A Business Project Report on Recruitment and Selection at LIDL

This report delves into the recruitment and selection processes at LIDL, examining the importance of these processes, the types of recruitment methods employed (internal and external), and the factors considered when selecting employees. It further addresses the challenges faced during recruitment and selection, such as finding the best candidates, ensuring fair compensation, and employee retention. The report presents findings from interviews with LIDL employees, focusing on their perspectives on the company's recruitment and selection processes, strengths, weaknesses, and potential improvements. Key areas covered include the structure of the recruitment process (online tests, telephonic screening, face-to-face interviews), the attributes sought in potential employees (experience, qualifications, skills), and the overall effectiveness of company policies. The report concludes with recommendations for improving the recruitment and selection process, such as reducing the time involved and involving managers in the screening process.

Unit 6: Managing a Successful Business
Project
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Table of Contents
Topic: “Specific aspects of recruitment and selection on LIDL.”...................................................3
Chapter 2: Literature Review...........................................................................................................3
Chapter 4: Result .............................................................................................................................6
Chapter 5: Conclusion and Recommendations ...............................................................................9
Conclusion..............................................................................................................................9
Recommendation..................................................................................................................10
Chapter 6: Reflection ....................................................................................................................11
References......................................................................................................................................13
Appendix........................................................................................................................................14
INTERVIEW TRANSCRIPTS............................................................................................14
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Topic: “Specific aspects of recruitment and selection on LIDL.”
Chapter 2: Literature Review
Importance of recruitment and selection process
Within an organisation it is important for the managers to analyse an effective way for
recruitment and selection process. As per the view of Kinsey., (2021); In business, talented
people are hired and work with them on the daily basis. This is very important for the
organisation to work and seems very important to analyse and recruit the business process which
actually lies in reality of major circumstances (The Importance of the Recruitment & Selection
Process, 2021). The company is needed to be analyse and work on different concept and make
effective process. Some major importance are:
 It save time: An effective hiring and selection process save the time, and help the HR
team to navigate the process in more efficient manner. Lidl HR manager try to use the
best way to recruit and select the new candidate.
 Help in saving: further, right recruitment and selection process ensure that the company
are not facing any extra expenses and it help them to save more. These two process can
help the large organisation like Lidl to work effectively and manage the sources as per
the growth of company's structure (Nikolaou, 2021).
 Resolve major legal issues: While following the recruitment and selection process, most
of the companies are able to manage the process in fair and ethical way. All of these must
be related to assurance of the safety with personal information and maintain fair process.
This way Lidl management team are able to work effectively within their company and
maintain the process to analyse outcome.
Types of recruitment and selection
After analysing the benefits of recruitment and selection process, mainly there are two
type of method which related two internal and external recruitment. When it comes to lidl, they
are using appropriate changes and adaptability to analyse the outcome and ensure the
recruitment.
Internal Process: Mainly there are different type of internal process which are used by
the companies like transfer, promotion, demotion, rehiring the former applicant, Posted
Opportunities and many more. As these process are time and cost saving and help the company
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to choose one of the best employee. It will further, help the HR team to work and initiate the
process and initiate the management techniques. These techniques are helpful for managing
appropriate changes and their basic items (Khaja and et.al., 2021). Further, this method take the
effective new ideas and innovate the major changes along with diversity in the management
process.
External Process: This is the method which help the management team to recruit and
select from the external sources and invest on the new and appropriate mindset. It could be
related to appropriate changes and make some systematic way and provide relevant growth to
analyse the idea. Some of the major example are; employment agencies, advertising, Hiring fairs,
direct recruitment and many more other ways which help the company to recruit the new
respondent and select best among them.
After recruiting the candidate, selection is the process which can be related to interview,
application form, aptitude test, group task and presentation (Types of Recruitment & Selection,
2021). All of these are related to different method of selection process in an organisation.
Factors considered in recruitment and selection process
As per the breiniger., (2021); Recruiting and selecting the candidate for the right job post
is one of the difficult task, and there are different factors which may be related to different sector
and process to analyse the right outcome in an more effective and appropriate way (5 Important
Factors to Consider When Making a Hiring Decision, 2021). Some major factors are related to:
 Experience: This is a factor which is needed to be considered while choosing
recruitment and selection process. If any respondent have any previous experience then, it
will be beneficial for the management team to work and make a progressive report. This
must be related to effective approaches and related to considered effective experience.
 Potentials: Another factor is considering the potential factor that must be related to
promising to analyse track record (Gelle-Jimenez and Aguiling, 2021). There are some
major changes to make effective undergraduate to analyse the outcome for the growth of
on job experience. It would be related to work and make an effective growth.
 Hard Skill: This must be related to provide some major change and make easy to define
concept to analyse major changes. There are some major growth for effective appropriate
growth and make training session. It make the significant process and make sure for
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managing growth. Their are some major change and appropriate growth to work and
make effective changes.
 Soft Skill: While working on the major sector and growth to work and make significant
changes to analyse the outcome and make sure for addressing effective team members.
Those candidate who have good communication, ethic, team player and many more
skills.
Challenges facing in recruitment and selection
As per the view of Zojceska., (2021); there are different challenges which are face by the
company to analyse the outcome and make appropriate growth to work and make a successive
image. It will be related to work and make a systematic growth to analyse the challenges and
overcome them in an appropriate manner. Some of the challenges are:
 Finding best candidate: This is the issue which is face by the organization, due to major
changes and growth to analyse the outcome in an appropriate manner. These issues are
related to work and make best fit candidate and manage the basic growth.
 Paying without discrimination: It will be related to analyse and make growth to work
and make a discrimination free to analyse the outcome (Simpson and et.al., 2021). This
will be related to make discrimination and manage pay appropriate growth.
 Employee retention: This is related to employee retention, and join employee and make
a long period for the growth and make effective appropriate to analyse manage sources
and run away to analyse the outcome and work on the major changes (Top 20
Recruitment Challenges to Tackle in 2020, 2021). It is related to effective growth and
make appropriate changes to make employee retention.
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Chapter 4: Result
This section is related to analyse different chapters and make appropriate growth to work
on interviewees and try to present their result on the basis of discussion by interviewees.
1. Could you, please, explain me the recruitment and selection process of the
company?
Interpretation:
With the help of this question, it is analyse that among four of the interviewee, all of
them provide nearly same structure for the process of recruitment and selection process. Here,
the interviewee said that the company are able to manage their recruitment and selection process
to analyse their outcome and make significant growth to manage data and work as per the proper
guidelines. Online test, telephonic management and then conduct a face to face interview.
Which must be helpful for the growth to manage different activities and complete the assessment
to ensure for recruiting right employee at right place (Ebner, 2021). All of these process take
long time and needed to be done perfectly to recruit the skilled people for the growth of
company's performance. This will be related to make some major changes to analyse the
outcome and make sure for addressing effective recruitment and selection process.
2. What are the aspects you look at when selecting employees?
Interpretation:
This question, help the researcher to know more about the choice and way to select the
employee and different interviewee to fit in different terms and make sure for having preivious
experience. Interviewee 1 and 2 said they look for the experience of the respondent. Whereas, 3
and 4 said they look for experience, qualification and required skills. So, it can be said that the
interview of the Lidl, is very tough and not an easy task to crack. The manager of the company
choose very effectively and manage sources for the growth and need of the company and their
different personality. It will be related to make growth and manage the selecting employee for
the growth and use different sector. This will be related to different aspect to select employee in
more effective and appropriate manner. Another major aspect which seem important for the
employees are joining time or availability for the employee and help in addressing managing
situation.
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3. Could you, please, tell me your opinion about company policy?
Interpretation:
Different employees of the company are having different opportunities to work and make
growth in the company structure to analyse the outcome. Interviewee 1 stated that the policy are
same as any other multinational company and majorly ensure the success and hire right people at
right place. Further, second interviewee stated that the policy are fair and inclusive for the
employees. Third interviewee said, the policies are not complicated and follow the code of
conduct within an organisation. In last fourth employee said, the policy work the company
structure effectively and make a fair statement within the organisation. All is related to work and
make effective growth to manage the source and analyse effective growth to overcome the major
task and analyse the effective company policies. It would be related to major success in the
activities and make sure for analysing effective growth and overcome the activities to manage
the source in an effective manner.
4. What are the strength of the recruitment policies? Please, explain.
Interpretation:
The main strength of the company policies are related to their major advantages, which
can be easily interpretative from the above data and consequences; as first interviewee said,
company's inline process and effective laws are the strength of the company. Second interviewee
said, selecting those candidates who live near the store and having flexible nature are related to
their own growth and progress (Nazlieva, 2021). Third interviewee said, same structure for the
recruitment process and make well-organise growth must be related to effective growth and
major success in the company's profile. Fourth interviewee said, same company structure and
analyse effective growth for the companies. All is related to effective growth to manage the data
and work as per the effective growth policies. These strength make the growth in the company
and make sure for manage data and work as per the growth and need of the company. It will be
related to appropriate growth and analyse the opportunities to work and analyse the data. This
will be essential to manage sources to work on the strength and approach more on the strengths.
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5. What about the weakness?
Interpretation:
This question interpretative, that the recruitment process is time consuming and the
manager have no access on the CV profile of the candidates. It make more clear statement and
analyse as per the management and less effective process for the growth of company. Whereas, 4
out of 3 interviewee said, that the company should minimise the time consuming process and cut
down the recruitment proceeds. Which save the time of manager and candidates, also take less
expensive than earlier. This make sure for the growth and management purpose to analyse the
outcome and communicate the process over the period.
6. What improvements do you think need to be made in the actual recruitment and
selection process?
Interpretation:
With the help of this question, it is interpreted that the company make a suitable changes
and work on the different process and make appropriate changes to overcome the issues within
the future of company (Isotalo, 2021). Most of the respondent said that company should use their
manager in the process of screening round which help to less time and cost effective strategies.
Another said, to use different online test for the different job requirements, which make a fair
selection process. Third interviewee said they should use practical training before signing the
contract, as this will be helpful in managing and growing the need towards the attitude for major
responsibilities.
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Chapter 5: Conclusion and Recommendations
Conclusion
From the above research, it is analyse that the use of technologies to work and make
senses to applicable societies and manage the data as per the growth and progress of the
company. The use of recruitment and selection process is an integral part of the organisation, and
their function are mainly related to different profession and management techniques. Therefore,
it seems vital to make effective implemented strategies and use analyses of techniques to growth
and make appropriate selection process. Which is related to work and make effective uses to
designed and manage the source to maximize the data and make strength to meet organisational
objectives and choose appropriate goals. This will be helpful for the HR manager to recruit the
new people and make sure for managing and growing the need to apply effective candidate and
fill all the vacant position in an organisation (Blom and Meier, 2021). This is an effective and
necessary way to analyse the outcome and make some effective adoptive technologies to work
and make successive growth within the employees and their productivity level. With the help of
appropriate use of technologies in recruitment and selection process, the company being decided
and make sure for the right and vacant growth to overcome the objectives. This will be helpful
for the organisation to measure effective changes and work as per the growth and nation to
analyse outcome in an appropriate manner. There are some effective growth and adaptability to
analyse their outcome and manage the sources in hiring and selecting process.
With this report, the major success and growth can be evaluated by the employees with
the strengthen approaches and analyse as per the deciding and measuring success to evaluate the
changes as different sources. After analysing this research it has been evaluated to different
factors which make a direct impact on society and related to the effective talent management
changes in the company (Inez, 2021). Lidl try to analyse their challenges and make sure to
communicate with their employees and manager to analyse the outcome and make a successive
growth. All is related to hiring and selecting process and make changes to effective transferable
growth to environment condition and make changes in utilizing different innovative techniques.
Employees should be able to communicate and make strategic changes for the growth of
commitment and analysis of major changes and traits to resourceful, conscientiousness and
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carefulness. All of these are related to work and manage the source in appropriate recruitment,
selection, training and development process.
Recommendation
After analysing the situation with the help of primary and secondary source of data
collection, it can be related to work and make significant recommendation to Lidl for using
appropriate techniques while making recruitment and selection process. The company able to
manage sources and make effective growth of the company (Trewern and et.al., 2021). There are
some major changes and growth to obtain sources and use technologies to choose best and
appropriate candidates for having five major stages to enhance competition and use appropriate
technologies. There are some recommendation for the effective growth in company:
 Lidl's management team should use effective use of model to analyse the outcome and
complete basic research before realising job advertisement. All of these are related to
growth and make successive major changes in the company to make compensate the
growth and use appropriate technologies and make outline the strength and make
determination.
 Further, they should advertised effectively on their own website and make subsequent
changes to analyse the outcome in more effective manner. There are some major changes
to practising on different element and make sure for utilise the challenges face by the
company (Albertazzi, Lown and Mengel, 2021). It would be helpful for the growth and
make suitable method for recruiting new employee within an organisation.
 Their job description must be effective and clear for the outsiders and clearly mentioned
about the performance area which is related to different job topics. With the help of
effective HR policies company should be able to manage sources and work on the
management practise and make a clear and concise organisational goals.
 They should provide a clear view to their organisation about the concepts and work on
the major changes to implement effective growth. Make a systematic changes to analyse
effective growth in the management process. It could be related to effective adaptability
and major changes to analyse the outcome and make sure for the growth of the company
in an authenticate manner.
 Lidl's team gaol must be related to employee growth and development and for this they
have to correct their communication channel, authority and responsibilities channels and
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different aspect to the growth of company (Thomas, 2021). It would be related to
appropriate changes and make subsequent HR practices. With the help of appropriate
changes and adoptive growth, the system needed to be analyse and make effective change
over the society.
Chapter 6: Reflection
In respect to conduct this research project, I have selected the recruitment and selection
process topic in the field of hiring and recruiting individuals for the key factor of development of
the business of management. As in my terms business of management need to maintain the
section of stability in term of recruitment that define the procedure in which an effective
individual are get hired and motivated for the basic set of manner or expected vacancy. As on the
other side, I consider the basic manner of selection that define the procedure of recruiting
workers as according to the shortlisted workers and offering them a role of duty in the business
of management as effectively and efficiently. I learned various sort of the sections during
performing and presenting the recruiting and selection approaches to know the diverse set of
manner and suitable way of conducting research and make it capable to collect data. I collected
several manner of the data and several approaches in the research to analyse an applicable way.
As on the other side, I have learned a lot of diverse sections of recruiting and selection base in
the business of management. As there are two set of methods such as primary and secondary
method.
The primary method involves the interview base questions that are essential and will
phrase the process in explaining and mentioning several aspects while selecting workers. As the
opinions about the business policies that I have ensured the following strength and weaknesses of
the recruitment policies in the business of management. At last it will also enhance the basic set
of roles that are require to be created that I have mention the following term of recruitment and
selection procedure in the business of management. As on the other side, the secondary method
in the research will indicate the following term of research. The major section of the business
and their importance or significance of the recruitment and selection procedure. It will also
involves the major orientation of business and their key types or manner in respect to deal with
various sort of types of recruitment and selections and the major source of factors that are
analysed in recruitment and selection procedure.
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As I will set the major set of the role and basic set of manner that there are a lot of
challenges and issues that are facing in between recruitment and selection procedure as
effectively and efficiently in the business of management. I have learned the orientated field of
the business while conducting the research project. I deals with various sections in business that
are maintaining my basic set of the roles while presenting and demonstrating research as
effectively and efficiently. As I also evaluate several roles in conducting research that have
various sort of distinct phases in the manner of the business of management. I analyse the
effective point of view for the use of major strategies and analyse the growth to overcome the
success and work on the future research implication.
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References
Books and Journals
Nikolaou, I., 2021. What is the Role of Technology in Recruitment and Selection?. The Spanish
Journal of Psychology, 24.
Khaja, M.S., Jo, A., Sherk, W.M., Majdalany, B.S., Dunnick, N.R., Bailey, J.E. and Saad, W.E.,
2021. Perspective on the new IR residency selection process: 4-year experience at a
large, collaborative training program. Academic Radiology.
Gelle-Jimenez, M.H. and Aguiling, H.M., 2021. Leveraging human resources management
(HRM) practices toward congruence of values. International Journal of Research in
Business and Social Science, 10(1), pp.85-94.
Simpson, S., Kaislasuo, J., Peng, G., Aldo, P., Paidas, M., Guller, S., Mor, G. and Pal, L., 2021.
Peri‐implantation cytokine profile differs between singleton and twin IVF
pregnancies. American Journal of Reproductive Immunology, 85(3), p.e13348.
Ebner, M., 2021. Positive Leadership in Action: Tools, Techniques & Best Practices. Facultas
Verlags-und Buchhandels AG.
Nazlieva, N., 2021. Corporate Social Responsibility and Employee Well-Being in Light of the
COVID-19 Pandemic.
Blom, H. and Meier, H., 2021. Intercultural Management: MBA Essentials (Vol. 5). BoD–Books
on Demand.
Inez, R.C.C., 2021. Validation of a digital tool in the era of mental health: the example of
dementia (Doctoral dissertation).
Albertazzi, A., Lown, P. and Mengel, F., 2021. The Causal Effect of Income Inequality on
Attribution and Social Trust. Available at SSRN 3789067.
Thomas, R.H., 2021. Cricketing Lives: A Characterful History from Pitch to Page. Reaktion
Books.
Zepeda, L., 2021. Bad Choices in Our Food System. Cambridge Scholars Publishing.
Trewern, J., Chenoweth, J., Christie, I., Keller, E. and Halevy, S., 2021. Are UK retailers well
placed to deliver ‘less and better’meat and dairy to consumers?. Sustainable Production
and Consumption, 28, pp.154-163.
Isotalo, J., 2021. Approach to store design and visual merchandising through service design.
Online
Breininger, T., (2021). 5 Important Factors to Consider When Making a Hiring Decision.
[Online]. Available through: <https://ianmartin.com/5-important-factors-to-consider-
when-making-a-hiring-decision/>. Last accessed on 10th July 2021.
Cameron, S., (2021). Types of Recruitment & Selection. [Online]. Available through:
<https://bizfluent.com/about-5418581-types-recruitment-selection.html>. Last accessed
on 10th July 2021.
Kinsey, A., (2021). The Importance of the Recruitment & Selection Process. [Online]. Available
through: <https://bizfluent.com/info-7957387-importance-recruitment-selection-
process.html>. Last accessed on 10th July 2021.
Zojceska, A., (2021). Top 20 Recruitment Challenges to Tackle in 2020. [Online]. Available
through: <https://www.talentlyft.com/en/blog/article/331/top-20-recruitment-
challenges-to-tackle-in-2020>. Last accessed on 10th July 2021.
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Appendix
INTERVIEW TRANSCRIPTS
INTERVIEWEE 1
Question 1: Could you, please, explain me the recruitment and selection process of the
company?
Interviewee 1: The recruitment process is similar throughout the company, but certain extra
steps could exist depending on the position advertised. For customer assistants the process starts
with the candidate submitting their CV, followed by an online competency test. The candidates
that get a pass mark on the test are progressed to a telephone interview. After the telephone
interview, the last step is a face to face interview with the line manager. For other position there
might also be assessment centres. All of these are to ensure that the best candidates are being
recruited.
Question 2: What are the aspects you look at when selecting employees?
Interviewee 1: Personally I look equally at the previous experience of the candidate and how
they come across as a person. Being able to fit in a team is really important. Previous experience
is important too, but a good attitude can compensate for a weaker CV. From a business
perspective, you want people that are flexible for the job and that are willing to learn and adapt.
Question 3: Could you, please, tell me your opinion about company policy?
Interviewee 1: I think that the overall hiring policy is similar to that of majority of big
companies. This is to ensure that the right people are hired. The policy ensures that people are on
the same page with the company values and also that biases are being minimised during the
hiring process.
Question 4: What are the strengths of the recruitment policies? Please, explain.
Interviewee 1: I would say that the main strength of the recruitment policy is that the company
is being in line with laws and legislation.
Question 5: What about the weaknesses?
Interviewee 1: A possible downside is that the overall process can be slowed down due to the
fact that certain steps have to be taken and followed. And maybe that managers would only see
candidates to a face to face interview, that were first selected by HR. The manager does not have
the opportunity to see some of the early stage candidates.
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Question 6: What improvements do you think could be made in the actual process?
Interviewee 6: I think it would be good to have managers do a part of the initial stage CV
sifting.
INTERVIEWEE 2
Question 1: Could you, please, explain me the recruitment and selection process of the
company?
Interviewee 2: The process starts off with the online application where candidates also need to
complete an assessment. Once screening is complete, it moves onto a telephone interview for
second screening then gets to the face to face interview stage.
Question 2: What are the aspects you look at when selecting employees?
Interviewee 2: We normally look at work history, experience, availability and distance from the
store and work eligibility.
Question 3: Could you, please, tell me your opinion about company policy?
Interviewee 2: I think it’s a fair and inclusive policy.
Question 4: What are the strengths of the recruitment policies? Please, explain.
Interviewee 2: The biggest strength is acquiring candidates that live near the store as covering
absences become less stressful. Another strength is that you get candidates that are usually fully
flexible which is quite important in our business model.
Another strength is the probation period which allows you to gauge if candidates can actually do
the job before fully committing.
Question 5: What about the weaknesses?
Interviewee 2: The only weakness I see is that sometimes good candidates don’t make it past the
online assessment.
Question 6: What improvements do you think could be made in the actual process?
Interviewee 2: Probably having different online assessments for day and night shift as the job
role is different. Apart from that is actually quite a good system.
INTERVIEWEE 3
Question 1: Could you, please, explain me the recruitment and selection process of the
company?
Interviewee 3: Firstly the recruitment form should be sent to recruitment team from the store
(done by the Store Manager). The job vacancy is displayed on company’s website and people
15

apply for job. Then candidates are selected by recruitment team. After that candidates are invited
for interview usually carried out by Store Manager. Decision is made within 2 days from the day
interview took place. Successful candidate is invited to sign contract and for welcome day in
RDC afterwards.
Question 2: What are the aspects you look at when selecting employees?
Interviewee 3: Many aspects are taken into consideration, for example previous experience,
candidates availability and expectations towards company. Also could be asked for solving
hypothetical problem if situation scenario is given.
Question 3: Could you, please, tell me your opinion about company policy?
Interviewee 3: Company policy isn’t complicated. Employee must ensure code of conduct is
followed. Any misconduct will have consequences.
Question 4: What are the strengths of the recruitment policies? Please, explain.
Interviewee 3: Recruitment process has same structure for every person who wants to join the
company. It’s fair and consistent for all candidates. Well-organised process showcases,
professionalism and integrity.
Question 5: What about the weaknesses?
Interviewee 3: I can’t find any.
Question 6: What improvements do you think could be made in the actual process?
Interviewee 3: In my opinion should include practical work before signing contract to see
employee’s engagement and attitude towards his future responsibilities. That will show the clear
picture does the person take it seriously. If candidate is well chosen, then will add the value and
help company grow.
INTERVIEWEE 4
Question 1: Could you, please, explain me the recruitment and selection process of the
company?
Interviewee 4: The process start with online process, and candidate needs to pass the online
reasoning test and complete the general procedure. After successful completion of the online test,
second round is conducted based on telephonic interview and in last face to face interview is
conducted.
Question 2: What are the aspects you look at when selecting employees?
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Interviewee 4: Company normally took the experience and educational qualification and
different skills.
Question 3: Could you, please, tell me your opinion about company policy?
Interviewee 4: I think the company's policy are fair and right for the new employees of the
company. Thus, it mainly maintain the code of conduct and followed by proper policies.
Question 4: What are the strengths of the recruitment policies? Please, explain.
Interviewee 4: Main strength is related to same recruitment structure for internal and external
process which actually minimise the chances of biasses.
Question 5: What about the weaknesses?
Interviewee 4: The result of online test take time, which make the impact on company's image
in front of joiners.
Question 6: What improvements do you think could be made in the actual process?
Interviewee 4: I think, different online test should be taken for different type of job profile.
Which make a significant success in the future activities of the company.
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