In Vogue Fashion House: HRM 11 Recruitment and Selection Report

This report focuses on the recruitment and selection process for an HR manager at In Vogue Fashion House. It outlines a comprehensive recruitment strategy, including job descriptions, advertising methods (online portals like LinkedIn and Glassdoor), and budget considerations. The report details a selection strategy with a resume screening matrix, interview plan, schedule, and sample interview questions designed to assess candidates' KSA (Knowledge, Skills, and Abilities). The KSA analysis is integrated into the interview questions. The report also covers pre-interview activities, interview procedures, and post-interview steps like background verification. This report serves as a practical guide to the HRM recruitment process.

Running head: HRM 0
RECRUITEMENT AND SELECTION

HRM 1
Table of Contents
Introduction:...............................................................................................................................................1
Background:................................................................................................................................................1
Recruitment strategy:..................................................................................................................................1
Job description:.......................................................................................................................................1
Sample of the ad:.....................................................................................................................................2
Size of the ad:..........................................................................................................................................4
Budget:....................................................................................................................................................4
Rationale for the use of such strategy:....................................................................................................4
Selection strategy plan:...............................................................................................................................5
Resume screening matrix:.......................................................................................................................5
Interview plan:.........................................................................................................................................6
Interview schedule:.................................................................................................................................7
Interview questions:................................................................................................................................8
KSA..........................................................................................................................................................8
Summary matrix:.........................................................................................................................................9
References:..................................................................................................................................................9

HRM 2
Introduction:
Recruitment and selection is one of the major functions of Human Resource management. It is
the report that focuses on such function along with its different aspects. The report initiates with
the discussion of the company and the job profile on which the employees need to be recruited.
The major discussion is regarding the job recruitment and selection strategy that has been made
in accordance with the job description and the requirements (Taylor, 2014). The report gives the
idea about the recruitment plan and the job description.
Background:
The client company for which the recruitment needs to be done is In Vogue Fashion house
(fictitious). It is the company that operates in fashion industry which is located at Ottawa,
Canada. The company designs their own clothes and accessories and serve the customers by their
own exclusive stores in the name of “IN-VOGUE”. The company is serving the customers with
great quality products. It is required by the company to recruit an HR manager in order to handle
the overall HR team and the teams of other employees including the new fashion designers that
have been recruited recently in the fashion house. HR manager is the very important and the
essential part of the organization as all the employees need to be managed in the company by HR
manager only. He is the one who is responsible for taking care of employees along with
provision of all the required necessities of the employees. As the company has recently recruited
many fashion n designers and other team members, the fashion hub requires to recruit skilled HR
manager so that he can take care of all the employees properly, majorly their training sessions
and payroll handling. It has been analysed that handling the fashion industry is very different
from handling other industries thus it makes the choice limited for the recruitment firm to hire
the manager who belongs to this industry or some related industry. It is required to take the
recruitment strategy in such a way so that fashion people can apply for the job.
Recruitment strategy:
Job description:
How, where and why to advertise:

HRM 3
How: It is required by the company to advertise about the company. As a third party following
things should be done:
 Finding the data of the relevant people who are looking for the job in this sector
 Shortlisting the candidates according to the relevancy
 Calling then and mailing them about the job vacancy in the company
Where: this is the section in which the company needs to take decision that where the
advertisements need to be posted (Kurtz & William, 2017).
 As a third party company, it is required to post the ads on the online portals such as
LinkedIn, Glassdoor etc. Even Facebook and other social networking sites also provide
the platform for putting such ads.
When: It is the section that describes about when the ads need to be posted. The first step for the
company is to develop the job description in accordance with the company requirements. This
job description needs to be matched with the profile of the candidates and they needs to be
contacted. This is the time when the ads should be posted on the portals (Kundu, Rattan, Sheera
& Gahlawat, 2015).
Sample of the ad:
The ad that needs to be posted requires the job description as well as the job specifications of the
job so that the candidates who are relevant and whose profile matches with the requirements can
apply for the job. The sample of the ad that needs to be posted on the online portal should be like
below:
Job title: HR manager
Experience: 3-5 years in the related industry
Package: $21000- $30000

HRM 4
Company name: In Vogue fashion house
Company description: It is the company that operates in fashion industry which is located at
Ottawa, Canada. The company designs their own clothes and accessories and serve the
customers by their own exclusive stores in the name of “IN-VOGUE”. The company is serving
the customers with great quality products.
Job description:
Roles and responsibilities of the HR manager:
 Development of human resource policies
 Managing the payroll of the employees
 Training and development of the employees
 Determining the job vacancies and explaining the job description for the same
 Managing the relation between the third party and the company.
 Developing employee engagement program
 Tracking the employee performance documents
 Conducting meetings with the employees to address their personal issues
 Resolving the conflicts
Job specifications:
Qualifications:
 3 year Diploma degree in HR administration course
 Knowledge of other HR related subjects such as labour relations, payroll, SAP etc.
 Experience of around 3 to 5 years in the similar or the related industry.
 Knowledge of two other foreign languages
(O'Boyle, Humphrey, Pollack, Hawver & Story, 2011).
Skills required:
 Management skills
 Better communication skills
 Pleasant personality
 Confident and enthusiastic

HRM 5
 Keen knowledge about fashion industry and people
 Understanding the human behaviour skills
Size of the ad:
Media: Image
Width: 50
Height: 50
Format: .jpeg, .jpg, .png, .gif
Ratio: 1:1
Budget:
Activities Cost
Ad spacing $200
Calling $150
Other expenses $ 50
Rationale for the use of such strategy:
This is the strategy that deals with recruitment of the HR manager of the company. The ads need
to be posted on the online portals and mails need to be sent to the relevant candidates so as to
approach them (Furnham, 2017). It is required to approach the candidate because HR mangers
are the very high post and the candidates for such a post are already experienced. Thus, it is
required by the company to approach them directly. The platforms like LinkedIn and other media
are used so that the approach is high. The reach of the company is high and they can reach
directly to the candidates (Brewster & Hegewisch, 2017). Even the candidates have the
opportunity to explore the jobs by searching it on the portal. The full ad is posted in order to
provide full details of the job and the company in order to make the people, area about the job

HRM 6
description and the roles they have to play in the company (Chelladurai & Kerwin, 2017). In
addition to it, it also helps in providing the qualification and skill requirements of the company.
Selection strategy plan:
It has been analysed that after the process of recruitment, selection strategy needs to be selected
in order to short list the candidates those who have applied for the job (Joseph, Imbeau &
Nastasia, 2011). The following is the selection strategy that has been used:
Resume screening matrix:
Resume screening matrix is the matrix that provides the different types of information about the
candidates and allows the company to compare the skills and the qualification in the candidates
(Kavanagh & Johnson, 2017). The relativity and the comparison details of the different
candidates help the company to select the most relevant candidates from the job. This matrix also
has the section that allows the members of the selection team to put their comments about the
candidates in brief (Farr & Tippins, 2017). This is therefore of a document that is used to finalize
the candidates by jotting down their abilities mad relevancy to the job requirements. Following is
the matrix that can be used to for the above job description:
Name of
the
candidate
Academic
qualification
s
Knowledge Work
experience
and history
of the jobs
Personal
skills
Technical
skills
Comments
Name 1
Name 2
Name 3
Name 4
Name 5
Name 6
Name 7
Name 8

HRM 7
Interview plan:
Pre interview: It is the phase where the activities that need to be conducted in order to make
preparations for the interviews are done (Fine & Getkate, 2014). It has been analysed that the
first step that needs to be conducted is filling of the application form (Konradt, Garbers, Böge,
Erdogan & Bauer, 2017). At this stage all the short listed candidates or the one who has applied
for the job has been given the application form at the interview site which needs to be filled by
them. There are some other activities that need to be conducted:
 Filling of the form
 Introduction round of the employees
 Collection of the application form and resume
 Brief about the interview process to the candidates
 Psychometric test: This test is conducted to check the knowledge of the candidates and
the least marks that needs to be achieved to get short listed is 15 out of 30
During interview:
At the time of interview, there are different activities that need to be conducted. Some of the
activities are:
 Make the candidate comfortable: It is the activity that requires the recruiters to make the
candidates comfortable so that they do not feel nervous during the interview.
 Ask the candidate to provide his or her introduction: This is the first and the foremost
question that needs to be asked to the conducted (Earl, Taylor & McLoughlin, 2017).
 Provide information about the job and the responsibilities: the information about the job
responsibilities.
 Listen: It is required by the recruiters to listen carefully to the candidate. Listening
provides proper skill information about the candidate.
 Provide points to the candidate on each skill: Each and every recruiter should provide the
points at the time of conducting the interview nada los provide their comments at the
same time so that they do not forget about the qualities of the candidates.
Post interview: It is the time when the candidates has completed their interview process and
waiting for the results. Several activities that need to be conducted at this time are:

HRM 8
 Compare the details of the candidates: It is the step that requires the recruiter to compare
the details of the candidates and short listing them accordingly (Landau & Rohmert,
2017).
 Background verification: it is the stage where the documents that has been submitted by
the candidates need to be analysed that verified by different sources. This is the very
important activity to be conducted before the joining of the candidate to check the
reliability of the candidate and to verify whether the documents submitted by the
candidates are true or not (Caldwell, Hamilton, Tan & Craig, 2010).
 Let the candidates know the results: It is the time when the recruiter should provide the
results to the candidates.
Interview schedule:
It is the schedule that may or may not be sent to the candidates regarding the timings and the
activities that needs to be conducted n the interview day. Following is the interview schedule for
the above interview:
In Vogue interview schedule:
Job title: HR manager
Date: 2nd October
Time: Activities:
10 a.m. Applicants gathered at hall 1
10:30 – 11 a.m. Presentation and form filling
11 a.m.- 2 p.m. Interviews
2 p.m. – 3 p.m. Lunch
All the applicants needs to gather in hall 4 for
lunch
3 – 6 p.m. interviews
Interview finishes
The results would be announced between 3-4 working days via mail

HRM 9
Interview questions:
Some of the questions that need to be asked at the interview are:
1. Provide brief introduction about yourself.
2. What were you roles at the previous company?
3. Why you want to switch you job?
4. Why we should hire you?
5. How will you handle the conflicts between the employees if both are right on their part?
6. What are your weaknesses?
7. Situation analysis……………
8. How you develop employee engagement?
9. What are the best ways to recruit?
(Sadler, Lee, Lim & Fullerton, 2010).
KSA
The KSA that are being analysed by the questions above are:
KSA Questions that are used to analyse the skill
Communication skills All the question
Conflict resolution skills: 5
Problem solving skills 5 and 7
Attentiveness skills All the questions
Professionalism 2 and 3
Academic knowledge 8 and 9
Confidence and seriousness of the candidates
towards the job
3 and 4

HRM 10
Summary matrix:
Summary matrix of the candidates:
Name of the
candidates
POINTS out of 10
Communication
skills
Academic
skills
Experience Confidence Overall
rating
Name 1
Name 2
Name 3
Name 4
Name 5

HRM 11
References:
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Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Caldwell, P. H., Hamilton, S., Tan, A., & Craig, J. C. (2010). Strategies for increasing
recruitment to randomised controlled trials: systematic review. PLoS medicine, 7(11),
e1000368.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation.
Human Kinetics.
Earl, C., Taylor, P., & McLoughlin, C. (2017). Recruitment and selection of older
workers. Encyclopedia of Geropsychology, 2009-2015.
Farr, J. L., & Tippins, N. T. (Eds.). (2017). Handbook of employee selection. Taylor & Francis.
Fine, S. A., & Getkate, M. (2014). Benchmark tasks for job analysis: A guide for functional job
analysis (FJA) scales. Psychology Press.
Furnham, A. (2017). Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention, 202.
Joseph, C., Imbeau, D., & Nastasia, I. (2011). Measurement consistency among observational
job analysis methods during an intervention study. International Journal of Occupational
Safety and Ergonomics, 17(2), 139-146.
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applications, and future directions. Sage Publications.
Konradt, U., Garbers, Y., Böge, M., Erdogan, B., & Bauer, T. N. (2017). Antecedents and
consequences of fairness perceptions in personnel selection: a 3-year longitudinal
study. Group & Organization Management, 42(1), 113-146.
Kundu, S. C., Rattan, D., Sheera, V. P., & Gahlawat, N. (2015). RecRuitment and Selection
techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational
companieS. Journal of Organisation and Human Behaviour, 4(4).