Recruitment and Selection Practices for Direct to Home Food Delivery Company

This document discusses the recruitment and selection practices that can be adopted by Direct to Home food delivery company to bring in the most suitable and preferable workforce. It covers topics such as deciding the requirements, cautious drafting of selection criteria, advertising, software, marketing strategies, and interviews.

Managing and People
and Systems

Contents
INTRODUCTION.......................................................................................................................................3
ASSESSMENT 1........................................................................................................................................4
Company description...............................................................................................................................4
Job Description........................................................................................................................................5
Persona Specification..............................................................................................................................6
ASSESSMENT 2........................................................................................................................................7
CONCLUSION...........................................................................................................................................8
REFERENCES............................................................................................................................................9

INTRODUCTION
Direct to Home is a medium size company that is involved in one of the most recent and
most modern market that is online food delivery. For the functioning of its business, company
makes use of online Website and a Mobile application as well. Now since Direct to Home is a
new company, that is till to develop its market. Therefore, this company is required efficient
workforce which can give effect to its Marketing aspirations and to lead that workforce,
company is required a very efficient marketing manager. In the Assessmet1, effective description
of the company and the Job role of marketing manager according to requirement of Direct to
Home is conducted.
Discussion in Assessment 2, is regarding the process of Recruitment and Selection.
Recruitment and Selection is that process in the company or that function of the management
through which a Company tries to bring up cost productive and useful workforce in the
company, so that they can carry out their business practices in most efficient manner. However,
it has to be noted that practices of Recruitment and selection are two different matters for the
company, since they follow up each other; one after another and that is why they both are studied
under one head. Business dynamics of 21st century have left Direct to Home with many
important and beneficial and the best modern practices to give effect to these practices of
Recruitment and Selection (Oaya, Ogbu and Remilekun, 2017). Some of them are having large
scope and also some of them are really complex one. It is now depending over the wisdom and
knowledge of the Management in the company to choose best among them. The discussion in the
Assessment 2 is regarding these practices; also it has been analyzed in the discussion that how
these practices can be useful for this new online food delivery business.

ASSESSMENT 1
Company description
Company name: Direct to Home Pvt. Ltd., estd., since 2021
Business structure: Direct To Home is a privately owned medium sized enterprise, that is
currently owned by four partners joined their hands to take company to new heights.
Ownership and Management: The Four partners in this business are the key personnel, and
also they are those holding senior most posts in Management as well.
Location: Direct to Home Pvt. Ltd. is headquartered in London city of United Kingdom.
Company History: There is no significant history of Direct to Home as the company is new
established business enterprise. But, the company, its owners, its management and proficient
workforce of company is committed to write a different history for company.
Vision and Mission: At Direct to Home we enable good memories by serving original-style deep-
dishes and cuisines with many partner restaurants that has been passed down over generations.
Our service provides an authentic dining experience that is unique to the area.
In Direct to Home, each of us bases every decision on what is best for our customers. We operate
as One brand with uncompromising Standards of Excellence around our Credo, our guiding
Principles, and our Culture of Fun. We deliver on our financial commitments, but never at the
expense of the safety and security of our Guest, Team Members, and the brand.
Objectives:
 Offering best productivity to its consumers.
 Staying profitable and cater new heights.
 Following Mission driven Values and Principles.
 Coping with changes of business environment.

Job Description
Job Title
Marketing Manager at Direct to Home Pvt. Ltd.
Reports To
Board of directors, Managing Director and General Manager
Job Overview
The Marketing manager in Direct to Home would be responsible for fulfilling the functions of
managing the promotion and positioning of brand of the company and the services that a
company provides. Originally marketing managers are required to attract more customers to
avail services from the company and to increase brand awareness through creating and managing
of marketing campaigns.
Responsibilities and Duties
 overseeing and developing marketing campaigns
 conducting research and analyzing data to identify and define audiences
 devising and presenting ideas and strategies
 promotional activities
 compiling and distributing financial and statistical information
 writing and proofreading creative copy
Qualifications and Experience
 MBA or the Competent Masters degree in Marketing and Public Relations as well.
 Under graduated Business Administration and Marketing
 Other curses and Diploma, specific to Marketing are appreciated
 Minimum 2 years of experience in the same job role is required.
Key skills
 Good teamwork skills

 Adaptability
 Strong attention to detail
 Good planning skills
 Commercial awareness
 Numerical skills

Persona Specification
Job Title: Marketing
Manager
Department: Marketing Department at Direct to Home
Criteria Essential Desirable
Skills
require
d
 Effective planning and
communication skills, verbal,
written and over computer
 Powerful organizational and
leadership skills
 Excellent IT skills, including
word-processing, PowerPoint,
and spreadsheets
 Ability to use web authoring
packages, or willingness to
learn
 Ability to prioritise, work under
pressure and to meet strict
deadlines
 Good numeracy skills
 Excellent knowledge of modern marketing
techniques
Attainm
ent
 Masters degree in Marketing
and Public relations.
 Undergraduate in Business
administration
Knowle
dge
 An excellent working
knowledge of Microsoft Office
products eg Word, Excel and
PowerPoint
 Knowledge of Budgeting and determining
Marketing expenditure of company.

Relevan
t
experie
nce
 Minimum 2 years of experience
in this job role and minimum 7
years of experience in
Marketing field.
 Making direct meetings with clients and business
partners.
 Experience of taking minutes of meetings
Disposit
ion
 Working independently and
taking own initiative and make
contributions as part of a team
 Flexibility and determined as
the same time
 Ability to deal with variety of
people.
 An interest in issues relating to teaching and
learning
ASSESSMENT 2
Under the Assessment 2 of the report, an essay is written over, Recruitment and selection
practices that can be adopted by Direct to Home food delivery company, to give effect to
bringing necessary workforce in the company, the most suitable and preferable manner. In the
21st century, as the dynamics of business environment are very wide and difficult to understand,
and the practices are also growing in this world with frequent changes. There comes availability
with Direct to Home with numerous options to go for several practices that may help them in the
process. However, as the company is very new, and also this market of online food delivery is
also very new, therefore, the company is required to pay due attention to some of the practices
with focus, and rest of the other can be chosen by the company as per their suitability and utility
of a particular practice as per its necessities (Slavic, Bjekić and Berber, 2017). In this context,
some of the practices are discussed in this report that can be best adopted by Direct to Home, and
also the report has discussed the utility of these practices for the company.
Decide what is required for the company- This is the foremost task, where Direct to home
should clear in their mid itself, as to what they are actually looking for. For example, as the

company is in requirement of Marketing manager personnel, then what has to be the
qualifications and skills in the potential Marketing manager of the company should also be clear
to the company. This also means that company itself should know that what a person must
possess to fulfill their requirements of Marketing.
Cautious while drafting the selection Criteria- For making selection of best candidates for the
job of marketing personnel in the company, company is required to first list out those essential
qualities and skills that they are actually searching in the person who would make future
marketing manager of the company. For this purpose, Direct to Home shall be preparing Job
Description and Persona specification for this job role, and it is required that company should
make very direct and strict mentions of the qualities that they are looking in potential marketing
manager for Direct to Home.
Advertising- Advertising is one of the most traditional as well as most modern techniques that
companies in the world that had been using since time immemorial. Biggest advantage that
Direct to Home can avail from making their recruitments through advertising campaigns for this
job is that, they can increase their scope and outreach of searching potential candidates. Also,
advertising allows this company to aware those candidates about requirements of company, so
that any such candidate that is not falling under those requirements can outcast himself. This is
biggest advantage that practice of advertising seems to offer Direct to Home, as many people
connect themselves with advertisements (Rozario, Venkatraman and Abbas, 2019). Now, since
increasing the outreach of attracting candidates is involved, it is worth to make mention of using
digital and social media channels. Social and Digital media channels or platforms, like websites
and official account of company over Social media like Twitter, Facebook, Instagram etc. can
offer company with numerous potential candidates, as these platforms are being used by people
across borders. Since, they all connected from these platforms they all make use of various
activities that are going on these platforms, and connect with people they like. Also, they connect
with companies they like and therefore, it would be much easier for them to know that Direct to
Home is searching for personnel for post of Marketing Manager. Also, there are many dedicated
platforms for this job function itself, that have same nature of digital modes, like LinkedIn.
Direct to Home can also make use of these platforms.

Software- As it has been discussed that requirements being posed by dynamics and changes
happening is business environment at present have bought many new techniques and practices of
solving them. These practices are developed in best way of meeting present as well as future
requirements of businesses and also they are developed in the way of making modernization and
improvements in business practices. These practices are really efficient in their nature. In this
context, many software have also been developed that are supportive in fulfilling business
requirements, including requirement of making best candidate selection for particular job role.
Also, they are helpful in tracking employees performance as well.
Marketing strategies- Marketing strategies are those practices in which Direct to Home present
their candidates as their clients. However, it has to be noted that these strategies are effective in a
restricted job roles only, like those related to Sales and Marketing. In case of Marketing
manager, that is a job restricted to office work and that is a desk job, such practices could not be
effective.
Interview- Interviewing potential candidates for a particular job is the most traditional but still
really effective method of making selection of employees. Considering the requirements of
company, Interview process in the organization, allows physical verification of those candidates,
and then can make effective comparison of abilities of those candidates, as per the requirement
of the company. However, bought by the changes and developments in modern business
environment, it is seen that, the process of interview have also been evolved and now include
many levels in itself, like preliminary scrutiny and group discussion and many more. The
purpose of these levels is not to filter out employees, but to make their effective evaluation. This
is because, a few person sitting in cabin do possess all skills to judge individuals and their
knowledge, as requirement of knowledge in modern business world knows no boundaries (Lee
and Mao, 2020).
CONCLUSION
From the above discussion it can be concluded that, ompanies and recruiters have reach
to wider pool of talent and detailed data. Active job seekers who are visible, known and active
both in traditional as well as new age methods of networking will have access to more
opportunities. Using a well thought out, structured process helps save time as well as resources.

The quality of the process of recruitment and the probability of producing a shortlist of probable
candidates can be increasingly improved by following the above mentioned pointers.
REFERENCES
Books and Journals
Oaya, Z. C. T., Ogbu, J. and Remilekun, G., 2017. Impact of Recruitment and Selection Strategy
on Employees Performance: A Study of Three Selected Manufacturing Companies in
Nigeria. International Journal of Innovation and Economic Development. 3(3). pp.32-42.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic management. 22(3). pp.36-43.
Rozario, S. D., Venkatraman, S. and Abbas, A., 2019. Challenges in recruitment and selection
process: An empirical study. Challenges. 10(2). p.35.
Lee, S. W. and Mao, X., 2020. Recruitment and selection of principals: A systematic
review. Educational Management Administration & Leadership. p.1741143220969694.