Developing a Robust Recruitment and Selection Plan for ABC Retail

Desklib provides past papers and solved assignments for students. This project focuses on improving recruitment and selection.

1
HRES2202: Recruitment & Selection
HRES2202: Recruitment & Selection
Course Name:
Final Project Name:
Student Name:
Instructor’s Name:
Due Date:

2
HRES2202: Recruitment & Selection
Introduction
ABC is a retailing organization which is currently dealing with healthy food and products in the
state of Alberta. The business employs over 200 people and has observed significant growth and
development in recent times. The business has expanded functions in five different stores in the
time duration of three operating years. The business operates in a competitive market and
industry but has managed to gain a loyal customer base. The business is also working in the
direction of developing effective customer services. The employees at ABC have been working
effectively in order to manage with the customer services. The business requires service-oriented
individuals who are aligned with the business aims and objectives. The business is seeking a
vacant position for Customer Service Supervisor.
Recruitment and Selection Issues
It has been identified in the research and investigation of the business and its scenarios that it is
lacking effective recruitment and selection policy and procedures. The ignorance of senior
management regarding the needs of the business in the area of Human Resource Management
has proved to be an issue for the growth and development of the business organization. The
employee engagement surveys have also depicted unfair hiring and selection practices exercised
at the organization. The preference for hiring is laid towards the friends and family members
who have restricted the infusion of fresh talent and thoughts into the business organization. Even
the employees have condemned the hiring practices of preferring certain sections and
representatives of the society. The business also suffers from the issue of disregarding the
employment of disabled or candidates more than the age of 50 years. These attributes and

3
HRES2202: Recruitment & Selection
characteristics of the employment and hiring process at the ABC Company have impacted on the
reputation of the business in the environment. The business is facing difficulty in attracting and
retaining a talented base of human resources. Moreover the lack of effective job description and
identifying the duties to be performed by the candidates also impacts on the performance of the
employees.
As per the section 7(1) of the Alberta Human Rights Act (2000), no employers are allowed to
discriminate against the employment of an individual on the basis of age and the family status of
the candidate. The employment practice of preferring a certain section and not recognizing
candidates above the age of 50 years can be recognized as a discriminatory practice. The
management of this business is required to develop an understanding of legislative regulations to
develop effective recruiting and selection practices (Government of Alberta, 2015).
The power point presentation will converse and educate about the recruitment and selection
lifecycle to be followed in the organization in order to develop effective recruitment practices.
The presentation will also reflect on the importance of recruitment and selection strategy along
with the areas of where recommendation can be developed to undertake the improvement of the
recruitment and selection process at the ABC Company.
Developing the Recruitment and Selection Strategy
For the Company
The organization is aiming at developing as number one retailer of the wholesome food and
products in Canada. The values followed at ABC denotes for Customer Service, Safety,
Teamwork, Growth, and Community. The business is aiming at highlighting the business

4
HRES2202: Recruitment & Selection
competencies of establishing a highly productive and positive employee base. The recruitment
and selection plan will highlight the business competencies such as teamwork, integrating
employee’s aims with the organizational aims, and strategically aligning the individual
competencies with the organization’s performance and projects. The recruitment and selection
plan will be developed according to the Canadian Human Rights Act, the Alberta Human Rights
Act, and the Alberta Employment Standards, etc.
For Vacant Position
The job position vacant is Customer Service supervisor which requires the individual to report to
the store manager about the customer experiences and services, leading the customer service
team including the cashiers and the representatives. The Human Resource Manager, Store
Manager and Operational Manager will be engaged in the process of hiring the
Customer Service Manager (Kumari, 2012). The time decided to recruit the vacant position is 6
weeks. The budget decided to be devoted regarding different recruitment and selection strategy
amounts to the US $500 per month. The skills required by the candidates include for effective
communication and management skills, decision-making skills and team management skills. The
knowledge base required by the candidate includes for a Diploma in the Business Administration
and a Masters course in the field of administration and management (Jiang, et. al., 2012).
Developing the Applicant Pool
The state of labour market denotes for the shortage of skilled and effective employees that can be
selected by the store in the position of customer service manager. The internal recruitment
strategy that can be used by the business is promotions or transfer from different stores. The

5
HRES2202: Recruitment & Selection
external approach that can be applied is engaging with external recruitment agencies and
companies. This opportunity could be best viewed as bulletins updated on the boards of the
stores and the social media sites of the business (O’Neill, et. al., 2013).
Recruitment Methods Specifications Cost per Month
Posting on Professional Networking
and Social Media Sites and Company Website
a. LinkedIn
The 30-day job
posting, with 20% for
a 5-job US$495
Pack
b. The Search Party 30-day job posting US$25-$75
Screening the Applicant
The traditional application that can be used by the business organization is undertaking a
background check and analyzing the resumes of the candidates. The technology-driven
approaches that can be used are analyzing the social media profiles of the candidates and

6
HRES2202: Recruitment & Selection
conducting a video representation of the employee (Noe, et. al., 2017). The attributes such as
self-representation and behaviour of an individual in the social circles will be assessed.
Review and Selection of Job Applicants
According to the job profile and requirements of the position Job, Knowledge test Skill
Assessment test of the candidates will be undertaken.
• What is your educational qualification?
• Do you have any previous working experience?
• What was the time duration you worked during your previous work experience?
• Where did you get to know about the job opening?
• What do you think our company can support for your future?
It is recommended to engage in a face to face interview with the candidate to analyze
interpersonal skills of the candidate.
Interview Questions
• What are the skills required in the profession?
• What background knowledge do you have about the company?
• Why do you think the business should hire you?
• What terms can you support the development of the business in the future?

7
HRES2202: Recruitment & Selection
• How would you handle work pressure and irritated customers?
Reference Questions
• How long has this individual worked with you?
• What are the core competencies of this individual?
• What ways does he/she react to a challenging work environment?
• What attitudes does the individual possess towards the work and collogues?
• How would you rate the individual's decision-making skills and abilities?
A structured and traditional decision-making model will be used in order to develop the
interview and background research questions.
Evaluating the Recruitment and Selection Process
There are various approaches and techniques that can be used in order to measure the
effectiveness of the recruitment and selection process. The approach of metric analysis can be
used in order to analyze the effectiveness of the selection process. The metrics are required to
calculate for costs per hire, time per hire, performance rating of the new hire and turnover costs
and rates, etc. (Schneider & Goffin, 2012). Another technique that can be deployed is assessing
the performance of the hires through the feedback performance and performance evaluation
process of the employees. It is also necessary for the business to analyze the adherence of the
legal obligations and regulations by the employees. The employees are required to follow up

8
HRES2202: Recruitment & Selection
with the legal obligations to support effective performance and result in the oriented performance
of the organization (Madera, 2012).
Conclusion
It has been monitored and analyzed from the above discussions and observations that it is
essential for ABC Company to develop strategic and effective recruitment and selection policy.
The business has been identified with issues in performance related to the discriminatory
practices and disregarding the candidates based on age and physical disability. The report has
developed a structured approach that supports for effective recruitment policy plan for the
company. The business has developed an approach of recruiting employees based on their
professional and educational qualifications with the development of the plan. The plan has also
incorporated for significant legislative regulations and obligations that must be followed by the
business to ensure for effective performance in an ethical and legal manner.

9
HRES2202: Recruitment & Selection
References
Government of Alberta. (2015). Recruiting Staff. Retrieved from
https://www.albertacanada.com/files/albertacanada/recruitingstaff.pdf
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), 1264-1294.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial
Engineering Letters, 2(1), 34-43.
Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection
process fairness and job pursuit intentions. International Journal of Hospitality
Management, 31(4), 1276-1282.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
O’Neill, T. A., Lee, N. M., Radan, J., Law, S. J., Lewis, R. J., & Carswell, J. J. (2013). The
impact of “non-targeted traits” on personality test faking, hiring, and workplace
deviance. Personality and Individual Differences, 55(2), 162-168.
Schneider, T. J., & Goffin, R. D. (2012). Perceived ability to deceive and incremental prediction
in pre-employment personality testing. Personality and Individual Differences, 52(7),
806-811.