Comprehensive Report on ABC Supermarket's Staffing and Recruitment

This report provides an analysis of the staffing process at ABC Supermarket, focusing on recruitment and selection procedures. It identifies issues such as cost inefficiencies and limited applicant pools due to a heavy reliance on internal recruitment. The report contrasts ABC Supermarket's practices with theoretical approaches, highlighting the absence of job specifications, psychometric testing, and on-the-job training. Recommendations are offered to improve the process, including skill-based recruitment, on-the-job training programs, and the introduction of rewards and bonuses to attract more candidates. The report concludes that while ABC Supermarket's staffing process is generally sound, improvements are needed to address cost-effectiveness and attract qualified candidates, suggesting the establishment of a dedicated recruitment and selection group.

Executive Summary
This report has thrown light on overall staffing process of the ABC Supermarket with the
application of the different recruitment and selection procedures which are being used in the
organization. From the overall analysis, it has been identified that there are few issues relating to
the process in terms of recruitment and selection which is not cost effective plus there is no
inclusion of rewards which affects the growth of the company in a negative manner. Therefore,
recommendations have been provided which helped in improving the overall scenario of the
company positively. The major issue which have been identified in the report is relating to the
recruitment along with selection approaches of the respective company. In case of the
recruitment, the number of applicants is limited and the same affects the company’s growth
negatively as the training and development approaches are not being considered appropriately
which influences the overall augmentation of the company and it is inefficient in nature as well.

1. Introduction
ABC Supermarkets is one of the Australian grocery store chains. The company was
established in the year 1924 and it accounts for 80% of the market in Australia. The company has
been headquartered in New South Wales, Australia and the different store locations which it
operates numbers 995.
The revenue which has been earned by the company is A$56.726 billion in 2018 and
various employees working in the organization is 115000 till the year 2017.
The main purpose of the report is to analyse staffing process of respective ABC
Supermarket that is inclusive of the recruitment and the selection of the individuals in the
organization. The differences between the process of recruitment and selection as well as the
theoretical approaches of same are required to be identified. Lastly, the areas are required to be
identified which can be improved by providing recommendations.
2. Analysis
For making the process of recruitment and selection appropriate, the HR department of
various companies needs to analyze both the internal and external factors that plays major role in
influencing overall functioning of the company to a large extent, specifically related to staffing.
2.1 The current Recruitment, Selection and/or Placement Practices Within ABC
Organisation
Recruitment
In case of the ABC Supermarket, the company looks for the internal talent plan which
helps them in filling the vacancies. The respective process of recruitment lists the different

candidates or the existing employees who are looking for a move in their career at the same level
of the promotion is expected. ABC Supermarket tries to look internally for the candidates,
however when the company do not find one, there is introduction of training and development
program which will be beneficial in hiring individuals internally as well as externally
(Velmurugan&Rajan, 2018).
The supermarket uses the internal e-recruitment technique to advertise the different posts
in intranet of ABC Supermarket. The internal recruitment or the talent plan is the first and
foremost step which is being followed by them as it will be listing the candidates who looks for
vertical or horizontal growth (Tian, Cordery& Gamble, 2016). The main aim of the process of
recruitment is to motivate the existing staffs to grow stronger in the internal manner and shape
the career growth.
In addition, for the external advertisement, ABC Supermarket advertises the different job
requirements and vacancies through the website of the company or the board of vacancies in the
store and the managerial related positions are advertised online (Taylor, Doherty& McGraw,
2015). Through screening the different resumes of the applicants, the right and suitable
candidates are invited followed by their attendance at assessment centre for final stage of the
process of selection for the different managerial positions recruitment such as the chief financial
officer or the compliance manager of the company.
The different candidates who are interested in the job based on stores with the respective
supermarket can approach the HR of the store with Curriculum Vitae or they can register through
the Job centre (Swider, Zimmerman& Barrick, 2015). Moreover, the store prepares the waiting
list of the different individuals who have applied in the respective manner and calls them when

the position is available. ABC Supermarket uses the different external sources of the
advertisement which is inclusive of the advertisement conducted through The Appointment
Journal or Google and sometimes the advertisement is through television and Google.
From the above, it can be identified that ABC Supermarket tries to gain the most fruitful
aspect in attracting the different applicants who are suitable. The advertisement which is done
through television or radio can be expensive, however at times the companies need to opt for
such methods to attract the right candidates for right job (Slavić, Bjekić& Berber, 2017).
Selection
The screening of the candidates is one of the most difficult aspect and it is most important
aspects in process of selection as it helps in understanding whether the candidates who are
selected are suitable for the respective position. In the first stage of screening, the selectors of
ABC Supermarket will look at the resume of applicants as the CV helps in summarising personal
detail, job history and education of the candidates. (Noe et al., 2017).
The well written along with positive CV helps the company in analysing whether the
candidate is suitable for the position. There are other stages in the process of selection of the
candidates who are the external candidates. When the candidates pass the stage related to
screening attends overall assessment centre and the assessment centre that happens in store and it
is run by the managers for the different higher positions in the market which will be appropriate
for managing the different activities (Morgeson, Brannick& Levine, 2019).
It assists in providing the regularity in process of selection wherein the applicants are
given with various tasks such as team working related activities along with problem solving
approaches (Hawranik&Pangman, 2016). Furthermore, the company tries to include the different

kinds of tasks which are the more difficult along with problems which can be required to be dealt
with by the individuals when they are selected.
Lastly, when the candidate passes the assessment centre, they are being selected for the
process of personal interview and when the process of interview takes place, the line managers of
the company takes part in analysing whether the candidate is suitable for the respective position
for which they have applied (Ekwoaba, Ikeije&Ufoma, 2015). Therefore, from the recruitment
and selection process of the candidates at ABC Supermarket, it can be identified that in internal
recruitment, the performance of employees becomes high and it increases morale of employees.
On the contrary, in the external recruitment process, it will be helpful in avoiding ripple effect
and the candidates will be adaptable and it is the most suitability related to job.
2.2 The Differences Between Recruitment and Selection of ABC Supermarket and The
Theoretical and Academic Process
As commented by Chan and Kjellberg (2017), the recruitment is process of finding and
attracting potential resources for filling vacant positions in the company. In the respective case,
the sourcing of candidates has a major consideration of sourcing the candidates that possess the
attitude and abilities and this helps in achieving the organizational objectives. As per the process
of recruitment is concerned, it can be identified that there is inclusion of phone interview as it is
helpful in understanding the general overview of the personality of the candidates prior to
moving onto the next stage of the selection process. However, in case of ABC Supermarket,
there is no inclusion of the job specification and description and it makes the process more time
consuming and ineffective. Furthermore, as opined by Cascio (2015), there is a psychometric test
conducted in the different organizations in general plus promptly conducting on-the-job training

which will be beneficial in providing the employees with the different kinds of experiences of
the real job world. However, there is absence of the same in ABC Supermarket and the
candidates are not provided with sufficient, effective on-the-job experience which lacks the
analysis of the team building capability of the candidates.
In the process of recruitment and selection, the policies such as health and safety of the
individuals are required to be maintained by the company officials after the selection of the
candidates. However, in ABC Supermarket, the respective procedure is missed out as there is
absence of the flexible working environment that affects the general competence of the
organization in a negative manner. According to Bjarnegård and Kenny (2016), there is
introduction of the online application which helps the candidates in easily applying and the
companies can attract more candidates. However, there is no inclusion of online system of
submitting applications and it can affect the growth of company my minimising the number of
candidates applying.
2.3 Identification of Areas of Organisation’s Recruitment, Selection and/or Placement
Processes That Could Be Improved
There are few demerits of the staffing process of the ABC Supermarket which can be
improved through the application of the different strategies as it will be helpful in improving the
process appropriately. From the analysis, it has been identified that the number of applicants is
limited to a certain number and due to the internal perspective of recruitment process; the
organization is not being able to gain the new perspectives along with ideas from outside
business.

Furthermore, in case of external recruitment it can be found that the process is not cost
effective which is due to the advertising and longer selection process. In addition, it has been
found that the process of external selection of company is not effective as to select the best
applicants for the job (Berman et al., 2019). Moreover, there are few discrimination related
issues which can be affecting process of the recruitment and selection.
2.4 Exploration and Evaluation of Possible Changes Resulting in Improvement
After the overall analysis of the different areas which needs proper improvement, it can
be identified that ABC Supermarket needs to recruit the different candidates which will be
entirely and purely based on the skills and talents along with the job experience of the
individuals(Ahmad, 2015). In order to make the recruitment and selection procedure more
appealing in comparison to the other competitors, there should be inclusion of on the job training
techniques as it will be helpful in improving the overall process of staffing in the organization
appropriately. Candidates that are advised of the training and development that the organisation
offers for specific positions plus for promotional opportunities, during the selection process, are
more attracted to the organisation along with the inclusion of different rewards and bonus that
can be awarded to individuals as it will improve the staffing process and it can attract more
candidates in the future as well (Lussier & Hendon,2017).
3. Conclusion
Therefore, from the overall analysis of the staffing process of the ABC Supermarket, it
can be identified and inferred that the issues within the recruitment and selection procedure have
been identified and the possible improvement criteria have been analysed which will be
beneficial for the overall growth of the company (Abzug, 2017). From the issues, it can be found

that the issues related to loss of cost effectiveness in terms of attracting the highest number of
qualified candidates are the major issues which are being faced in the procedure of selection in
ABC Supermarket. The overall recruitment and selection process at ABC Supermarket is sound
overall however requires improvement as in the supermarket; the employees are the integral part
as they help in achieving success. The workforce planning is vital for the business and they have
strong organizational structure which makes the approach of recruitment and selection more
user-friendly in nature.
4. Recommendations
There are different recommendations which can be provided to the ABC Supermarket
that can be implemented by them in order to improve the overall process related to staffing in an
accurate manner.
Firstly, ABC Supermarket needs to build up a separate recruitment and selection group
in the organization which can be directly reporting to the director of the respective region. The
respective team will be having full ability which will be able to handle external as well as
internal selection of candidates of the different operations. The respective team will be
appropriately enhanced with the different employees through enhancing the experience of the
candidates which will be the good recommendations to improve the selection as well as
recruitment process effectively.
Furthermore, the company requires developing a proper online application forum for the
candidates who wishes to apply for the different posts in the organization. ABC Supermarket
requires providing the apt job description along with specification of the respective job role on
the webpage which can be helpful for company to select the right person for the respective post.

There can be inclusion of the different attractive offers and incentives to the different
employees which will be beneficial in attracting more employees in the organization as it is one
of the most appropriate techniques that can be applied by ABC Supermarket to improve the
overall effectiveness of the process related to staffing.
Therefore, from the different recommendations it can be analyzed that ABC Supermarket
needs to focus on attracting more reliable candidates in the organization as it will be beneficial
for them in improving the overall success of the organization in comparison to the other
competitors present in the market