Analysis of Recruitment in Leadership, Management, and Business: Aldi

This report examines recruitment as a contemporary issue within the fields of leadership, management, and business, focusing on Aldi as a case study. It analyzes the challenges of talent sourcing, the importance of candidate engagement, and the role of leadership in the recruitment process. The report evaluates the impact of these contemporary issues on organizations, highlighting both positive outcomes like improved productivity and negative consequences such as low productivity and employee dissatisfaction. It also critically analyzes how stakeholder views influence business approaches, including the importance of brand image and employee empowerment. The report discusses the impact of factors like internal factors and external factors on recruitment and concludes by emphasizing the need for effective recruitment strategies to achieve organizational growth and success.

CONTEMPORARY ISSUE

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Critically analyse recruitment in the field of leadership, management and business..................3
Evaluate the impact of contemporary issue on the organizations................................................5
Critically analyse the impact stakeholder view have on approaches taken by businesses..........8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Recruitment is a process of sourcing, identifying, shortlisting, screening and interviewing
individual for the jobs. Recruitment is a contemporary issue. For human resources department it
is big issue to recruit the best candidate in the vacant place (Kanagavalli., Seethalakshmi, and
Sowdamini., 2019). Many organizations face this as a contemporary issue, because selecting best
candidate is not easy process. Aldi is a private company, it offers health, household, drinks, pet
care products, food, beauty as well as specialty products like DIY, clothing, home and garden,
motor & travel, electrical and sports & outdoors products. Although company also sells their
product online to attract customer worldwide. Company’s mission statement is to constantly set
values for the food trading and further expand their market in ALDI north group. Aldi
competitive strategy is pricing, company offer good quality products at low price. This report
will analyse one contemporary issue that is Recruitment in the field of management, leadership
and business. Moreover, this report will also evaluate the impact of contemporary issue on the
company and then analyse the impact stakeholders’ views have on the approaches taken by the
company.
MAIN BODY
Critically analyse recruitment in the field of leadership, management and business
The process of recruitment is not an easy for organization. Business managers need to know
that the contemporary issues face by the human resources managers, so company utilize their
values to get best advantages. Contemporary issue in the recruitment is inefficient talent
sourcing; the potential candidate is there. But without efficient talent sourcing human resources
managers spend lot of time and efforts to find right candidate but get poor result. HR finds it
difficult to identify the high quality candidate and get their resumes and then contact
information. For this they can invest in the powerful sourcing technology it’s save their time as

well. Continuous candidate engagement is a key of success in reciting process. It is a process
where recruiter continually communicating with the right candidate. Company goals is to get
right candidate interested in the working for business organization and retain them engaged utile
right job chance come up (Gaikwad, and Vaishnav., 2020.). Appropriate candidates are regularly
contacted constantly by the recruiters of the organization as it creates it hard for the company in
order to discover the can read with is having with the required skills that are since various
opportunities. Organization must put more determinations in order to motivate the possible
candidates in accordance to make them select the company over competitors of an organization.
The management of organization tried to identify the suitable candidate in the group of
unqualified talent then there is less options left for the company. Experience candidate not only
important for company growth and success but also for company performance and productivity.
If Aldi choose right candidate at the right position, then it gives positive impact on management
and business but if they select the wrong candidate then it gives negative impact on them. The
way management treat their candidate in the process of recruitment so they will treat same after
they hired so people feel good about the company (Gomathy., and et.al., 2022). But always about
how many people are applying for the job, but the suitable method of hire and recruit necessary a
workforce is usually from the small element of skilled and qualified candidates. A recruiting
leader is managed team of the recruiters who are finding talented and potential candidates for the
organization available position. These leaders manage and create company recruitment strategies
to make sure they select best candidate who align with the organization culture and values. This
is problem face by every company to select right candidate for the vacant job profile. Company
can use KPI to find out employees are work in the proper manner or nor. Such key performance
Indicators help company to know performance of the employees and then take corrective action
if they not satisfy by the performance. Business arranges workshops, training section which
motivate employee to work in effective manner.
Leadership also play an important role in recruitment process they have clear objective
and goals, motivate and inspire their employees and they support their team members. So theses
can create a positive work culture where people want to join company (Gandolfi, and Stone.,
2018). In Covid - 19 many companies give assess to do work from their home that is work from
home but after the situation is stable employee are not ready to come office, they want
permanent work prom home. Performance management, training & development and recruitment

and selection are Human resources activities that support company strategies. Aldi company
strategy is they want that every employee of the company has rewarding career, with various
opportunities to develop and grow, whether they work in the distribution centres, management
team or in stores. Company expects that their people to be hard -working, take ownership of
responsibilities and committed. In return company offer salaries that is above the industry. The
recruitment activity helps this by make sure the right individuals are hired at right time. Quality,
services and productivity are the three things that Aldi focuses, so the Human recourses
managers’ ability to select and attract with right skills, attitude and knowledge is vital. Company
manager have a responsibility to motivate and develop employees, improvement programs and
reward system and performance.
The main aim of recruitment is to find out the existing and the future needs of company
would be. It helps get candidate in company without increasing cost buy the business. New talent
can give good impact on the company growth and success. Advertisement of job descriptions
helps in finding suitable candidate for the positions. Recruitment also create problem in the
management because if company recruit new candidate, then they focus on their training which
may incurred a cost. Which may result in high staff turnover. By recruitment company also get
fresh talented employees which may give mode advantages from the existing ones. In this
process company bear advertisement cost, interview cost and lots of time to select a candidate
(Ahmed, and Ahmed., 2019.). So this is a contemporary issue because recruitment need cost but
by this company may get new talented employee where as if company retain their existing
employees then they save training and recruitment process cost. In working culture employees
feel motivated and do they work with their full potential and give their 100 % in work. Hiring
managers are focus on the recruiting activity expected to attract the potential candidate for job.
This activity includes collage hiring fairs, traditional newspaper advertisement, vocational and
technical events and the internal efforts. Hiring managers always focuses on the current needs
and the future needs of hiring. Managers are responsible to select best candidate for the right job.
Instance of focusing on the traditional newspaper advertisement and college hiring fairs is
suitable for the entry level position within the organization. If company want to hire level, then
they will require experience candidate and accordingly to their past performance company take
decision.

Evaluate the impact of contemporary issue on the organizations
Recruiting is a positive process of finding, interviewing and hiring of employees for job.
When the large number of people apply for the job position then there will be high opportunities
and chance to hire best and right candidate. Recruitment is connecting activity that connect
individuals who are having work and those who are now looking for job. Recruitment process
have some importance such as it increases productivity, good morale, better pay and lower
labour turnover. This encourage many people to apply for the employment, which is positive
process. This process assist company in the evaluating the future and present staffing
requirements. This approach is very effective in encouraging success percentage of company
selecting process. In this the managers analyses all job applications to reduce the frequency of
unskilled, exaggerating and unqualified candidate (Bakhashwain, and Javed., 2021). Only
qualified and skilled employee’s applicants are progress to next step of the recruitment process.
As there are numerous framework that will have impact on the global functions of the
organization and it will need to essential or key situation in the company.
Recruitment gives positive impact on the organization because this they get new and fresh
talent employees. Company makes sure that the right people is selected for the right position.
This also give positive impact on company because recruitment improves credibility of the
business. Aldi Company have good brand image so they get good candidate with great skills and
education. Because many individuals want to work with the company. Aldi company culture is
based on the empowering their employees to achieve things and always improve individuals as
well as a team. There is good working culture they work in a systematic manner, and the
Company leaders are always focus on the teamwork and effective communication. Hiring
managers must focuses on the recurring activities and aimed to get right candidate for job. This
also affect the planned management; this begins with the identifying the requirement of company
as they relate to future and current labour or employee’s demand. For this task it need ability to
find various roles and jobs needed within the company to meet future and current objective
related to growth and production. Speakers with leadership personnel within an organization
according to lever. These roles identified, concise and clear job description and obligation can
make sure that the recruitment remains efficient and effectiveness.
Recruitment gives both positive as well as negative impact on the company. The proper
recruitment management have great impact on company image and performance (Bhosle., 2020).

If organization recruit qualified candidates, then they more likely to achieve productivity and
have positive impact on the outcomes of the business such as improve financial performance etc.
the negative impact is recruitment may result in low productivity, poor financial performance
and employee dissatisfaction. Factors like preferential treatment to certain candidates and
canvassing, improper recruitment practices and weak screening procures can result in hiring non-
qualified candidates. One of the important role of the recruitment is to bring in new and fresh
talent into a company. As the recruitment is performing with the manner of effective HR. The
utilisation of technology will need to save the section the organization that can be managed by
management for the professional and as well as personal use. In Aldi recruitment is conducted to
swap vacancies formed by employees who have left retired due to any reasons and other
corporation. Innovation and creativity are most important factors that are very critical in
development of company competitive advantages. Thus, it is unavoidable for the company that
want to improve their performance to hire suitable candidates with specific abilities and
qualifications (Abbasi, and et,al., 2022). A main advantage of proper selection decision is
enhancement of company effectiveness, validation of development and reward strategies, and
promotion of the successful leadership. But hiring new employees also create a problem because
when a company hirer new candidate then they have to trained them first that is how to work and
give them proper training related to the work. If they do not like the work they may left or not do
work in proper manner which give negative impact on the company. Effective recruitment can
Upkeep Company to achieve quickly levels of growth and success. Streamlined, recruitment
process carries higher quality and more engaged hires give a competitive advantage that impacts
on the company performance.
There are many factors which affect recruitment such as internal factors and external
factors. Internal factors include recruitment policies (need, organizational objectives, policies on
reservation etc.), human resource planning, growth & expansion, size of company and cost
involve in the recruitment. External factors such as labour market, demand and supply, political-
legal –social environment, image of company, competitors and unemployment rate. The
important to success in the recruitment is an effective communication. Company can use social
media that is LinkedIn, and job description, treat candidate like they are customers etc. to know
more about them. The requirement is a fundamental issue of hiring potential and new workers or
employee in the business and it will lead to grow some barriers and as well as issues and

problems at the time of recruiting an individual who are talented to maintain the task in the
organization management (Hamza., and et.al., 2021). The respective management of the Aldi is
to managing important term at the immediate levels that can be overcome global situation of
issues regarding recruitment and it will lead to effective flow of work in the company.
Recruitment can give positive as well as negative impact on the business organization. If
company choose right candidate at the right time, then it gives positive impact on the
performance of the company. If the company fail to select right candidate on time, then it gives
negative impact and may leads as low productivity of the company.
Critically analyse the impact stakeholder view have on approaches taken by businesses
Stakeholders are groups, individuals or organizations directly involve or indirectly affected
by the project, services, products, enterprise (Wikhamn., 2019). Stakeholder of companies is
shareholders, customers, employees, local communities, etc. If business grow and get more and
more success than shareholders get more benefits and can get more profits share. Shareholders is
a person, institute or a company that own shares in the company stock. Thus, they provide or
invest funds in an organization to generate profits. They play an important role in organization,
and they get voting rights in general meetings. The stakeholders are anyone who has interest in
outcome of recruitment. There might be great impact by choice of the candidate, or have
influence on future of organization. When they engage at outset of search, they have potential to
give impact on direction that task, this also helps to create productive & accountability
relationship and trust moving forward. Managers ask their stakeholders what quality they would
like to see in successful candidate. In others words what indicators of the success they look for
after joining that candidate on the job profile. This is key time in recruitment process to
discourse competing interest or the different priorities to make sure that everyone prospects can
be addressed and acknowledged.
The primary stakeholders for recruitment are line manager, recruiter and candidate. The
secondary stakeholders include HR, senior management, directors, key customers, senior team
members etc. successful recruitment trust on concise and consistent communication, decisive
action and speed of all stakeholders (Pedrini, and Ferri., 2018). Line manager’s activity take part
on recruitment process they are more focused on recruiting right candidate for the job. Coaching,
mentoring and training new employees to get up their speed at the workplace. Line managers
plan the objective, tasks and goals of their department and then communicating this to their

employees. Line managers manage staff members and evaluate and oversee employee
contribution, development and performance. Hiring a candidate is a very important decision
because employees affect the performance of the company. Recruiter are expert in identifying,
screening and inviting applications for the open position. They own the entire talent attainment
from end to end. This includes job opening, interviewing candidates, reviewing resume, and they
work with senior or hiring managers to identify the right fit. HR recruiter are plays an important
role in recruitment process such as follows:
 Partnering with the hiring managers to find staffing needs
 Performance reference and then checks background of candidate
 Screening resumes
 Making some recommendations to the company hiring managers
 Phone interviews with the candidates
 Administering suitable company assessments
 Coordinate interview with hiring managers
 Communicating employer benefits and information during the screening process
 Fill open position by the right candidates and meet organization workforce goals and
needs.
Recruitment process includes some steps such as identify the vacancy because someone leave
their job. Then carry out job analysis, when a job becomes available in company it become
important that the skills and tasks required for position are identified. And this is also known as
job analysis. Job analysis is very important as it used to find whether a vacant place needs to
filled or the duties and task can be redistributed to the other employees. Create job description it
is document that contain responsibility and duties of the job. Job description contains
information such as; duties, working hours, pay, conditions of the work and location etc. Then
create personal specification it is a documentation that contain qualification and skills needed to
do job. Advertise the job then company advertise to get more application so they will easily
select best candidate for the job position. Get application and CV of the candidates. The
company collect application forms which contain their personal information such as their skills,
qualifications, experience and personal details. Then managers shortlist these applications and, in
this step they reject the unskilled and unqualified candidates. Then recruiter hold interviews that
is one to one then panel interview and then telephone interview by this recruiter identify

personality of the candidate and have chance to ask questions. Testing provides extra information
about the candidate, company use aptitude tests, psychometric tests, personality tests,
intelligence tests, physical and medical ability (Freeman, Harrison, and Zyglidopoulos., 2018).
CONCLUSION
From the above report it has been conclude that recruitment is an important process for
every organization. Recruitment is a contemporary issue because it has both positive and
negative impact in the organization. If recruitment done in a proper manner, then company get
more success and grow their business. Effective selection and recruiting lead to better
organizational result. It improves productivity and increase profits for the company. Recruitment
is a positive process whereas selection is a negative process. Recruitment helps company to
divide applications into different categories that is under qualified and the over qualified. The
above report discusses the recruitment in the field of management, business and leadership.
Moreover, this report also includes the impact of recruitment on an organization that is positive
as well as negative. Furthermore, the above report analysis the impact on stakeholder views has
on approaches taken by the operation. Here, stakeholders include shareholders, customers,
employee and suppliers etc.

REFERENCES
Books and Journals
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Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.
Bakhashwain, S.A. and Javed, U., 2021. The impact of recruitment and selection practices on
employee performance. PalArch's Journal of Archaeology of Egypt/Egyptology. 18(14).
pp.251-260.
Bhosle, N.S., 2020. IMPACT OF RECRUITMENT AND SELECTION STRATEGY ON
EMPLOYEES’PERFORMANCE. Advance and Innovative Research. p.248.
Freeman, R.E., Harrison, J.S. and Zyglidopoulos, S., 2018. Stakeholder theory: Concepts and
strategies. Cambridge University Press.
Gaikwad, S.P. and Vaishnav, V.B., 2020. Stages in Recruitment and its Importance: A Study.
Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership. Journal of
Management Research. 18(4). pp.261-269.
Gomathy, C.K., and et.al., 2022. A STUDY ON UNIFIED RECRUITMENT AND
REJUVENATING.
Hamza, P.A., and et.al., 2021. Recruitment and selection: The relationship between recruitment
and selection with organizational performance. International Journal of Engineering,
Business and Management. 5(3). pp.1-13.
Kanagavalli, G., Seethalakshmi, R. and Sowdamini, T., 2019. A systematic review of literature
on recruitment and selection process. Humanities & Social Sciences Reviews. 7(2).
pp.01-09.
Pedrini, M. and Ferri, L.M., 2018. Stakeholder management: a systematic literature
review. Corporate Governance: The International Journal of Business in Society. 19(1).
pp.44-59.
Wikhamn, W., 2019. Innovation, sustainable HRM and customer satisfaction. International
Journal of Hospitality Management. 76. pp.102-110.