positions for salespeople
· Forecasted number of employees to hire to handle 36,000 new

customers
· Work force projections
· Recruitment methods to hire for each open position (Director
Call Center, First Level Call Center Supervisors, Sales Account
Representatives)
· Projected number of “hire ahead” employees
Issues addressed:
· Salaries for positions in the sales call center (based on
O*NET)
· Knowledge, skills, abilities and other characteristics (KSAOs)
required
· How the Strategic Approach to Job Offers relates to our
staffing proposal
· If our client should use cognitive ability tests and why/why
not
· If our client should use personality tests and why/why not
· How the hiring approach is supported
· How should our client analyze before, during, or after
implementationing of our plan
KSAOs Required that relate to our client’s needs
We should explain to our client that the required KSAOs
(knowledge, skills, abilities and other characteristics) for their
open positions are needed to:
- Perform the job effectively
- Help determine which tools can be used to evaluate the
KSAOs the applicants possess (Raymond will describe)
Comment by Turner, Allison J.: ??
- Which applicants will be selected Comment by Turner,
Allison J.: Add action verb like the others before and after
- Help form the job offers to selected applicants Comment by
Turner, Allison J.: Create?
KSAOs Required:
Knowledge:
- Sales and Marketing – methods for promoting and selling

products or services along with marketing strategies, sales
techniques and product demonstration
- Customer Services – determining customer needs and
providing customer satisfaction
- Mathematics – understanding and applying arithmetic, algebra,
statistics, calculus and geometry
- Administration and Management – strategic planning,
production methods, resources and human resources, along with
coordination of both
Skills:
- Persuasion – strength in persuading people to change their
behavior or mind about a product or service
- Negotiation – able to reconcile differences to come to an
agreement for all parties
- Speaking and Active Listening – convey information
effectively and give full attention to others to determine what
the person is asking or may be looking for
- Service – determining customer needs and ways to help
Abilities:
- Oral Expression – communicate information to others so that
it is easily understood from any perspective
- Oral Comprehension – listen to and understand information
provided verbally
- Speech Clarity – speak clearly and precisely so all can
understand
- Speech Recognition – identify and understand others’ speech
- Problem Solving – understand when something is or likely to
go wrong and how to deal with the problem effectively
Other Characteristics:
- Dependable – being reliable, dependable and fulfilling
obligations
- Attention to Detail – understanding required tasks and

thoroughly completion
- Integrity – being honest and ethical
- Cooperation – working as a team and with management with a
positive attitude
- Interpersonal Skills – interacting with people of different
backgrounds, races, religions, etc.
- Motivated and Goal Seeking – strive to go above and beyond
and accomplish goals set by self or by the company
- Self Control – maintain composure, working under pressure,
and avoiding aggressive situations
Human Resource Planning
Human Resource Planning forms the basis for all other
activities conducted during staffing. When we completely
consider our staffing needs and how those needs fit with the
external environment, it will become much simpler to recruit
the right number and type of candidates, develop methods for
selecting the right candidates, and evaluate whether the process
was successful (Heneman III, Judge, & Kammeyer-Mueller,
2015).
Exhibit 1: Model of Recruitment Process (Breaugh,
2009)Research Labor Supply and Demand
After identifying our KSAOs, the next step is to take a look at
some of the internal and external influences on our planning
process, specifically labor market conditions both nationally
and locally. This type of information gathering can be done
online is at the Bureau of Labor and Statistics (BLS)website, as
well as O*Net, which is an online resource center sponsored by
the Department of Labor. There are also links embedded within
this site that link to regional and local area information. Some
of tThe information in the tables below was gathered for our job
analysis and will help us in determining labor supply for the

positions that we are hiring for the client. The tables below
compare national and local area trends for wages, employment,
projected growth, and projected job openings: Comment by
Turner, Allison J.: Which site?
National Trends
Median Wage (2018)
Employment (2016)
Projected Growth (2016-2026)
Projected Job Openings
(2016-2026)
Sales Director
$59.72
Per Hour
$124,220
Per Year
386,000
Average
(5% to 9%)
36,300
Sales Supervisor
$35.29
Per Hour
$73,390
Per Year
405,000
Average
(5% to 9%)
39,000
Sales Team Leader
$26.83
Per Hour
$55,810
Per Year
1,506,000
Lower

(2% to 4%)
153,000
Sales Associate
$16.23
Per Hour
$33,750
Per Year
2,785,000
Average
(5% to 9%)
373,500
Table 1: National Trends (O*Net)
State Trends (Florida)
Median Wage (2018)
Employment (2016)
(2016-2026)
Sales Director
$51.74
Per Hour
$107,620
Per Year
14,190
High
(+18%)
1,540
Sales Supervisor
$33.74 Per Hour
$70,190 Per Year
36,110
High
(+15%)
3,980

Sales Team Leader
$24.86
Per Hour
$51,710
Per Year
99,790
High
(+12%)
11,390
Sales Associate
$15.03
Per Hour
$31,260
Per Year
236,920
High
(+15%)
35,700
Table 2: State Trends (BLS, OES)
There are also other reports that can give you specific
demographic information for specific geographical areas. From
this type of information, you can determine if there will be a
diverse labor supply in the area that you will be recruiting. The
information gathered about the North Florida recruiting area
shows a strong diverse labor supply. T with the largest groupis
being women at 51.1% of the population. and tThe Hispanic
group is rising at 26.1% (O*Net, 2019).
There are also labor demand reports which can be sorted and
viewed by job market as theyit relates to education requirements
around KSAOs being reported. The trend shows that there will
be increasing demand for college degrees and technical
certifications over the next ten years. There was aAlso,
information that sales jobs are the second highest projected type
of employment for the North Florida area (O*Net, 2019).
Seeking Requirements from Others
In establishing recruitment objectives, HR professionals should

make sure to seek input from others who may have valuable
insight to contribute. For example, an HR manager in charge of
employee selection may have information to share about the
skills that should be targeted. You should also seek input from
functional managers who will be working with newly hired
employees. These managers will have specific information
about each job that should be communicated to applicants. By
getting input from outside the HR department, you will have
additional information to improve the recruitment process, and
you will also develop allies who will support the actions taken
by HR during the process (Breaugh, 2009). Comment by
Turner, Allison J.: Maybe mention “through the recruitment
posting” or “in the position description” ? Recruiting Objectives
After gathering and analyzing the information from external
resources, it is time to evaluate expected demand. This demand
is based on our client’s future plans. Also, and the supply and
availability of staff, internally and externally, are reviewed to
determine if they to can meet these demands. Internally,
organizations are impacted by turnover and retirements.
Externally, they are impacted by changes in technology,
changes in the economy, and changes in the industry. Also,
and consumer demand that may require skills that do not
currently exist within the company. All of these impacts have an
effect on the type and numbers of employees that are needed for
the organization to have a successful recruitment process
(Richards, Leigh, 2018). Comment by Turner, Allison J.: Of
what? Not sure this makes sense. Whats the demand that
someone doesn’t have skills for?
(Need to insert our recruiting objectives here)
Establishing Recruitment Objectives
• Number of open positions to be filled.
• Date by which positions should be filled
• Number of applications desired.
• Type of applicants sought:
– Level of education.
– Knowledge, skills and abilities.

– interests and values.
– Diversity.
• Job performance goals for new hires.
• Expected new-hire retention rateCreating Job Descriptions
AlsoAnother part of the research available at O*Net and BLS is
information about different job requirements and
responsibilities that can be used to create the job descriptions
for the client’s staffing requirements.
Using the research found on these sites, along with information
gathered from other resources, the following Job Descriptions
were developed. They also contain a Job Brief, Job
Responsibilities, and Job Requirements:
Sales DirectorJob Description
· Planning budgets and activities for account management in the
company
· Setting up goals and objectives for all subordinate staff
· Providing feedback and counsel to Sales Supervisors to meet
quotas/objectives
· Developing and executing strategic plan to achieve sales
targets and expand our customer base
· Building and maintaining strong, long-lasting customer
relationshipsJob Brief
· We are looking for a Sales Director to undertake account
management responsibilities and supervise the sales team. Your
duties will involve both managing relationships with clients and
guiding Sales Supervisors.
· An effective Sales Director has great aptitude in building and
maintaining customer relationships. They also possess excellent
planning and leadership abilities to coordinate and advise sales
supervisors and executives.
· The goal is to ensure the company’s retention of clientele and
facilitate further growth.Job Responsibilities
· Plan budgets and activities for account management in the
company
· Set up goals and objectives for all subordinate staff
· Provide feedback and counsel to Sales Supervisors to meet

quotas/objectives
· Conduct performance evaluation using key metrics
· Serve as the point of contact for customers in your portfolio
· Understand customer requirements and needs to offer suitable
solutions and generate new business
· Ensure the timely delivery of services and products to clients
· Resolve issues to maintain and strengthen customer trust
· Read reports of subordinates and communicate overall
quarterly/annual progress to senior management and external
stakeholdersJob Requirements
· Proven experience as a Sales Director or similar position
· Demonstrable experience in negotiation and meeting client
requirements
· Solid understanding of budgeting and reporting on progress
· Knowledge of performance evaluation techniques and metrics
· Working knowledge of MS Office and/or relevant software
(e.g. Salesforce)
· Excellent communication and interpersonal abilities with
aptitude in fostering long-term relationships
· Outstanding organizational and leadership skills
· MBA/BSc/BA in business administration, sales or relevant
field
Model of Recruitment Process 2: Job Analysis: Sales Director
(O*Net)
Sales SupervisorsJob Description
· Achieving growth and hitting sales targets by successfully
managing the sales team
· Designing and implementing a strategic sales plan that
expands company’s customer base and ensure its strong
presence
· Managing recruiting, objectives setting, coaching and
performance monitoring of sales representativesJob Brief
· We are looking for a high-performing Sales Supervisor to help
us meet our customer acquisition and revenue growth targets by
keeping our company competitive and innovative.
· You will be responsible for maximizing our sales team

potential, crafting sales plans and justifying those to plans to
the upper management.Job Responsibilities
· Achieve growth and hit sales targets by successfully managing
the sales team
· Design and implement a strategic business plan that expands
company’s customer base and ensure its strong presence
· Own recruiting, objectives setting, coaching and performance
monitoring of sales representatives
· Build and promote strong, long-lasting customer relationships
by partnering with them and understanding their needs
· Present sales, revenue and expenses reports and realistic
forecasts to the management team
· Identify emerging markets and market shifts while being fully
aware of new products and competition statusJob Requirements
· Successful previous experience as a sales team leader or sales
supervisor, consistently meeting or exceeding targets
(e.g. Salesforce)
· Committed to continuous education through workshops,
seminars and conferences
· Demonstrated ability to communicate, present and influence
credibly and effectively at all levels of the organization
· Proven ability to drive the sales process from plan to close
· Strong business sense and industry expertise
· Excellent mentoring, coaching and people management skills
· BSc/BA degree in business administration or a related field
Figure 2: Job Analysis - Sales Supervisor (O*Net)
Sales Team LeadersJob Description
· Creating an inspiring sales team environment with an open
communication culture.
· Set clear team sales goals, manage schedules, file important
documents and communicate relevant information
· Ensuring the adequacy of sales-related software or material
· Delegating tasks and setting deadlines
· Responding to complaints from customers and give after-sales
support when requestedJob Brief

· We are looking for an experienced and well-organized Sales
Team Leader to provide the necessary support to the sales
associates. As a team leader, you will be the contact point for
all team members, so your communication skills should be
excellent. You should also be able to act proactively to ensure
smooth team operations and effective collaboration
· The goal is to facilitate the team’s activities so as to maximize
their performance goalsJob Responsibilities
· Delegate tasks and set deadlines
· Oversee day-to-day operation
· Monitor team performance and report on metrics
· Motivate team members
· Discover training needs and provide coaching
· Listen to team members’ feedback and resolve any issues or
conflictsJob Requirements
· Proven experience in sales; experience as a team leader or in
other administrative positions will be considered a plus
· Excellent communication and leadership skills
· Good computer skills (MS Office)
· Proficiency in English
· Well-organized and responsible with an aptitude in problem-
solving
· Excellent verbal and written communication skills
· A team player with high level of dedication
· AA/AS in business or relevant field; certification in sales or
marketing will be an asset
Figure 3: Job Analysis: Sales Team Leader (O*Net)
Sales AssociatesJob Description
· Contacting potential or existing customers to inform them
about a product or service using scripts
· Answering questions about products or the company
· Asking questions to understand customer requirements and
close salesJob Brief
· We are looking for enthusiastic sales associates to contribute
in generating sales for our company. You will be responsible for
closing sales deals over the phone and maintaining good

customer relationships.
· An effective sales associate must be an excellent
communicator and have superior people skills. They must be
comfortable presenting products or services over the phone as
well as dealing with complaints and doubts.
· The goal is to help the company grow by bringing in
customers and developing business.Job Responsibilities
· Contact potential or existing customers to inform them about a
product or service using scripts
· Answer questions about products or the company
· Ask questions to understand customer requirements and close
sales
· Direct prospects other departments when needed
· Enter and update customer information in the database
· Take and process orders in an accurate mannerJob
Requirements
· Proven experience a sales associate or other sales/customer
service role
· Proven track record of successfully meeting sales quota
preferably over the phone
· Good knowledge of relevant computer programs (e.g. CRM
software) and telephone systems
· Ability to learn about products and services and
describe/explain them to prospects
· Excellent knowledge of English
· Excellent communication and interpersonal skills
· Cool-tempered and able to handle rejection
· Outstanding negotiation skills with the ability to resolve
issues and address complaints
· High school diploma; some college would be a plus
Figure 4: Job Analysis: Sales Associate (O*Net)
Create Value using Employment Brand
Using your employment brand can help in the recruitment
process. According to an article written in SHRM 2008 Staffing
Research titled “The Employer Brand: A Strategic Tool to

Attract, Recruit, and Retain Talent”, “an organization’s brand is
“how the organization wants prospective and current employees
to see the company” and should be considered in establishing
the values you’re seeking in recruits—values that match those
of the organization. But tTo use your employment brand
effectively, it must be authentic. If it lacks authenticity, new
hires are likely to feel deceived, creating morale problems and
new employee turnover. In addition to accurately describing
accurately what employment with your firm means, it is also
critical that the brand be visible to prospective recruits.
There are several strategies for communicating your employer
brand: highlight the brand on your web site, describe it in
recruitment literature, or sponsor college campus events. You
may also influence a recruit’s view of your brand by the way
you treat prospective employees during the application process
and interviews. Exhibit 2 suggests—based on reports from HR
managers, that use of the employer brand can be quite beneficial
(Breaugh, 2009)
Exhibit 2: Branding Strategy (Breaugh, 2009)
Where to Recruit
The next consideration that should be part of the strategy is to
determine where to recruit. Career Websites, such as
Monster.com or Indeed.com, provide a pool of potential
candidates with their resume information at the recruiter’s
fingertips. LinkedIn is another popular professional social
media platform for professional networking and recruiting.
These are affordable methods that reach a very large pool of
potential candidates quickly. Comment by Turner, Allison J.:
Try not to repeat words within one sentence
Social Media has become another popular and available
recruitment source. Spreading the word about the company on
social media will ensure it reaches even more potential
candidates. The company can develop a social media presence
to show the potential candidates a little about their culture.
Sharing things like community/industry news, and what makes
the company different will help give prospective candidates an

opportunity to see if they will fit in. Recruiters can share the
links from their own social media accounts to help spread the
word. These links should take the potential candidate to the
company website and careers page to make applying easy.
Organizations should not discount their existing employee
networks for recruiting. Current employees provide a vast pool
of potential candidates. Current employees already know what it
takes to work at the company, so they are often able to
recommend candidates that meet the criteria. Asking existing
employees for referrals will speed up the process of finding and
vetting potential new employees. Offering incentives for
referring qualified candidates can also help motivate existing
employees to refer quality personnel.
Last but not least, Career Fairs can draw large quantities of
prospective candidates. These fairs can be on site at the call
center, a local venue, or at a local college campus. Most
colleges allow companies to recruit at career fairs. Students
visiting these events are looking for opportunities and advice
about different career options. Having alumni at the event will
help the organization connect with the students and might make
them more receptive to joining to company (Iyoob, 2016).
Preliminary Applicant Stage
-Initial look at application, using keywords reflecting
KSAO’s, with a focus on similar job experience along with
higher education.
-Once applicant is accepted or notified that their
application is no longer under review, considered applicants
will move to the secondary stage of screening.
Secondary Applicant Stage
· Applicants will be notified that they are still being considered
and prompted to take a few tests that will take less than an hour
to complete. These tests consist of the following:
1. Criteria Cognitive Aptitude Test (CCAT)- measures aptitude,
problem- solving abilities, skill learning capabilities for job
growth and development, and critical thinking. This test is 50

questions and requires around 15 minutes.
2. Numerical Reasoning Test- This test measures basic
mathematics to high level numerical critical reasoning.
3. Verbal Reasoning Test- This test will measure the applicant’s
English language skills
· Data from these tests will be gathered to show applicant’s
strengths “on paper” for employer consideration and
determination for applicant job placement
Tertiary Applicant Stage
-Once applicants filter through the Secondary Applicant
Stage, they will be notified if still being considered that they
can expect a digital interview consisting of four of the
following timed and recorded questions:
1. (Five minutes) Please describe a recent situation in which
you worked with an irate customer, and what did you do to
deescalate and satisfy the customer.
2. (Five Minutes) Please describe a recent situation in which
you worked with an upset fellow employee, and what you did to
deescalate the situation or make the employee feel better?
3. (three minutes) Please list three strengths that you possess.
4. (Three minutes) Please list a weakness that you possess and
how you would like to work on strengthening this weakness.
Data gathered from this short interview will give a sampling of
the applicant’s strengths, an opportunity for growth, and a
display of charisma towards critical thinking and problem-
solving skills.
Final Applicant Stage
-In person half hour interview with hiring staff so that
applicant can further highlight charisma, and an impression on
how applicant will fit in with staffing.
-Final detailed background check for company and fellow
employee safety
The Economic Impact of our Advice
The recruitment process is always an extended one that requires

the assistance of both human resources and finances for hiring
competent candidates. The hiring of employees is a costly
process but if it is managed and strategically designed, than the
cost associated with this process can be minimized (Anne-
Mette Sivertzen, 2013 ). In this report, it is highlighted how
social media and online recruitment sites are used for
advertisement of the job opening. By using social media, the
company directly hires employees through the job post. But at
different sites like monster.com, the company have to some
minimal fees for the job add. Furthermore, the option of tThe
job fair is best because the company can directly hire a
candidate from their colleges. Hence, no cost is associated with.
Screening test applied some cost at the company. Comment by
Turner, Allison J.: Rewrite- misspellings don’t make sense
Comment by Turner, Allison J.: Rewrite-misspellings don’
make sense
From the analysis of all recruitment strategies, it is analyzed
that the ways that are adopted for recruitment are economical
that does not involve any major financial transaction. Hence, it
lowers the cost of recruitment that is normal some thousand
dollars if it goes through a traditional recruitment process. But
here the online mode of advertisement and job fair are the best
options that are easily approachable and have an economic
effect also (Richard Rutter, 2016 ). Thus, tThis project has a
good economic impact on the company. Because tThey are not
wasting their financial resources on hiring a new employee.
andTas these resources can be used in another way, such as on
the training of newly hired employees. Comment by Turner,
Allison J.: Have someone assist with editing this, they don’t
make sense
Describe the job with concern for EEO and ADA-essential job
duties Comment by Turner, Allison J.: Probably not the best
word. It has a negative connotation when EEO and ADA should
actually not be considered bad.
Essential functions are the basic job duties that an employee

must be able to perform, with or without reasonable
accommodation. You should carefully examine each job to
determine which functions or tasks are essential to performance.
(This is particularly important before taking an employment
action such as recruiting, advertising, hiring, promoting or
firing).
Factors to consider in determining if a function is essential
include:
· whether the reason the position exists is to perform that
function,
· the number of other employees available to perform the
function or among whom the performance of the function can be
distributed, and
· the degree of expertise or skill required to perform the
function.
Your judgment as to which functions are essential, and a written
job description prepared before advertising or interviewing for a
job will be considered by EEOC as evidence of essential
functions. Other kinds of evidence that EEOC will consider
include:
· The actual work experience of present or past employees in
the job,
· The time spent performing a function,
· The consequences of not requiring that an employee perform a
function, and
· The terms of a collective bargaining agreement.
The responsibility of the company and the concerns surrounding
EEO and ADA are making sure that the company supplies
reasonable accommodations to properly equip the associates to
perform the essential roles and responsibilities of the job

function. Comment by Turner, Allison J.: Again, probably not
the best word. It has a negative connotation when EEO and
ADA should actually not be considered bad.
· acquiring or modifying equipment or devices,
· job restructuring,
· part-time or modified work schedules,
· reassignment to a vacant position,
· adjusting or modifying examinations, training materials or
policies,
· providing readers and interpreters, and
· making the workplace readily accessible to and usable by
people with disabilities.
Reasonable accommodation also must be made to enable an
individual with a disability to participate in the application
process and to enjoy benefits and privileges of employment
equal to those available to other employees.
According to the E.O. 11246 regulations, the required elements
of a non-construction AAP are the following: Comment by
Turner, Allison J.: Add info here…what’s an AAP? Reader
needs to be told
Organizational display. A detailed graphic, chart, spreadsheet or
other presentation of contractor's organizational structure. "The
organizational display must identify each organizational unity
in the establishment, and show the relationship of each
organizational unity to the other organizational units in the
establishment. Comment by Turner, Allison J.: Above it states
NON-CONSTRUCTION but here is states CONTRACTOR
which sounds like construction to me? I read them and these
apply to ALL AAPs, not just construction/nonconstruction
Workforce analysis. "A workforce analysis is a listing of each
job title as it appears in applicable collective bargaining
agreements or payroll records ranked from the lowest paid to
the highest paid within each department or other similar
organizational unity including departmental or unit supervision"

(41 C.FR. §60-2.11(c)).
Job group analysis. Contractors group jobs that have similar
duties and responsibility, wage rates, and similar opportunities
for training, transfer, promotions, pay, mobility and other career
enhancement opportunities (41 C.F.R. §60-2.12). Comment by
Turner, Allison J.:
Utilization analysis.
Placement of incumbents in job groups. "The contractor must
separately state the percentage of minorities and the percentage
of women it employs in each job group established" (41 C.F.R.
§60-2.13). Comment by Turner, Allison J.:
Determining availability. Contractors must determine
availability of minorities and women for each job group.
According to the DOL's Technical Assistance Guide of 2009,
"Availability is a percentage estimate of the women and
minorities who have the skills required to perform the jobs
within the job groups. To determine the availability
percentages, contractors are required to consider two factors.
These factors reflect availability outside the contractor's
workforce (such as people in the immediate labor area or
reasonable recruitment areas), and availability inside the
contractor's own workforce (such as people who are qualified
and available via transfer, promotion, or training)." Contractors
often use government resources such as the U.S. Census
Bureau's EEO Tabulation, the U.S. Bureau of Labor Statistics'
(BLS) Current Population Survey and state employment service
data to obtain estimated availability data. See 41 C.F.R §60-
2.14.Comment by Turner, Allison J.: Comment by Turner,
Allison J.:
Comparing availability to incumbency. "The contractor must
compare the percentage of minorities and women in each job
group with the availability for those job groups" (41 C.F.R.
§60-2.15). This section will help determine which job groups
employ too few females or minorities and need placement goals.
Comment by Turner, Allison J.:

References
Anne-Mette Sivertzen, E. R. (2013 ). Employer branding:
employer attractiveness and the use of social media. Journal of
Product & Brand Management, 473-483.
BLS, OES. (n.d.). Available Workforce - Florida. Retrieved
September 19, 2019, from www.careeronestop.com:
https://www.careeronestop.org/toolkit/stateandlocal/wages.aspx
?soccode=434051&location=Florida&dataview=chart&hourly=F
alse&national=False#ctl21_pnlTitle
Breaugh, J. A. (2009). Recruiting and Attracting Talent: A
Guide to Understanding and Managing the Recruitment Process.
Retrieved from www.shrm.org: https://www.shrm.org/hr-
today/trends-and-forecasting/special-reports-and-expert-
views/Documents/Recruiting-Attracting-Talent.pdf
EEOC. (2019). The ADA: Your Responsibilities as an
Employer. Retrieved from U.S. Equal Employment Opportunity
Commission:
https://www.eeoc.gov/eeoc/publications/ada17.cfm
Heneman III, H. G., Judge, T. A., & Kammeyer-Mueller, J. D.
(2015). Staffing Organizations (eighth ed.). Pangloss Industries,
Inc.; McGraw-Hill Education.
Iyoob, J. (2016, February 7). 4 tips to recruiting call center
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https://www.linkedin.com/pulse/4-tips-recruiting-call-center-
representatives-jim-iyoob/
Lucidchart Content Team. (2018). 4 Steps to Strategic Human
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https://www.lucidchart.com/blog/what-is-the-human-resources-
planning-process
O*Net. (2019). Other Reports for Research. Retrieved from
www.onetcenter.org: https://www.onetcenter.org/paw/entry/134
Summary Report for: 41-2031.00 - Retail Salespersons. (2019,

August 6). Retrieved from
https://www.onetonline.org/link/summary/41-2031.00
O*Net. (n.d.). Summary Reports. Retrieved September 19, 2019,
from www.onetonline.org:
https://www.onetonline.org/link/summary/11-2022.00/41-
1012.00/43-1011.00/43-4051.00
Richards, Leigh. (2018). Human Resource Planning Process.
Retrieved from smallbusiness.chron.com:
https://smallbusiness.chron.com/human-resource-planning-
process-4932.html
Richard Rutter. (2016 ). Social media interaction, the university
brand and recruitment performance. Journal of Business
Research, 3096-3104.
SHRM. (2018, September 18). Managing Federal Contractor
Affirmative Action Programs. Retrieved from SHRM:
https://www.shrm.org/resourcesandtools/tools-and-
samples/toolkits/pages/managingaffirmativeactionprograms.asp
x
Running Head: Team Project
4
Organization Staffing Team Project: Prestige Staffing
By
Kayla Bailey
Allen Carman

Raymand Davis
Paereak Meng
Marsha Sturgis
MAN4320
Professor Turner
Florida State College at Jacksonville
Abstract Comment by Turner, Allison J.: I am recommending
to all of the groups to add a brief conclusion at the end. It will
summarize the basics of what this research project covered.
In this paper, it is discussed that how staffing and recruitment
takes place and what prominent point a recruiter must keep in
mind while going through this process. The HR manager must
research the KSAO’s so that they come to know what theiris
labor market demand and supply of their respective labor in the
market. Bureau of Labor and Statistics (BLS) and O*Net help
them to find these statistics. Before recruiting for a position, the
skills, abilities and educational background must be defined so
that it is easy for them to target potential candidates. Using the
information fromat the O*Net and BLS, job descriptions, job
briefs, and job responsibilitiesy must be properly defined.
Online advertising on the brand page is a good way of treating
prospective employees for interviews and application. Social
media is a good source of recruiting candidate. Recruitment
through a social media page of a company fosters a good impact
on the candidate and they come to know about the culture of the

company. Comment by Turner, Allison J.: reword Comment by
Turner, Allison J.: Reword please. I have finished reading and I
don’t think I found a stand out PROMINENT POINT A
RECRUITER MUST KEEP IN MIND> If I did and missed it, I
apologize! Comment by Turner, Allison J.: the leaders?
Organization? Better word than them Comment by Turner,
Allison J.: for the organization. Comment by Turner,
Allison J.: The grammar in these sentences is in correct. Read
aloud or ask someone else to read it to assist in rewording it.
Key Information for our Client – Prestige Staffing
We have analyzed/developed:
· Strategic Staffing Proposal for open positions for salespeople
· Forecasted number of employees to hire to handle 36,000 new
customers
· Work force projections
· Recruitment methods to hire for each open position (Director
Call Center, First Level Call Center Supervisors, Sales Account
Representatives)
· Projected number of “hire ahead” employees
Issues addressed:
· Salaries for positions in the sales call center (based on
O*NET)
· Knowledge, skills, abilities and other characteristics (KSAOs)
required
· How the Strategic Approach to Job Offers relates to our
staffing proposal

· If our client should use cognitive ability tests and why/why
not
· If our client should use personality tests and why/why not
· How the hiring approach is supported
· How should our client analyze before, during, or after
implementationing of our plan
KSAOs Required that relate to our client’s needs
We should explain to our client that the required KSAOs
(knowledge, skills, abilities and other characteristics) for their
open positions are needed to:
- Perform the job effectively
- Help determine which tools can be used to evaluate the
KSAOs the applicants possess (Raymond will describe)
Comment by Turner, Allison J.: ??
- Which applicants will be selected Comment by Turner,
Allison J.: Add action verb like the others before and after
- Help form the job offers to selected applicants Comment by
Turner, Allison J.: Create?
KSAOs Required:
Knowledge:
- Sales and Marketing – methods for promoting and selling
products or services along with marketing strategies, sales
techniques and product demonstration
- Customer Services – determining customer needs and
providing customer satisfaction
- Mathematics – understanding and applying arithmetic, algebra,
statistics, calculus and geometry
- Administration and Management – strategic planning,
production methods, resources and human resources, along with
coordination of both
Skills:
- Persuasion – strength in persuading people to change their
behavior or mind about a product or service
- Negotiation – able to reconcile differences to come to an

agreement for all parties
- Speaking and Active Listening – convey information
effectively and give full attention to others to determine what
the person is asking or may be looking for
- Service – determining customer needs and ways to help
Abilities:
- Oral Expression – communicate information to others so that
it is easily understood from any perspective
- Oral Comprehension – listen to and understand information
provided verbally
- Speech Clarity – speak clearly and precisely so all can
understand
- Speech Recognition – identify and understand others’ speech
- Problem Solving – understand when something is or likely to
go wrong and how to deal with the problem effectively
Other Characteristics:
- Dependable – being reliable, dependable and fulfilling
obligations
- Attention to Detail – understanding required tasks and
thoroughly completion
- Integrity – being honest and ethical
- Cooperation – working as a team and with management with a
positive attitude
- Interpersonal Skills – interacting with people of different
backgrounds, races, religions, etc.
- Motivated and Goal Seeking – strive to go above and beyond
and accomplish goals set by self or by the company
- Self Control – maintain composure, working under pressure,
and avoiding aggressive situations

Human Resource Planning
Human Resource Planning forms the basis for all other
activities conducted during staffing. When we completely
consider our staffing needs and how those needs fit with the
external environment, it will become much simpler to recruit
the right number and type of candidates, develop methods for
selecting the right candidates, and evaluate whether the process
was successful (Heneman III, Judge, & Kammeyer-Mueller,
2015).
Exhibit 1: Model of Recruitment Process (Breaugh,
2009)Research Labor Supply and Demand
After identifying our KSAOs, the next step is to take a look at
some of the internal and external influences on our planning
process, specifically labor market conditions both nationally
and locally. This type of information gathering can be done
online is at the Bureau of Labor and Statistics (BLS)website, as
well as O*Net, which is an online resource center sponsored by
the Department of Labor. There are also links embedded within
this site that link to regional and local area information. Some
of tThe information in the tables below was gathered for our job
analysis and will help us in determining labor supply for the
positions that we are hiring for the client. The tables below
compare national and local area trends for wages, employment,
projected growth, and projected job openings: Comment by
Turner, Allison J.: Which site?
National Trends
Median Wage (2018)
Employment (2016)
(2016-2026)
Sales Director
$59.72
Per Hour

$124,220
Per Year
386,000
Average
(5% to 9%)
36,300
Sales Supervisor
$35.29
Per Hour
$73,390
Per Year
405,000
Average
(5% to 9%)
39,000
Sales Team Leader
$26.83
Per Hour
$55,810
Per Year
1,506,000
Lower
(2% to 4%)
153,000
Sales Associate
$16.23
Per Hour
$33,750
Per Year
2,785,000
Average
(5% to 9%)
373,500
Table 1: National Trends (O*Net)
State Trends (Florida)

Median Wage (2018)
Employment (2016)
(2016-2026)
Sales Director
$51.74
Per Hour
$107,620
Per Year
14,190
High
(+18%)
1,540
Sales Supervisor
$33.74 Per Hour
$70,190 Per Year
36,110
High
(+15%)
3,980
Sales Team Leader
$24.86
Per Hour
$51,710
Per Year
99,790
High
(+12%)
11,390
Sales Associate
$15.03
Per Hour
$31,260
Per Year

236,920
High
(+15%)
35,700
Table 2: State Trends (BLS, OES)
There are also other reports that can give you specific
demographic information for specific geographical areas. From
this type of information, you can determine if there will be a
diverse labor supply in the area that you will be recruiting. The
information gathered about the North Florida recruiting area
shows a strong diverse labor supply. T with the largest groupis
being women at 51.1% of the population. and tThe Hispanic
group is rising at 26.1% (O*Net, 2019).
There are also labor demand reports which can be sorted and
viewed by job market as theyit relates to education requirements
around KSAOs being reported. The trend shows that there will
be increasing demand for college degrees and technical
certifications over the next ten years. There was aAlso,
information that sales jobs are the second highest projected type
of employment for the North Florida area (O*Net, 2019).
Seeking Requirements from Others
In establishing recruitment objectives, HR professionals should
make sure to seek input from others who may have valuable
insight to contribute. For example, an HR manager in charge of
employee selection may have information to share about the
skills that should be targeted. You should also seek input from
functional managers who will be working with newly hired
employees. These managers will have specific information
about each job that should be communicated to applicants. By
getting input from outside the HR department, you will have
additional information to improve the recruitment process, and
you will also develop allies who will support the actions taken
by HR during the process (Breaugh, 2009). Comment by
Turner, Allison J.: Maybe mention “through the recruitment
posting” or “in the position description” ? Recruiting Objectives
After gathering and analyzing the information from external

resources, it is time to evaluate expected demand. This demand
is based on our client’s future plans. Also, and the supply and
availability of staff, internally and externally, are reviewed to
determine if they to can meet these demands. Internally,
organizations are impacted by turnover and retirements.
Externally, they are impacted by changes in technology,
changes in the economy, and changes in the industry. Also,
and consumer demand that may require skills that do not
currently exist within the company. All of these impacts have an
effect on the type and numbers of employees that are needed for
the organization to have a successful recruitment process
(Richards, Leigh, 2018). Comment by Turner, Allison J.: Of
what? Not sure this makes sense. Whats the demand that
someone doesn’t have skills for?
(Need to insert our recruiting objectives here)
Establishing Recruitment Objectives
• Number of open positions to be filled.
• Date by which positions should be filled
• Number of applications desired.
• Type of applicants sought:
– Level of education.
– Knowledge, skills and abilities.
– interests and values.
– Diversity.
• Job performance goals for new hires.
• Expected new-hire retention rateCreating Job Descriptions
AlsoAnother part of the research available at O*Net and BLS is
information about different job requirements and
responsibilities that can be used to create the job descriptions
for the client’s staffing requirements.
Using the research found on these sites, along with information
gathered from other resources, the following Job Descriptions
were developed. They also contain a Job Brief, Job
Responsibilities, and Job Requirements:
Sales DirectorJob Description
· Planning budgets and activities for account management in the

company
· Setting up goals and objectives for all subordinate staff
· Providing feedback and counsel to Sales Supervisors to meet
quotas/objectives
· Developing and executing strategic plan to achieve sales
targets and expand our customer base
· Building and maintaining strong, long-lasting customer
relationshipsJob Brief
· We are looking for a Sales Director to undertake account
management responsibilities and supervise the sales team. Your
duties will involve both managing relationships with clients and
guiding Sales Supervisors.
· An effective Sales Director has great aptitude in building and
maintaining customer relationships. They also possess excellent
planning and leadership abilities to coordinate and advise sales
supervisors and executives.
· The goal is to ensure the company’s retention of clientele and
facilitate further growth.Job Responsibilities
· Plan budgets and activities for account management in the
company
· Set up goals and objectives for all subordinate staff
· Provide feedback and counsel to Sales Supervisors to meet
quotas/objectives
· Conduct performance evaluation using key metrics
· Serve as the point of contact for customers in your portfolio
· Understand customer requirements and needs to offer suitable
solutions and generate new business
· Ensure the timely delivery of services and products to clients
· Resolve issues to maintain and strengthen customer trust
· Read reports of subordinates and communicate overall
quarterly/annual progress to senior management and external
stakeholdersJob Requirements
· Proven experience as a Sales Director or similar position
· Demonstrable experience in negotiation and meeting client
requirements
· Solid understanding of budgeting and reporting on progress

· Knowledge of performance evaluation techniques and metrics
(e.g. Salesforce)
· Excellent communication and interpersonal abilities with
aptitude in fostering long-term relationships
· Outstanding organizational and leadership skills
· MBA/BSc/BA in business administration, sales or relevant
field
Model of Recruitment Process 2: Job Analysis: Sales Director
(O*Net)
Sales SupervisorsJob Description
· Achieving growth and hitting sales targets by successfully
managing the sales team
· Designing and implementing a strategic sales plan that
expands company’s customer base and ensure its strong
presence
· Managing recruiting, objectives setting, coaching and
performance monitoring of sales representativesJob Brief
· We are looking for a high-performing Sales Supervisor to help
us meet our customer acquisition and revenue growth targets by
keeping our company competitive and innovative.
· You will be responsible for maximizing our sales team
potential, crafting sales plans and justifying those to plans to
the upper management.Job Responsibilities
· Achieve growth and hit sales targets by successfully managing
the sales team
· Design and implement a strategic business plan that expands
company’s customer base and ensure its strong presence
· Own recruiting, objectives setting, coaching and performance
monitoring of sales representatives
· Build and promote strong, long-lasting customer relationships
by partnering with them and understanding their needs
· Present sales, revenue and expenses reports and realistic
forecasts to the management team
· Identify emerging markets and market shifts while being fully
aware of new products and competition statusJob Requirements

· Successful previous experience as a sales team leader or sales
supervisor, consistently meeting or exceeding targets
(e.g. Salesforce)
· Committed to continuous education through workshops,
seminars and conferences
· Demonstrated ability to communicate, present and influence
credibly and effectively at all levels of the organization
· Proven ability to drive the sales process from plan to close
· Strong business sense and industry expertise
· Excellent mentoring, coaching and people management skills
· BSc/BA degree in business administration or a related field
Figure 2: Job Analysis - Sales Supervisor (O*Net)
Sales Team LeadersJob Description
· Creating an inspiring sales team environment with an open
communication culture.
· Set clear team sales goals, manage schedules, file important
documents and communicate relevant information
· Ensuring the adequacy of sales-related software or material
· Delegating tasks and setting deadlines
· Responding to complaints from customers and give after-sales
support when requestedJob Brief
· We are looking for an experienced and well-organized Sales
Team Leader to provide the necessary support to the sales
associates. As a team leader, you will be the contact point for
all team members, so your communication skills should be
excellent. You should also be able to act proactively to ensure
smooth team operations and effective collaboration
· The goal is to facilitate the team’s activities so as to maximize
their performance goalsJob Responsibilities
· Delegate tasks and set deadlines
· Oversee day-to-day operation
· Monitor team performance and report on metrics
· Motivate team members
· Discover training needs and provide coaching
· Listen to team members’ feedback and resolve any issues or

conflictsJob Requirements
· Proven experience in sales; experience as a team leader or in
other administrative positions will be considered a plus
· Excellent communication and leadership skills
· Good computer skills (MS Office)
· Proficiency in English
· Well-organized and responsible with an aptitude in problem-
solving
· Excellent verbal and written communication skills
· A team player with high level of dedication
· AA/AS in business or relevant field; certification in sales or
marketing will be an asset
Figure 3: Job Analysis: Sales Team Leader (O*Net)
Sales AssociatesJob Description
· Contacting potential or existing customers to inform them
about a product or service using scripts
· Answering questions about products or the company
· Asking questions to understand customer requirements and
close salesJob Brief
· We are looking for enthusiastic sales associates to contribute
in generating sales for our company. You will be responsible for
closing sales deals over the phone and maintaining good
customer relationships.
· An effective sales associate must be an excellent
communicator and have superior people skills. They must be
comfortable presenting products or services over the phone as
well as dealing with complaints and doubts.
· The goal is to help the company grow by bringing in
customers and developing business.Job Responsibilities
· Contact potential or existing customers to inform them about a
product or service using scripts
· Answer questions about products or the company
· Ask questions to understand customer requirements and close
sales
· Direct prospects other departments when needed
· Enter and update customer information in the database

· Take and process orders in an accurate mannerJob
Requirements
· Proven experience a sales associate or other sales/customer
service role
· Proven track record of successfully meeting sales quota
preferably over the phone
· Good knowledge of relevant computer programs (e.g. CRM
software) and telephone systems
· Ability to learn about products and services and
describe/explain them to prospects
· Excellent knowledge of English
· Excellent communication and interpersonal skills
· Cool-tempered and able to handle rejection
· Outstanding negotiation skills with the ability to resolve
issues and address complaints
· High school diploma; some college would be a plus
Figure 4: Job Analysis: Sales Associate (O*Net)
Create Value using Employment Brand
Using your employment brand can help in the recruitment
process. According to an article written in SHRM 2008 Staffing
Research titled “The Employer Brand: A Strategic Tool to
Attract, Recruit, and Retain Talent”, “an organization’s brand is
“how the organization wants prospective and current employees
to see the company” and should be considered in establishing
the values you’re seeking in recruits—values that match those
of the organization. But tTo use your employment brand
effectively, it must be authentic. If it lacks authenticity, new
hires are likely to feel deceived, creating morale problems and
new employee turnover. In addition to accurately describing
accurately what employment with your firm means, it is also
critical that the brand be visible to prospective recruits.
There are several strategies for communicating your employer
brand: highlight the brand on your web site, describe it in
recruitment literature, or sponsor college campus events. You
may also influence a recruit’s view of your brand by the way

you treat prospective employees during the application process
and interviews. Exhibit 2 suggests—based on reports from HR
managers, that use of the employer brand can be quite beneficial
(Breaugh, 2009)
Exhibit 2: Branding Strategy (Breaugh, 2009)
Where to Recruit
The next consideration that should be part of the strategy is to
determine where to recruit. Career Websites, such as
Monster.com or Indeed.com, provide a pool of potential
candidates with their resume information at the recruiter’s
fingertips. LinkedIn is another popular professional social
media platform for professional networking and recruiting.
These are affordable methods that reach a very large pool of
potential candidates quickly. Comment by Turner, Allison J.:
Try not to repeat words within one sentence
Social Media has become another popular and available
recruitment source. Spreading the word about the company on
social media will ensure it reaches even more potential
candidates. The company can develop a social media presence
to show the potential candidates a little about their culture.
Sharing things like community/industry news, and what makes
the company different will help give prospective candidates an
opportunity to see if they will fit in. Recruiters can share the
links from their own social media accounts to help spread the
word. These links should take the potential candidate to the
company website and careers page to make applying easy.
Organizations should not discount their existing employee
networks for recruiting. Current employees provide a vast pool
of potential candidates. Current employees already know what it
takes to work at the company, so they are often able to
recommend candidates that meet the criteria. Asking existing
employees for referrals will speed up the process of finding and
vetting potential new employees. Offering incentives for
referring qualified candidates can also help motivate existing
employees to refer quality personnel.
Last but not least, Career Fairs can draw large quantities of

prospective candidates. These fairs can be on site at the call
center, a local venue, or at a local college campus. Most
colleges allow companies to recruit at career fairs. Students
visiting these events are looking for opportunities and advice
about different career options. Having alumni at the event will
help the organization connect with the students and might make
them more receptive to joining to company (Iyoob, 2016).
Preliminary Applicant Stage
-Initial look at application, using keywords reflecting
KSAO’s, with a focus on similar job experience along with
higher education.
-Once applicant is accepted or notified that their
application is no longer under review, considered applicants
will move to the secondary stage of screening.
Secondary Applicant Stage
· Applicants will be notified that they are still being considered
and prompted to take a few tests that will take less than an hour
to complete. These tests consist of the following:
1. Criteria Cognitive Aptitude Test (CCAT)- measures aptitude,
problem- solving abilities, skill learning capabilities for job
growth and development, and critical thinking. This test is 50
questions and requires around 15 minutes.
2. Numerical Reasoning Test- This test measures basic
mathematics to high level numerical critical reasoning.
3. Verbal Reasoning Test- This test will measure the applicant’s
English language skills
· Data from these tests will be gathered to show applicant’s
strengths “on paper” for employer consideration and
determination for applicant job placement
Tertiary Applicant Stage
-Once applicants filter through the Secondary Applicant
Stage, they will be notified if still being considered that they
can expect a digital interview consisting of four of the
following timed and recorded questions:
1. (Five minutes) Please describe a recent situation in which

you worked with an irate customer, and what did you do to
deescalate and satisfy the customer.
2. (Five Minutes) Please describe a recent situation in which
you worked with an upset fellow employee, and what you did to
deescalate the situation or make the employee feel better?
3. (three minutes) Please list three strengths that you possess.
4. (Three minutes) Please list a weakness that you possess and
how you would like to work on strengthening this weakness.
Data gathered from this short interview will give a sampling of
the applicant’s strengths, an opportunity for growth, and a
display of charisma towards critical thinking and problem-
solving skills.
Final Applicant Stage
-In person half hour interview with hiring staff so that
applicant can further highlight charisma, and an impression on
how applicant will fit in with staffing.
-Final detailed background check for company and fellow
employee safety
The Economic Impact of our Advice
The recruitment process is always an extended one that requires
the assistance of both human resources and finances for hiring
competent candidates. The hiring of employees is a costly
process but if it is managed and strategically designed, than the
cost associated with this process can be minimized (Anne-
Mette Sivertzen, 2013 ). In this report, it is highlighted how
social media and online recruitment sites are used for
advertisement of the job opening. By using social media, the
company directly hires employees through the job post. But at
different sites like monster.com, the company have to some
minimal fees for the job add. Furthermore, the option of tThe
job fair is best because the company can directly hire a
candidate from their colleges. Hence, no cost is associated with.
Screening test applied some cost at the company. Comment by
Turner, Allison J.: Rewrite- misspellings don’t make sense

Comment by Turner, Allison J.: Rewrite-misspellings don’
make sense
From the analysis of all recruitment strategies, it is analyzed
that the ways that are adopted for recruitment are economical
that does not involve any major financial transaction. Hence, it
lowers the cost of recruitment that is normal some thousand
dollars if it goes through a traditional recruitment process. But
here the online mode of advertisement and job fair are the best
options that are easily approachable and have an economic
effect also (Richard Rutter, 2016 ). Thus, tThis project has a
good economic impact on the company. Because tThey are not
wasting their financial resources on hiring a new employee.
andTas these resources can be used in another way, such as on
the training of newly hired employees. Comment by Turner,
Allison J.: Have someone assist with editing this, they don’t
make sense
Describe the job with concern for EEO and ADA-essential job
duties Comment by Turner, Allison J.: Probably not the best
word. It has a negative connotation when EEO and ADA should
actually not be considered bad.
Essential functions are the basic job duties that an employee
must be able to perform, with or without reasonable
accommodation. You should carefully examine each job to
determine which functions or tasks are essential to performance.
(This is particularly important before taking an employment
action such as recruiting, advertising, hiring, promoting or
firing).
Factors to consider in determining if a function is essential
include:
· whether the reason the position exists is to perform that
function,
· the number of other employees available to perform the
function or among whom the performance of the function can be

distributed, and
· the degree of expertise or skill required to perform the
function.
Your judgment as to which functions are essential, and a written
job description prepared before advertising or interviewing for a
job will be considered by EEOC as evidence of essential
functions. Other kinds of evidence that EEOC will consider
include:
· The actual work experience of present or past employees in
the job,
· The time spent performing a function,
· The consequences of not requiring that an employee perform a
function, and
· The terms of a collective bargaining agreement.
The responsibility of the company and the concerns surrounding
EEO and ADA are making sure that the company supplies
reasonable accommodations to properly equip the associates to
perform the essential roles and responsibilities of the job
function. Comment by Turner, Allison J.: Again, probably not
the best word. It has a negative connotation when EEO and
ADA should actually not be considered bad.
· acquiring or modifying equipment or devices,
· job restructuring,
· part-time or modified work schedules,
· reassignment to a vacant position,
· adjusting or modifying examinations, training materials or
policies,
· providing readers and interpreters, and
· making the workplace readily accessible to and usable by
people with disabilities.
Reasonable accommodation also must be made to enable an

individual with a disability to participate in the application
process and to enjoy benefits and privileges of employment
equal to those available to other employees.
According to the E.O. 11246 regulations, the required elements
of a non-construction AAP are the following: Comment by
Turner, Allison J.: Add info here…what’s an AAP? Reader
needs to be told
Organizational display. A detailed graphic, chart, spreadsheet or
other presentation of contractor's organizational structure. "The
organizational display must identify each organizational unity
in the establishment, and show the relationship of each
organizational unity to the other organizational units in the
establishment. Comment by Turner, Allison J.: Above it states
NON-CONSTRUCTION but here is states CONTRACTOR
which sounds like construction to me? I read them and these
apply to ALL AAPs, not just construction/nonconstruction
Workforce analysis. "A workforce analysis is a listing of each
job title as it appears in applicable collective bargaining
agreements or payroll records ranked from the lowest paid to
the highest paid within each department or other similar
organizational unity including departmental or unit supervision"
(41 C.FR. §60-2.11(c)).
Job group analysis. Contractors group jobs that have similar
duties and responsibility, wage rates, and similar opportunities
for training, transfer, promotions, pay, mobility and other career
enhancement opportunities (41 C.F.R. §60-2.12). Comment by
Turner, Allison J.:
Utilization analysis.
Placement of incumbents in job groups. "The contractor must
separately state the percentage of minorities and the percentage
of women it employs in each job group established" (41 C.F.R.
§60-2.13). Comment by Turner, Allison J.:
Determining availability. Contractors must determine
availability of minorities and women for each job group.
According to the DOL's Technical Assistance Guide of 2009,

"Availability is a percentage estimate of the women and
minorities who have the skills required to perform the jobs
within the job groups. To determine the availability
percentages, contractors are required to consider two factors.
These factors reflect availability outside the contractor's
workforce (such as people in the immediate labor area or
reasonable recruitment areas), and availability inside the
contractor's own workforce (such as people who are qualified
and available via transfer, promotion, or training)." Contractors
often use government resources such as the U.S. Census
Bureau's EEO Tabulation, the U.S. Bureau of Labor Statistics'
(BLS) Current Population Survey and state employment service
data to obtain estimated availability data. See 41 C.F.R §60-
2.14.Comment by Turner, Allison J.: Comment by Turner,
Allison J.:
Comparing availability to incumbency. "The contractor must
compare the percentage of minorities and women in each job
group with the availability for those job groups" (41 C.F.R.
§60-2.15). This section will help determine which job groups
employ too few females or minorities and need placement goals.
Comment by Turner, Allison J.:
References
Anne-Mette Sivertzen, E. R. (2013 ). Employer branding:
employer attractiveness and the use of social media. Journal of
Product & Brand Management, 473-483.
BLS, OES. (n.d.). Available Workforce - Florida. Retrieved
September 19, 2019, from www.careeronestop.com:
https://www.careeronestop.org/toolkit/stateandlocal/wages.aspx
?soccode=434051&location=Florida&dataview=chart&hourly=F
alse&national=False#ctl21_pnlTitle
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