PSY09700 Work Psychology: Report on Johnson's Care Company Selection

This report details a comprehensive employee selection process designed for Johnson's Care Company to fill the position of Public Relations and Marketing Assistant. It outlines a step-by-step approach, starting with advertising the vacancy and progressing through group discussions, written tests, technical interviews, and personal interviews. The report emphasizes the importance of assessing candidates' knowledge, skills, attitudes, and other characteristics (KSAOs) using various methods, including group discussions and interviews. The report justifies the chosen methods based on reliability, validity, fairness, and utility, and provides evidence from the module and journal articles to support the recommendations. The report emphasizes the company's need to hire five candidates and the importance of selecting the right candidate for the job. The report concludes that this job process is a very important tool in hiring and selecting the right candidates for the job among the candidates from a large group of persons having same qualifications.

Part 2: Report on Johnsons care Company

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Table of Contents
Part 2: Report on selection process of Johnson’s care company...............................................2
Introduction................................................................................................................................2
Process of hiring the candidates for the post of Public relation and Marketing assistant..........2
Step (1): Giving advertisement for the vacancy.....................................................................2
Step (2): Group discussion.....................................................................................................2
Step (3): Written test..............................................................................................................3
Step (4): Technical Interview.................................................................................................3
Step (5): Personal Interview...................................................................................................3
Conclusion..................................................................................................................................4
References..................................................................................................................................5

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Part 2: Report on selection process of Johnson’s care company
Introduction
In this report a process will be described to fill the post of Public relation and Marketing
Assistant for a company named ‘Johnson’s care’. The special steps and features of the
essential qualifications and skills are scrutinised in order to fulfill the objectives of the
company. A brief description is given on the traits and qualities that are expected to possess
by the hired candidate who is able to fulfill the job responsibilities in an effective manner.
Johnson Care Company is a public company which offered a large variety of personal care
products to its consumers like: Soap, Body wash, perfumes, oils, facial creams, lotions,
talcum powder, toothpaste, cleaning products, make up products, eye-liners, lipsticks, nail
paints, combs, mirrors and baby powder etc. Overall Company has a very wide range of
products for maintaining the personal life quality and hygiene of the people.
Process of hiring the candidates for the post of Public relation and Marketing assistant
The company need to hire five candidates for the post of Public Relation and Marketing
Assistant. A complete plan is developed by the HR manager of the company to fulfill the
vacant posts. This a step by step process, in which the eliminations are done for filtering the
right candidates with best suitable personality related to the job (Compton, 2009). HR
manager of the company should follow the following steps:
Step (1): Giving advertisement for the vacancy:
First of all the Company will publish the advertisement in newspapers and online job portals
to attract the maximum number of suitable candidates which matches the basic criteria are for
the job. The advertisement consists of a brief description about the essential qualifications
and job responsibilities for the post (HS Shih, 2005).
Step (2): Group discussion
Group discussion is a very effective way to check and assess the communication skills,
response, attitude and knowledge of the person. It is defined as a communicative process in
which a person is able to express his views and thoughts with the other persons of the group
(RE Ployhart, 2017). It refers to a systematic process of sharing the opinions related to a
particular topic on any current situation or problem. It is a very efficient method in finding

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the leadership qualities inside the candidates. In group discussion, group of eight candidates
need to share their thoughts and views on a given topic and ultimately leads towards a
conclusion. Good knowledge about the current business environment and other latest problem
is highly needed to perform good at this phase (K Georgiou, 2019).
Among the total candidates who applied for the job, group discussion session is conducted in
a group of maximum eight members. Total fifty candidates would be shortlisted on the bases
of their communication skills, leadership qualities and positive attitude. The shortlisted
candidates would go through a written test (HS Shih, 2005).
Step (3): Written test
The written test has been taken for knowing the knowledge of the candidate related to the
various problems of the consumers based on personal care products. Some questions are also
related to the marketing techniques applicable in the particular case. Questions may be based
on the choices and opinion of customers of different age groups and different culture. It helps
the HR manger by knowing the basic knowledge of the candidate to perform in the field of
public relations (J Shen, 2004). The test is also consists of questions related to the personality
of the candidate. The positive and favourable attitude of the candidates helps him in selecting
at this phase (L Hough, 2017).Among fifty students, only twenty students have to be selected
for the interview.
Step (4): Technical Interview
Usually the head of the marketing department take this test to know about the marketing
skills and knowledge of the candidates. Sometimes the candidates perform well in written test
and in group discussion but they can-not perform well in technical interview because it is
bases on the questions related to the technical and practical parts of the job (V Mishra, 2019).
One by one the candidates have to give the interview to the manager and in the end only eight
candidates need to be selected for the final interview.
Step (5): Personal Interview
The personal interview is taken by the group of higher authority’s members in order to know
the mind-set of the candidate related to stay inside the job. Personal information of the
candidate related to his family, past record or any other details is analysed at this stage. The
salary structure is also described at this stage. Usually the questions at this stage are related to

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the family and background of the candidate. If he is having any experience that reason of
leaving the job and reason for joining this new job may be asked to the candidate. At this
level, candidate has to prove his interest in the company and his capability in performing the
job role. This is the last stage which a candidate has to pass before joining the post
(Rahaman, 2017).
Ultimately only five candidates are selected at this stage after a lot of analysing the
performance of the candidates (Compton, 2009).
Conclusion
On the bases of the analysis of the above process, it can be said that this job process will be
extremely helpful for the Johnson Care company for hiring the Marketing and Public
Relation assistant. By adopting the above process, a company has to ensure about the
selection of the right candidate for the right job. Job selection procedure is very difficult for
the HR department of the company but this process consists of each and every essential tests
and assessments which is required to scrutinize the candidates thoroughly to know their
suitability of the job role. Ultimately, it can be said that this job process is a very important
tool in hiring and selecting the right candidates for the job among the candidates from a large
group of persons having same qualifications.

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References
Compton, R. (2009). Effective recruitment and selection practices. CCH Australia Limited.
HS Shih, L. H. (2005). Recruitment and selection processes through an effective GDSS.
Computers and Mathematics with Applications, 50(12), 1543-1558.
J Shen, V. E. (2004). Recruitment and selection in Chinese MNEs. The International Journal
of Human Resource , 15(5), 814-835.
K Georgiou, A. G. (2019). Gamification in employee selection: The development of a
gamified assessment. International Journal of Selection and Assessment, 27(2), 91-
103.
L Hough, S. D. (2017). Personality: Its measurement and validity for employee selection.
London: Routledge.
Rahaman, M. (2017). Competency based Recruitment and Selection A Comparative Study on
Bangladeshi and Multinational Companies. JOurnal of social issues, 43(1), 5-39.
RE Ployhart, N. S. (2017). Solving the Supreme Problem: 100 years of selection and
recruitment at the Journal of Applied Psychology. Journal of Applied Psychology,,
102(3), 291-304.
V Mishra, R. G. (2019). Effects of Brief Mindfulness Exercise on Employment Interview
Performance: An Exploratory Investigation. Performance IMprovement Quarterly,
32(3), 265-285.

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