Recruitment and Selection: Planning, Branding, Evaluation and Screening Methods

This report assisted in learning about screening methods and planning for the recruitment process. Further, it highlighted topics related to workforce planning, job performance, branding, evaluation of recruitment programs and screening methods.

RUNNING HEAD: Recruitment and Selection
Recruitment and Selection

Recruitment and Selection 1
Contents
Introduction......................................................................................................................................2
Job Performance..............................................................................................................................2
Human Resources/ Workforce Planning.........................................................................................3
Branding..........................................................................................................................................3
Evaluation of Recruitment Programs...............................................................................................4
Technology in Screening Methods..................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

Recruitment and Selection 2
Introduction
The basic objective of this assignment is to learn about planning for recruitment process
screening candidates and ensuring its effectiveness. This report highlights topics regarding job
performance, workforce planning, branding, evaluation of recruitment programs and screening
methods.
Job Performance
Job performance can be defined as the assessment of an individual regarding how well they are
performing their jobs. Job performance plays an important role in recruitment and selection of
candidates as it allows making appropriate judgement regarding the performance of the candidate
in their previous profile with the help of which their capability can be judged in advance.
When the job performance of the employees is evaluated over a particular period of time, it is
known a performance appraisal. The advantages of performance appraisal system include
motivation and feedback for employees along with clarification of expectations, proper
documentation, structure and annual planning for the development of employee goals. On the
other hand, the disadvantages of performance appraisal systems include stressful workplace,
natural biases, excessive time consumption and creation of negative experiences (Entrekin &
Scott-Ladd, 2013).
The performance measurement system for a store manager will based on following points:
- Key Performance Indicators
- Balanced Scorecard
- Performance prism
- Business Excellence Model
The job dimensions or behaviors of a store manager include decision making skills, leadership
skills, time management, math and budgeting, analytical skills, etc. Management by objectives is
the best performance rating system as it will help the store manager in developing his own goal
and allows linking such goals with the objective of the organization. Job performance can be

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measured qualitatively and quantitatively through function, evolution, benefits and significance.
It is legally defensible against the allegations of unfair treatment.
Human Resources/ Workforce Planning
Human resources/ workforce planning can be defined as the continuous process used for the
purpose of analyzing the probable future needs of people in the organization in terms of skills,
numbers and locations.
The steps involved in the human resources/ workforce planning includes setting a strategic plan
by gathering all the requisite information, analyzing the current workplace profile of the
company, developing and then implementing the action plan. The last step consists of
monitoring, evaluation and revision of the plan.
It provides helpful information regarding the recruitment process including the number of
candidates to be recruited, the qualifications needed, the posts to be filled, the number of
employees left, retired or promoted and creation of new vacancies for managing the change
processes of the company as a result of changes in technology and processes (Aravamudhan &
Krishnaveni, 2015).
Branding
Branding can be defined as the process involved in the creation of a unique image and name for a
product in the minds of a customer by way of consistent theme in an advertising campaign.
By way of engaging in the branding activities, the company aims at the establishment of a
differentiated and significant presence in the market that is capable of attracting and retaining the
loyal customers. Furthermore, the engagement of a company in the branding activities helps in
increasing its status and prestige, setting the standard for product quality, differentiating its
products from that of the competitors, increasing brand loyalty and building values for the
customers (Klotz, da Motta Veiga, Buckley & Gavin, 2013).
Following are the three ways with the help of which companies can enhance their brand.

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Building emotional connections to the brand- the purchasing decisions are taken by the
customers on the basis of their emotional reactions to the brands. Therefore, the company can
enhance their brand by engaging the customers with their value an aspiration aligned company.
Internal strengthening of the brand- when a positive and strong company culture is built within
the company, it is automatically highlighted in the brand as it makes the employees feel
connected with the brand values. Internal brand advocacy can be built with the help of ongoing
communication and transparency.
Maintaining brand focus and consistency- when the customers are aware regarding what a brand
stands for, they appreciate a brand. Resisting the desire to grab opportunities may even result in
diluting the brand (Kang & Shen, 2013).
The company L’Oreal has been selected as a brand and the following recruitment and selection
process is recommended:
1. Online application
2. Pre-selection
3. First round interview
4. Assessment
5. Final interview
After the interview job should be offered to the deserving candidates.
Evaluation of Recruitment Programs
There are a number of costs associated with recruitment. The recruitment costs include job
boards, recruiter’s salaries, employer branding, fixed costs (recruiting events, relying on external
recruiting agencies, partnerships with institutions and universities) and recruiting technology
costs including various hiring software (O'Meara & Petzall, 2013).
Recruitment metrics can be defined as the measurements which are used for the purpose of
tracking hiring success and optimizing the process of hiring aspirants for the company.
The following type of metrics can be used for showing that a company is getting return on their
investment in recruitment: quality of hire, time to hire, time with the business and cost of hire.

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Following criteria can be used for the evaluation of the recruitment methods.
Quantitative-
Reviewing costs- this includes the costs relating to advertising expenditures, signing bonuses,
human resources personnel time and reimbursements for moving costs. The reviewing of costs
relating to every investment type and ensuring that such expenditures are resulting in talented
candidates for the organization are included in this criteria.
Tracking measurement data- it includes tracking measurement standards over time as an
indicator for the failure or success of the recruitment method.
Recruitment return- it should be evaluated whether the return from the recruitment of candidates
is greater than the costs incurred for such recruitment.
Qualitative-
Ensuring recruitment method enhances business image- Improper recruitment methods can
negatively impact on how the business is perceived by business partners, potential employees
and customers.
Processes conforming to legal and business requirements- financial and legal hurdles can be
faced by the business if labor law standards, employee eligibility and anti- discrimination are not
upheld. Legal compliance should be ensured by conducting formal interviews and spot-checking
of documents.
Problems with recruitment method- the method adopted should be evaluated for being easy to be
participated by the candidates. The method should not be such in which there are greater costs
involved between the initial screening and face-to-face assessment (Almeida & Fernando, 2017).
Technology in Screening Methods
The advances in technology are responsible for changing the screening process. Such processes
are less costly and consumes less time. This shift is advantageous as the technology results in
increased productivity, less risk for bad match and helps in getting more strategic. However, it

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also has certain disadvantages such as inability of replacing the traditional selection methods,
privacy breach, preference of formulaic resumes and wrong employee assessment.
Applicant Tracking System (ATS) are being increasingly used by the employers for the purpose
of screening the resumes. ATS work by sorting the resumes for the purpose of finding the best
candidate for the position. Its advantages include impartial solutions for the problem of resume
management, provide time and cost efficiency, and saves the resumes for the future positions. Its
disadvantages include unreliability, rejection of resumes for pointless reasons and limited
information due to character restriction. However, certain techniques can be used by the
candidates for passing ATS such as making the use of critical keywords, incorporating a skill
section, avoiding fancy graphics, avoiding making generic resumes, etc.
Employers also use a social recruiting software that searches the web for particular keywords and
extracts the details of the individuals such as skills, work experience and education from social
media. It is beneficial for the employers as they can easily gain knowledge regarding the details
of an individual and for the candidates as they can easily portray their professional image on
social media for getting jobs. The disadvantages for candidates include displaying the negative
image of the candidate and for recruiter is obtaining fake data regarding candidates. It is not a
good practice to use social media for information as most of the people display fake data about
themselves. The recruitment made on this basis can result in huge costs for the companies.
Conclusion
This report assisted in learning about screening methods and planning for the recruitment
process. Further, it highlighted topics related to workforce planning, job performance, branding,
evaluation of recruitment programs and screening methods.

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References
Almeida, S., & Fernando, M. (2017). Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the
information technology and accounting occupations in regional Australia. The
International Journal of Human Resource Management, 28(6), 880-912.
Aravamudhan, N. R., & Krishnaveni, R. (2015). Recruitment and selection building scale:
Content validity evidence. SCMS Journal of Indian Management, 12(3), 58.
Entrekin, L., & Scott-Ladd, B. D. (2013). Human resource management and change: a
practising manager's guide. Routledge.
Kang, H., & Shen, J. (2013). International recruitment and selection practices of South Korean
multinationals in China. The International Journal of Human Resource
Management, 24(17), 3325-3342.
Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of
trustworthiness in recruitment and selection: A review and guide for future
research. Journal of Organizational Behavior, 34(S1), S104-S119.
O'Meara, B., & Petzall, S. (2013). Handbook of Strategic Recruitment and Selection: A Systems
Approach. Emerald Group Publishing.