Strategic Recruitment and Selection Process/Plan

This assignment discusses the strategic recruitment and selection process/plan for the position of Store Manager in Hobart. It covers the importance of human resource planning, pre-recruitment activities, job requirements, and the recruitment and selection process. The study also focuses on the theoretical concepts and critical analysis of research in this area.

STRATEGIC
RECRUITMENT AND
SELECTION
PROCESS/PLAN

Table of Contents
INTRODUCTION...........................................................................................................................1
PRE-RECRUITMENT....................................................................................................................1
Business plan of action for nominative company...................................................................1
Job requirement array for particular position.........................................................................3
Employment value proposition...............................................................................................5
RECRUITMENT.............................................................................................................................8
Source effectiveness analysis specified position....................................................................8
Advertisement of hiring for particular position......................................................................8
SELECTION....................................................................................................................................9
Assessment Plan for specified position..................................................................................9
Panel Interview questionnaire for particular position..........................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource planning is an important function in an organisation as it helps in
implementing strategy in order to achieve the goals and objectives. In an organisation,
recruitment and selection is important as it helps in getting qualified candidates to achieve
excellence and for this, better selection is another method (Kim, 2017). This process helps in
figuring out that what kinds of people and skills are required and also take major steps in order to
successfully recruit candidates. Recruitment and selection is not a single process it include
various stages in order to attract people who are qualified enough for the job vacancy (Sormaz,
Sarkar and Ghosal, 2018). Sometimes, companies fills vacant job position from its own group of
employees, but most of the companies seeks employees from the external side. Therefore, both
are different and important for an organisation. This assignment is based on The Queensland
Company – OZStyle4U which requires the appropriate hiring and selecting procedure for the
occupation of its Store Manager in Hobart. This study is going to cover the appropriate strategic
enlisting an selection procedure for the specific position. Moreover, also identify the theoretical
conception and processes and understand the research in a critical manner.
PRE-RECRUITMENT
Business plan of action for nominative company
Business strategy Priority
(P = primary;
S = secondary;
NA = not
applicable)
General staffing implications
(to be completed for all four strategy
options)
Cost leadership Secondary Cost leadership strategy is the secondary
requirement for the beginning of shop in
Hobart. Moreover, it is important
because it helps in eliminating the cost of
recruitment and improves the chances of
using appropriate and efficient method of
recruitment which helps in getting skilled
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and talented candidates for Queensland -
OZStyle4U.
Differentiation (quality) Primary It is the primary requirement for the post
of Store manager and company both as
they can use different methods in order to
analyse the skills of candidates and also
hire those employees who have
something unique in them. Therefore,
differentiation method is helpful for both
the organisation and employees.
Growth Primary This function is useful as it helps in
determining the growth and success for
an organisation and the growth of
institution is depends on the employees.
It is the primary requirement for the post
of Store manager because the growth is
depends on the behaviour and personality
of the manager like how they talk or
behave with customers.
Specialisation Primary Specialisation is the primary requirement
for Store manager as it defines the skills
and knowledge of the person in this field.
As OZStyle4U is the fashion store so
while recruiting, the HR manager need to
properly observe the skills and
experience of candidate as defines the
growth, sales and other factors. These are
the strategies which is used by HR
manager in bid to carry forward the
enlisting and selection procedure in an
effective manner.
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Job requirement array for particular position
Job specification Person specification
Duty Tasks Importa
nce of
duty
(%)
Time
spent on
duty (%)
KSAO/
Competency
Importance of
KSAO/Competen
cy to
performance
(1 = Low, 10 =
High;
E = essential, D
= Desirable)
Presentation
of Store
Here, the task
of store
manager is all
about the
physical
appearance of
store. It
defines their
skills in order
to attract more
and more
customers
towards the
store. For
instance, the
store manager
needs to
arrange or
display items
in that manner
by which
customers can
80.00% 30.00% Communication
Skills
8/E
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easily gets
attracted as it
leads to
increase the
sales and
profitability.
Product
Management
Management
of product is
the foremost
responsibility
of store
manager as
they should
know about
their product
like design,
colour, pattern,
availability of
stock and
many more.
70.00% 40.00% Managerial
Skills
7/D
Maintaining
Relationship
with
Customers
The task of
store manager
is to develop
healthy
relationship
with their
customers as it
helps in
increasing
sales and
image of
90.00% 30.00% Interpersonal
Skills
9/E
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company. For
this, it
becomes the
duty of HR
manager to
describe each
and every roles
and
responsibilities
to candidates
whom they
hired.
Employment value proposition
Item Focus
(Job-related/
Organisatio
n-related/
Person-
related)
Type
(Intrinsic
/
Extrinsic
)
Organisation
contribution
Employee
contribution
To which
applicants might
it appeal
Compensation Person-
related
Intrinsic In this
proposition
organisation
provide
various
benefits and
compensatio
n to their
employees as
it helps for
employees in
Here, the
contribution
of employees
are
concerned
with their
performance
and relies on
their passion
and
dedication
It is beneficial for
the freshers or
those who
deserve this
because of their
innovative and
creative thinking.
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boosting their
performance
and morale
which
ultimately
leads to
increase the
image and
reputation of
employees.
for attaining
the targets
and
objectives.
Moreover, it
is useful in
order to
boost or
motivate
other
employees in
order to
achieve both
individual
and
organisationa
l goals.
Work
Environment
Job-related Intrinsic Here, the
contribution
of an
organisation
is about the
atmosphere
which they
provide to
their
employees in
order to
complete
their task on
time. In this,
The
contribution
of employees
is concerned
with the
fulfilment of
the needs
and
requirements
of an
organisation
and perform
their task in
an specified
It appeals for
those employees
who are flexible
and can work in
different working
conditions.
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the role of an
organisation
is about
completion
of work and
the feasibility
of
employees.
time period.
Company
Culture
Organisation
-related
Extrinsic In this, it
defines the
culture of
company and
here, the
contribution
of an
organisation
is required in
an
appropriate
amount
because a
company is
the one who
create
effective
culture which
is suitable
and
beneficial for
employees.
Here, the
contribution
of employees
is important
because it is
helpful for
both of them
as it develop
working
conditions
according to
the
employees.
It appeals for
those candidates
who can easily
balance their
personal and
professional life
as it helps them in
management and
fulfil their
requirements.
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RECRUITMENT
Source effectiveness analysis specified position
Recruitment is a procedure of determining and attracting the possible resources for
filling up the empty position. Also it can be defined as creating a pool of appropriate candidates
which are suitable for the organisation. Several sources are there through which managers and
employers can source potential candidates for their company(Shanta, 2018) . Candidates hold
three nature, some are passive who are currently employed but can be attracted to another job if
right opportunity arises. Active candidates are also employees currently but they are not satisfied
with their job and want to switch to another and therefore seeking new job opportunities. Last is
semi-passive candidates are interested in job but occasionally, they are not certain if they want to
switch or not. Some of the sources are suggested below in the table:
Source Type of
applicant
Average speed Cost per hire Expected
applicant quality
Direct
Advertisement
Active /Passive Medium High High/ Medium
Social Media Active/ Passive High Medium Medium
Referrals Semi-passive Medium Low High
In the above table some sources are defined by which OzStyle4U, HR manager can create
a pool of employees for the position of store coach for their brand-new outlet in Hobart. These
are the sources for external recruitment by which best and suitable talented people gets attracted
towards the company (Fatima, 2017). Through these three suggested sources best candidates can
be tempted and seek for the post of store coach for the effective running of new outlet in Hobart.
Advertisement of hiring for particular position
Job Advertisement
Position Name: Store Manager – Hobart
About Company: It is The Queensland Company – OZStyle4U which is a fashion retailer and
has its main store in Tasmania, Australia and currently organisation is starting its new store in
Hobart.
Qualification and Experience:
 Bachelor's degree in any stream.
 Minimum 1 year experience.
Job Description:
 Have proper skills and knowledge about the fashion industry.
 Must have communication skills in order to develop healthy relationship with
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customers.
 Have proper amount of managerial skills in order to manage the products.
Why Should You Apply?
 Top Benefits.
 Excellent growth and advancement opportunities.
 Excellent working environment.
 Remote working opportunities.
Age: Between 23 to 40 with first-class well-being
Salary: A fascinating salary collection corresponding with academic qualification and
knowledge will be offering to the chosen nominee.
Curious nominees may transmit their hand written applications along with a transcript of CV,
two passport size photographs and names and interaction information of minimum three
referees by or early 25 January, 2020 to the mentioning address:
HR Manger
P.O. BOX 825
Tasmania, Australia
SELECTION
Assessment Plan for specified position
Selection stage is next while appointing staff for the organisation, once recruitment is
done and a pool of potential and suitable candidates is developed then managers will select the
best candidate. These candidates are selected by conducting thorough evaluation of their skills
and talents in order to acquire the most effective person for the job or vacant position (Oelberger,
Fechter and McWha-Hermann, 2017). Selection is negative process as here candidates are
rejected and asked to leave, or try for the next time.
Characteristic Importance of
characteristic
to job
performance
Select
(S)
Train
(T)
Training techniques Panel Interview
Team management 2 Train Educate Conducted
Motivator 3 Select - -
Time management 1 Train Conduct workshops Conducted
Technology friendly 2 Select - -
Some characteristic are mentioned above which are analysed and evaluated by HR
manager of OzStyle4U for selecting the suitable nominee for the post of store manager. After
conducting thorough analysis and screening all the present and interested candidates some
training programs will be conducted for them in accordance with those characteristic or skill in
which they lack. These training is provided to them for better understanding of the candidates
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and to evaluate their learning and development skills (Fronczek, 2017). After training them, a
panel will be interviewing them again and judged on different criteria. This panel will interview
them by asking questions in relation with the training they received and ask them to apply their
knowledge in different situations which are given to candidates by interviewing panel.
Panel Interview questionnaire for particular position
Interview question Question
type
Selection
criteria
Answer Answer
scoring
What are the different team
management and
leadership techniques
manager can use to
manage their staff?
Behavioural Good Good- By using
different leadership
styles which are
presented by
researchers in market
for leading and
managing employees.
Satisfactory- By
understanding unique
staff member and
using unique methods
of motivating them
accordingly.
Poor- By ordering
them and assigning
them tasks.
5
What are the different time
management techniques
managers use?
Behavioural Satisfactory Good- Managers first
set goals, prioritize
them and accordingly
perform their duties
and assign tasks to
team members.
Satisfactory- Proper
plans will be produced
and then work will be
assigned to staff.
Poor- Setting time
scales for performing
each tasks.
5
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CONCLUSION
The above report is based on recruitment and selection of best suitable candidate for the
position of store manager for the organisation as a new outlet is opening soon in new location.
Recruitment and selection are very crucial processes involving huge cost and crucial tasks and
actions. Before recruiting and selecting, pre-recruitment process is also followed to seek
knowledge about the requirements of the entity and deciding criteria to fulfil those appropriately.
HR manager of the company will go through various actions they have first identifies the
strategy for appointment and specialisation is the primary task. Then the manager will make job
requirement matrix to understand their requirements. After this recruitment process takes place
in which they determine different sources by which they can attract potential candidates.
Moreover, a communication channel is also used for spreading the word about the vacant
position in which all requirement are specified by the managers. Furthermore, selection process
takes place in which assessment plan is conducted identifying different characteristic which is
needed by the organisation in their store managers and interviewing panel will take interview of
recruited candidates after providing them training and educating them about their company.
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REFERENCES
Books and Journals
Copeland, K. E., 2017. Developing a Strategic Plan for Transforming the Ways in Which an
African-American Church Ministers in a Multi-Ethnic Context (Doctoral dissertation,
Trinity International University).
Fatima, N., 2017. Business Process Improvement Practices: Does Human Resource Management
really changed by implementing BPI principles in multi-national
organization. International Journal of Management Sciences and Business
Research. 6(2).
Fronczek, A. E., 2017. Recruitment of Family Caregivers for Qualitative Research Participation:
Challenges Experienced and Lessons Learned. SAGE Publications Ltd.
Helleno, A. L., de Moraes, A. J. I. and Simon, A. T., 2017. Integrating sustainability indicators
and Lean Manufacturing to assess manufacturing processes: Application case studies in
Brazilian industry. Journal of cleaner production. 153. pp.405-416.
Kim, Y., 2017. Succession Planning and Management in Nonprofit Organizations. In The
Nonprofit Human Resource Management Handbook (pp. 101-121). Routledge.
Mitola, R., 2018. Plan, Prioritize, and Partner. Successful Campus Outreach for Academic
Libraries: Building Community through Collaboration, p.3.
Oelberger, C. R., Fechter, A. M. and McWha-Hermann, I., 2017. Managing Human Resources in
International NGOs. In The Nonprofit Human Resource Management Handbook (pp.
285-303). Routledge.
Shanta, A. A., 2018. Internship Report on Selection & Recruitment of Plan International
Bangladesh.
Sormaz, D. N., Sarkar, A. and Ghosal, S., 2018. IMPlanner-MAS: A Multiagent System for
Distributed Manufacturing Process Planning. Procedia Manufacturing. 26. pp.1242-
1254.
Weber, G., 2018. Current tendencies regarding sustainable energy strategies and knowledge
intensive business services. In Sustainability and Energy Management. (pp. 7-81).
Springer Gabler, Wiesbaden.
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