John Readings: Recruitment, Selection, Induction Strategies Report

This report focuses on the recruitment, selection, and induction strategies of John Readings, a bookselling company, as it seeks to expand its business domestically. The report details the recruitment strategy, including the use of placement agencies and advertising, and outlines a multi-stage selection process encompassing personality tests, skill assessments, and interviews. It provides a sample job advertisement for sales and marketing roles, along with a set of interview questions and a letter of offer. The report also covers induction policies, performance criteria, and procedures for the probation period, offering a comprehensive overview of the human resources processes required for successful expansion. Furthermore, the report provides a review of the company's PRS, highlighting the importance of expansion and performance management. The report concludes by emphasizing the significance of effective recruitment, selection, and induction in supporting business growth and development.

ADVANCE FINANCIAL
ACCOUNTING

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Recruitment, selection and induction strategy............................................................................1
Updation of Recruitment policy..................................................................................................1
Review of PRS............................................................................................................................2
Recruitment, selection and induction process.............................................................................3
Job advertisement........................................................................................................................4
Set of interview questions...........................................................................................................5
Letter of offer and letter to unsuccessful candidates...................................................................5
Induction policy and procedure and program for new staff........................................................6
Performance criteria....................................................................................................................7
Policies and procedures for probation period..............................................................................7
CONCLUSION................................................................................................................................8

INTRODUCTION
The present assessment is based on the case study of John readers, which is a bookselling
company in Australia working since 1956. The company has a great history in bookselling
industry. Company's key products are fiction books and fantasy series. Company is looking
forward to expand its business in domestic market for which suggestions has been provided in
this report regarding. The key discussing point of this report is Recruitment, selection and
induction policies, procedures and programs.
Recruitment, selection and induction strategy
Recruitment, selection and induction process in any industry is a key process for the
purpose of hiring the employees (Brindopke and et.al., 2017). However, before the
commencement of process, an organisation need to prepare the strategy for the same. Here is the
recruitment, selection and induction strategy for John Readings:
 For the purpose of recruiting new staff in the domestic market, John Readings can make a
contract with placement service agencies. This can include the policies including the
percentage of payment to be made them on selection of the candidate they will provide.
 John readings could adopt the multistage selection strategy for the interested candidates.
This includes combination of various assessment tools. Multistage selection strategy
includes process like personality test, test of skills, interviewing and sample work
performances.
 Induction includes training of newly appointed employees. For the better outcome from
new staff, first week of their appointment could be reserved for their induction purpose
only.
This strategy will involve use of resources like, a fixed budget should be allotted to the
whole process, induction strategy will also include the participation of existing employees.
Updation of Recruitment policy
Recruitment process prescribed for John readings include, contract with placement
agencies. Along with appointing the placement agencies, the company can also provide
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advertisement in newspaper's and business magazines for the vacancy. This will reduce the cost
of the company to be paid to placement agencies, and with the help of advertisement for vacancy
in newspaper and magazines, the brand image of the company will Improve.
John readers can also prescribe some criteria in the advertisement, the type of volunteers
and candidates the company is looking for. Such as, minimum qualifications and the required
skills along with the description about the job.
Though the concept of placement agency will work for the company, because the
placement agencies keep an eye on the willing candidates who are looking for a responsible
employer. This will definitely work for John readings.
Review of PRS
a) The proposal is worth considering because, expansion is a key factor for any business.
Expansion strategy in Asia will also not require extra funding as the funds are already available.
This will help John readers in expanding its market share.
b) The proposed project will allow the company in measuring the performance of the
management and improving the industrial relations of the company.
c) There is no need to introduce rehabilitation and return to the work program for John readers.
This will increase the cost of the company which is not required and necessary in the process of
expansion.
d) The new proposed project will cost a total of 3957.2 EFT. John reader is at the stage of
expansion where the company needs more fund for investment in new stores, at this situation,
excess funds are used in the department. This will not be economical for John Readers.
e) The company can use PRS for performance management system, industrial relation,
remuneration and expansion strategies. These proposals will be fruitful for the company.
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Recruitment, selection and induction process
Illustration 1: Recruitment procedure
(Govindan, K., and et.al., 2015)
Recruitment: Steps in the recruitment process:
Identification of the genuine vacancy: Before the commencement of whole process, the first step
is to identify the need area of vacancy. John reading wants to appoint the employees for its new
expansion in the domestic market.
Conduction of job Analysis: After identifying the need of vacancy, management of John readings
should conduct the job analysis including the description and review of position. This will help
the management in identifying the criteria for the required employees.
Attracting the candidates: After conducting the above analysis, now the company can start
attracting the candidates for the job by way of Advertisements in business journals and
newspapers and with the help of placement agencies.
Selection: Selection of candidates involves scrutinizing the candidates on the basis of the
prescribed criteria.
 Short-listing of candidates from the resumes of the candidates who have applied for the
job.
 Conducting personality tests and test of skills for the short listed candidates. Post short-
listing on the basis of results of tests.
 Conducting personal interviews.
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 Offering employment to the final selected candidates.
Induction: Introducing the appointed candidates to the induction process.
 Introduction to the organisation, history of the organisation, introduction about CEO and
COO with other senior executives.
 Making understand the roles and responsibilities of the employees in the organisation.
 Introduction to the policies and rules of the organisation.
 Providing training of the skills required for the position.
 Reviewing the employees after the completion of the induction.
Performance in probationary period: Reviewing the performance of employees in the
probationary period on the basis of their attitude towards the work, punctuality, and the quality
of work done. After assessing the performance final decision regarding the continuation of
employee or not.
Job advertisement
REQUIRED
Sales and Marketing Team
John Readings oner of the leading bookselling company, located in Australia, working since
1956 in bookselling industry with more than 200 book-stores across the Asia is looking for
candidates with good personality and communication skills for one of the most interesting job of
sales and marketing.
SALES MANAGER: With a minimum qualification of post graduation (Preferably MBA), with
a minimum experience of 5-8 years in marketing. The candidate will be responsible for sales
plan execution, managing the sales team and target achievements. The incumbent should be
energetic, flexible, having good market PR and negotiation skills.
SALES TEAM: With a minimum qualification of graduation with at-least 2 years of experience
in marketing. The candidate should be self motivated with own initiatives, willing to travel in
designated areas and having own conveyance.
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Excellent computer skills for both the positions are mandatory.
Interested candidates may forward their resumes at [e-mail].
Set of interview questions
Set of interview questions for senior marketing manager:
 Provide your brief introduction?
 Brief your career till now?
 Why you left your last job?
 Why are you suitable for this position?
 Do you have interest in reading books?
 Why you want to work with us?
 Suppose a client says that he already has a tie up with another book selling agency, what
will be your strategy?
 How will you deal with your sales team if they will refuse to visit any outside location?
 Explain a situation where you have done something going out of the box?
 Describe some of the marketing strategies with their pro's and Con's?
 How long are you looking to work with us?
 What are your expectations from us?
Letter of offer and letter to unsuccessful candidates
Letter of offer:
John Readers pty ltd.
Contract of employment
Private and Confidential
dd/mm/yy
(name' ABC and address details)
Dear ABC,
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We are excited to offer you the position of Senior Marketing Manager with us here at
John Readers Pty Ltd. We hope you will enjoy working and experiencing your work with us. We
are looking forward for your significant contribution towards the success of our business.
Your employment will commence from dd/mm/yy ' Monday.
You will be based at our new domestic branch situated at (address), but you will be also required
to work at other locations as well within Asia.
Terms of Employment
This appointment letter should be read in conjunction with employment contract that includes the
details about remuneration and probation policies.
Letter to unsuccessful candidates:
We are sorry to inform you that you have not been selected for your desired positions as
the vacancies have been filled. We advise you not to be disappointed. We have retained your
resume, and we are also looking forward to contact you when we will be having new vacancies.
We are thankful and sorry for your precious time.
Looking forward to seeing you again.
Induction policy and procedure and program for new staff
Orientation is the final process of recruitment. Here is the induction policy and procedure
for John readers. All the new staff shall be formally inducted (Drole and Kononenko, 2016). The
formal induction program of John Readers will enhance the knowledge and acquisition of
resources. New staff need to feel connected with the organisation.
Here is the John Readers check list for the staff induction:
 Introduction to the John readers history, mission, vision and objectives.
 An overview of operations of John Readers including target customers and target market.
 Code of conduct of John readers
 Introduction to the key personnels of the organisation.
 Roles and responsibilities of the new staff towards the organisation.
 Personal policies and procedures including quality management system.
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 Policies of probation period.
 Details of training and assessment programs.
 Clarifications to the questions (if any) by the new staff.
Performance criteria
Performance criteria for the senior marketing manager during the tenure of probation:
 The first thing that will define the performance of the employee will be its punctuality.
 Level of skills learned during the probation, that would be beneficial for the organisation.
 Results from the marketing strategies prepared by the newly appointed marketing
manager.
 Accessing the accurate data of marketing and sales program.
 Change in the revenue and customer traffics after implementation of new marketing
strategies.
 Relationship with the marketing and sales executives.
 Change in the recognition of John readings in the market.
 Creative initiatives taken by the marketing manager and its team to promote the books of
John readers.
 Increase or decrease in market share of the company.
 Numbers of leaves availed during the probation period.
 Responsibility towards the company.
Above are the factors that will be analysed for identifying the performance of the senior
marketing manager during the tenure of probation.
Policies and procedures for probation period
 Probation period for the new staff will be of 4 months.
 During the probation period 10% of the salary will be deducted for security and deposit
amount.
 The deducted amount will be provided on completion of a tenure of one year subject to
atleast one month notice period before leaving the job.
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 All types of training required for the position will be provided during the probation
period.
 No paid leaves will be provided during the tenure of probation.
 Probation period is generally of 4 months but the completion of probation will
completely depend upon the level of learning of employees.
 There will be no promotions and transfers during the probation period.
 Only on the completion of probation period, employees will be entitled of allowances and
perquisites.
CONCLUSION
As per the above study, it has been concluded that, in order to expand or diversify the
business, there is a need of human resources. The company's strategy for recruitment, selection
and induction plays an important role for appointing the best employees. The company's
proposed project has been reviewed and necessary suggestions has been provided along with
policies, procedures and programs related to recruitment, selection and induction of new staff.
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REFERENCES
Books and journals
Brindopke, F., and et.al., 2017. Training and Recruitment Strategies for Developing Sustainable,
Global, Research Workforces in Low-Resource Settings: Perspectives From The
International Family Study. Annals of Global Health. 83(1). pp.25-26.
Drole, M. and Kononenko, I., 2016. Closed world specialisation inside the induction
process. Intelligent Data Analysis. 20(4). pp.745-765.
Govindan, K., and et.al., 2015. Multi criteria decision making approaches for green supplier
evaluation and selection: a literature review. Journal of Cleaner Production. 98. pp.66-
83.
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