Evaluating Recruitment and Selection Procedures at BreadTalk Group

This report examines the impact of recruitment and selection practices at BreadTalk Group Limited, a multinational food and beverage company. The report begins with a literature review, exploring the concepts of recruitment and selection, and their significance in attracting qualified candidates. It discusses the differences between recruitment and selection, highlighting their roles in ensuring the organization has a pool of experienced and qualified workers. The report then delves into the discussion section, analyzing how effective recruitment procedures benefit the organization by improving employee engagement, retention, and job performance. It identifies that the company's recruitment and selection process is monitored by the senior authorizes and the management team. The report also outlines the research methods used, including the types of research methods. The report emphasizes the importance of considering employee's strengths and weaknesses during the recruitment process. It also highlights the need for companies to maintain a low employee turnover rate and the negative effects of bad recruitment and selection procedures on the company's reputation and financial outcomes. Finally, the report concludes by summarizing the key findings and implications of the recruitment and selection process at BreadTalk.

Running head: MANAGEMENT THEORY AND PRACTICE
Management Theory and Practice
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Table of Contents
Literature Review.......................................................................................................................2
Introduction............................................................................................................................2
Discussion..............................................................................................................................4
Research Methods....................................................................................................................13
Introduction..........................................................................................................................13
Types of research methods...................................................................................................15
Conclusion................................................................................................................................18
References................................................................................................................................20

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Literature Review
Introduction
Founded in the year 2000, BreadTalk Group Limited is a multinational food and
beverage company, which is headquartered at Paya Lebar, Singapore. It is established as a
bakery brand and has expanded to one thousand retail stores, which is spread all across
seventeen territories. The brand portfolio consists of Toast Box, Bread Talk, Din Tai Fung,
Food Republic, Bread Society, The Icing Room, RamenPlay, Thye Moh Chan and Carl’s Jr at
China. Moreover, the group has the network of bakery outlets at PRC, Malaysia, Thailand,
Singapore and Hong Kong. In addition to this, the company has franchised outlets of bakery
all across the Middle East and Asia (Breadtalk.com.sg 2018).
In the year 2018, the company is planning to expand their business and open their first
Din Tai Fung restaurant at London. The company’s Food Republic food courts at Singapore
are situated at various shopping malls like Suntec City, Vivocity, Wisma Atria and others.
Overseas, there are several food courts at Hong Kong, Taiwan, Thailand and People’s
Republic of China. In addition to this, the group operates through various concepts in order to
cater to a large number of target customers. The purpose of the research proposal is to
examine the impact of recruitment and selection in BreadTalk Group Limited.
According to Bryman and Bell (2015), recruitment is discovering the potential
candidates for anticipated or actual organizational vacancies. It can also be considered as an
act of bringing or linking together those with the job vacancy and with those seeking for
vacant job. The ideal effort of recruitment has the power to attract a large number of
applicants who are qualified and experienced in their respective fields. Moreover, the
organizations should also provide the candidates with adequate information, so that the

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unqualified ones can self-select themselves out of the job candidacy. In addition to this, a
good recruiting program should have the potential of grabbing the attention of qualified
applicants and not the unqualified ones. This can be done through efficient job explanation
and specification.
Recruitment and selection can be considered as two different phases of the overall
employment procedure; however there are certain differences between them. The first one is
the procedure of searching the candidates in order to fill in the vacant position. This is done
by stimulating them to send their applications for the vacant positions at organizations. The
main aim is to create collection and recruit talented employees in order to enhance the
selection of the best candidates. This is done by attracting the most prospective applicants to
apply for the vacant position in the organization. Moreover, the basic purpose of the selection
procedure is to select and recruit the right applicant, who can fill in the position of the
organization (Eisenhardt 1989).
In the words of Gerdtham and Nilsson (2018), the overall process of recruitment is
immediately followed by the procedure of selection, where the final decision makers and
interviewers make the correct decision as well as the official appointment of the candidate.
Voss, Tsikriktsis and Frohlich (2002) mentioned that recruitment and selection revolves
around ensuring that the qualified individuals are available to meet the needs and
requirements of the organization. However, it is important to mention here that ineffective
recruitment tends to prevent any chance for the selection of efficient candidates. At the time,
when recruitment falls short, the selection should proceed with a range of poorly experienced
or qualified candidates. In addition to this, he mentioned that the overall task of recruitment
helps in the generation of a sufficient range of candidates in order to ensure that there are
necessary requirements and skills for filling in the positions. Yin (2017) examined that

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recruitment is a positive procedure of generating the right candidates for the right position at
the organizations.
At BreadTalk Group Limited, the organizational leaders and managers analyze as well
as prioritize their employees as well as market needs in order to channel their resources more
effectively. They recruitment and selection procedure is carried out in an efficient manner,
within the organization, just to ensure that the company has a pool of experienced as well as
qualified workers. Moreover, positive relationship is managed through effective
communication as well as mutual understanding so that the expectations of the employees are
properly understood as well as communicated on both sides. In addition to this, the company
promotes transparency within the workplace (Campbell 1975).
The human resource managers of the company are being assigned with the
responsibility of recruiting and selecting the right candidate for the job. The overall
recruitment and selection procedure is strictly monitored by the senior authorizes and the
management team. Moreover, the franchise division also monitors the procedure in order to
ensure that the right employee is being recruited in the franchise markets. Moreover, the
organizational managers are responsible to conduct effective selection and recruitment
methods, which will benefit the organizations to a large extent (Walliman 2017).
Discussion
According to Armstrong and Taylor (2014), an effective recruitment procedure as
well as selection methods benefits the organizations in several ways. At BreadTalk Group
Limited, the organizational leaders believe that employee engagement, employee retention,
sustained job performances and lower turnover are the major advantages of some good
practices in the selection and recruitment procedures. All these benefits have a direct impact
over the BreadTalk Group’s bottom line. Moreover, it demonstrates how important the

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selection and recruitment process is for the organizational workforce as well as success of the
entire business. Moreover, BreadTalk Company believes that employee engagement can be
regarded to the motivation, commitment level and enthusiasm, which exhibit in the
performances of their job responsibilities.
At BreadTalk Company, the impact of the recruitment and selection procedure is
higher as the qualified applicants are able to directly impact the engagement of the
employees. In the selection process of BreadTalk Group, identifying the applicants is
immensely important as the company believes in hiring competent workers. The selection of
the applicants is done on the basis of their work history and their level of commitment
towards the organization. Sloman (2017) suggested that in-depth interviews are highly
important and are considered to be an ideal way of identifying the candidates, those are
enthusiastic regarding their qualifications.
In the words of Morden (2016), candidate interviews, specifically those who utilize
in-depth interviews and extensive questions throw light over the job performances,
competencies and skills of the applicants. It can be said that the recruitment procedure is not
exact science and moreover, it requires skillful interviewers to ask questions on the basis of
the job requirements. More specifically, BreadTalk Company should allow the candidates to
give their elicit responses regarding the strengths as well as weaknesses of the company.
Therefore, it will enable the organization to gain an understanding regarding the
competencies and in-competencies of the candidates, which in turn, will benefit the
organization to a huge extent.
Crawshaw, Budhwar and Davis (2017) opined that understanding the strengths and
areas of improvements of the employees is highly important in predicting the prospective
employees’ future performances. BreadTalk Group Limited also discusses about the

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employee retention and the recruiters look for the applicants who exhibit the desire of
committing to one company, for a reasonable period of time. On the basis of company’s
annual report, it is found that the organization has good recruitment and selection procedures
and the employees are loyal towards the company.
According to Jalloh, Habib and Turay (2016), it means that the employees as well as
employers of the company have a commitment towards their job, for more than just two
years. In addition to this, the company believes that employee retention is highly important
for the employers for good reasons, which are related to the training as well as hiring
expenses and business continuity. As per Sargeant and Jay (2014) opinion, a good process of
recruitment and selection helps in eliminating the applicants whose history of work as well as
intent do not indicate the desire to remain with the company for more than average length of
time.
On the other hand Brewster (2017) suggested that, a low turnover can be regarded as
another sign of effective recruitment as well as selection process. It is especially because that
majority of the company’s turnover takes place at the time of first ninety days of the
employment. Moreover, the recruiters should often pin point several signs, which an
applicant is prone towards the job or is less committed to stay loyal with the companies and
that too, for a reasonable time period. Furthermore, it can be said that the BreadTalk Group
Limited should thoroughly check as well as cross-check the work history of the applicants.
The work history of the candidates highly indicates that they have been well appreciated for
their previous jobs or terminated involuntarily.
Storey (2014) mentioned that it helps the recruiters to identify the applicants easily, if
their work history is monitored carefully. In addition to this, BreadTalk Company should
maintain a low turnover within their organization as the employment specialists and recruiters

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should strictly abide by the company’s recruitment procedures. The major duty is to select
and identify the candidates who appear more competent and likely to perform their activities
well. It also includes remaining loyal towards the company and maintaining a stable
relationship with the employers.
Analoui (2017) mentioned that bad recruitment and selection procedures have severe
impact towards the company’s reputation. It can cost the company a lot of money and whole
lot of efforts. In addition to this, bad methods of selection and recruitment have a negative
impact towards the whole business. Supposedly, BreadTalk Group Limited has a weak
procedure of selection and recruitment; the company will suffer to a large extent as the
recruiters will keep on hiring below average workforce or performers. Several recruiting
leaders and managers go through a hard time in getting their recruitment function fully
funded.
BreadTalk Group Limited found that a good recruitment procedure have a serious
impact over their profit margins and revenue and that too, in a positive manner. According to
Harney, Dundon and Wilkinson (2018), without proper quantification, the senior executives
of the company do not see the expenses of the lost revenue, resulting from the under-funded
functionality of recruitment or selection. On the contrary, Tyson (2017) examined that there
is one exception towards this lack of quantification within the companies, where increased
revenue results from the top talents of the organizations. As mentioned by Huemann (2016),
now a day, the main topic of discussion within the corporate world is how to select and
recruit the best candidate for the success of the business. He further said that bad recruitment
procedures affect the business to a huge extent and that too, in a negative manner.
BreadTalk Company needs to keep a track of their recruitment procedures as a bad
recruitment procedure can cost a lot of money, as mentioned by Gill (2018). In addition to

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this, it can reduce the sales of their products, which can arise from a bad experience of the
candidates. By providing the candidates with a bad experience, the company angers or
frustrates them. Moreover, a significant portion of the disillusioned candidates can strike back
for a longer period of time. If the experiences of the recruitment are negative, it is more likely
that the candidates will not buy any products or avail the services of the company. In addition
to this, there are chances, that the company might lose a large chunk of their product sales
and even a nine percent of the candidates’ close ones or relatives. This in turn, enhances their
profitability as well. Therefore, it is immensely important to maintain a good relationship
with the candidates, even if they do not get selected for the company as per Thunnissen
(2016).
It always makes sense to identify the ones who get interviewed and if they are the
present customers of the company or not. BreadTalk Group Limited needs to ensure that the
interviewees are their current customers and therefore, it is important for them to be
responsive towards them, if they do not get selected. On the other hand, Gerpott (2015)
examined that reduced revenue results from recruiting below average candidates, which can
impact the companies to a large extent. The BreadTalk Company needs to make sure that the
recruiters do not recruit below average performers and the revenue generating jobs are
measurable as well as significant towards the entire procedure.
In addition to this, Van Waeyenberg et al. (2017) examined that there can be severe
negative impacts for job positions like customer services, product development and other
factors as the underperformances of the employees may mar the reputation of the company.
This will be bad for the BreadTalk Company as poor hiring may result into less innovation
and creativity within the company’s products as well as poor customer services after the
sales. Furthermore, as per Gerpott (2015), poor recruitment procedures results into poor
productivity of the employees and give rise to below average performers within the company.

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It is evident that a weak employee will yield lower quality and productivity for the
company. Most importantly, a weak employer or recruiter tends to recruit weak candidates,
which in turn proves to be disadvantageous for the company itself. Therefore, in such cases,
the impact of the recruitment and selection procedure is severe for the companies. At
BreadTalk Group Limited, the organizational leaders and supervisors ensure that the
interviewer or recruiter is strong and experienced enough to carry out the entire recruitment
procedure. The recruitment procedure decides the future of the company and checks, whether
the company is going on the right track or not (Thunnissen 2016).
According to Analoui (2017), having an experienced and strong employer can help in
increasing the quality of the recruitment process and enhance it by nine percent. On the
contrary, Brewster (2017) mentioned that a weak process of recruitment can lower the
productivity of the company, which in turn will impact its profitability as well. For example,
if the BreadTalk Company’s hiring procedure produce ten percent below the average
performances, the company may face severe losses of around fourteen thousand dollars per
year.
There is more estimation for weak recruitment procedures as well, according to
Campbell (1975). Those are; negative consumer impacts, accidents, job errors, negative
business impacts upon the stakeholders, weak performances of the company and as a result,
the organization may cease to operate. Moreover, Bryman and Bell (2015) explained that a
bad experience of the candidates can reduce the power of the company’s brand. Mostly at
reputed organizations or firms, the brand of the employer is however; difficult to separate
from the brand of the products. The added costs which are related to the organizations can get
replaced by the mis-hires. Weak hires can often lead to premature resignations of the
employees.

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On the contrary, Gerdtham and Nilsson (2018) gave a different point of view
regarding the impact of recruitment and selection over the companies. He mentioned that
beyond the recruitment expenses or costs, the company also suffers from other negative
factors. These factors are loss of valuable time and reputation, physical labor of the recruiters
or interviewers, negative impact over the company’s stakeholders, less productivity as well as
profitability and others. Similarly, Cashman, Wall and Davy (2016) examined that a bad
experience of the candidates also have the potential of reducing the future job applications of
prospective candidates. Having a negative experience of the candidates disillusions other
candidates.
As the result of disillusionment, the companies can lose out valuable opportunities of
carrying out future recruitment procedures. Armstrong and Taylor (2014) gave some valuable
insights regarding carrying out effective recruitment procedures and some solutions to weak
processes. BreadTalk Company can carry out their recruitment procedure in a selective
manner, just to lessen its negative impact over their reputation. In several organizations, once
the executives realize the bigger difference in the business impact of product sales, lesser
employee productivity and lower quality of the applicants, the company will get highly
benefitted. Moreover, it is immensely important to provide adequate funding that is required,
in order to lessen those negative impacts of the business.
Sloman (2017) mentioned that the performances of the employees are hugely
important for all the business enterprises, at both developed as well as developing nations.
The overall increase in the business closure, failure and poor performances, in terms of
productivity is quite alarming. For those companies to be sustained, the employees have very
important roles to play just to ensure that the companies attain a certain level of competitive
advantage over their competitors, all across the world. Morden (2016) examined that the

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selection and recruitment strategy have a serious impact over the employee performances as
well.
At BreadTalk Group Limited, the employers also utilize the employment agencies for
the recruitment and selection procedures, but it should be open to disclose any kind of
responsibility, job descriptions or salary scale to them. The acceptance of the referral
candidates from active and committed employees for the employment can also be
recommended as it helps in enhancing monitoring, mentoring, coaching and obedience
among the employees. Walliman (2017) advised that the recruitment and selection should be
completely based upon the capabilities of the applicants to perform effectively, the job
responsibilities rather than the considerations, on the basis of the host community influencers.
It can be said that the BreadTalk Company needs to concentrate more on acquiring the
appropriate human capital as they consider their employees as the most precious and valued
assets of the enterprise. On recruiting the employees, the BreadTalk Group Limited should
also check the compatibility level of the employees, as it will converge to create the overall
level of performances for the organization. In addition to this, the company should also be
able to revise the entire strategy of careful recruitment and select the most suitable applicants
as it will help in enhancing the competitive advantages, on the international platform. As per
Sargeant and Jay (2014), recruiting the rightful candidate has become a matter of concern for
all the organizations as it is highly important to fill in the vacant position in an efficient
manner.
According to Amin et al. (2014), performance of the employees is an important part
of any business enterprise in both the developed and developing economies. There has been
tremendous increase in business failure, poor performance among the employees, closure of
organization and productivity is hampered at an alarming rate in today’s business world. In