Recourcing Talent - Unilever

RESOURCING
TALENT

Table of Contents
INTRODUCTION...........................................................................................................................1
3.1 Job description and person specification...............................................................................1
3.2 Recruitment channel for attracting talented individuals........................................................1
3.3 Selection criteria and short listing of candidates applications for interview.........................2
3.4 Interview questions and decision making process.................................................................2
3.5 Justification to selection decision..........................................................................................3
4.1 and 4.2 in power-point presentation.......................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Resourcing and talent planning is a function in which it involves coordination from
recruitment team and from the business in several aspects that includes analysis on forecast of
required resources, networking and selection of significant hiring channel (Taylor, 2018). Present
report is based on Unilever which is a transnational consumer goods company headquartered in
UK. This report includes a job description and person specification for an identified role.
3.1 Job description and person specification
The individual that is required for a identified role can be a generalist HR officer for the
gulf region for Unilever. The company should make sure that the recruitment and selection of the
individual is to be done properly in order to achieve significant results by the company in gulf
region. The person for the identified role must be selected from several recruitment channels
which is suitable for getting the right person for the right role that can effectively work for the
organisation in order to achieve its objectives. A job description and person specification can
include several aspects that consist of qualifications, skills required and several different aspects
which must be considered by an organisation (Taylor, 2016).
3.2 Recruitment channel for attracting talented individuals
Selection of appropriate channel for recruitment play a major role in fulfilling the
vacancy in an organisation. Right person must be placed at right place helps in attaining the
objectives of an organisation. There are several recruitment channels which can be used by
Unilever in order to select the right person for the identified role of HR officer in the gulf region,
recruitment channels includes referral from employees, online job boards, social networking sites
and their corporate websites. Social media is trending nowadays that attracts most of the people t
use it and many people are using it for the promotion of a business. This can be huge source
through which a person can be approached for a identified role of HR officer as many of the
individuals are busy browsing in social media which can help the company to reach appropriate
person for the job. Unilever can use profiles which are being popped up in linked-in, this can
help a organisation to attract maximum number of candidates for the selected job and appropriate
decision can be made by the organisation in order to select the employee. A job description
advertisement can be as follow for the current role of generalist HR officer (Turner, 2018).
Job role Human Resource officer
Location Gulf Region
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Company Unilever
Qualifications MBA in Human Resource management
Experience Minimum 1 year of experience as HR officer
Salary According to interview
3.3 Selection criteria and short listing of candidates applications for interview
Short-listing can be determined as a process in which candidates are being identified
from the applicant pool, this is done by identifying the candidates who best meets the required
criteria for the job and these candidates are took forward in the process of recruitment in order to
select the right employee for the identified role of HR officer. Unilever can undertake a short
listing matrix exercise for the purpose of recruiting and selection a HR officer for their gulf
region. A short listing matrix is being created by a company in order to identify the best
candidates suitable for a job.
Unilever can short list the candidates on the basis of qualifications, education, skills and
experience. The candidates with more experience must be prioritize by the company as they have
a experience of handling the job of HR officer which can help in attaining the objectives of the
company more significantly. A more qualified and experienced candidate with more skills can be
effective in an organisation as it can work more efficiently than the candidates who are having
comparatively less experience and less qualifications (Dany and Torchy, 2017).
3.4 Interview questions and decision making process
Interview questions play a major role in identifying the candidate, it helps the
organisation in determining the skills, qualifications and experience of the candidate. It can help
Unilever in identifying that the candidate is suitable for the appropriate job of HR officer in a
gulf region or not. It is necessary for the company to determine this as it play a significant role in
achieving the objectives of an organisation. The questions which can be included by Unilever in
the process of interview in order to identify appropriate candidate can include several aspects
which are as follow
Interview Questions
In which areas of HR do you have experience?
What do you know about employment law?
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How can the role of HR contributes to the success of our organisation
How will you deal with a situation (a problem solving task) ?
Why did you left your previous organisation?
These are the major aspects which are to be considered by Unilever n order to identify the best
suitable candidate for the appropriate role of HR officer in a gulf region. The reason for leaving
the last organisation play a major role in identifying the loyalty of candidate towards the work.
The interview can be done with Skype or on a telephone which can help an Unilever in
preventing consumption of time and resources for conducting a physical interview (Jeske and
Shultz, 2016).
3.5 Justification to selection decision
The candidate which is being selected for the appropriate job role have a huge experience
in HR management which can help Unilever in performing its HR practices in gulf regions. The
skills and qualifications are also being considered while appointing the HR officer for the
selected role as skills and qualifications play a vital role in performing he process for a identified
role. The records which needs to be retained by the company includes the resume and CVs of the
candidates with good skills and qualifications that can help the organisation in approaching them
for the appropriate vacancies which can be required in gulf regions (Turner, 2018).
4.1 and 4.2 in power-point presentation
CONCLUSION
From the above report it can be concluded that recruitment and selection process play a
significant role in identifying the appropriate candidate for the vacancy in an organisation.
Further this report concludes that HR officer is a vital role in an organisation which can effect
the operations of a company.
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REFERENCES
Books and Journals
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Taylor, S., 2016. Resourcing. In Encyclopedia of Human Resource Management. Edward Elgar
Publishing Limited.
Turner, P., 2018. Attraction, recruitment and resourcing of talent. In Talent Management in
Healthcare (pp. 221-252). Palgrave Macmillan, Cham.
Dany, F. and Torchy, V., 2017. Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management (pp. 68-
88). Routledge.
Jeske, D. and Shultz, K.S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
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