Recruitment and Selection Strategies for OZStyle4U

This assignment examines recruitment and selection strategies for OZStyle4U, a company operating in Hobart. It analyzes the use of growth and differentiation strategies to achieve organizational objectives. The importance of person-organization fit and the role of a talented manager in employee confidence are also discussed.

Running head: RECRUITMENT AND SELECTION
Recruitment and selection
Name of Student
Name of University
Author Note

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RECRUITMENT AND SELECTION
1.0 Introduction
Recruitment and selection are two of the most important HR activities that a manager
of a business organisation need to undertake. This is done in order to ensure that an
organisation is not short of staffs and that talented individual is present in the organisation
(Newell, 2015). The report provides an overview of the recruitment and selection strategies
that are adapted for a company located in Hobart. The position taken into consideration is a
store manager. The outline of the job position is provided and the strategies employed to
attract the selected candidates are provided. For the purpose of the report, OZStyle4U has
been considered. The business strategy link of OZStyle4U is analysed that includes
organisational goals and the benefits of hiring suitable candidates for the new store in Hobart.
2.0 Pre-recruitment
2.1 Business strategy for OZStyle4U
It has been seen that following a differentiation strategy can help an organisation to
gain a competitive advantage. Rees & Rumbles (2010) is of the opinion that firms taking a
different approach to management need to exercise a unique differentiation strategy. This
prevents competitors to imitate the products of the company. It is also needed that every
organisation implements a growth strategy that can help in implementing a strategic business
plan. Parrotta, Pozzoli & Pytlikova (2014) stated that a proper growth strategy could help in
the increase of sales of a firm. This is because the economies of scale can be reached and
proper maintenance of finance can be achieved.
It has been seen that OZStyle4U has implemented both the growth as well as the
differentiation strategy. It has been seen that companies that employ both the strategies have
an opportunity to establish itself in the market. This is because pursuing a differentiation

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RECRUITMENT AND SELECTION
strategy helps in creating unique products that may be difficult for its competitors. The
designing of the clothing material of OZStyle4U need to be such that it is different from the
existing brands in Hobart. Apart from this the differentiation strategy allows employees to
display the creativity that they possess. This can be considered as a huge motivational factor
for the employees working in OZStyle4U as the employees can use their talents in producing
good products (Searle, 2016). Thus, it can be said that the growth of OZStyle4U is evident
with the application of both the strategies and it can help in the successful expansion of the
business in the organisation.
Business strategy Priority
(P = primary;
S = secondary;
NA = not
applicable)
General staffing implications
Cost leadership S Flexible
Differentiation (quality) P Core
Growth P Core
Specialisation S Reactive
Table 1: Business strategy for OZStyle4U
(Source: Created by author)

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RECRUITMENT AND SELECTION
2.2 Job requirements matrix for HR Manager
In order to recruit for the position of HR manager in Hobart, the organisation has
divided the job specification into three specific duties. Each of the allocated tasks has its
importance in the overall performance of the organisation. Costen (2012) stated that since the
customer satisfaction and development of staffs are important, managers are expected to
recruit people based on Customer Service and Staff Supervision Management. Financial
manager role is also important in order to meet the objectives set for finances. As per the job
matrix table provided, it is seen that the person specifications provides a clear outline of the
skills required for succeeding in the business of OZStyle4U.
The importance is rated between 1-10, with 10 being the most important. Apart from
this, the essential components are rated as E. Hence, it can be said that aligning with position
objectives the employees need to have knowledge about financial operations. The job
requirement matrix indicates the growth target of OZStyle4. The company aims to expand its
market within 2020, by establishing 12 more stores in Australia. The importance of the job
requirement matrix is that it helps in attracting the required talents needed for the fulfilment
of goals (Club, 2014). The positive factor of the company is that it holds a good reputation
for being excellent in serving customers. Hence, the requirements of the individuals need to
be such that it sustains the image of the company. The task and the importance of the specific
duty are stated in the matrix, which acts as potential targets for the employees.
Job specification Person specification
Duty Tasks Importa
nce of
duty
Time
spent on
duty (%)
KSAO/
Competency
Importance of
KSAO/Compete
ncy to

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RECRUITMENT AND SELECTION
(%) performance
(1 = Low, 10 =
High;
E = essential, D
= Desirable)
Manage the
store
operations in
order to fulfil
the
organisational
goals
Manage the
financial
activities and
the sales
performance of
the
organisation
40% 33% 1. Knowledge
related to
finances.
2. Ability to
understand the
methods
required for
selling
products
3. Manage the
storehouse
7E
Maintain
proper
relationship
with customers
Analyse
customer
feedback
forms and
prepare proper
responses to
the customers
30% 21% 1. Good
communicatio
n skill
2. Ability to
understand
statistical data
analysis
8E

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RECRUITMENT AND SELECTION
3. Good
research
techniques
Table 2: Job requirement matrix
(Source: Created by author)
2.3 Employment Value Proposition (EVP)
El-sakka (2016) stated that one of the ways to attract talented employees in an
organisation is to provide opportunities for facing challenges and using their skills. In this
regard, it can be said that the Employment Value Proposition (EMP) of OZStyle4U is such
that it helps employees get proper encouragement to gain a competitive advantage in the
market. It has been reported that the average pay earned by a retail manager in Hobart is
about $50,000. However, this does not include the bonus and interests are not paid to
employees with experience. OZStyle4U is one of the most innovative brands in Hobart and as
a result, it attracts highly skilled employees. Hence, it is expected that the company will pay
its workers more than the average cost. According to Coller, Cordero and Echavarren (2017)
benefits that not mandatory have a great impact on the ability and the retention of the
employees.
Hence, OZStye4U provides intrinsic benefits to the people. Not only the benefits has
the company also provided a stable working environment with allowance for clothing. The
company also provides a place for recreation to the employees. Recreational rooms such as
cafeteria or music room help employees to relax after an intense day at work. Another
advantage of the company is that it provides employees with an opportunity to take paid
leave and have extra allowances for a whole week. The National Employment Standards is

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RECRUITMENT AND SELECTION
followed in order to ensure that a proper balance is maintained between work and personal
life.
Item Focus Type Organisation
contribution
Employee
contribution
To which
applicants
might it appeal
Average
salary
Job-related Extrinsic $80,000 A worker has
to work for 40
hours per
week.
Employees
seeking long-
term
employment
Clothing
allowance
Job related/
Person related
Extrinsic $3000 a
month
Can wear non-
formal clothes
provided it is
presented well
Applicants
concerned about
self-
presentation
Recreational
rooms
Person-related Intrinsic Less stressful
working
environment
Maintain
proper
ambience by
avoiding
playing loud
music
Every employee
Table 3: Employment Value Proposition
(Source: Created by author)

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RECRUITMENT AND SELECTION
3.0 Recruitment
3.1 Sourcing effectiveness analysis
In order to recruit talented people with the criteria required for fulfilling a job, it is
needed that a proper job analysis and workforce planning is maintained (Donaldson, 2015).
In the case of OZStyle4U, the company focuses on the growth as well as differentiation
strategy in order to be innovative in the organisation. Therefore, the requirement of the
applicants is high and extensive skill is required in order to survive in the organisation.
However, it is to be kept in mind that the recruitment cost of the applicants will also be high,
as skilled employees require more salary to be paid. One of the ways by which sourcing of
such applicants can be done includes networking and social media.
Chaneta (2014) stated that in the modern world the use of social media for advertising
and hiring competent people is high. This is mainly because of the fact that internet is the
main source of information for people. Hence, people post for job requirements in various
portals in order to attract skilful and talented employees. OZStyle4U follows a similar pattern
of sourcing. The company not only uses the formal job portals but also uses non-formal
portals such as Facebook in order to communicate with talented employees. Apart from this,
the use of online job boards can provide OZStyle4U with an opportunity to refine the search
to areas in Hobart. The role of HR Manager can also be refined during the search while using
this approach for recruiting people. The cost of hiring these people can also be less as
compared to the formal hiring of individuals.
Source Type of
applicant
Average speed Cost per hire Expected
applicant quality

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RECRUITMENT AND SELECTION
Network and
social media
All Moderate High High
Online job
boards
Active or
semi-passive
Moderate Low High
Table 4: Source effectiveness analysis
(Source: Created by author)
3.2 Recruitment communication/advertisement
In order to employ a talented individual as an HR Manager for the Hobart branch,
OZStyle4U need to ensure that the image of the organisation is maintained in a proper
manner. Breaugh (2017) stated that in order to recruit employees, it is important that a
company maintain communication with the individuals. The communication is mainly done
via advertisements posted on job portals and social media. The advertisement needs to be
such that it provides a proper understanding of the workplace culture of the organisation. The
ambience of the workplace along with the aims and objectives of an organisation is
mentioned that highlights the desires of the organisation. In the case of OZStyle4U, the
company provides the similar type of advertisement that helps in finding talented employees.
Russell & Brannan (2016) opined that the recruiting talented employees are an art that
an organisation needs to perform in a manner that such that it defines its objectives. It is
imperative to maintain a balance that between the ways by which every employee is treated.
In the case of OZStyle4U, the company focuses on maintaining a great economic
performance. This is mainly due to the work culture and the expansion that is aimed at the
organisation. The aim of the company along with supportive work culture can attract talented
employees. The fact that that the company provides intrinsic, as well as extrinsic benefits, can

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RECRUITMENT AND SELECTION
be considered as a strong point for the organisation. The brand image of the employer can
also help in recruiting employees and help in gaining a realistic job applicant for the
organisation.
Table 5: Recruitment communication
(Source: Created by author)
4.0 Selection
4.1 Assessment plan for HR Manager
An assessment plan is formulated keeping in mind multiple criteria of a selection
process. These methods are analysed in a systematic manner and the best method is selected
by the application of trial and error method (Pocock & Skinner, 2013). These various choices
involved that help in recruiting and selecting specific talents. Some of the processes include
resume analysis, panel interview and reference checking and simulation. The plan also
consists of the competency of the employees. Employees are sorted based on the requirement
of training and direct selection. In the light of this statement, it can be said that in the case of
OZStyle4U, the organisation needs to ensure that every method of selection is applied in
order to ensure a proper selection of the candidate.
The position that OZStyle4U is trying to fulfil is that of the HR manager. Hence, it
can be said that the use of reference checking can provide the basic characteristics of the
employees. OZStyle4U however, need a further analysis of the compatibility of an individual
in order to achieve the desired results. Porter (2001) stated that the next stage in the selection
method is conducting a simulation as well as a panel interview. This helps in analysing the
candidate in a more in-depth manner. This provides opportunities to analyse the candidate in
a proper manner and understand the skills of the candidates.

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RECRUITMENT AND SELECTION
Characteristic Importance of
characteristic
to job
performance
Select
(S)
Train
(T)
Resume Simulation Panel
Interview
Reference
checking
Knowledge of
finance
1 S 0.45 0.25 0.20 0.10
Knowledge of sales 1 S 0.10 0.45 0.30 0.15
Communicating
ability
1 S 0.45 0.20 0.20 0.45
Analytical skills 1 S 0.30 0.45 0.15 0.10
Table 6: Assessment plan
(Source: Created by author)
4.2 Panel interview questions for HR Manager
Panel interviews are conducted in order to analyse the talents and knowledge of an
applicant. This interview process provides in-depth questioning of the candidates in order to
test the responses of the candidates in terms of knowledge about the subject and the presence
of mind (Lin, Yao & Zhao (2014). However, it is to be kept in mind that the questions are
asked based on the talents and subjects of the individuals. This is important in order to assess
the knowledge of the candidate and provide them with an opportunity to extract the creative
nature that is required for being successful in a business. In the case of OZStyle4U, the
company needs to be certain about the type of questions that can be asked to the candidates

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RECRUITMENT AND SELECTION
applying for the role of HR Manager. Hitt et al., (2001) stated that open-ended questions
often produce the best responses and consequently the best results for an organisation. It
helps in asking the required questions and spot the candidates most suitable for conducting
the job. However, it is to be noted that the answers of each individual may vary. This is an
expected outcome as without varied responses it can be difficult to analyse the individuals.
The evaluation of the candidates can be done with the answers provided by them.
Interview question Question
type
Selection
criteria
Answer Answer
scoring
What would you do if you
wanted to increase sales
target during the economic
crisis?
Situational Knowledge
about the
economy
Excellent: I
would create a
sales plan team
and a team that
can analyse the
external
environment of
business
Good: I would
analyse the
current state of
work progress
Satisfactory: I
would look at
records of the
past and
10

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RECRUITMENT AND SELECTION
compare it with
the present
conditions.
How will you respond to
sudden changes in the
priorities of a project?
Behavioural Time
management
skills
Excellent: I
would delegate
the jobs to the
best people that
are skilled to
perform the job
Good: I would
assist my staffs
after receiving
the news
Satisfactory: I
would focus
my attention
entirely on the
new tasks
9
How will you deal with
staffs that are
underperforming?
Behavioural Encouragement
and
communication
skills
Excellent: I
would have a
personal
communication
with the staff
and provide
9

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RECRUITMENT AND SELECTION
them
counselling
sessions
Good: I would
ensure that a
mail is sent to
them pointing
to the failed
state of work
Satisfactory: I
would be strict
with the staff
and give
warning about
the
performance
issues
Table 7: Panel interview questions
(Source: Created by author)
5.0 Conclusion
Thus, it can be concluded that the selection methods that have been provided in the
assignment can be effective in attracting a bunch of talented individuals. The unique

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RECRUITMENT AND SELECTION
characteristics of the recruitment and selection model can be valuable for candidates as they
can gain new experiences. In a place like Hobart, analysing the tastes and preferences f the
candidates is important in order to formulate innovative plans. A company like OZStyle4U,
the use of growth and differentiation strategies can help the company to fulfil its desired
objectives. The recruitment of a talented manager can help in developing confidence among
the employees.

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RECRUITMENT AND SELECTION
Reference
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Recruitment, Selection and Employee Retention, 12.
Chaneta, I. (2014). Recruitment and Selection. International Journal of Management, IT and
Engineering, 4(2), 289.
Club, B. F. (2014). Recruitment and selection. Person
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Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Costen, W. M. (2012). Recruitment and Selection. The Encyclopedia of Human Resource
Management: Short Entries, 379-387.
Donaldson, B. (2015). Recruitment and Selection. In Sales Management (pp. 223-241).
Palgrave, London.
El-sakka, N., (2016). The Relationship Between Person-Organization Fit, Burnout, and
Turnover Intention Among CIC academic staff. The Business and Management
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based perspective. Academy of Management Journal, 44, 13–28.
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