Job Overview and Recruitment

Job Overview and Recruitment

In the Constellation Energy Plant, we are currently in need of four nuclear chemists, who will be directly responsible for sampling, analyzing, and tracking chemical concentrations in reactor and steam plant fluids. The position requires both education and experience in analyzing and tracking chemical samples. Additionally, the position requires sufficient demonstrated knowledge of making chemical adjustments to systems fluids to maintain chemistry within certain permissible bands and an understanding of chemical trends in order to ascertain future necessary adjustments. Part of the job includes lifting heavy containers of up to 50lbs of chemicals from storage locations to on-site addition stations.

In order to hire the most qualified applicants possible, we will be targeting our recruiting efforts primarily at former and soon to be discharged Navy Nuclear Engineering Laboratory Technicians. We will also direct recruitment efforts at graduates of nuclear engineering programs with a specialization in radiochemistry that have had some experience, and chemistry graduates with some experience in a power plant environment. Our ideal candidates with have worked at least three years in a nuclear power plant.

Our first recruitment effort will be online via the website www.nukeworker.com. This site is the first place that most nuclear – qualified personnel visit when searching for jobs. According to its website posting, www.nukeworker.com, “three out of five NukeWorker candidates have a degree and over five years of experience in their field and one out of four have more than twenty years of experience. Four out of five candidates

also possess a security clearance.” This site targets our ideal candidates, in that it specifically caters to nuclear power plant workers, versus conventional power plant workers.

The cost of posting a single job for six months on this website is $225. Not only should our company post the position, with the requirements and desired qualifications described, on this site, but our company should be proactive on this website. For an additional $30, we are able to view resumes that workers have posted on the site to see if they match the type of candidates we seek (www.NukeWorker.com). Thus, we can search out potentially qualified candidates from job seekers who have submitted resumes to the website. Due to the relatively low cost and high volume of qualified applicants that we expect to obtain by utilizing this NukeWorker website, we will use this as our primary recruiting tool.

As a backup plan to this main strategy, we will contact the Veterans’ Transition Assistance Offices on the nuclear submarine and aircraft carrier Navy bases to announce the job openings for veterans who are in the process of separating from the Navy. The transition offices help veterans find employment as they make the transition from military to civilian life. This recruitment method will be quite inexpensive, as we will not need to pay the transitions coordinators for mentioning the job openings to veterans. In this strategy, we hope to hire people directly from a nuclear operational job (so they already meet our minimum qualifications), and because the potential applicants will be leaving the military voluntarily, we will not have to provide incentive bonuses for them to leave their current jobs to work with us.

We will evaluate the effectiveness of our recruiting strategy in several ways. In the short-term, we will look at the qualifications that the applicants from each source have and compare that to our posted job descriptions. From each source, we hope to see that the candidate qualifications closely match the job requirements, which provides evidence that only qualified applicants are attracted by our sources. We do not want to waste valuable HR time screening applicants who do not possess the minimum qualifications. If we notice that one of the sources is attracting more unqualified applicants then we may not use that source in future recruiting cycles.

We are interested in filling these positions quickly, so we will also track the processing time (time from initial contact to hiring decision) of each candidate to see if there is a difference between the sources. Sources that result in a quicker cycle time will be used again in future recruiting cycles.

In the long term, we will also investigate whether or not new employees hired through these sources are better performing and more likely to remain employed with Constellation Energy Plant, versus employees hired through other sources. While it will take quite some time to obtain this data, being able to show some relational link between the recruiting sources and valuable organizational outcomes will provide additional evidence of the quality of these sources.