Impact of Recruitment and Selection in BreadTalk Group Limited

Running head: MANAGEMENT THEORY AND PRACTICE
Management Theory and Practice
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Table of Contents
Literature Review.......................................................................................................................2
Introduction............................................................................................................................2
Discussion..............................................................................................................................4
Research Methods....................................................................................................................13
Introduction..........................................................................................................................13
Types of research methods...................................................................................................15
Conclusion................................................................................................................................18
References................................................................................................................................20

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Literature Review
Introduction
Founded in the year 2000, BreadTalk Group Limited is a multinational food and
beverage company, which is headquartered at Paya Lebar, Singapore. It is established as a
bakery brand and has expanded to one thousand retail stores, which is spread all across
seventeen territories. The brand portfolio consists of Toast Box, Bread Talk, Din Tai Fung,
Food Republic, Bread Society, The Icing Room, RamenPlay, Thye Moh Chan and Carl’s Jr at
China. Moreover, the group has the network of bakery outlets at PRC, Malaysia, Thailand,
Singapore and Hong Kong. In addition to this, the company has franchised outlets of bakery
all across the Middle East and Asia (Breadtalk.com.sg 2018).
In the year 2018, the company is planning to expand their business and open their first
Din Tai Fung restaurant at London. The company’s Food Republic food courts at Singapore
are situated at various shopping malls like Suntec City, Vivocity, Wisma Atria and others.
Overseas, there are several food courts at Hong Kong, Taiwan, Thailand and People’s
Republic of China. In addition to this, the group operates through various concepts in order to
cater to a large number of target customers. The purpose of the research proposal is to
examine the impact of recruitment and selection in BreadTalk Group Limited.
According to Bryman and Bell (2015), recruitment is discovering the potential
candidates for anticipated or actual organizational vacancies. It can also be considered as an
act of bringing or linking together those with the job vacancy and with those seeking for
vacant job. The ideal effort of recruitment has the power to attract a large number of
applicants who are qualified and experienced in their respective fields. Moreover, the
organizations should also provide the candidates with adequate information, so that the

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unqualified ones can self-select themselves out of the job candidacy. In addition to this, a
good recruiting program should have the potential of grabbing the attention of qualified
applicants and not the unqualified ones. This can be done through efficient job explanation
and specification.
Recruitment and selection can be considered as two different phases of the overall
employment procedure; however there are certain differences between them. The first one is
the procedure of searching the candidates in order to fill in the vacant position. This is done
by stimulating them to send their applications for the vacant positions at organizations. The
main aim is to create collection and recruit talented employees in order to enhance the
selection of the best candidates. This is done by attracting the most prospective applicants to
apply for the vacant position in the organization. Moreover, the basic purpose of the selection
procedure is to select and recruit the right applicant, who can fill in the position of the
organization (Eisenhardt 1989).
In the words of Gerdtham and Nilsson (2018), the overall process of recruitment is
immediately followed by the procedure of selection, where the final decision makers and
interviewers make the correct decision as well as the official appointment of the candidate.
Voss, Tsikriktsis and Frohlich (2002) mentioned that recruitment and selection revolves
around ensuring that the qualified individuals are available to meet the needs and
requirements of the organization. However, it is important to mention here that ineffective
recruitment tends to prevent any chance for the selection of efficient candidates. At the time,
when recruitment falls short, the selection should proceed with a range of poorly experienced
or qualified candidates. In addition to this, he mentioned that the overall task of recruitment
helps in the generation of a sufficient range of candidates in order to ensure that there are
necessary requirements and skills for filling in the positions. Yin (2017) examined that

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recruitment is a positive procedure of generating the right candidates for the right position at
the organizations.
At BreadTalk Group Limited, the organizational leaders and managers analyze as well
as prioritize their employees as well as market needs in order to channel their resources more
effectively. They recruitment and selection procedure is carried out in an efficient manner,
within the organization, just to ensure that the company has a pool of experienced as well as
qualified workers. Moreover, positive relationship is managed through effective
communication as well as mutual understanding so that the expectations of the employees are
properly understood as well as communicated on both sides. In addition to this, the company
promotes transparency within the workplace (Campbell 1975).
The human resource managers of the company are being assigned with the
responsibility of recruiting and selecting the right candidate for the job. The overall
recruitment and selection procedure is strictly monitored by the senior authorizes and the
management team. Moreover, the franchise division also monitors the procedure in order to
ensure that the right employee is being recruited in the franchise markets. Moreover, the
organizational managers are responsible to conduct effective selection and recruitment
methods, which will benefit the organizations to a large extent (Walliman 2017).
Discussion
According to Armstrong and Taylor (2014), an effective recruitment procedure as
well as selection methods benefits the organizations in several ways. At BreadTalk Group
Limited, the organizational leaders believe that employee engagement, employee retention,
sustained job performances and lower turnover are the major advantages of some good
practices in the selection and recruitment procedures. All these benefits have a direct impact
over the BreadTalk Group’s bottom line. Moreover, it demonstrates how important the

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selection and recruitment process is for the organizational workforce as well as success of the
entire business. Moreover, BreadTalk Company believes that employee engagement can be
regarded to the motivation, commitment level and enthusiasm, which exhibit in the
performances of their job responsibilities.
At BreadTalk Company, the impact of the recruitment and selection procedure is
higher as the qualified applicants are able to directly impact the engagement of the
employees. In the selection process of BreadTalk Group, identifying the applicants is
immensely important as the company believes in hiring competent workers. The selection of
the applicants is done on the basis of their work history and their level of commitment
towards the organization. Sloman (2017) suggested that in-depth interviews are highly
important and are considered to be an ideal way of identifying the candidates, those are
enthusiastic regarding their qualifications.
In the words of Morden (2016), candidate interviews, specifically those who utilize
in-depth interviews and extensive questions throw light over the job performances,
competencies and skills of the applicants. It can be said that the recruitment procedure is not
exact science and moreover, it requires skillful interviewers to ask questions on the basis of
the job requirements. More specifically, BreadTalk Company should allow the candidates to
give their elicit responses regarding the strengths as well as weaknesses of the company.
Therefore, it will enable the organization to gain an understanding regarding the
competencies and in-competencies of the candidates, which in turn, will benefit the
organization to a huge extent.
Crawshaw, Budhwar and Davis (2017) opined that understanding the strengths and
areas of improvements of the employees is highly important in predicting the prospective
employees’ future performances. BreadTalk Group Limited also discusses about the