MGB230 Report: Analyzing Woolworths Recruiting and Selecting People

This report provides a comprehensive analysis of Woolworths' current recruiting and selection process, identifying key issues and proposing an alternative approach to enhance hiring outcomes. The report begins with an executive summary and a detailed introduction outlining the importance of a robust selection process within an organizational structure. It then conducts a critical analysis of Woolworths' existing shortlisting method, highlighting its disadvantages, such as difficulties in attracting and retaining talented candidates, and a lack of thorough candidate assessment. The core of the report introduces a new selection technique: personality assessment. The report details the benefits of this approach, including improved legal defensibility, better candidate quality, conflict resolution, time management, and a positive work atmosphere. Various personality assessment tools, such as the Myers-Briggs Type Indicator, Minnesota Multiphasic Personality Inventory, Caliper Profile, SHL Occupational Personality Questionnaire, DISC behavior inventory, and Hogan Personality Inventory are discussed. The report concludes by emphasizing the need for Woolworths to adapt its hiring practices to meet the demands of the modern job market and suggests specific implementation strategies for the new technique.

Running head: RECRUITING AND SELECTING PEOPLE
Recruiting and Selecting People
Name of the student
Name of the University
Total Word Count: 2000

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Executive Summary
Various companies have different selection process of candidates in modern times. In regard to
the Woolworths selection procedure, there is a vital need to incorporate some changes within the
hiring department. In this report, the existing hiring method will be analyzed along with the
suggestion for an alternative procedure that would help the company in employee retention and
the selection of the best candidate.

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Table of Contents
Introduction......................................................................................................................................5
Critical Analysis..............................................................................................................................5
Introducing the new selection technique.....................................................................................7
The reliability of the test..............................................................................................................8
Implementation of new technique...............................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

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Introduction
Selection process is an integral part of an organizational structure which helps in sorting
out the best candidate that meets the requirement of the company. Different companies have
different selection procedures which has varied requirements according to the nature of the job
(Sliter, Withrow & Jex, 2015). The Human resource of a company is responsible for a fair
selection procedure which would eventually help the company in getting the best resources that
can help the company in its growth process. For a fair recruitment, it is imperative for the HR
department to consider both the internal and external aspect of the organization. In this report, an
organization has been taken namely Woolworths, whose organization procedure will be
discussed in details (Kline, 2015). The selection procedure of the company is through shortlisting
for choosing the best available candidate. The report will provide a detailed investigation on the
recruitment procedure of the company and the various flaws that are attached to it (Dilchert,
Ones & Krueger, 2019). An alternative approach will also be provided due to the various
loopholes in the current procedure of recruitment. The aim of this study is to reflect on the
current recruitment process and an alternate solution that would help it in the enhancement of the
organizational function.
Critical Analysis
The current recruitment process of Woolworths is shortlisting which has several
disadvantages. The industry recruitment skill is not as strong as it should be as it uses recruiters
from outside sources. Moreover, there are various other problems at the selection process in this
particular company which will be discussed in the next section.

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 They are failing to hire talented candidates – The recruiters of Woolworths are facing
excessive challenges in looking for the best candidates in the market. This has been
triggered by plenty of factors including delay in the hiring time by the recruiters,
existence of multiple companies, etc. In the current scenario, an upsurge of companies
can be noticed which comes up to the candidates with their job offer. Inability to look out
for the best resources in the market has resulted the company’s failure to attract talented
people in their workforce (Van Hoye & Turban, 2015). Along with that, the companies
also have a slow recruiting process that results in the loss of candidates in the time the
recruiters are shortlisting them.
 Less retaining period of the candidates – Another severe problem faced by the
recruiters in Woolworth is that the company is unable to retain the candidates due to
many reasons. The pattern of working in the millennial have changed, therefore, it has an
effect on the challenges faced by the company. It should be noted that the millennial are
more prone to shifting their jobs than settling in a company for a longer duration (Kline,
2015). Moreover, most of the candidates are looking for options that would best define
their individuality. Due to this particular factor, they often shift their careers, or even
more inclined to taking flexibility in their work pattern.
 Merits of the candidates should be assessed meticulously – The Company is reputed to
offer the job position to the meritorious pupil. However, there is a drawback in this
system because the ability of the candidate should not be restricted to the mark sheet and
resume alone. There needs to be more specific screening that would help the company to
select brilliant people.

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Considering the above factors, the company must adapt to the changes in the job market.
Therefore, it is imperative for the company to introduce stricter hiring process that would meet
the demands of the market.
Introducing the new selection technique
In the essence of the critical analysis of the Woolworths selection process, it can be said that
the company needs to embrace new selection technique that would help them to remove the
shortcomings that it is facing. The rigidity of the current recruitment process based on merit
should be changed and more viable and specific screening method should be introduced like the
personality test. In order to avoid bad hiring, which comes to be assessed only when the
candidate joins the company, should be acknowledged by the company with highest regard
(Sliter, Withrow & Jex, 2015). This scenario can also be countered by the personality test which
will enable the company to go through the candidate’s mental ability to perceive and assess their
behavior in a scientific manner. In order to gain more insights into the personality assessment for
a candidate, here is a list of all the benefits that can be expected.
1. Better chances for the company to fight legal issues that arise for hiring
The company will stand at a better chance if it integrates personality test along with other
interview process that is based on merit alone (Dilchert, Ones & Krueger, 2019). The personality
assessment will also add the viability in its legal defensibility as it is one of the credible sources
of hiring based on its scientific and logical approach.
2. Improving the quality of hired candidate
The personality assessment will help the company to sort out the candidates on the basis of their
success rate as reflected by their personality. It can also be used to encourage the morals of the

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employees, for instance, the extroverts can be awarded with gifts and social appreciation which
would be beneficial for uplifting productivity (Van Hoye & Turban, 2015). Similarly, the
introverts should be given more individual centric work that demands less involvement in
groups.
3. Resolving conflicts effectively within the workplace
The personality assessment can help Woolworths resolve conflicts that might arise in the
workplace by assessing the approach needed to deal with specific candidates. Moreover,
acknowledging a certain problem in the specific way pertaining to the particular style of an
individual would also help in eliminating any grudges on the part of the employee.
4. Better management of time
This particular mode of assessing the personality also saves time for both the candidate and the
recruiter. The potentiality of the person can be judged easily through this test, and the
determination of the candidate’s suitability for the job will also be assessed (Sliter, Withrow &
Jex, 2015). The possibility of hiring a candidate for the wrong profile will also be eliminated.
5. Positive work atmosphere
The company will get a chance to improve the positivity of the atmosphere due to the proper
assessment of employee profile. They can be guided and trained on the basis of their personality
thereby creating a positive work culture.
The reliability of the test
The personality test takes into account the behavior of an individual. The reliability of
this assessment lies on the possibility of the difference in scores due to the varied response of an

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individual on retesting. This is the reason many this test has faced severe controversies, however,
the reliability has been scientifically proven and has been known to be one of the effective
indicators of personality based assessment (O'Boyle et al., 2015). This has been backed by the
level of validity which again, is indicated by the after effects of the process. Woolworths can
conduct an analysis of the personality test for recruitment in the gradual course of time for
measuring the effectiveness. Though, it should be noted that the test can be influenced by certain
individuals that can lead to incorrect assessment, however, the company needs other ways to
avert these situations (O'Boyle et al., 2015). In short, the personality assessment should be
incorporated within the company selection procedure that can lead to the effective recruiting of
candidates.
Implementation of new technique
The above analysis of the Woolworths selection process and the shortcomings it faces
gives a hint of the integration of a new technique. The personality assessment can solve many
problems as it would choose the fit candidate for the job requirement. However, the tests that can
be conducted for this assessment are of various types (Van Hoye & Turban, 2015). The most
common assessment are that of Myers Briggs type indicator and the Minnesota Multiphasic
personality indicator, the Caliper profile, the SHL Occupational personality Questionnaire, the
Disc behavior inventory, and the Hogan personality Inventory (Cripps, 2017).
In order to implement this type of personality assessment in Woolworths, the company
needs to prepare a questionnaire that helps in the proper understanding of the candidate’s
preference. The company has its opening in various sectors that include commercial, information
technology, supply chain, property, marketing operations, retail operations, professional services,
and many others. It would be better to conduct a detailed survey regarding what post requires

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what type of personality assessment that would reflect the fair hiring (Peck & Whitlow, 2019).
Down below is a comprehensive discussion on the personality indicators which can be integrated
in Woolworths.
Myers and Briggs – This particular assessment is based on measuring the psychological
preference of people, on how their judgments are influenced and what they perceive. The main
assumption of this test is based on the introversion/ extroversion, intuition/ sensing, thinking/
feeling and judging/ perceiving. All these factors are essential for having a fair insight into the
psyche of the candidate. However, this type of personality test can be useful in the group
attitudes of the person that would help in resolving certain issues.
The Minnesota Multiphasic personality indicator – This particular personality assessment can
help in the proper assessment of mental disorder if the candidate have any. Though this particular
assessment is a bit expensive it can be conducted for the selection process of the security
personnel as they carry weapons.
The Caliper profile – The Caliper profile test can be incorporated to check whether the
employees have selected the best career option or not. The questionnaire demands to be
answered that would check the mental inclination of the candidate towards the nature of the job it
is. In this way, a fair selection process can be expected and the probability of wrong hiring can
be eliminated (Dilchert, Ones & Krueger, 2019). However, the recruiters should have a
customized selection tool that would automatically generate shift out the perfect match for the
job profile. Moreover, it should also be customized according to a standard expected of the
company and the assessment of critical behavior.

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The SHL Occupational personality Questionnaire – This set of questionnaire can be
incorporated within the hiring process that would indicate the work performance of a
candidate (Anglim & Grant, 2016). It is designed in such a manner that would reflect the
person’s relationship with other people, emotions, feelings, and thinking pattern.
The Disc behavior inventory – This assessment type is based on the four primary traits of
personality that includes Dominant, Influential, Steady and Compliant behavior (Guay et al.,
2016). It can be incorporated in Woolworths’ selection process to find out the strengths of the
candidates.
The Hogan personality Inventory – The HPI is a five factor model that would help in assessing
in a socio-analytical context. It evaluates Service orientation, Clerical potential, Stress Tolerance,
Managerial Potential, Sales Potential, and Reliability according to the six occupational needs
(Lui et al., 2016). Woolworths’ recruitment process can be well assessed with this set of
questionnaire as it would suggest the best organizational fit.
Conclusion
In conclusion to the above analysis, it can be concluded that Woolworths need to adapt
the personality test based interview that would help it having a transparent and fair method of
selection. The company needs to invest on this type of test that will be beneficial for the
company policies. Not only does the company needs a reevaluation in the current selection
process, but needs to provide a solution for employee retention. It will be only achieved with the
personality test of candidates that can provide an in-depth analysis of the profile of an individual.
Personal interviews and assessment of resume certainly plays a significant role in the selection
process, but the inadequacy of the system cannot be denied. Therefore, it is the dire need of the

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HR department of Woolworths to reassess the personality test in its recruiting department. This
can help the company to get out of unprecedented crisis and better operation within the
organization.

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References
Anglim, J., & Grant, S. (2016). Predicting psychological and subjective well-being from
personality: Incremental prediction from 30 facets over the Big 5. Journal of Happiness
studies, 17(1), 59-80.
Cripps, B. (Ed.). (2017). Psychometric testing: Critical perspectives. John Wiley & Sons.
Dilchert, S., Ones, D. S., & Krueger, R. F. (2019). Personality assessment for work: Legal, IO,
and clinical perspective. Industrial and Organizational Psychology, 12(2), 143-150.
Guay, R. P., Choi, D., Oh, I. S., Mitchell, M. S., Mount, M. K., & Shin, K. H. (2016). Why
people harm the organization and its members: Relationships among personality,
organizational commitment, and workplace deviance. Human Performance, 29(1), 1-15.
Kline, P. (2015). A handbook of test construction (psychology revivals): introduction to
psychometric design. Routledge.
Kline, P. (2015). Personality (Psychology Revivals): Measurement and Theory. Routledge.
Lui, P. P., Rollock, D., Chang, E. C., Leong, F. T., & Zamboanga, B. L. (2016). Big 5
personality and subjective well-being in Asian Americans: Testing optimism and
pessimism as mediators. Asian American Journal of Psychology, 7(4), 274.
O'Boyle, E. H., Forsyth, D. R., Banks, G. C., Story, P. A., & White, C. D. (2015). A meta‐
analytic test of redundancy and relative importance of the dark triad and five‐factor
model of personality. Journal of personality, 83(6), 644-664.