Critical Review of Recruitment Policy/Processes

This study critically evaluates the recruitment policy and processes of TK Maxx, a retail American apparel and home products company. It discusses the importance of recruitment policy, types of recruitment, and the recruitment policy of TK Maxx. It also addresses recruitment issues and provides solutions using relevant recruitment theories.

Critical Review Of
Recruitment
Policy/Processes

Table of Contents
INTRODUCTION...........................................................................................................................3
Critically evaluation of one people resourcing policy/ practice with organization overview 3
Recruitment issues and their solutions by relevant recruitment theories...............................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
A recruitment policy refers a process and statement which shows the way of hiring
people in an organization. It outlines all principles and company's preferred hiring practices that
promotes consistency in recruitment process (Sazvar and Sepehri, 2019). This study is based on
TK Maxx who is a retail American apparel and home products' company. Headquarter of this
company is in Framingham, U.S. This present study is going to show the importance of
recruitment policy or practice along with 2 methods of recruitment. It will also show relevant
theory of recruitment which helps the company in getting the best talent as per its requirements
and job role. It also supports the company in solving recruitment related or labour turnover
related issues.
Critically evaluation of one people resourcing policy/ practice with organization overview
Overview of the company
TK Maxx is a subsidiary of the American apparel and home goods' company. All its
stores are operated in United Kingdom, Ireland Australia, Germany. It is a retail industry who
was founded in the year of 1994 by Bernard Cammarata. It offers variety of clothes, footwear,
giftware, furniture etc. At TK Maxx, organization offers a huge range of brand for their potential
customers and shoppers with approximate up to 60% off on recommended retail price. The main
characteristic of this company at TK Maxx is it offers qualitative products at reasonable prices
and also trade for an extra hour each day which helps it out in increasing sales and revenue as
well. It also allows and offers gifts vouchers who do not have an expiry dates.
Recruitment policy: A recruitment policy is an important policy and practice who shows
the way of hiring of employees by the company. There are several types of recruitment
approaches and types and the selection of the best type and the way of hiring people is being
identified by recruitment policy (Ahmed, Hamza and Wang, 2019). It outlines an organization's
preferred hiring practices with the main aim of promoting consistency within employee
recruitment process. It is called the best way of bringing together those people who are seeking
jobs and those with jobs. Selection is done on the basis of comparing attitudes, behaviours,
performance, Skills and experiences. This policy and process encourages prospective people to
apply for the job. It is not only beneficial for candidates but also effective strategy for the

company because with this help, they can hire and select potential employees and also influence
them to work more efficiently for the company.
Types of recruitment: There are mainly 2 sources of recruitment by which company can
get employees within its workplace such as internal and external. The selection and focus of the
source and type mainly dependent on the size and nature of the company. It may be direct
method, indirect method and third party method of talent acquisition.
Internal recruitment: It is a type of recruitment and hiring people which takes place within the
company. All sources of getting people within this type are mainly available within an
organization. There are mainly 3 sources by which employer, hire and select internal employee
via transfer, promotion to the higher position and re-employment of ex-employees (Hampson
and et.al., 2018). There are several advantages for both employees and the company of using this
type of recruitment as it increases motivation to employees when they get promoted, they work
harder and help the company in accomplishing their goals which increases overall productivity
of the company. It is time and cost consuming method because there is no need to give
advertisement, no need to promote, no need to go outside and also no requirement to invest in
training for employees as existing employees are well-known of company's tasks and type.
External recruitment: This type of recruitment is done in outside the organization. In
this type, employers hire employees outside the company externally (Ahmed and Ahmed, 2019).
The main aim of using this type is to bring innovation and new skills within an organization by
hiring new employees outside the company. It may be a bit expensive and time-consuming but
can give several advantages to the company. By hiring employees from outside the company,
employers can bring out new and fresh idea which can be beneficial for existing employees as
well. Some sources and methods of hiring employees by this type includes: direct recruitment,
employment exchanges, advertisement, campus recruitment etc.
Recruitment policy within an organization: In the context of recruitment policy of TK
Maxx, it can be said that, this mainly focuses on, on campus recruitment from their campus and
internship programs. It is a type of internal recruitment (Recruitment Process of TK Maxx,
2019). They believe that not only attracting potential employees and candidates is important but
also make them able to retain within an organization for the long run is also important and the
key of the success. TK Maxx employs diverse workforces and there are 5 steps are involved
which makes their recruitment process more effective such as: planning, strategy of recruitment,

searching, screening and evaluation of effectiveness and performance. They take a multi-faceted
approach for recruitment because they seek diverse workforce having different skills and
knowledge, gender, race, age, ethnicity etc. In its traditional recruitment activities, they also
consider getting fresh ideas of people such as recent university graduates, students, military
personnel. They also hire and focus on providing employment opportunities to local people and
people of the society in which they operate and serve to. So, it shows that TK Maxx do not focus
on one method of recruitment as it uses multi-facet approach with the main aim of promoting and
managing workplace diversity (Arshad, Jamil and Salam, 2018).
In addition, it can also be said that it puts efforts to get diverse workforce and providing learning
opportunities to its existing employees. It works with universities, attend conferences, leverage
social media as well as work with several community based and business networks. Attending
college job fairs that consists of diverse groups in higher education. In its on campus recruitment,
it hired potential and skilled students as in internship program, several students take participate
which allows this company to get employees for different areas and level of its workplace. It is
beneficial for the company as it can hire employees for HR, finance, information technology,
store operation and other departments from one place which saves its cost and time
(Dwiputrianti, 2018). In its merchandising internship, several students come who have keen
desire and interest in fashion industry including finance, retail, fashion and other areas. It is also
stated that about 75% of interns from the U.S. merchandising program go on to join this
company full-time after completing college. Most of the hiring has been done from this
internship programs. In this context it is also reported that approximate 400 associates has been
hired into the U.S., European buyers and Canadian.
Recruitment issues and their solutions by relevant recruitment theories
It is stated that TK Maxx also hires people who have served in the U.S. Military and
since 2017, it has hired approximate 7,000 veterans, military and their spouses. They value
strong work ethics, loyalty and a variety of career options. But it is also identified that there is a
high staff turnover which impacts on existing and brand image of the company. There are other
problems which this company is facing related to recruitment includes: firing of employees and
trainer after having some arguments and fight with customers, In addition, it is also reported that
employees who worked for this company for clothes and homeward chain for approximate 13
years in several roles. One of the employees was suffering from mental illness like anxiety and

depression. A customer tried to take undue advantage of that employee and misbehave with him.
Dissatisfy customer complain about that employees and without reviewing the whole case, this
company fired that employees as he was suffered from anxiety and it was unfair dismissal
(Recruitment issues at TK Maxx, 2019).
Lack of qualified employees, team collaboration, outdated search tools are some
problems related to recruitment. No doubt that TK Maxx uses multi approaches and tools for
hiring and recruiting skilled and diverse workforce but there are some factors in its policy which
is not effective and create other problems (Hakim, 2016). There are some ways which can help
this company out in solving problems related to the recruitment which are described below in
detail:
Poor candidate experience: There are several tasks which need to be performed in an efficient
manner for satisfying customers. But due to lack of skills, employees do not focus on menial
tasks. Qualified candidates and experienced people seek several benefits and higher pay and if
they do not get, they switch their job which increases labour turnover and also decrease brand
image. There is a requirement for the company to pay employees as per their experience and
make them feel valued. By providing attention to the best candidates it can solve this problem.
The best way of solving this recruitment issue is taking feedbacks from employees in order to
listen their queries and all those areas which need to be improved (Livingstone, 2018).
Productivity is the main key which improves candidates experience and motivation. Streamline
candidate communications through templates and bulk actions and sending feedbacks to
interviewers at the time of scheduling, this problem can be solved out.
Team collaboration: For satisfying customers it is not only important to hire employees but also
make them able to work in union. Manager and interviewer of this company do not use applicant
tracking system so that they can neither see, nor contribute to the several informations. In this, a
lot of time of the company spent is collecting, analysing data and chasing down feedbacks. For
this problem, it can be said that the company needs to implement and use the right applicant
tracking system it can make all the differences in getting rest of the company's on board.
Allowing collaboration with E-mail and other system can give access to the right amount of
information.
Recruitment theory and model: There are several models of recruitment by which TK
Maxx can recruit, hire and retain its potential employees and also remove all problems which it

is facing. Contingency hiring, recruitment process outsourcing, outplacement and executive
search are some models of an effective recruitment. By applying all these models and theories,
an organization can fulfil candidates requirements and satisfy them which will decrease labour
turnover and other problems (Anderson, Fontinha and Robson, 2019).
Recruitment process outsourcing: This model is called the best model of recruitment
which is gaining popularity. In this type of model of recruitment, employer of the company
outsources whole process of recruitment to another consultant. On the other side or consultant
side, some people seat in the company and try to manage the process of the company by
themselves. Both RPO partners are responsible to close all requirements. They perform the
whole process and each step of the recruitment process like sourcing, scheduling, interviews etc.
The main advantage for the company is they do not have to invest their time in managing their
own recruitment team that saves time and cost. On the flip side, it can also be said that for this
model that it is risky somehow because if consultants do not have proper knowledge and ability
to understand company's culture and hiring plans then it can give several negative impacts.
Contingency hiring: In this type of model and strategy, employer of the company give
the same requirement and needs to many consultants at the same time and ask all of them to send
their resume. Those consultants whose candidates are being offered by the company they get
money. There is no fixed salary and pay for recruiters. Pay depends on the numbers of offers
which they make. SO, it can be said that there is a risk in this type but can allow the company to
get talented and skilled workforce as per their requirements. Generally company needs to pay in
the terms of a specific percentage of CTC of the candidate. It is most useful and prevalent way of
recruitment (Van der Kolk, 2017).
Exclusive requirements: Most of the times companies give additional and some
requirements exclusively to recruiters. On this basis, recruiter makes sure to client to fix and
close the position within a specific date. In some cases, if an individual cannot close the position
at the given time then he requires to either close the position with less commission or pay some
penalty. Before making this contract all terms and conditions are clearly mentioned for avoiding
conflicts. In this type, % of commission is lesser than contingency hiring as there is no
competition.

So, from the above discussed solutions and theories, it can be said that the company can
makes its recruitment practice and process more effective. It can also take competitive
advantages and accomplish it's all goals by hiring the best candidate.
CONCLUSION
From the above study it has been summarized that recruitment process and policy played
a vital role as it shows employer and employees the way and all principles of recruitment. It
helped them out in making decision and acquiring skilled people and talent within its
organization. It has also discussed 2 main types or methods of recruitment such as internal and
external. With the help of an effective recruitment policy, recruitment theory, organization has
also solved all problems related to recruitment such as: failure to attract talent related to the
department and job role, in ability to use data, retaining millennial within an organization for the
long run etc.

REFERENCES
Books and journals
Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.
Ahmed, S.M., Hamza, S.M. and Wang, B., 2019, August. Analysis of Recruitment Practices in
Tanzania: A case of ministry responsible for recruitment in Zanzibar public sector. In
Annual International Conference of Business and Public Administration (AICoBPA
2018). Atlantis Press.
Anderson, V., Fontinha, R. and Robson, F., 2019. Research methods in human resource
management: investigating a business issue. Kogan Page Publishers.
Arshad, H.M., Jamil, R. and Salam, Z.A., 2018. Personality-Based Selection to Improve
Recruitment and Retention of Doctors in Rural Areas. Advanced Science Letters.
24(12). pp.9437-9440.
Dwiputrianti, S., 2018, March. Challenges With Implementation Of The Merit System In The
Open Recruitment Of Government High Positions: The Case In Indonesia. In 2018
Annual Conference of Asian Association for Public Administration:" Reinventing
Public Administration in a Globalized World: A Non-Western Perspective"(AAPA
2018). Atlantis Press.
Hakim, C., 2016. Key issues in women's work: Female diversity and the polarisation of women's
employment. Routledge-Cavendish.
Hampson, L.V. and et.al., 2018. A framework for prospectively defining progression rules for
internal pilot studies monitoring recruitment. Statistical methods in medical research.
27(12). pp.3612-3627.
Livingstone, D.W., 2018. The Education-Jobs Gap: Underemployment Or Economic
Democracy?. Routledge.
Sazvar, Z. and Sepehri, M., 2019. An integrated replenishment-recruitment policy in a
sustainable retailing system for deteriorating products. Socio-Economic Planning
Sciences.
Van der Kolk, B.A., 2017. Developmental trauma disorder: toward a rational diagnosis for
children with complex trauma histories. Psychiatric annals. 35(5). pp.401-408.
Online

Recruitment Process of TK Maxx. 2019. [Online]. Available through
<https://www.tjx.com/responsibility/workplace/recruitment>
Recruitment issues at TK Maxx. 2019. [Online]. Available through
<https://www.peoplemanagement.co.uk/news/articles/tk-maxx-fired-employee-wins-
tribunal>