Recruitment and selection of the store manager at OzsTYLE4U

Running head: RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Recruitment and selection of the store manager at Ozstyle4u
Name of the student
Name of the university
Author Note

1RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Table of Contents
Introduction.....................................................................................................................................................................3
Pre-recruitment...............................................................................................................................................................3
Business strategy........................................................................................................................................................3
Staffing strategy of the Human Resource..................................................................................................................4
Position Requirements Matrix...................................................................................................................................5
Employment value proposition (EVP).......................................................................................................................5
Recruitment.....................................................................................................................................................................6
Sourcing effectiveness analysis.................................................................................................................................6
Recruitment communication......................................................................................................................................6
Selection process.............................................................................................................................................................7
Panel interview questions:.........................................................................................................................................8
Evaluation of the selection process............................................................................................................................9
Conclusion:.....................................................................................................................................................................9
References.....................................................................................................................................................................11
Appendix A...................................................................................................................................................................13
Appendix B...................................................................................................................................................................14
Appendix C...................................................................................................................................................................15
Appendix D...................................................................................................................................................................16
Appendix E...................................................................................................................................................................17
Appendix F....................................................................................................................................................................18

2RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Executive summary
The report aims to provide an insight into the recruitment and selection process of the store
manager at the Ozstyle4U Company in Hobart. The first part of the essay discusses the pre-
recruitment business strategy followed by the Job matrix and EVP. The second part of the report
discusses the sourcing effectiveness analysis and recruitment communication. The final and the
last part of the report provide a detailed plan for the assessment plan with an interview
questionnaire. This is a detailed report based on the research and analysis aiming to help the
selection of the store manager for the company.

3RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Introduction
The report aims to present an analysis of the different recruitment and selection process
for the Queensland based company, Ozstyle4U which is going to open its flagship store in
Hobart, Tasmania. As external recruitment is not suitable and neither available candidate is
found, the aim here is to develop a new recruitment plan for the selection of a store manager.
Ozstyle4U is the largest Queensland based fashion retail company that wants to expand
their business starting with Tasmania. The fashion retail is innovating, and it is continually
growing over ten retail stores with 150 full-time employees and few casual employees. It wants
to develop itself a brand that will ensure high quality fashion wear with a high level of customer
satisfaction.
Pre-recruitment
Business strategy
Before developing a recruitment strategy for ozstyle4U, it is essential to look into the
issue of the business strategy that the company follows. It is crucial to develop an overall
evaluation of the different factors of the company. To develop a proper recruitment plan for the
section of the store manager, this portion will focus on the other preliminary factors for
developing an effective interview plan.
The company has adopted a certain business strategy for the smooth functioning of the
business. Ozstyle4U's first and foremost business strategy is its "cost leadership". Leadership is
one of the most crucial aspects of an organization (Ahmed et al., 2016). Companies mostly adopt

4RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
the leadership model developed by Michel Porter (Majumdar 2015). This is found to have a
significant impact on the leadership strategies of different companies. The idea behind cost
leadership is to reduce the cost of the operation and make maximum utilization of the resources
available by the managers of the company. This is based on optimum usage of the resources to
generate the most effective result (Kurt et al., 2018). However, the company’s primary strategy
has been its focus on growth. Proper recruitment strategy of the company primarily focuses on its
growth aspect. The utmost priority of the company is its focus on growth due to reasons like the
position of the company in the job market (Ahmed et al., 2016). Once growth is ensured, the
company will be able to create better job channels for itself (Refer to Appendix A).
Staffing strategy of the Human Resource
The human resource management of the company is the most crucial aspect of it. It is the
process of hiring, recruiting and employing the right candidates for different vacant positions
(Babu et al., 2018). However, the company has to develop this strategy by evaluating the
different approach and processes. The primary requirement for the company is to survive in the
market; hence it has to be highly skilled to give other fashion retail companies a competitive
edge. If the company fails to employ the right candidate for the vacant seat for the operational
manager of the company, it would not be beneficial for the company. What is essential for the
company here is to develop a proper talent management philosophy of the company. It is the
process of managing the talent of the employees rather than being guided by individual
preferences. Hence, it is vital for the company to evaluate these five elements like accountability,
performance, behaviour, transparency and differentiation (Davis et al., 2016).
However, the company would require a plan for the development of a business
succession planning (Amberg et al., 2016). It would not be cost effective for the company to

5RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
recruit candidates externally. Hence, the company should aspire to develop a plan for talented
individuals within the company to get a chance to fill certain managerial positions.
Position Requirements Matrix
The position requirement matrix is used in explaining the requirement of the job position
for the operational manager. Specific issues have to be specified to develop a proper recruitment
strategy (Barnes et al., 2018). The duty task, times spend on duty, important of the duty and
performance competency are some of the attributes that are to be included in the requirement
matrix. However, the manager requires having certain crucial traits in order to fulfill their
demand of the position. They are namely, self-leadership, adaptability and impact of influencing
capability of the manager over the employees (Babu et al., 2018) (Refer to appendix B). This
discussion explains the job of the manager within the company. The job of an operational
manager here would be managing the overall activity of the company. This includes the
complete management of the organisational operations. The job requirement matrix helps to
specify the role of the manager in evaluating the performance of the store.
Employment value proposition (EVP)
An employee value proposition is a document that explains the benefit that the employees
would enjoy as a return to their skills and capabilities to the company. Hence, it is crucial for the
company to develop a strong EVP for attracting the obvious talents into the company (Payne et
al., 2017).
A value proposition is a particular document that specifies the benefits of the company’s
products. However, an employee value proposition for the position of the operational manager
would be helpful in obtaining the benefit of the employee. An EVP is a document that specifies

6RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
the company's vision, its culture, work culture and work environment, its growth and
management styles (Phillips-Wren et al., 2016). This document is used in keeping the employees
motivated and offers them a happy environment to work. The company is required to focus on
the issues of employee commitment and compensation. These are the two vital aspects of the
developing the proper EVP. The role of the operations manager would be managing a strong
performance of the EVP for the company (Refer to the appendix C). The EVP for the company
would be inclusive of internal control, human resource strategies, recruitment and engagement.
Recruitment
Sourcing effectiveness analysis
The sourcing effectiveness analysis is the specified document that discusses the plan for
inclusion of the appropriate sourcing approaches and a range of recruitment methods to attract
potential candidates (Wilton 2016). The first source included according to the order of
importance is newspaper advertisement. The second source could be used the employer portal,
and the following sources are third-party consultancy, on-field recruitment and the referrals
(refer to the appendix D). In order of preference, the newspaper advertisement, employer portal
and the third party consultancy would be having the medium to low cost and medium quality of
expected applicant (Wilton 2016). However, the referrals and on-field recruitment would be
having the high equality applicant even though the cost per hire would be high.
Recruitment communication
The company has to adopt a proper strategy for communicating with the prospective
applicants. The most crucial part of successful business operation is effective communication
(Oaya et al., 2017). An efficient mode of communication is the key here. Hence, the company

7RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
needs to develop an effective strategy. The recruitment communication can be developed into
two parts, the internal recruitment and the external recruitment process. Most of the companies
try to employ within the internal process. However, this company already suffers from the
problem efficient candidates who can be adopted as the operational manager. Hence, it is
developing the external process of recruitment through job advertisement and communication.
The company has two choices in this regard. It can adopt a method of modern mode of
communication and make use of platforms like the newspaper, consultancy or the employer's
portals (Oaya et al., 2017). It would be beneficial for the company to develop the modern mode
of recruitment process by using the modern mode of communication.
Selection process
The selection process would include the assessment plan and the different modes of the
selection method. The assessment plan is used to find the maximum potential of the operational
manager for the company. This assessment plan will help the company to check the
competencies of the employees (Nickson et al., 2017). This assessment is done at a different
level and in different order. It would include the preliminary test followed by the selection test
and the personal interview. These three steps are the most crucial step for finding the most
capable applicants for the vacancy. Another method of selection can be the reference and the
background analysis of the employees even though it is not a necessary plan but a desirable one.
However, as the company’s prime focus is on customer service, the assessment plan should also
include the customer service experience (Haksever et al., 2018). Therefore, tests should be
arranged for checking the candidate’s capabilities towards customer service and experience is of
high importance. It is only when the candidates pass all the tests in order of preferences, the

8RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
company will conduct the final interview round that will consist of specific structured questions
to find out the communicative potential of the candidates. AS the company is based in the
fashion retail industry, most crucial to it consumer communication (Collings et al., 2018). The
role of the operational manager of the company would be developing strong communication with
the people both from the institutional and the individual level. This assessment plan is inclusive,
and it will help to bring the best potential of the candidates (refer to the appendix E).
Panel interview questions:
The most important part of the employee analysis is the panel interview. These interviews
are meant to test the employee's behavioural qualities and the capacity to manage situations. The
behavioural approach has a few important benefits (Gelinas et al., 2017). First of all, this gives
an overall impression of the candidate’s background. Secondly, the answers are much more
truthful in nature as the situation is real and not imaginary. The behavioural approach will also
help ease the interview environment for the candidates, and the candidate finds it more
comfortable to answer the situational questions. The first question is prepared in a way that gives
an insight into the problem solving skill of the employees along with the capability of building
public relations. The second question is targeted towards testing the candidate’s creativity and
innovation. If the candidates give a positive response, there are chances that the candidate has
good planning skills. The next question would be targeted at testing the leadership skills of the
candidate. The most important part of the selection process because the most critical role of the
operational manager is leading to the company. This will help in giving an insight into the team
management capability of the candidates. The final question will include the personal
understanding of the meaning of success. What is the future prospect that the company will
ultimately depend on the selection process of the managerial post. The questionnaire should be

9RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
based on the behavioural as well as the situational questions to test the overall competency of the
candidates (refer to appendix F).
Evaluation of the selection process
This lengthy process of the interview should ultimately focus on the issues of the formal
education of the candidates, their past experience and the specific important personality
characteristics. While employing the candidates, the company will mainly focus on the integrated
approach of testing, gathering proper information and the interview (Bratton et al., 2017). If the
candidate can pass all these three tests successfully, the company should aim to appoint one of
the successful candidates as their operational manager.
Conclusion:
The report has developed the three-way plan for the pre-recruitment, recruitment and the
selection process in order to employ the post of the operational manager of the store OZstyle4U.
This includes the methods for choosing the right candidates who will qualify the test and can
successfully fulfill the job requirement by implementing the right business strategy. The first part
of the report dealt with the business strategy of the company, their staffing strategy and the job
requirement for the position of the store manager at Hobart. The second part of the essay has
demonstrated the recruitment and sourcing analysis with a strategy for recruitment
communication. The final and the last part of the essay have developed the assessment method
for choosing the right candidate for the post. This report will help the company. OZstyle4U will
develop a perfect strategy for the selection of their required candidates for the vacant post of the
operational manager.

10RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
References
Ahmed, S., & Ke, X. (2016, June). Human Resource Management: Employees career
development impact on organisational performance. In Service Systems and Service
Management (ICSSSM), 2016 13th International Conference on (pp. 1-5). IEEE.
Amberg, J. J., & McGaughey, S. L. (2016). Strategic human resource management and inertia in
the corporate entrepreneurship of a multinational enterprise. The International Journal of
Human Resource Management, 1-35.
Babu, N. V., & Reddy, R. R. (2018). A STUDY ON RECRUITMENT & SELECTION
PROCESS IN SUGAR INDUSTRY CHITTOOR DISTRICT, ANDHRA PRADESH,
INDIA. PARIPEX-INDIAN JOURNAL OF RESEARCH, 7(4).
Barnes, E., & Adam, C. (2018). The Importance of Human Resources in a Globalised Economy:
A Conceptual Framework. Canadian Journal of Applied Science and Technology, 5(2).
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Davis, T., Cutt, M., Flynn, N., & Mowl, P. (2016). Talent assessment: A new strategy for talent
management. Routledge.
Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using
social media as a research recruitment tool: ethical issues and recommendations. The
American Journal of Bioethics, 17(3), 3-14.

11RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Haksever, C., & Render, B. (2018). Service and Operations Management. World Scientific
Books.
Kurt, A., & Zehir, C. (2016). The relationship between cost leadership strategy, total quality
management applications and financial performance.
Majumdar, S. (2015). Michael Porter's Generic Strategy of Cost Leadership-Pertinent Issues. The
Management Accountant Journal, 50(2), 37-42.
Nickson, D., Price, R., Baxter-Reid, H., & Hurrell, S. A. (2017). Skill requirements in retail
work: the case of high-end fashion retailing. Work, employment and society, 31(4), 692-
708.
Oaya, Z. C. T., Ogbu, J., & 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), 32-42.
Payne, A., Frow, P., & Eggert, A. (2017). The customer value proposition: evolution,
development, and application in marketing. Journal of the Academy of Marketing
Science, 45(4), 467-489.
Phillips-Wren, G., Doran, R., & Merrill, K. (2016). Creating a value proposition with a social
media strategy for talent acquisition. Journal of Decision Systems, 25(sup1), 450-462.
Wilton, N. (2016). An introduction to human resource management. Sage.

12RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Business strategy Priority
(P = primary;
S = secondary;
NA = not applicable)
General staffing implications
(to be completed for all four strategy
options)
Cost leadership Secondary According to Porter, cost leadership is
the effective use of resources with
maximum efficiency.
Differentiation
(quality)
NA
Growth
Primary
Growth is the primary concern for the
fashion retail industry. The focus of
the managerial functions would be to
ensure growth and productivity of the
company.
Specialization NA
Appendix A

13RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Job
specification
Person
specification
Duty Tasks Importance
of duty
(%)
Time spent
on duty (%)
KSAO/Competency
Importance of
KSAO/Competency
to performance
(1 = Low, 10 =
High;
E = essential, D =
Desirable)
Operational
Manager 90% 60%
N/A High
Appendix B

14RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Item Focus
(Job-related/
Organization-
related/
Person-
related)
Type
(Intrinsic/
Extrinsic)
Organization
contribution
Employee
contribution
To which
applicants
might it
appeal
Internal
Control
Recruitment
Engagement
Human
Resource
Strategy
Intrinsic
Extrinsic
Extrinsic
Intrinsic
50%
100%
100%
100%
50%
-
-
-
N/A
N/A
N/A
N/A
Appendix C

15RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
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)
Newspaper
Advertisement
·
Employer
Portal
· Third
Party
Consultancy
·
Referrals
· On filed
Recruitment
Passive
Active
Passive
Active
Active
Slow
Medium
Medium
Fast
Fast
Low
Medium
Medium
High
High
Medium
Medium
Medium
High
High
Appendix D

16RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Characteristic
(Selection
Criteria)
Importance
of
characteristi
c to job
performance
(1 =
Essential;
≥2 =
Desirable)
Select (S)
Train (T)
‘Predictor 1’*
(indicate if
hurdle or
compensatory)
Predictor 2’*
(indicate if
hurdle or
compensatory
Panel
Interview
Preliminary
Interview
· Selection
Test
·
Employment
interview
·
Reference and
the
background
check
· Selection
Essential
·
Essential
·
Essential
·
Desirable
Training
Selection
Selection
Training
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
Compensatory
N/A
N/A
N/A
N/A
Appendix E

17RECRUITMENT AND SELECTION OF THE STORE MANAGER AT OZSTYLE4U
Interview
question Question type
(Behavioural/
Situational)
Selection
criteria
Answer Answer scoring
(Good = 10;
Satisfactory = 5
Poor = 1)
Describe how
will you manage
a problem of an
employee
· Do you
prefer to work
independently
or on a team?
· How will
you plan to
achieve the
organizational
goals?
· How do
you evaluate
success?
Behavioural
·
Situational
·
Behavioural
Appendix F