Strategic Recruitment and Selection Report for OzStyle4U HRM

This report outlines a strategic recruitment and selection plan for OzStyle4U, an Australian designer fashion retail chain, focusing on the Store Manager position in Hobart. It begins with a pre-recruitment analysis, including business strategy considerations and the development of a job requirements matrix. The report emphasizes the importance of employee value proposition and details the recruitment process, including sourcing and communication strategies. The selection phase is addressed through assessment planning and panel interview questions. The report uses tables to illustrate business strategies, job requirements, and employee value propositions. The report emphasizes the need for a strategic approach to attract talented individuals, particularly for the company's expansion plans, with a focus on cost leadership, quality, and growth.

Running head: HUMAN RESOURCE MANAGEMENT
Recruitment and Selection in HRM
Name of the student
Name of the university
Author Note:

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Table of Contents
Introduction................................................................................................................................3
Pre-Recruitment.........................................................................................................................4
Business Strategy for OzStyle4U...........................................................................................4
Job Requirements Matrix for Specified Position...................................................................5
Employment Value Proposition.............................................................................................8
Recruitment..............................................................................................................................10
Sourcing effective analysis..................................................................................................10
Recruitment Communication/Advertisement.......................................................................10
Selection...................................................................................................................................11
Assessment Planning for the Specified Position..................................................................11
Panel Interview Questions for Specified Position................................................................12
Conclusion................................................................................................................................14
References and Bibliography...................................................................................................15

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Introduction
The report is based on the creation of a developmental process that can help to create
a strong and proper recruitment process in a strategic manner. The assignment has used the
example of Ozstyle4U, an Australian designer fashion retail stores operator, with its base in
Queensland. The company has over 10 different retail stores across the island nation and
engages more than 150 different people in roles of part time as well as full time employment
process. The company is currently planning to expand its stores across the country in a more
aggressive and prompt manner with the first one being started in Tasmania. According to,
Alansaari, Yusoff & Ismail, (2019) the development of a key expansion process is important
for the future success of the enterprise and can also help in the development of a sustainable
business process.
The development of the organizational expansion process will include the
development of a strong HR recruitment policy in order to fulfil the vacancies of the
upcoming stores. The overall strategic recruitment process and the development of the
business organization for the creation of a strong and organized process is crucial to the
development of the business. The most important and game changing factor in the
development of the new stores of the company will be the selection of an efficient way of
recruitment and also the selection of the most capable and skilful workers (Bourne, Parker,
Terry & Free, 2019). The Human Resource Manager has thus the responsibility to develop
and implement the strong HR recruitment policies to attract the most talented individuals in
the organization.
The company that will be detailed out here is named “OzStyle4U”. The company is
an Australian enterprise with the base of the operations lying in Queensland. The
development of the strong strategy for recruitment and the application of different kinds of

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the business themed attributes are an important part in the development of a recruitment plan.
The management of the company can only succeed in market success, once it is able to select
the best candidates from the market. The new store will have a number of vacancies, but the
very first vacancy that needs to be filled up incudes the vacant position of the store manager.
The store will be based in Hobart, Tasmania. The selection of Hobart is important as because
Hobart is one of the leading centres of Australian business economy and operating a store
here naturally presents a strong competitive advantage for the store in comparison to other
similar businesses.
Pre-Recruitment
Business Strategy for OzStyle4U
Strategy is one of the most important elements of each and every business units and
enterprises. The presence of a strong and well planned strategy is key to its success in the
highly competitive modern day business market. The Human Resource Manager is the sole
person who will have to formulate a new and innovative strategy that can be helpful for the
creation of a new recruitment policy (Doverspike, Flores & VanderLeest, 2019). The major
theme of the pre-recruitment strategy will gain power from the identification and
implementation of the most important aspects. The HR manager has to ensure the presence of
creative, analytical and other organizational skills in order to select the best talents. The use
of the strategic marketing skills is also necessary in the case of OzStyle4U to identify better
and creative persons who are experts in handling new stores effectively. A strong budget,
thinking in a broad manner, increasing the speed of the recruitment can be especially
important in the case of the Australian designer fashion outlet as described here.
The strategies as developed by the business organization in consultation with the HR
manager must be able to suit itself to the different needs of the management of the new store.

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The major strategy of the business must be aimed at the development of a new and better
business process of the development of the new strategy. The below table has highlighted the
strategy in a much detailed and organized structure.
Business strategy Priority
(P = primary;
S = secondary;
NA = not
applicable)
General staffing implications
Cost leadership S-Secondary
Priority
Leadership is one of the most important
aspect of the business enterprise. In addition
to it cost leadership is the most important
among all the other leadership principles as
it has a strong impact on the development of
the different kinds of the business
operations. The HR Manager has to
undertake specific solutions in order to
reduce the cost and develop new strategies
that can help in the development of the new
strategies
Differentiation (quality) P-Secondary
priority
Quality is another major area that needs to
be considered by the management of
OzStyle4U. However Quality is the second
priority of the business as because it first has
to develop itself into a good business outlet
and then concentrate on the quality.
Growth P-Primary Priority Growth is the most important element in the
business and it is the primary aim of the HR
manager to ensure a stable growth for the
retail designer stores. The development of
the retail design stores in line with the
growth policy is important for the business
success
Specialisation NA-Not Applicable The specialization is not applicable for this
particular strategy for the development
Job Requirements Matrix for Specified Position
The selection of the job requirements portal and the choice of the different business
processes is quite important for the management of the business enterprise to ensure business
success. The different aspects of Human Resource generally forms an important part of the
business organization. The management of the business has to evaluate the total HR process
and develop the required strategy for recruiting the best talents in the new store of Tasmania.
The competitive nature of the organization will need the management of OzStyle4U to be
highly skilled and developed. The proper and analytical planning for HR staffing is crucial in

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the case of the recruitment of new individuals. The management of the company in
consultation with the HR management has to arrange for the best talent in the organization to
achieve the major aims of the business (Hurrell, 2016). The finding of the right person and
the effectiveness of the selection process is important for specifically stating the requirements
of the job. The major perspectives of the specified position are namely, Behaviours of the
people, transparency of the managers, accountability of the managers and the development of
the business initiatives is crucial for professional business development.
The particular point will be to specify the position of the job and the recruitment
strategy of the business (Hurrell, 2016). A number of different specific parameters exist
within the business organization that help to manage the development strategy. The number
of specifications that needs to be determined in the election of the best people for the new
store are as follows;
a. Importance of duty to the person
b. Duty based competency
c. Importance of performance
d. Performance of key attributes
e. Time maintenance
There are different kinds of factors that critically contribute to the construction of the
recruitment matrix. The different factors are Self-leadership style, ambiguity comfortable,
adaptive nature, some of the major influencers and many more as such. The best success
indicator can be explained in a detailed table format (Shenoy & Aithal, 2018). The table
below shows a better picture of the total job requirements process;

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Job specification Person specification
Duty Tasks Importanc
e of duty
(%)
Time
spent on
duty (%)
KSAO/
Competency
Importance of
KSAO/Competency
to performance
(1 = Low, 10 =
High;
E = essential, D =
Desirable)
Manager of
Operations
Management of a
highly efficient
cost leadership
and smooth
business
operations
Huge
importance
of duty as
operation
manager is
responsible
for 90% of
the
business
operations
The
operations
manager
must spend
at least
70% of his
time in
duty as the
rest 30%
can be
managed
by the
executive
sin the
operations
department
The competency
levels can be only
assessed after
judging the
performance of
the newly
appointed
operations
manager for the
Hobart Store
High competency
which makes the
value equal to 10. A
highly competent
operations manager
is key to the success
of the organization
in the business
The above table clearly depicts the importance of the presence of an operations
manager in OzStyle4U. The presence of a competetent business manager can make the store
one of the best in Australia and can help in the development of the growth process in the most
elementary manner. The newly selected managers must have the capability to evaluate the

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main tasks that must be present for a better operations. It is the tasks of the job requirement
matrix (Trondal, Murdoch & Geys, 2018). The role that the requirement matrix for the job
offers helps the management to gain the most important attributes in the organization.
Employment Value Proposition
Employee value is in all means the most important consideration for a modern day
business house. The management of OzStyle4U is no different as employees are considered
to be the greatest assets of the company and the value of the employee benefits are provided
to the organization by means of a strong value proposition. The experience of the
management of the company in treating the employees is one of the most important
necessities off the business. The value proposition amongst the employees has come out a
long way and developed into much important and complex processes that helps the
management to gain success (Weaver, 2017).The management of the designer fashion store
has to create and then apply a strong employee value proposition that helps them to make the
value proposition much easier in nature.
The HR department of the retail designing company has planned to implement a
number of different organizational based recruitment strategies which are able to highlight
the vision and mission of the management and also focus on the recruitment of the best
talents from the business market. The management of the Human Resources has to put their
main focus on increasing the attractiveness of the position and represent a better employment
commitment and proper savings schemes. The selection and development of a better and
effective strategy can make it easier for the management of the business organization to
deliver the best results and secure the employee based perspectives. The target of the
management of the business will be to create a much better and strong bond of talent pool
and develop these talents into much more professionally capable people. The management of
the EVP in a proper and strategic manner will help reduce the attrition rate among the

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employees and helps in the increase of productivity. The table below has presented out the
detailed Value Positioning matrix for the management of OzStyle4U;
Item Focus
(Job-related/
Organisation-
related/
Person-related)
Type
(Intrinsic/
Extrinsic)
Organisation
contribution
Employee
contribution
To which
applicants might it
appeal
1 Internal based
control of the
business
Intrinsic Internal Based
control forms at
least 50% of the
total contribution
60% Employees liking
internal based
controlling of the
management
2 Brand Value of
the employer
Intrinsic Only 50% of the
value proposition
matrix
50% Brand value
selective people
3 Engagement with
the employees
Extrinsic Needs to be
100% to engage
with the
employees
NA Complete
employee with a
special focus to the
development of an
overall strategy
4 Brands(Employer) Corporate brands
form 100% of
the Value
proposition
matrix
90% Management
loving people.
People who love
the tag of being
close to the
management

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5 Recruitment Extrinsic Recruitment
form 100% of
the Value
proposition
matrix
NA All the employees
who are the
potential
candidates for the
post
6 HRM Strategy Intrinsic HRM form
100% of the
Value
proposition
matrix
70% Expert
/Experienced
employees
7 Corporate Brands Intrinsic Corporate
Brands form
100% of the
Value
proposition
matrix
40% Corporate brand
loving people.
People who love
the tag of being a
corporate
Recruitment
Sourcing effective analysis
The sourcing of effective analysis can help the management of OzStyle4U to develop
better strategies and address different issues in the most efficient manner. The sourcing of the
efficient analysis for the company is based on a number of different parameters of the
potential employees for the organization and their capabilities. Some of the major capabilities
in these regards are provided below in the table. This includes the;
Source Type of
applicant
Average speed Cost per hire Expected applicant
quality
Advertisement
in Social Media
Active
Applicants
Fast Low High
Advertisement Passive Medium Medium Medium

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in newspapers
and other dailies
Applicants
Portal of the
employers
Active
Applicants
Medium Medium Medium
Consultancy
with the third
parties
Passive
Applicants
Medium High Low
Recruitment
directly
Active
Applicants
Fast High Medium
Recruitment Communication/Advertisement
The recruitment communication planning of the business organization for their new
store has been presented below in the table;
Recruitment communication planning
The management of the business organization can follow up different styles and the
advertisement. The advertisement form a serious element of the business as it helps the
company to promote the business and develop the organization. The recruitment
advertisement must be presented via different sources in order to attract the most important
and attractive business talents. The management of the retail design company has selected
a number of different tools in order to advertise their recruitment needs for their new store
in Hobart, Tasmania located in Australia. Some of them are the source through social
media, advertisement source through newspapers and dailies, advertisement through third
party contacts, advertisement sources via employee portals and also through the selection
of direct employment procedures. The above posted table has presented a detailed
discussion of the total process and has been able to deliver the importance and cost features
of the advertisement procedures followed by the management of OzStyle4U.

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Selection
Assessment Planning for the Specified Position
The assessment planning of the business clarifies the planning of the management of
the business to gain specific aims and accordingly achieve the objectives of the business
organization. The planning of the assessment is helpful for the management of the business to
gain the structure of the HRM of the company. The gaining of the transparent structure of the
Human Resource Management is quite important for the business to attract the potential
candidates and also form a database of the pool of the most talented candidates. The
assessment of the business recruitment plan is highly important for the management of the
organization to boost up the talents and confidence levels of the talented ones and make the
unskilled and untalented ones to develop themselves in such a manner that can help them to
turn into tough ones once the recruitment process for other stores of the organization starts in
the future. The planning of an assessment is important for the creation of the planning,
organization, development of the business strategy and most importantly to develop the
innovative and selective efforts in order to gain recognition for the management. The
presentation of a table depicting the importance of the assessment planning can help to make
the selection process much easier. The table has been presented below;
Characteristic
(Selection Criteria)
Importance of
characteristic to
job performance
Select (S)
Train (T)
‘Predictor 1’* ‘Predictor 2’* Panel
Interview
Primary process of
interview
Essential
process-1
Train the
individual
Hurdle Compensatory Interview
process
Selection test and other
tests
Essential
Process-1
Selection
of the
individual
Compensatory Compensatory Segmentation
process
Interview related to
selection
Essential
process-1
Selection
of the
individual
Compensatory Compensatory Interview
process
Selection after checking
details
Essential
process-1
Training
Process
leading to
final
selection
Compensatory Compensatory Interview
process
Final Decision to select Essential Training Compensatory Compensatory Segmentation