Assignment on the Process of Recruitment and Selection

The present report provides an overview of the strategic recruitment and selection plan for guiding the Queensland Company OZStyle4U regarding the hiring of Store Manager- Hobart. The study identifies theoretical concepts and processes of recruitment and selection procedures. Strategic recruitment as well as selection begins with the vision and mainly works with the management for building a hard-working, well-structured, and innovative business by integrating appropriate people.

Running head: RECRUITMENT AND SELECTION
Recruitment and Selection
Name of the Student
Name of the University
Author’s Note

1RECRUITMENT AND SELECTION
Table of Contents
1.0 Introduction................................................................................................................................2
2.0 Pre- recruitment Strategy...........................................................................................................2
2.1 Business strategy for OzStyle4U...............................................................................................3
HR staffing implications associated with the business strategy..................................................4
2.2 Job requirement matrix for the specified position.....................................................................5
2.3 Employment value proposition (EVP).......................................................................................6
3.0 Recruitment................................................................................................................................7
3.1 Sourcing effectiveness analysis.................................................................................................7
3.2 Recruitment communication/advertisement..............................................................................8
4.0 Selection....................................................................................................................................9
4.1 Assessment plan for specified position......................................................................................9
4.2 Panel Interview questions for the specified position...............................................................10
5.0 Conclusion...............................................................................................................................11
References......................................................................................................................................12

2RECRUITMENT AND SELECTION
1.0 Introduction
The present report provides an overview on the strategic recruitment and selection plan for
guiding the Queensland Company OZStyle4U regarding hiring of Store Manager- Hobart. The
study identifies theoretical concepts and processes of recruitment and selection procedure.
Strategic recruitment as well as selection begins at the vision and mainly works with the
management for building hard working, well- structured and innovative business by integrating
appropriate people. The recruitment procedure includes sourcing, interviewing of the future
employees and selection process entailing staffing as well as training new employees in their job
role (Skålén, Gummerus, von Koskull, & Magnusson, 2015). Effective recruitment and
selection process helps the enterprise to perceive human resources that is needed to sustain
competitive advantage over its rivalries. As the OzStyle4U wants in developing expansion
procedure, development of strategic recruitment procedure will help to concentrate on filling the
vacant place of operational manager located at Hobart. However, well –structured HR plan will
aid to reduce employees turnover and create considerable contribution to its financial
performance.
2.0 Pre- recruitment Strategy
Ozstyle4U is one of the biggest designer based retail store chain in Queensland that plans
to expand into other region of Australia. Ozstyle4U is innovative and growing enterprise that
targets to differentiate itself from their rivalries through extraordinary customer service and high
quality fashion wear that creates customer loyalty. With the focus of making operational business
procedure, the company has decided to implement suitable employees in role of the operational
manager. Ozstyle4U motivates its store managers to be committed to innovation as well as
fineness in customer service. The company is passionate about making difference to well- being

3RECRUITMENT AND SELECTION
of workers and enterprise’s future. The management of Ozsryle4U also decided to fill vacant
place by developing external recruitment process since they found no workers suitable for the
desired post. This store is situated in Hobart that is capital of Tasmania. The target of this
company is to permit new appointee to attain full induction into this company and also to
participate in recruitment of the new store employee.
The main concept of the pre- recruitment strategy is to concentrate on assessment
procedure of all vital factors that this company is required to address before adopting strong
recruitment strategy. The main idea of pre- recruitment strategy mainly concentrate on all
preliminary factors before structuring interview plans and process (Elving et al., 2013). The pre-
recruitment strategy helps to determine vital attributes that are needed by this company before
developing strong recruitment strategy. Before making pre- recruitment strategy, it is vital to
know organization’s history, mission and company’s direction. A strategy will be considered
where its own brand of recruitment can be bolstered. In this circumstances, they might not have
to convince individuals to trust the job. It will also facilitate in enabling trust with recruitment
framework (Uzair, Majeed & Shakeel, 2017).
2.1 Business strategy for OzStyle4U
As per Kang & Ritzhaupt (2015), strategies are usually developed within the business
operations, with a view towards improving business procedure. The company aligns its business
strategies with constantly varying business environment. The human resource management of
Ozstyle4U plays crucial role in formulation of business strategy. The adoption of business
strategy by HR manager of Ozstyle4U includes- timely supply of qualified laborforce, effectual
job analysis, proper selection criteria and procedure and involvement of line managers in
recruitment and selection procedure (Nankervis et al., 2016). The action plan to be adopted by

4RECRUITMENT AND SELECTION
Ozstyle4U must be aligned with HR management so that they can gain competitive advantage
over its rivalries. The HR manager of this company must formulate and adopt strategies via HR
activities sich as – recruiting, selecting, rewarding and training its employees. The business
strategy of Ozstyle4U should be focused on long- term objectives instead focusing on internal
problems and addressing such problems that impact employees management program in long run
(Brewster, 2017). This in turn will help to enhance employee’s motivation and productivity in
business.
Business strategy Priority
(P = primary;
S = secondary;
NA = not
applicable)
General staffing implications
(to be completed for all four strategy
options)
Cost leadership Secondary Leadership is considered as one of
the important aspects of an
enterprise. The leadership cost has
considerable effect on the business
operations. The idea of cost
leadership gives the opportunity to
reduce operation cost in the sector.
The main objective of cost leadership
is to assess optimum resource
utilization. However, the leaders of
this company tries to adopt effective
leadership style and strategy in order
to reduce cost.
Differentiation (quality) NA
Growth Primary Growth of the business is vital in the
developing procedure of appropriate
recruitment strategy. Shields et al.,
(2015) opines that the recruitment
strategy connects all main
components since the company
becomes able to realize the strategic
growth. Ozstyle4U aims to
concentrate on its growth because of
certain reasons, which include-
gaining competitive advantage over
its competitors, emphasizing the top
position of enterprise in the market.

5RECRUITMENT AND SELECTION
Specialisation NA
Table 1: Business strategy for Ozstyle4U
HR staffing implications associated with the business strategy
The aspects of human resource within the business is one of the biggest aspects of the
organization. The company’s strategic performance assess the procedure that includes the
approach implemented by the company to concentrate on HRM practices (Chow, Teo & Chew,
2013). For being competitive in the market, this organization need to concentrate on recruiting
skilled employees and developing proper business strategy. If this enterprise finds appropriate
employees for filling up vacant place for operational managers, then it can attain huge benefit in
improving financial performance. Furthermore, with this view of attaining effective talent
philosophy, this enterprise is required to assess five main factors that involve- performance,
behaviors, transparency, differentiation and accountability. By using these five factors, this
enterprise can assess its talent philosophy within the business. The managers of Ozsryle4U must
align their business strategy with HR strategy in order to enhance employees motivation and
culture. In fact, the HR managers of this organization must strategically position training and
development in order to promote business target and objectives (Apenko, 2017). Moreover,
Ozstyle4U should gauge its market position as well as determine talent, knowledge and skills of
employees to be effective (Tracey et al., 2015).
2.2 Job requirement matrix for the specified position
As per Kang & Ritzhaupt (2015), job analysis is crucial for all the human resource
activities. Job analysis refers to the procedure of collecting and assessing information regarding
content and individual requirements of jobs. The job requirement matrix focuses on the job
position of recruitment strategy. This job requirement matrix concentrates on few parameters that

6RECRUITMENT AND SELECTION
require to be specified in procedure of developing effective recruitment strategy. Some of the
crucial determinants that are needed to fulfill in strategic recruitment operations include- duty
tasks, time to be spend on duty, competency as well as significance of competency to its
financial performance (Davis et al., 2016). Nonetheless, there are few vital factors that contribute
to job position recruitment matrix. Some of the vital factors that the Ozstyle4U is required to
concentrate on the appropriate requirement matrix include- comfortable with ambiguity, self-
leadership and so on. One of the best indicator to success is to be successful in the type of
business working environment. The job requirement matrix of Ozstyle4U is given below-
Job specification Person specification
Duty Tasks Importa
nce of
duty
(%)
Time
spent on
duty (%)
KSAO/
Competency
Importance of
KSAO/Compete
ncy to
performance
(1 = Low, 10 =
High;
E = essential, D
= Desirable)
Operational
manager
Manage
different
business
operations
within the
store by
integrating
cost leadership
approach
95% 70% NA High

7RECRUITMENT AND SELECTION
Table 2: Job requirement matrix of Ozstyle4U
The operational manager to be recruited in this organization is required to assess all vital
activities that cover different types of business operations. The above job condition matrix of
Ozstyle4U will stipulate every requirements of the enterprise and define varied characteristics of
the managers for analyzing the store performance.
2.3 Employment value proposition (EVP)
McDermott et al., (2013) cites that EVP relates to the value that an employer provides to
their workers in return for their work. EVP mainly encompasses all the things that an employee
attains in return for their effort and time invested in their job performance. EVP is important for
employer branding and recruitment marketing strategy. Some of the major components of EVP
include- compensation, benefits, work environment, career and culture. Developing EVP is a key
to success towards attaining best talent. Effective EVP builds as well as reinforces background of
a company that involves- culture, vision, work practices, growth opportunity and management
style of the company. With appropriate value proposition, workers of an enterprise get motivated
to give best performance in their job. Ozstyle4U is required to focus on three vital strategies for
improving EVP. These strategies include-compensation savings, higher employment
commitment and improvement in employees attractiveness. By developing effectual EVP,
Ozstyle4U might be able to develop larger talent pool within its business (Davis et al., 2016).
Moreover, the job of recruited operation manager will be to focus on managing effective EVP
performance in order to decline compensation premium and attract new workers (Leekha
Chhabra & Sharma, 2014).

8RECRUITMENT AND SELECTION
Item Focus
(Job-related/
Organisation-
related/
Person-related)
Type
(Intrinsic
/
Extrinsic
)
Organisatio
n
contributio
n
Employee
contribution
To which
applicants
might it appeal
1
2
3
4
5
6
Employers brand
Recruitment
Internal control
HR strategy
Corporate brand
Engagement
Intrinsic
Extrinsic
Intrinsic
Intrinsic
Extrinsic
55%
90%
60%
90%
50%
50%
60%
55%
50%
65%
NA
NA
NA
NA
NA
Table 3: Employees value proposition for Ozstyle4U
3.0 Recruitment
3.1 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)
Employer
portal
Third party
consultancy
Active
Passive
Medium
Medium
Low
Medium
Medium
Medium

9RECRUITMENT AND SELECTION
Newspaper
advertisement
Referrals
On field
recruitment
Passive
Active
Active
Slow
Fast
Fast
Medium
High
High
Medium
High
High
Table 4: Source effectiveness analysis specified position
3.2 Recruitment communication/advertisement
The recruitment communication mainly emphasizes towards the development procedure
of appropriate communication channel (Breaugh, 2013). One of the crucial objectives of an
enterprise is the cost efficient strategy. The recruitment process is divided into two kinds-
external and internal. The HR managers of this specific organization have decided to develop
external recruitment procedure for accomplishing the business goals. This external recruitment
procedure will help the HR managers of Ozstyle4U to analyze the appropriate employees (Klotz
et al., 2013). In the external recruitment procedure, advertisement of job is one of the vital
strategy adopted by the HR manager of this company. The advertisement mode is mainly
categorized into few segments such as- traditional communication and modern communication
process (Bamberger, Meshoulam & Biron, 2014). The company has also decided to utilize both
modern as well as traditional advertisement process for recruiting the manager. The management
of this company also targets newspapers as the medium of traditional communication (Slavić,
Bjekić & Berber, 2017). Moreover, the enterprise also targets modern communication mode as
well as job advertisement process through employers portal and emails.
4.0 Selection
According to Townley (2014), selection relates to the process of selecting appropriate
candidate based on their capabilities and prerequisite qualifications for filling up the vacancy

10RECRUITMENT AND SELECTION
within the company. There are various methods of selecting candidates within the organization,
which include – online screening, interviews, aptitude tests, psychometric tests, presentations
and so on. Ozstyle4U should adopt few selection methods for selecting its operational manager
such as- selection test, preliminary and final interview method, group discussion and background
checking of the candidates.
4.1 Assessment plan for the specified position
Characteristic
(Selection Criteria)
Importance
of
characteristic
to job
performance
(1 =
Essential;
≥2 =
Desirable)
Select (S)
Train (T)
‘Predictor 1’* ‘Predictor 2’* Pane
l
Inter
view
Selection test
Interview
Background check
Decision for selection
of candidates
Essential
Essential
Desirable
Essential
Select
Select
Training
Select
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
NA
NA
NA
YES
Table 5:Assessment plan for the specified position
The assessment plan for a particular position in Ozstyle4U will concentrate on the crucial
objectives for accessing all the performance indicators. For assessing appropriate assessment
plan, overview of this enterprise is to concentrate on vital characteristics, which in turn will

11RECRUITMENT AND SELECTION
guide to integrate proper recruitment procedure. This in turn will help the enterprise to fulfill
common enterprise target strategy.
4.2 Panel Interview questions for the specified position
The interview procedure of the company is categorized into various segments that
include- selection test, interview, reference and employees background check and the selection
decisions. All these main steps will concentrate on effectual interview panel for this company.
Furthermore, this specific company will mainly concentrates in the procedure of integrating
psychometric testing for selecting the applicants (Pau et al., 2016). The organization will also
follows other aspect of selection process for filling its vacant position. This in turn will aid for
future establishment as well as business expansion across the globe.
Interview question Question
type
(Behaviour
al/Situation
al)
Selection
criteria
Answer
(Include three
model answers
for each question
as examples of
three types:
Good;
Satisfactory and
Poor)
Answer
scoring
(Good =
10;
Satisfacto
ry = 5
Poor = 1)
How will you administer the
problem of the employees?
What are the strategies will
you adopt for achieving
enterprise target?
Will you prefer in working
with a team?
How can you assess success
of the company?
Situational
Situational
Behavioral
Behavioral
Abilities of
candidate
Knowledge
and skills
Abilities
Knowledge,
skills and
experience
It is considered
as one of the
challenging jobs.
The main job is
to assess entire
circumstances in
effective way.
The main job is
to assess
enterprise
objectives in
defined manner.
Working with
the team can aid
10
5
5

12RECRUITMENT AND SELECTION
to develop
effective
communication
process. This in
turn will enhance
the enterprise
efficiency.
The overall
success of the
company can be
evaluated with
the attainment of
enterprise
objectives within
specified time.
10
Table 6: Pane interview questions for the specific position
Ozstyle4U will focus on certain criteria for selecting the candidates. In fact, these
applicants will be chosen based on their education, knowledge, skills, experience. The enterprise
will mainly focus on three attributes such as- testing, collecting information and interviewing
applicants (Kusumastuti 2013).
5.0 Conclusion
From the above discussion, it can be concluded that Ozstyle4U has decided to adopt effective
recruitment strategy in order to select appropriate candidates for this post. Effective recruitment
strategy will aid the organization to select appropriate people for this post. This organization will
have to focus on overall selection procedure and attain proper understanding about various types
of strategic recruitment procedure. Moreover, the company also concentrates on pre- recruitment
strategies for making the recruitment procedure effective. Overall, it is predicted that the
company might attain benefit from its recruitment and selection process.

13RECRUITMENT AND SELECTION
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