Recruitment and Selection Procedures of Rowlinson Knitwear: A Case Study

This report discusses the recruitment and selection procedures of Rowlinson Knitwear, a world leader in fabric manufacturing and business of the modern fashion and apparel sourcing in UK. It includes job description, person specification, job advertisement, job application and conclusion.

Individual
Recruitment And
Selection

TABLE OF CONTENT
• Introduction
• Main Body
1. About the company
2. Job Description
3. Person Specification
4. Job Advertisement
5. Job Application
• Conclusion
• Reference

Introduction
 The recruitment is a procedure of
searching, finding and inviting a
candidate for specific job position and the
term selection is a long process of
choosing and employing the best
candidate out of the recruited candidates
to fill the vacancy.
 The report will discuss about the
recruitment and selection procedures of
Rowlinson Knitwear, which is established
in 1935 as manufacturing company which
is dealing with independent retailers of
school wear and corporate wear.

About The Company
 The Rowlinson Knitwear is a private limited
company headquartered in Manchester and
incorporated in 1972. The company is a world
leader in fabric manufacturing and business of
the modern fashion and apparel sourcing in
UK. The firm deals in large variety of product
range such as kids, men and women shirt,
dresses, nightwear and many more. The
employee strength is 98 candidates who are
taking company to the heights of $19 million
per year revenue.


Job Description
 Job Title:
 Marketing Manager
 Reports To:
 The Marketing Manager will report to Senior Marketing Manager.
 Job Overview:
 The company is looking for a marketing manager who can develop strategies and bring
traffic for the company. The individual can create and execute a successful marketing plan.
The person is good in creative thinking as he/she have to create organic and paid
acquisition content. To be a successful marketing manager the individual should organise
and maintain a team of 20 people and efficient in preparing as well as monitoring
marketing budget on annually and quarterly basis.

Continue…
 Responsibility And Duties
 Promote brand and products of the company.
 Strategy formation and implementation.
 Attract and keep the consumers engaged through different marketing campaigns such as
blogs, attractive website and better advertisement.
 Represent cross functional groups such as consumer support, sales and productions.
 Decide the presentation of the products such as the packaging, branding and labelling of
the product.
 Supervise all marketing campaigns of the company.

Person Specification
 Job Title: Marketing Manager
 Reports To: Senior Marketing Manager
 Location: Manchester
 Hours: Xyz Hours
 The appropriate criteria for the post is mentioned below.
The candidate must meet the specified criteria in order to
shortlist and it would beneficial if he meet the desired
criteria mentioned for the post of Marketing Manager.

Continue..
 Education, Qualification and Training
 Essential:
 A degree in Marketing/ Business Administration/ communication.
 A post graduation qualification in Marketing/ Business Administration/ Communication.
 Minimum 2 years of work experience required.
 Must have experience of team handling.

Job Advertisement
We're HIRING !!
 Marketing Manager (Full-Time)
 If you have good communication skills and have experience of handling marketing campaigns then this
opportunity is for you.
Pay and Benefits
 Overtime Wages
 Bonus Pay
 Paid Vacations
 Paid sick leave
 Life insurance
 Medical advantages
 Free meal for employees

Job Application
 Name:
 Father's Name:
 Nationality: Marital Status: Gender:
 Phone number: Alternate Number:
 Email:
 Current Address:
 Permanent Address:

Conclusion
 The result of above mentioned report it
is concluded that recruitment is a formal and
important procedure to invite the right candidate
for the right post.
 The second step after recruitment is selection of
right candidate out of all the recruited ones for
the job post, it is a negative step as in this out of
all candidates only required amount of candidates
were chosen.

References
 Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2020. Examining the relationship
between recruitment & selection practices and business growth: An exploratory
study. Journal of Public Affairs, p.e2438.
 Gilbert, R., 2019. The Hotel Sales Manager of the Future: Talent Recruitment and
Management.
 Kelley, E.G., Yarrington, C.D., Calderwood, L., Torrey Sosa, L. and Connors, P.D., 2020.
The importance of personalismo: Navigating obstacles in recruitment strategies for Spanish
speakers in marginalized communities. Journal of Genetic Counseling, 29(3), pp.391-398.

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