A Survey on Recruitment Process in Wilson Bros

Introduction 3 Discussion 3 Job ad 3 Recruitment strategy report 4 Background of the job advertisement 4 Internal recruitment process 5 Internal recruitment policy 5 Job posting 5 Screening employees 6 Interview 6 Feedback 6 External recruitment process 6 Advertisement 7 Posting closing 7 Review application and short listing 7 Conducting interview 7 Interview short listed candidates 7 Selection 8 Employment offer 8 Size of the applicant pool 8 Characteristics report 8 Conclusion 9 Reference 10 Introduction Recruitment is considered to be an important aspect for any organisation that requires better process and transparency for the benefit

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Executive summary
Recruitment is considered to be one of the important aspect for the organisation in order to foster
benefit and profit. In this regard, it is important for the organisation to conduct an effective
recruitment process. Therefore, this report encompasses the importance and process of
recruitment in Wilson Bros. Company. As a matter of fact, both the internal and external
recruitment process are came into the discussion and the job advertisement is also discussed in
this report. Finally the report puts highlight on the features of good resume that can deliver
advantage to the applicants.

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Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Job ad...............................................................................................................................................3
Recruitment strategy report.............................................................................................................4
Background of the job advertisement..........................................................................................4
Internal recruitment process........................................................................................................5
Internal recruitment policy......................................................................................................5
Job posting...............................................................................................................................5
Screening employees...............................................................................................................6
Interview..................................................................................................................................6
Feedback..................................................................................................................................6
External recruitment process.......................................................................................................6
Advertisement..........................................................................................................................7
Posting closing.........................................................................................................................7
Review application and short listing........................................................................................7
Conducting interview...............................................................................................................7
Interview short listed candidates.............................................................................................7
Selection..................................................................................................................................8
Employment offer....................................................................................................................8

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Size of the applicant pool............................................................................................................8
Characteristics report.......................................................................................................................8
Conclusion.......................................................................................................................................9
Reference.......................................................................................................................................10

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Introduction
Recruitment is considered to be an important aspect for any organisation that requires
better process and transparency for the benefit of the organisation. As a matter of fact, it can be
stated that the process of the conducting a better result enables the company to recruit efficient
employees and as a result of that it becomes important for the organisations to conduct as better
recruitment. In this context, this report is going to discuss the recruitment process of the Wilson
Bros. Company. In this context, a job description and the recruitment strategy report are
discussed with reference to the characteristics of a good resume.
Discussion
Job ad
Wilson Bros. is looking for administrative assistant who has enough knowledge about
different attributes of an administrative assistant. We offer you a salary of $30,000 to $40,000
nevertheless the salary is negotiable. Aspirants having good knowledge in MS office with a
typing speed of 60 words per minutes are welcomed to submit their resume within the next 7
working days. Person having minimum 1 year experience in the respective field in a medium or
large office will get preference. Furthermore, we can assure you a better workplace environment
with a flexible timing shift for our Toronto office.

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Recruitment strategy report
Background of the job advertisement
The purpose of this job advertisement is to recruit two administrative assistants for the
Toronto office location. In this context, there are some specific requirements that the company
has set in order to recruit the administrative assistants followed by the company objectives. In
this context, the Wilson Bros. only requires two administrative assistants. The basic job
specification illustrates the newly recruited employee must have in-depth knowledge about the
Microsoft programs including MS-Word, MS-Excel and power point. In addition to this, the
aspirants must have a typing speed of 60 words per minute. In fact, the applicants will be
preferred with a minimum experience of 1 year in the administrative experience in large or
medium offices. Furthermore, excellent communication skills, reliability and client service
orientations are required for the job.
As a matter of fact, the Wilson Bros. also specifies some duties that the newly recruited
employees have to follow in course of their job. For an example, coordinating meetings and
conferences and attending calls on behalf of the manager are considered to be the most important
tasks for the administrative attendants. Besides this, they are also entitled to follow up the
logging and appointments of the manager and always be up-to-date. It needs some
documentation and have a clear idea about the legal process in accordance with the policy.
Collecting data and information are also identified as important task for the administrative
assistants.

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Internal recruitment process
Internal recruitment process is comprised with filling up the vacancies with employee
recruited form inside the company. According to Johnson, Wilding and Robson (2014) it can be
argued that internal recruitment process is highly advantageous for the companies from two
different point of views. One is associated with the interests of the company where the company
will be satisfied with the recruitment because the newly appointed people are already aware of
the workplace activities and objectives of the company. On the other hand, the employees were
also get motivated because of promotions. It will increase their motivation and loyalty towards
the company.
Based on this understanding, it can be stated that there should be an effective internal
recruitment process that the Wilson Bros. must follow.
Internal recruitment policy
Before going into the details of the recruitment process it is important to set some policy
for the internal recruitment. In this policy all the specifications are stated in terms of the
minimum working tenure of the employee and the existing designation.
Job posting
In this context, Wilson Bros. can post a job vacancy in its employee portal so that all the
employees can get acknowledged with the requirements. In this advertisements all the basic
requirements have to be mentioned though the salary details will not be shared (El Ouirdi et al.,
2016). It includes the job descriptions, the eligibility criteria and details of the department and
the supervisor with the final date of apply.

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Screening employees
The screen will be based on the past experience and performance of the employee in this
company. Moreover, the behavioural issues are also tested that shows whether the employee is fit
for the job or not.
Interview
Both internal and external supervisor will be appointed in order to conduct a better
interview round. The purpose to appoint an external interviewer is resembled with the aim to
prevent any kind of partiality and make a transparent recruitment process (Bidwell & Mollick,
2015).
Feedback
The feedback process is highly significant because it creates a better opportunity to
understand the motive and ability of the appointees so that it will help to screening out the ill-
suited appointees.
External recruitment process
External recruitment process refers to hiring people from outside the organisation or
seeking applicants from outside the organisation. The importance of the external recruitment
process is to incorporate fresh skills that will be a strategic advantage for the organisation to
incorporate more creativity into the operation of the organisation (Gamage, 2014). Moreover, the
qualified candidates can get the opportunity to ventilate their skills through the recruitment
process. As a matter of fact, the competitive spirit is also generated that will be advantageous for
both the employees and organisation.

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Advertisement
The primary task of an external recruitment process is to create a job description with the
details of the job specification, offered salary and the number of employees that are going to be
employed for this.
Posting closing
The job advertisement must have a deadline of closing the advertisement so that the
company can initiate the interview process (Tulung, 2017). The applicants are entitled to submit
their resume within the deadline.
Review application and short listing
After the end of the resume submission process it is important for the organisation to
review the applications and short listed the applicants on the basis of the mentioned requirements
and specifications.
Conducting interview
Then the company can go for an interview round and call the short listed candidates to
attend the interview. The interview can be divided into different segments like psychological
tests, close ended tests and personal interview round (Ekwoaba, Ikeije & Ufoma,, 2015).
Interview short listed candidates
After that based on their performance the candidates will be shortlisted and are invited for
a final panel interview. This interview will focus on the technical questions in order to
understand the appointee is suited with the profession or not.

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Selection
After a brief period of time the selected candidate can get a phone call or official mail
that he or she got selected and the company asks him or her to join in a certain date.
Employment offer
In the given day the selected candidate will receive an offer letter from the HR that
encompasses all the details about his new designation.
Size of the applicant pool
As far as the size of the applicant pool is concerned it can be argued that Wilson Bros. is
looking for applicants with an age between 27 and 31. The reason behind such age barrier is to
employ people with high enthusiasm and energetic personality so that he or she can solve the
problems swiftly. However, there is no gender specification as the company puts more emphasis
on the merit and efficiency rather than the gender preferences. From that stand point it can be
argued that young talents are always welcome in Wilson Bros. However, there are specification
of minimum one year experience in the administrative assistance job.
Characteristics report
 Simplicity of the resume is considered to be of paramount importance for the applicants
so that in a quick glance the interviewer can get through all the details of the process.
Therefore, to-the-point resume can reflect the professional attitude of the applicant.
 It can be stated that most of the big houses are preferred experienced applicants than
fresher for important designations. Therefore, it is always appreciable to employ
experienced people in the important ranks.

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 Relevant educational experience is also identified as an important aspect that the
organisation that can differentiate between the poor and good resume. It can deliver a
better understanding regarding the academic qualification of the interviewee.
Conclusion
From the above discussion it can be asserted that both the internal and the external
interview will deliver a strategic advantage for the Wilson Bros. Company to recruit efficient
employees. The internal recruitment will lead to benefits for the organisation that it can chose the
right person for the designation. On the other hand, the external recruitment process will provide
fresh employees with potential skills that will also beneficial for the organisation. Moreover, the
report also pointed out the features of a good resume that is identified as an important aspect for
the appointees. From that point of view, it can be concluded that both the internal and external
interview process will bring better operations for the organisation. Moreover, it also requires
good applicants who are eligible for the interview round.

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Reference
Bidwell, M., & Mollick, E. (2015). Shifts and ladders: Comparing the role of internal and
external mobility in managerial careers. Organization Science, 26(6), 1629-1645.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee
recruitment: The case of social media in Central and Eastern Europe. Computers in
Human Behavior, 57, 240-249.
Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An
analysis of the link with business performance. Ruhuna Journal of Management and
Finance, 1(1), 37-52.
Johnson, G., Wilding, P., & Robson, A. (2014). Can outsourcing recruitment deliver
satisfaction? A hiring manager perspective. Personnel review, 43(2), 303-326.
Tulung, J. E. (2017). Resource Availability and Firm’s International Strategy as Key
Determinants of Entry Mode Choice. Jurnal Aplikasi Manajemen, 15(1), 160-168.