Question

The scenario: Greater Allegheny Services (GAS) is a small family owned business specializing in cleaning and waste removal for medical facilities. Until recently, all business operations were managed by the family. GAS was just awarded a contract with the largest medical system in your state, however, and will need to hire more employees quickly. Your team works for a company that helps small businesses with a variety of HR functions including workforce planning and staffing. The owner of GAS wants you to help him meet this current staffing need.

• GAS currently services 15 medical facilities within a 25 mile radius. They have 5 employees who clean and remove the waste from all 15 facilities. They drive the company vans and are trained in handling bloodborne pathogens. All existing employees report directly to the owner of GAS. The new contract may add as many as 50 facilities that must be serviced on a weekly basis, and the service area may expand to include all of your state. In addition to adding additional cleaners to the staff, supervisors will be needed to manage the new employees. Several of the existing cleaners could be promoted, but new job descriptions and specifications would need to be developed to define the supervisory responsibilities. Your HR firm has been asked to perform a job analysis to determine the new staffing needs of GAS, to create job descriptions and specifications for the new supervisor role, and to update the job descriptions and specifications for the existing position. The work that you produce must comply with current workplace standards and applicable employment laws for Pennsylvania and the medical industry.
• Using the information that has already been compiled and identify the recruiting methods and sources, both internal and external, that you believe will best serve the staffing needs of GAS. Would contingent workers be a viable option to include in your plan? In addition, create advertisements to use with each of these sources, and a job application. Be sure to consider relevant information about GAS that may attract high quality job candidates, and applicable employment laws.
• The final aspect of your contract with them will involve the development of a process to screen and interview the best applicants. Describe the selection process you’ll use, including the various screening methods. You’ll also need to identify the interview team, create interview questions, and specify the metrics that will be used to evaluate candidates.

Answer 1

For staffing requirements, it is important to determine the number of people to be hired first. To service 15 medical facilities, the company made use of 5 people who drive, clean and manage themselves. In order to understand the requirement for 50, we need to divide the area in various sections of 20-25 mile radius. If we try to keep similar standards of requirement as earlier and identify 10 such areas. The number of people required would be somewhere around 50. However, 50 might not be the optimal number of people required as there will be slack time for nearby sections. So, if GAS employs 35 people for cleaning, it should be sufficient for now. In addition to this, GAS would also need 5 supervisors who would make sure the continuity and quality of services.
So, If 2-3 of the existing employees get promoted to the managerial post there will still be the need of 2 more managers and around 35 cleaners+drivers.
Therefore 2 JDs along with the company profile and required skills would be required.
The ad and JDs must be designed keeping all the local laws etc. However, the benefits including insurance, standards of medical cleaning etc. should be a part of the induction post-hiring.
Interview team will comprise the current team and an HR professional to judge the soft-skills. Questionnaire would be based on their past experience or learning intent and abilities.