HRES2202: Recruitment and Selection Strategy Report for ABC Company

This report addresses the recruitment and selection challenges faced by ABC Company, a food and products retailer experiencing rapid expansion and struggling with employee engagement and unfair hiring practices. The report analyzes the current issues, including a lack of a defined recruitment strategy, perceptions of nepotism, and complaints of discrimination. It proposes a comprehensive strategy that includes educating the management team, developing a recruitment and selection strategy aligned with the company's values, and addressing the specific requirements for a customer service supervisor position. The report outlines methods for developing the applicant pool, screening candidates, and conducting interviews, including recommended interview questions and a decision-making model. Finally, it suggests techniques for evaluating the effectiveness of the recruitment and selection process, such as using hiring analytics and measuring the cost per hire. The report emphasizes the importance of legal compliance and fairness in the hiring process to improve the company's brand image and competitiveness.

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Title: Manage recruitment selection
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Table of Contents
Introduction......................................................................................................................................2
Recruitment and Selection Issues....................................................................................................2
Educating the Management Team...................................................................................................3
Recruitment and Selection Strategy.................................................................................................4
For the company..........................................................................................................................4
For the vacant position.................................................................................................................5
Developing the applicant pool.....................................................................................................6
Screening the applicant pool........................................................................................................6
Reviewing and selecting job applicants.......................................................................................7
Evaluations..................................................................................................................................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................11

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Introduction
ABC proves to be a healthy food and products company that has stores in Alberta with
more than 200 employees. Within three years the company has been able to expand radically and
from one store in Calgary, the authorities have managed to create five stores across the province.
Based on customer service, the company is facing a tough competitive market. The company
requires a customer service supervisor as the previous employee resigned without any proper
notice. Employees perceive the hiring practices as completely unfair and based on nepotism.
Jobs are not posted properly and management always has a hard time finding employees. The
interviews have become more of a formality in the company. Candidates have also made
complaints about discrimination and the company’s reputation has been suffering ever since.
Recruitment and Selection Issues
In the organization, there is no clearly defined recruitment and selection strategy. The
business has been extremely busy and employees in the senior management team cannot find the
necessary hours required to work on a human resource plan as directed by the human resources
manager. The surveys conducted during employee engagement clearly showed that the hiring
practices are perceived as extremely unfair and friends along with family members gain
preferences. The employee engagement levels in the domains of hiring practices are extremely
lower as well. Jobs do not get posted and management undergoes a difficult time finding a
credible candidate. Interviews have also grown into a formality. The reputation of the
organization is suffering and external candidates complained about discrimination. Though
formal human rights complaints have not arrived, such situations can lead to devastating effects
for ABC. Without a fresh pool of talent and potential candidates, the company will not be able to

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gain the right amount of competitive boost required in the market (Wilson, 2015). Not only will
the company fail to expand, but it will have issues, maintaining what it already possesses
(Werner, Anderson & Nimon, 2019). Human rights violations can also lead to legal issues and
other liabilities because equal work opportunity must be provided to all the employees. The
company will also gain a bad reputation in the eyes of the government leading to massive fines
and penalties (Werner, 2014).
Educating the Management Team
The current recruitment and selection practices must be improved to a great extent and
this is why the management team must be educated. In the PowerPoint presentation, the current
recruitment and selection strategies will be identified and the possible flaws existing within them
must also be highlighted to a great extent. The exact reasons that are actually leading towards
failure must be distinctive enough and the various ways in which these practices can be altered
must be discussed as well (Rowlinson, 2013). The results that must be achieved in this situation
proves to be quite clear because ABC has to redesign its recruitment and selection strategy in
order to improve brand image and take part in the highly competitive market as well. All kinds of
success depend upon customer relations and handling capability and this is the reason why the
recruitment and selection strategies must be altered in order to fit the new requirements. The
recruitment and selection strategies must focus on culture and it must keep track of a candidate's
information as well. It should ensure the highest forms of objectivity, privacy, and security while
selecting candidates (Aguinis & Bradley, 2015). The primary goals depend upon optimizing the
recruitment funnel adequately. There will be some resistance as the employees in the
organization are already busy with other domains. The primary goals and the objectives must be
highlighted while addressing resistance and it would be easy to include rewards and other

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compensations so that the highest amounts of confidence and motivation arrives at the forefront
(Petrovic & Petrovic, 2015).
Recruitment and Selection Strategy
For the company
ABC wishes to be the number one retailer of wholesome products and food in Canada. It
wishes to help customers lead a healthy lifestyle by enjoying nourishing products and food.
Some of the core values are customer service, teamwork, growth and community, and safety.
The core competencies include quick growth, radial expansion, a leading and emerging brands
and the various strategies employed to differentiate the company based on customer service.
Being a potential candidate, I would identify the brand as an emerging one, that is in need of a
well-articulated talent pool from which agile and multitasking employees must arrive in order to
serve the needs and the requirements of the company. Employee engagement scores are quite
lower and this is the reason why better forms of interactions and communications must be
developed in order to improve hiring practices. The human resource department must find time
from their busy schedules in order to design workforce planning and the various strategies
required for recruitment and selection (Kuznetsov, 2018). The existing gaps, loopholes, and
inconsistencies must be identified for recovery purposes. There have been no reports of human
rights violations, but the authorities must change the recruitment and selection strategies in order
to avoid this discrimination and a lawyer can also be hired for guidance.
For the vacant position
The objective of the position is quite clear as the employee is expected to report to the
store manager and lead the customer service team that includes customer service representatives
and cashiers. The supervisor has to hire, coach and train the team for excellent customer service.

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Objectives in sales must also be completed in a distinctive manner (Klag & Langley, 2014). The
human resource department along with resource manager should be involved in the recruitment.
For the purposes of selection, the human resource manager can suffice extensively. The budget
can be set at $4000 and it would be needed for various advertisement and processing sessions.
As there is an urgency, the authority in the organization must have a list of candidates within the
first week and the ideal choice within the next seven days as milestones. The candidates must be
extremely experienced when it comes to customer relationship management and they must
possess adequate leadership capabilities as well (D., Ngirande & M.P., 2016). A high school
diploma and five years of experience in a retail store is necessary. The sales targets, brand image,
and employee engagement levels can be used as objective and subjective measures while
evaluating job performance. With the help of a lawyer and by abandoning the practices of
nepotism this search can be legally defensible, free from bias and fair at the same time as well.
Developing the applicant pool
The state of the labor market proves to be promising enough as the number of high school
graduates are increasing steadily and most of them have the necessary skills required. The
company can also look for internal recruitment if any employee is potent enough to fill the
position (Baran & Kłos, 2014). If I had been a suitable candidate for this role then I would look
on the platforms of social media and various job portals for an emerging company that is in need
of well-defined skills and competencies. Companies that are actually expanding for the last
couple of years would be the target.
Recruitment
Method
Description Cost
Video The availability of effective technology can be used in conducting $50

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Interviewing interviews through videos. This will help the organization to hire
people in a very cost-effective and time-saving way. The main
expense will be incurred on a strong internet connection.
Social Media The platform of social media is an effective medium to recruit
employee. Also, 86% of the people on social media are looking for
jobs. Along with this, it is an effective approach that will help in
building the brand image. The main expense will be incurred in
advertising the job position.
$100
Screening the applicant pool
The screening methods that can be made use of include resume screening, applicant
tracking systems and checking online for resources and information. While screening I will try to
look for information that can actually determine the potency levels of the candidate. Flaws and
inconsistencies must also be highlighted in the screening procedure.
Reviewing and selecting job applicants
I would recommend a personality test, talent assessment test, emotional intelligence test,
and a drug test as well. The five questions that I prefer to ask candidates over a telephone screen
are:
 Where did you hear about the company?
 What do you understand about the responsibilities that must be fulfilled in a customer
service supervisor role?
 Where do you see yourself in five years?
 How will you deal with employee resistance and a bad reputation?

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 What can you do to improve the brand reputation of the company?
I would prefer to recommend a structured interview also known as a panel interview where
there will be several interviewers asking organized questions. The five interview questions will
include:
 What do you know about ABC Company?
 Why do you consider yourself fit for this position?
 What are your greatest professional strengths and weaknesses?
 How do you prefer to deal with conflict, tension, and emotional issues?
 How would you deal with a difficult employee working under your supervision?
These interview questions will clearly tell me the manners in which the employees are potent
enough when it comes to dealing with various issues and the possible areas where there can be a
lack of skills, qualifications and management levels.
The reference check questions can include:
 Why did you leave your previous job and what responsibilities did you have there?
 Could you get along with your coworkers and managers in the previous job?
 Did you get into conflict in the previous organization?
 What were your most memorable achievements while working for the previous
employer?
 Can you confirm are starting and ending employment dates in your previous company?
The decision-making model which should be utilized in the recruitment and selection process
is the retrospective decision model, which is also known as an implicit favorite model. In the
organization ABC, this decision-making model will help in analyzing the different candidate,

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according to the organizational objectives and also the different answers given by the candidates
in the recruitment and selection process.
Evaluations
The three techniques that can be used for evaluating the effectiveness of the recruitment and
selection process are –
 The utilization of hiring analytics, which can help in identifying the most productive
sources for the organization (Philip, 2018).
 The technique of measuring the total cost per hire. Through this, the organization will be
able to measure the amount the organization is spending at each stage of recruitment and
can measure the effectiveness according to this metric.
 The technique of measuring the quality of each hired candidate. This practice helps in
measuring the effectiveness even after the recruitment process is over and the candidate
has joined the organization (Park, 2015).
Conclusion
ABC is in a very tough position due to the growing competitive nature in the market and
if the best recruitment and selection strategies are not incorporated then high grounds of issues
will arrive. The company will fail in the competition and all the five stores around the province
will have difficulty when it comes to maintenance and management. Competition only depends
on establishing better customer relationships and providing high grounds of support as well. The
recruitment and selection strategies must focus on improving the brand image of the company or
this situation can lead to financial troubles sooner or later. If a human rights violation lawsuit
arrives at the forefront then the company will be in debts and a financial turmoil as well.

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References
Aguinis, H., & Bradley, K. (2015). The secret sauce for organizational success. Organizational
Dynamics, 44(3), 161-168.
Baran, M., & Kłos, M. (2014). Managing an intergenerational workforce as a factor of company
competitiveness. Journal Of International Studies, 7(1), 94-101.
D., M., Ngirande, H., & M.P., R. (2016). Human resource practices as determinants of
employees’ intention to leave: a study from a selected South African
institution. Investment Management And Financial Innovations, 13(3), 403-409.
Klag, M., & Langley, A. (2014). Critical junctures in strategic planning: Understanding failure to
enable success. Organizational Dynamics, 43(4), 274-283.
Kuznetsov, A. (2018). The methodology of human resource management in the context of the
resource theory of the firm. Business Strategies, (6), 43-47.
Park, S. (2015). Handbook of Human Resource Development. Human Resource Development
Quarterly, 27(1), 151-154.
Petrovic, J., & Petrovic, P. (2015). Resource management: Hotel Zira human resource
management department analysis. Turisticko Poslovanje, (16), 43-52.
Philip, R. (2018). The Next Generation of Workers - Agency in Shaping Their Own Career
Futures -. Journal Of Human Resource Management Research, 25(5), 1-15.
Rowlinson, M. (2013). Management & Organizational History: the continuing historic
turn. Management & Organizational History, 8(4), 327-328.

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Werner, J. (2014). Human Resource Development ≠ Human Resource Management: So What Is
It?. Human Resource Development Quarterly, 25(2), 127-139.
Werner, J., Anderson, V., & Nimon, K. (2019). Human Resource Development Quarterly and
human resource development: Past, present, and future. Human Resource Development
Quarterly, 30(1), 9-15.
Wilson, J. (2015). The Routledge Companion to Human Resource Development. Human
Resource Development Quarterly, 27(1), 155-161.