Running head: CAPSTONE PROJECT MGMT – 3033
Capstone Project: Human resources Recruitment
Course Number
Student’s Name
Student Number
Institutional Affiliation
Professor’s Name
Date
1
CAPSTONE PROJECT: MGMT – 3033
2
Contents
Introduction......................................................................................................................................3
Job Description................................................................................................................................3
Job Posting.......................................................................................................................................4
Interview Questions.........................................................................................................................7
Interview Evaluation Form..............................................................................................................7
Orientation Checklist.....................................................................................................................10
References......................................................................................................................................13
Students Names
CAPSTONE PROJECT: MGMT – 3033
3
Capstone Project: Human resources Recruitment
Introduction
Recruitment entails the process of identifying, attracting, interviewing, selecting, hiring,
onboarding, and motivating employees in an organization. It encompasses everything ranging
from identification of potential employees to hiring and maintains them in an organization
(Gibbs et al., 2015). The recruitment process is an essential part of the human resource
management (HRM) department. It requires the identification of an organization needs to obtain
certain skills, followed by strategic planning and budgeting. Before recruiting, a company should
implement proper staffing plans and establish the number of talents they require, as well as
establish means of identifying and attracting such talents from the job market (Mondy &
Martocchio, 2016). At the same time, the company should devise ways to ensure that they sieve
and retain the best talents from the number of job applicants. This paper provides a detailed
report on recruiting for a Real Estate Administrative Assistant.
Job Description
Job identification: Real estate administrative assistant
A real estate administrative assistant is an essential team member in the real estate industry.
The utilization of problem-solving skills, the ability to work in high pressure, and quick-paced
work environment are critical assets in ensuring a company’s quality performance.
Job Summary: This position requires individuals possessing multitasking abilities and has
exceptional computer skills. The right candidate should possess the ability to work well in a
high-pressure work situation and to anticipate the needs of our clients. The incumbent should
possess effective written and verbal communication and excellent phone skills.
Students Names
CAPSTONE PROJECT: MGMT – 3033
4
Duties performed: The incumbent will schedule appointments for realtors. Also, the incumbent
must have thick skin, not getting afraid to talk over the phone or feel insulted when a client says
NO to their requests. The incumbent must conduct at least 10-12 hours of leads follow up per
week and focus on different marketing strategies for the rest of the working hours. The
incumbent must have a keen eye for advertising and design and familiar with photoshop. The
incumbent will design, create, and implement marketing, materials in PDF format. Also, the
incumbent must have great attention to detail, yet efficient and possess great proficiency with
social media including Facebook, Twitter, Instagram, and LinkedIn (Mondy & Martocchio,
2016). The incumbent will professionally interact with the client, be highly organized and
detailed oriented. Additionally, the incumbent will be responsible for updating the client
database, process listing documents, and schedules and set buyer property tours.
Qualification: The candidate must possess a one or two-year Administrative Office Certificate
or diploma from a recognized college and 1-2 years of phone sales or administrative experience.
Also, a person possessing a Real Estate Administrative experience will be an asset.
Remuneration: the company can provide a wage of $19.00-21.00 per hour for fulltime work of
37.5 hours per week.
Job Posting
A job posting refers to an advertisement created by a recruiting firm, potential
employer, human resource personnel, or a company’s administrative staff, alerting potential
candidates in the organization or the general public of an immediate or future job position in the
organization. The posting can appear on the company’s news bulletin, website, blogs, print
media, or digital media such as Facebook, Linkedin, Twitter, or Instagram among others
(Dhamija, n.d). Nevertheless, with advent technology resulting in globalization, social
Students Names
CAPSTONE PROJECT: MGMT – 3033
5
networking sites have influenced the contemporary business world (Gibbs et al., 2015). As such,
many business functions are increasingly carried out online, particularly through networking
sites, to either advertise their product and services, as well as identifying and attracting new
talents in organizations. Recruiting for new talents through networking sites provides is costefficient and allows the organization with diversity which is enhanced by globalization as a result
of social media (Gibbs et al., 2015).
This creates the need for companies, particularly the HRM department, to device efficient
and effective ways of searching for talents through creating job posting in networking sites.
Using networking sites such as LinkedIn, Facebook, and Twitter to advertise new roles can
greatly enhance the reach and effectiveness of a job advert, but the job posting should be short,
simple, and specific. Below is a Real Estate Administrative Assistant social media job posting.
Position: Real estate administrative assistant
Job overview: ABC Real Estate Agents Ltd is among the leading companies in this field,
offering clients with high-quality estates worth their time and money, among other resources
spent. We are proud of our 3.6 ratings in the real estate capital market magazine, particularly
from our previous and happy clients. We seek to hire a talented Real estate administrative
assistant to join our team of professional real estate agents. If you are excited to join a team of
professionals, ABC Real Estate Agents Ltd is a great place to start or grow your career in this
industry. You will be glad to join and working with ABC Real Estate Agents Ltd.
Duties and Responsibilities

Plan and schedule appointments for realtors.

Conduct at least 10-12 hours of leads follow up per week and focus on different
marketing strategies for the rest of the working hours.
Students Names
CAPSTONE PROJECT: MGMT – 3033

6
Designing, Advertising ABC Real Estate Agents ltd marketing materials in PDF format
and through Photoshop.

Designing, advertising, and advertising the ABC Real Estate Agents ltd services on
various platforms, including social media platforms such as LinkedIn, Facebook, Twitter,
and Linkedin.

Professionally interact with clients to enhance the company’s reputation while increasing
the client’s experience.

Updating clients’ databases, process listing documents and schedules, and set buyer
property tours.
Key Qualifications Skills

1-2 years of phone sales or administrative experience.

The ideal candidate should have a thick skin- not getting afraid to talk over the
phone or feel insulted when a client says NO to their requests.

The incumbent must have a keen eye for advertising and design and familiar with
Photoshop.

Must have the ability to design, create, and implement marketing materials in
PDF format.

Interested candidates must have great attention to details, yet efficient and possess
great proficiency with social media including Facebook, Twitter, Instagram, and
Linkedln.
· Academic Qualifications

A one or two-year Administrative Office Certificate or diploma from a recognized
college
Students Names
CAPSTONE PROJECT: MGMT – 3033
7
Other qualifications
A person possessing a Real Estate Administrative experience will be an asset
Interview Questions
Interview questions are important tools while selecting potential employees. Insightful
questions help to evaluate the candidates and determine a good match for a specific position. In
any case, it is important to prepare objective questions, specific to a job role and talent
requirement. The following questions are designed to evaluate whether a candidate is situated in
the advertised Real Estate Administrative Assistant position.
1. Tell me about yourself
2. What are your strengths?
3. What are your greatest weaknesses?
4. What has been your greatest achievement to date?
5. Can you describe a situation when you worked and made critical decisions under
pressure?
Interview Evaluation Form
A candidate evaluation form is a formal document showing components of a structured
interview process, which along with other formal documents encompass the establishment of
formal interview questions that align with the skills, values, and key competencies required for a
certain job position in an organization (Mondy & Martocchio, 2016). The utilization of an
interview evaluation form gives a career comparison between potential candidates, allowing the
hiring personnel to quickly scan ascertain the outstanding candidate for a certain position.
Moreover, the .interview evaluation form help to curb biasness as it allows the organization to
Students Names
CAPSTONE PROJECT: MGMT – 3033
8
assess candidates based on predetermined criteria. It provides little room for implicit biasness
during the interview process (Mondy & Martocchio, 2016).
CANDIDATE INTERVIEW EVALUATION FORM
Job Position:……………………………………………………Reference No:……..
Candidate’s Name: ______________________________ Date: _______________________
Interviewed By: ________________________________
N/B Scoring of the Candidate evaluation forms should be completed by the interviewer to rank
the candidate qualification to the advertised job position. Under each evaluation heading, the
interviewing officer should provide the candidate with numerical rating and provide specific
comments related to the job position under question in the space provide. The numerical rating
system is based on the following: 5 – Exceptional 4 – Above Average 3 – Average 2 –
Satisfactory 1 – Unsatisfactory
Evaluation heading
What to Look for in
Educational Background
Rating
Comments
a candidate
Does the candidate
have the appropriate
educational
qualifications or
training for this
Prior Work Experience
position?
Has the candidate
acquired necessary
skills or qualifications
through past work
Key
experiences?
Does the candidate
Students Names
CAPSTONE PROJECT: MGMT – 3033
Qualifications/Experienc
have the Key skills
e
necessary for this
Administrative and
position?
Does the candidate
budgetary experience:
demonstrate the
planning, Phone calls,
knowledge of these
Planning meetings, etc
areas necessary for
Customer Service Skills
this position?
Did the candidate
9
demonstrate the
knowledge and skills
to create a positive
customer
experience/interaction
necessary for this
Communication Skills
position?
How were the
candidate’s
communication skills
Candidate Enthusiasm
during the interview?
How much interest
did the candidate
Photoshop skills
show in the position?
Does the candidate
possess the necessary
Photoshop skills
Students Names
CAPSTONE PROJECT: MGMT – 3033
10
required for this
Social media skills
position?
How familiar is the
candidate with social
media marketing,
particularly Facebook,
LinkedIn, Instagram,
Creating and designing
and Twitter
Does the candidate
advertising materials in
possess knowledge in
PDF format
Creating and
designing advertising
materials in PDF
Overall Impression and
format?
Final comments and
Recommendation
recommendations for
proceeding with this
candidate.
Orientation Checklist
Employee Orientation Checklist
Employee Name: _______________________________________________
Department: ____________________________________________________
Manager Name: _________________________________________________
Students Names
CAPSTONE PROJECT: MGMT – 3033
11
Hire Date: ______________________________________________________
To be completed within three days of the employee's start date.
It is the supervisors work to provide each employee with a job orientation form. Please use this
checklist to the employee feels welcome and is oriented to his/her work as per the company’s
requirements. It is the supervisor’s responsibility to provide each new employee with an ‘on the
job’ orientation.
If you have any questions, please contact your Recruiter directly.
Preparations before the arrival of employees

Send a welcome note to the employee

Inform the current employees about the new employees
GENERAL INFORMATION

Introduce to fellow workers

Provide a tour of building
-Show the employee their working desk
-Ensure all the necessary work equipments are present
-Show the employee the location of rest rooms
 Rules and expectations: use of telephones, code of dressing, use of computer, etc.
 Office keys
 Work schedule discussions
 Employee to provide emergency contacts
 Share the company’s general objectives
 Answer employee’s general questions
LUNCH PERIOD (FIRST DAY)
Students Names
CAPSTONE PROJECT: MGMT – 3033
12
 Assign coworkers to the new employee
WORK ASSIGNMENTS
 Training plan prior to arrival.
 Provide work procedure manual and go through it with the employee
 Work performance discussions
 Explain why specific duties are imperative to the company
 Discuss other issues like overtime probability and rates
PERFORMANCE MANAGEMENT
 During the first month, discuss the company’s performance management system and jot
down SMART objectives.
 Provide the employee with a guide to good performance in real estate
 Ongoing coaching and feedback regarding performance in real estate
 Connect with the employee as the inquire more regarding work environment
FIRST PAY DAY
 Explain to the employee how net salary is compute
1. Rate, hours or monthly converted to hourly
2. Overtime hours and rate, if any
3. Gross pay
4. Federal and state withholding taxes, social security tax and city earnings tax
5. Other deductions, voluntary, etc
Students Names
CAPSTONE PROJECT: MGMT – 3033
13
References
Dhamija, Pavitra (n.d) "E-recruitment: a roadmap towards e-human resource
management." Researchers World 3, no. 3 (2012): 33. Retrieved from
https://69.32.208.13/library/journal/1P3-2742151341/e-recruitment-a-roadmap-towardse-human-resource
Gibbs, C., MacDonald, F., & MacKay, K. (2015). Social media usage in hotel human resources:
recruitment, hiring and communication. International Journal of Contemporary
Hospitality Management. Retrieved from
https://www.emerald.com/insight/content/doi/10.1108/IJCHM-0
Mondy, R. W., & Martocchio, J. J. (2016). Human resource management. Pearson. Retrieved
from http://thuvienso.vanlanguni.edu.vn/handle/Vanlang_TV/20360
Students Names