RECRUITMENT AND SELECTION

Running head: RECRUITMENT AND SELECTION AT OZSTYLE4U
RECRUITMENT AND SELECTION AT OZSTYLE4U
Name of Student
Name of the University
Author Note

1RECRUITMENT AND SELECTION AT OZSTYLE4U
Table of Contents
Introduction......................................................................................................................................2
Pre-recruitment................................................................................................................................2
Business strategy for the specified organization.............................................................................2
Job requirement matrix for specified job position...........................................................................4
Employee value proposition............................................................................................................7
Recruitment......................................................................................................................................9
Sourcing effectiveness analysis.....................................................................................................11
Recruitment communication or advertisement..............................................................................12
Selection........................................................................................................................................12
Assessment plan for specified position..........................................................................................12
Panel interview questions for the specified position.....................................................................12
Conclusion.....................................................................................................................................12
References......................................................................................................................................12

2RECRUITMENT AND SELECTION AT OZSTYLE4U
Introduction
Recruitment includes selection of the most eligible and suitable candidate for a particular
position from among a number of candidates applying for the same job position and selection on
the other hand refers to the process of matching the required skills, knowledge set of the
candidates with the position for which they have been selected. Strategic recruitment and
selection refers to a strategic approach identifying the organizational goal such that all the HRM
activities including the recruitment and selection can be aligned with the same and therefore the
organizational goal can be achieved smoothly (Brewster, 2017). There are numerous strategic
human resources management theories that can be used to understand the concept of strategic
recruitment and selection. Moreover with the help of strategic human resource management
activities, all the organizational function scan be aligned that can ensure the organizational
success. The main aim of the paper is to carry out a plan for strategic human resource
recruitment and selection for the company under study that is OzStyle4U. The paper will
therefore discuss about the concept and process of recruitment and selection that includes-
analysis of effectiveness of sourcing, recruitment advertisement and also an assessment plan for
the specified job position. Moreover the paper will also discuss about the panel interview
questions for selection of the candidate for a specified job position.
Pre-recruitment
Business strategy for the specified organization
Business strategy of an organization includes all the activities and decision that have been
undertaken by the business for the purpose of achieving the organizational goal and objectives
(Bailey et al., 2018). This business strategy helps the organizations in occupying competitive

3RECRUITMENT AND SELECTION AT OZSTYLE4U
position in the market and moreover the business strategy provides a road map to the
organization that helps an organization in achieving its objectives. The business strategy of
OzStyle4U includes- market growth or expansion strategy (Marler & Parry, 2016).
Business strategy of Ozstyle4U
Business strategy Priority
(P =
primary;
S =
secondary;
NA = not
applicable)
General staffing
implications
(to be completed for all four
strategy options)
Cost leadership NA Since the Company is not aimed at
achieving a cost leadership therefore
there will not be any staffing
implications.
Differentiation (quality) P The staffing implications related to
differentiation business strategy
include- recruitment and selection of
such candidates who have work
experience and are highly skilled.
Therefore the staffing implication in
case of the differentiation strategy of
OZstyle4U comprises of selection of
candidates on the basis of job specific
characteristics and experience.
Growth P The staffing implications for the growth
strategy are that a culturally diverse
workforce needs to appointed. This will
ensure proper growth of the company
across different other countries.
Therefore the OzStyle4U staffing
implication related to its growth
business strategy includes selection of
candidates who are culturally diverse
and therefore belong from different
cultures. Therefore candidates will be
selected on the basis of job
requirements and moreover the
business strategy will also avoid any
discrimination of the employees on
grounds of their culture.
Specialisation S The staffing implication for

4RECRUITMENT AND SELECTION AT OZSTYLE4U
specialisation business strategy
includes- recruitment and selection of
candidates with job knowledge and also
subject knowledge. OzStyle4U
company’s staffing implications related
to specialisation business strategy
comprises of recruitment and selection
of the candidates on the basis of their
previous work experience and
knowledge of their subjects.
Job requirement matrix for specified job position
The job requirement matrix includes a particular job title; job tasks related to the job title
and also include KSAOs that will be rated on a scale of 1-5.
Job requirement matrix for store manager at OzStyle4U
Job specification Person specification
Duty Tasks I
mportan
ce of
duty
(
%)
T
ime
spent on
duty (%)
KSAO/
Competency
Importance of
KSAO/Compete
ncy to
performance
(1 = Low, 10 =
High;E =
essential, D =
Desirable)
1.Managing all
operations of
the store
properly for
the purpose of
exceeding the
To ensure that
all the
financial
activities are
carried out in
accordance
100% 40% Proper
knowledge and
training and
the ability to
effectively
10 E

5RECRUITMENT AND SELECTION AT OZSTYLE4U
sales and
budget
with financial
management
standards and
other financial
procedures.
Regular
monitoring of
the sales and
comparison of
the same
against sales
targets for
identification
of the gaps.
Monitoring of
the financial
performance
against
particular
standards.
communicate
2.Ensuring
compliance of
the customers
Regularly
collecting
feedbacks
100% 30% The ability to
determine the
customer
9 D

6RECRUITMENT AND SELECTION AT OZSTYLE4U
services with
the customers
service
standards.
from the
customers
through
various
structured and
unstructured
strategies.
Developing
various
strategies for
meeting the
needs of the
customers
service
standards
3.Conducting
training and
development
activities in
order to
develop the
skills of the
candidates
Identification
of those skills
that the
employees are
lacking and
helping them
develops the
same through
participation in
various
100% 20% Having proper
knowledge of
equal
employment
opportunity
such that all
employees can
be given
training and
development
8 E

7RECRUITMENT AND SELECTION AT OZSTYLE4U
workshops and
sessions and
also seminars.
without
discriminating
against them
4.Ensuring
compliance
with various
safety
standards
Ensuring
compliance
through
regular
supervision
and review
100% 10% Leadership
skills
10 E
Employee value proposition
Employee value proposition includes all the benefits that are given to the employees of
the organization from their employers in terms of rewards and recognition for their good
performance at work (Ekwoaba, Ikeije & Ufoma, 2015). In fact the employee value proposition
or the EVP is one of the most important factors that are to be looked after for the purpose of
attracting and retaining talented candidates within the organization.
Employee Value Proposition of a store manager at OzStyle4U
Item Focus
(Job-related/
Organisation-
related/
Person-
related)
Type
(Intrinsic/
Ex
trinsic)
Organisation
contribution
Employee
contribution
To which
applicants
might it appeal
Incenti Job related Extrinsic Organization Improved
performance
Those
candidates who

8RECRUITMENT AND SELECTION AT OZSTYLE4U
ve Motivatio
n
contribution
in monetary
terms
are looking for
monetary gain
from their
organizational
performance
Positiv
e work
environ
ment
Person related Intrinsic
motivatio
n
Contribution
in form of
good
organizational
culture
Contribution
in terms of
improved
morale and
job
satisfaction
Those
candidates who
are looking for
a job
satisfaction will
be attracted.
Positiv
e
attitude
of
peers
and
subordi
nates
toward
work
and
each
other
Organization
related
Intrinsic
motivatio
n
Contribution
by
organization
in terms of
creation of a
work
environment
where
everyone
helps each
other.
Contribution
by the
employees in
terms of
improved
employees
motivation
Therefore this
positive attitude
at work will
attract all those
candidates who
are looking for
job satisfaction
in addition to
monetary
benefits.
R Person related Extrinsic Contribution Contribution Rewards and

9RECRUITMENT AND SELECTION AT OZSTYLE4U
ewards
and
recogni
tion
Motivatio
n
by the
organization
in terms of
monetary
benefits or
recognition in
front of
everyone.
by the
employees in
terms of
increased
organizational
commitment
and
engagement
and increased
employees
loyalty.
recognition will
help in
attracting all
those employees
who are looking
for proper
recognition of
their efforts and
equal treatment
at organizations
such that all
employees get a
fair chance of
reward and
recognition.
Recruitment
Strategic Human resource management refers to the ability of the organization to align its
recruitment and selection activities with the organizational goals for ensuring organizational
success (Rozario, Venkatraman & Abbas, 2019). The resource based theory of strategic human
resource management can be used for the purpose of understanding the concept of strategic
human resource managements and also the way the model can help in gaining a competitive
advantage in the market (Rehbein & Schuler, 2015). The resource based theory is based upon the

10RECRUITMENT AND SELECTION AT OZSTYLE4U
identification of all those resources within an organization which is valuable, rare, and inimitable
and those resources that can easily be organized for the purpose of achieving a sustainable
competitive advantage. And moreover this model identifies and focuses upon human resources
as being superior to any other resources in the organization. Moreover the resource based model
is also dependent upon different principles such as developing the present competencies of the
employees, focusing on the ultimate organizational results and also includes identification of all
the organizational functions.
Figure 1: Resource based model
Source: (Barney, 2018)
According to this theory therefore organizations should look inside their organization for
the purpose of identifying all those resources that can help it in gaining competitive advantage

11RECRUITMENT AND SELECTION AT OZSTYLE4U
instead looking at the external competitive environment. Some of the major organizational
resources comprises of both tangible and intangible resources such as human resources and other
physical resources such as land, building and others and patent, goodwill, trademark and other
intangible resources (Noe et al., 2017). For the model to be successful it is also necessary for the
resources to be heterogeneous or different from the resources that are available with the
competitor’s and they should also not be immobile for a short period of time.
The same resource based view model can be used in OzStyle4U as well as this will help
in selection and recruitment of the best talent and moreover since the organization is expanding
therefore this strategy can help the organization in gaining competitive advantage with the help
of its resources. This is so because with the help of the resource based model, the company will
be able to attract and retain high quality of candidates as this strategy helps in focusing on human
resources above any other organizational resources. Moreover this model of resource based view
can help OzStyle4U in achieving its present business strategy of growing across different
countries through the differentiation strategies of high quality of customers services and high
quality fashion wear. This is so because the human resources of the organization can help in
providing best quality of customers services if they are well trained in the same direction and
moreover the human resources can reduce the defects or issues in the quality of the products and
services of the company if they can apply the concept of Six Sigma. Therefore human resources
of the organization can help the company in gaining a competitive position not only in the
existing markets where it is operating but also those markets where they are presently deciding to
expand their activities or operations. Therefore OzStyle4U can achieve a competitive advantage
with the help of its human resources if they can be made immobile through various employee
value propositions.

12RECRUITMENT AND SELECTION AT OZSTYLE4U
Sourcing effectiveness analysis
Source
(list in order
of
importance)
Type of
applicant
(Active/
Passive/
Semi-passive)
Average speed
Fast/Medium/
Slow
Cost per hire
(High/Medium/
Low)
Expected
applicant quality
(High/
Medium/Low)
Employee
referrals
Semi-passive
Applicants
Medium mode of
recruitment and
selection
Cost of the hiring
candidates through
employees
referrals is usually
low
High quality of
candidates are
available through
employees
referrals
Consultancie
s
Passive
applicants
Medium mode of
candidate
recruitment and
selection
Cost of hiring
candidates through
consultancies is
higher
Medium quality of
applicants are
available through
consultancies
Advertiseme
nt
Active
applicants
Medium mode of
recruitment and
selection
Cost of hiring
candidates through
advertisements is
usually high
Medium quality of
candidates are
available through
advertisements
Social media
platform
Passive
applicants
Fast mode of
recruitment and
selection
Cost of hiring
candidates through
social media
platform is low.
Usually high
quality of
applicants are
available through
social media
platforms
Recruitment communication or advertisement
OzStyle4U is presently hiring store managers and the job role requires a full time
candidate who shall have the duty to report to the operations manager and will also be
responsible for looking after staff of the store department. It is the duty of the store manager to

13RECRUITMENT AND SELECTION AT OZSTYLE4U
meet the targets of budget and sales through proper management of the operations systems and
also by ensuring compliance with the operational performance standards (Holm and Haahr,
2018). Some of the major job role duties and tasks of the store manager is that of exceeding the
sales and budget target by ensuring that all the financial activities are carried out in compliance
with the standards of the financial management and ensuring that the customer’s service is in
compliance with customer’s services standards. He will also be responsible for looking after the
activities of development of the knowledge and skills of the employees through provision of
proper training and development activities. Further the store manager will also have the
responsibility to maintain the safety plan and also the management systems (Compton, 2009).
The store manager is required to have tertiary qualification in the relevant field or at least a
combination of training and knowledge. They are also required to have experience of at least 2-3
years in retail management or fashion management is preferred. They need to have proper
leadership skills, the ability of meet the customer’s service standards. They need to have the
ability of preparing the marketing strategies and also communicating effectively. They need to
have basic knowledge of the systems of financial management and the software of point of sales.
Further he needs to understand principles of equal employment opportunities such that he can
ensure that none of the staffs resort to any form of discrimination.
Selection
Assessment plan for the position of a store manager
Assessment plan includes all those techniques that will be used for the purpose of
selection of their candidates for the job role of store manager at OzStyle4U Company. Therefore
it includes the selection criteria on which the entire selection process is based.

14RECRUITMENT AND SELECTION AT OZSTYLE4U
Characteristic
(Selection
Criteria)
Importance
of
characterist
ic to job
performanc
e
(1 =
Essential;
≥2
=
Desirable)
S
Select
(S)
T
Train
(T)
Screening Ability and aptitude tests Psychometri
c tests
Interviews
Communication 1 S 1(1) 3(5) 1(3) 1(5)
Leadership 2 2(5) 2(4) 2(2) 2(5)
Decision-making 1 3(4) 1(3) 3(1) 3(4)
(Scaling will be given on a scale of 1-5)
Panel interview questions for the specified position
Interview question Question
type
(Behavioura
l/Situational
)
Selection
criteria
Answer
(Include
three model answers
for each question as
examples of three
types: Good;
Satisfactory and
Poor)
Answer
scoring
(G
ood = 10;
Sat
isfactory
= 5
Po
or = 1)
How will you handle
angry customers?
Situ
ational
Type of
question
Application
of the contingency
theory has to be
done while
answering this
question.
Rat
ing will be
given
depending
upon the
answers
received
from the

15RECRUITMENT AND SELECTION AT OZSTYLE4U
candidates
How will you solve
the conflict between two
employees?
Behavioural
Type of
question
The conflicts
between employees
can be solved with
the application of
various behavioural
theories.
How will you
motivate your employees?
Behavioural
type of
question
For this purpose it is
necessary to create
such an
organizational
culture and climate
that supports open
communication
among employees of
the organization.
If your sales team failed to
meet the sales target how
will you react to that?
Situational
type of
question
The emotional
intelligence of the
candidates will be
checked.
Conclusion
Therefore from the above discussion, it can be concluded that it is necessary for
organizations to adopt strategic recruitment and selection strategies as that can help in aligning
the human resource process with the organizational goals. Moreover from the paper it has also
been understood that strategic recruitment and planning can help in aligning the human resource
function with all the other functions that can help in organizational success. Further from the

16RECRUITMENT AND SELECTION AT OZSTYLE4U
paper, the sourcing of effectiveness analysis can be understood and also the recruitment
communication or strategy that will be used by the organization under study for carrying out
strategic recruitment and selection. An assessment plan has also been prepared in the paper that
is dependent upon the job requirement matrix of the job position that has been specified. For the
purpose of carrying out the selection process effectively, a structured panel interview has been
conducted that has been aimed at indicating the characteristics or the selection criteria of the
specified job position.

17RECRUITMENT AND SELECTION AT OZSTYLE4U
References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Barney, J. B. (2018). Why resource‐based theory's model of profit appropriation must
incorporate a stakeholder perspective. Strategic Management Journal, 39(13), 3305-
3325.
Brewster, C. (2017). The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Compton, R.L., 2009. Effective recruitment and selection practices. CCH Australia Limited.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Holm, A.B. and Haahr, L., 2018. E-recruitment and Selection. In e-HRM (pp. 172-195).
Routledge.
Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management, 27(19),
2233-2253.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.

18RECRUITMENT AND SELECTION AT OZSTYLE4U
Rehbein, K., & Schuler, D. A. (2015). Linking corporate community programs and political
strategies: A resource-based view. Business & Society, 54(6), 794-821.
Rozario, S. D., Venkatraman, S., & Abbas, A. (2019). Challenges in Recruitment and Selection
Process: An Empirical Study. Challenges, 10(2), 35.