Imperial Oil Limited: Recruitment and Selection Report Analysis

This report provides a comprehensive analysis of the recruitment and selection practices at Imperial Oil Limited. It begins with an introduction to the company and identifies key issues such as finding the right candidate, competition among candidates, speed of the process, and outdated search tools. The report then proposes improvements, including prioritizing candidates, creating a career blog, and seeking candidate feedback. It examines how the recruitment process affects other HR areas, like hiring decisions and company rules. A strategic recruitment and selection plan is developed, including strategy formulation, recruitment for vacant positions, and developing a diverse candidate pool. Two recruitment methods are evaluated: promotion from within and online/media advertising. Screening methods such as phone and questionnaire screening are discussed, followed by recommendations for reviewing and selecting job applicants. The report concludes with an evaluation of the recruitment and selection process and suggests improvements. References from credible sources are included to support the analysis.

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Recruitment and selection
Imperial Oil Limited
[Pick the date]

Recruitment and selection
Table of Contents
Introduction................................................................................................................................2
Recruitment and Selection issues...........................................................................................2
Improve on the current recruitment and selection practices in the organization....................2
Recruitment process affects the other areas of Human Resources in the company...............3
Strategic Recruitment and Selection Plan..............................................................................3
Developing a Diverse Candidate Pool....................................................................................4
Two recruitment methods.......................................................................................................4
Screening methods..................................................................................................................5
Review and select job applicants............................................................................................5
Evaluate the recruitment and selection process......................................................................5
Conclusion..................................................................................................................................6
References..................................................................................................................................7
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Recruitment and selection
Introduction
Imperial Oil Limited is a Canada petroleum company. Imperial Oil is the second
largest oil petroleum company in Canada. Imperial Oil manufactures unpolished oil, diluted
natural gas, petroleum refiner of Canada, and a national marketer of petroleum. Imperial Oil
has its holding in the Alberta Oil Sands. It is one of the world’s largest oil sands operations
(Chomsky & Barsamian, 2010).
Recruitment and Selection issues
1. Finding the Right Candidate for the right job: - Finding the right candidate for the right
job is the biggest challenge for companies recruiting employees. Managers need
employees with skills, focused workers. Advertising through social media recruiting
companies can overcome this issue.
2. Competition among candidates: - In current market candidates need to be more talented
to compete with the other candidates. The competition is increasing day by day candidates
are very much concerned about their skills. Therefore in the recruitment and selection of
employees for the organization is the major issue.
3. Speed: - the Business world is moving faster than it has in the past, and the pressure for
recruitment for company managers is also increasing. Any delay in the hiring of
employees can create a problem. Therefore company should train recruiters to act quickly
by giving training for interview and hiring process. If recruiters will act slowly then they
could miss out new innovative hire.
4. Antiquated Search Tools: - If the company search tools are out-dated then the company
recruitment process will suffer fall behind. It is important that company post job orders
quickly so that eligible candidates can easily find the job profile and apply for it.
Candidates must be familiar with the social networking sites so that they can get updates.
Skilled candidates are difficult to find therefore it is important that technology should be
accessible by everyone (Brenner, Hoffmeister, Arndt, Stegmaier, Altenhofen & Haug,
2010).
Improve on the current recruitment and selection practices in the organization
1. Make candidates a priority: - Organizations should make candidates a priority because it
is not acceptable for a candidate to get back on another day than the date promised. Being
timely and responsive to candidates give a good impression of the organization.
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Recruitment and selection
2. Organizations can create careers blog: - Offer company recruiters and managers who
hire to update details for the profile that would be helpful for applicants and motivate job
appliers to subscribe to company blogs. Through the blog’s company can invite past
applicants to subscribe by posting job updates as their status on various social networking
sites so that the company can grab more and more candidates.
3. Search for applicants for input to improve company recruiting process: - Many
candidates will choose not to apply because they think they will not be selected. Most of
the candidates wish to remain engaged with the organization and therefore willing to
participate. On the other hand, if someone has a bad experience with the recruiting process
of the organization they will inform. These feedbacks are so important that we get to know
the problems and can enact change or they can report back on improvements (Wright &
Grant, 2010).
Recruitment process affects the other areas of Human Resources in the company
 Deciding how to hire candidates: - Company needs to set up the system to find someone
who fit for the job. If job specifications are not clear and do not describe in detail the
company can face a bombardment of resumes from all the wrong candidates.
 Decisions about company rules: - The company HR rules can make employees working
environment either productive and smooth or disturbed and unhappy. In many cases, a
work environment can be outright hostile to someone’s wellbeing. A good employee
clearly defines the company’s rules for specialized performance (Tarique & Schuler,
2010).
Strategic Recruitment and Selection Plan
1. Develop the Recruitment and selection strategy for the company: - Every organization
should have an effective recruitment strategy. The function of recruitment and selection
can become a costly process if not followed in a proper manner. Recruitment and selection
strategy:
 Ensure that the company has the essential skills, information and qualities to meet
current and future strategic requirements.
 Strategy to supply products according to demand.
 Strategy to raise the pool of potential applicants.
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Recruitment and selection
 Strategy to improve the selection process by ensuring that applicants meet the
requirements.
 Strategy to improve organizational effectiveness.
2. Recruitment and selection for the vacant position: - The first step in the recruitment
process is an acknowledgment of job openings. The manager looks at the description of
the job openings. Then candidates will look at job analysis and job description. If internal
candidates meet the qualifications they will apply for the job and the job opening may not
be published (Armstrong & Taylor, 2014).
Developing a Diverse Candidate Pool
The company develops an applicant pool to hire candidates for job categories in which
they have vacancies. Effective ways to attract diverse candidates are:
 Through an open invitation, the company invites internal applicants.
 Interacting with people who may know of skilled applicants.
 Placing advertisements through publications or other media.
 The company will request nominations from professional organizations (Boselie,
2010).
Recruitment Methods
Estimated Amount
(Millions)
Promotion from within the
organization 15 lakh
Online and media advertising 20 lakh
Two recruitment methods
Promotion from within the organization: - The internal source of recruitment that used by
Imperial Oil Limited is a promotion from within the organization. It is the process that the
manager of the company promises to consider the promotion of current employees for the job
profile before employing candidates from outside the organization.
Online and media advertising: - One of the external recruitment sources that Imperial Oil
Limited usually uses is online recruiting. To find skilled candidates Imperial Oil Limited use
external recruitment source. Moreover, media advertising is also used by Imperial Oil
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Recruitment and selection
Limited to attract potential candidates. Through newspaper and other advertising media, the
company conveys their employment needs (Welsch, Snyder & Stockwell, 2010).
Screening methods
1. Screening through phone: - Screening by phone is useful because the recruiter will be
communicating with the candidate directly and no judgments will be made about his or
her appearance, language or gesture. The best thing about phone screening is that no
conclusions will be made for the candidate.
2. Screening through a questionnaire: - Company can adopt communicative
questionnaire or interview before taking the candidate in the interview process. A
behavioral questionnaire is different from traditional interview questions. This will make
easy for the recruiter to choose whether the candidate is motivated or not for the job.
Many organizations use a behavioral questionnaire for screening this will help them to
regulate which candidate is right for the job profile (Schulz, Altman, & Moher, 2010).
Review and select job applicants
We would recommend online and media advertising recruitment method which is an
external way of recruitment process because through external recruitment we can have
candidates with new and more innovative and advanced applicants which will lead the
organization towards success (Munns, James, Sirault, Furbank & Jones, 2010).
Questions:-
Ques.1” Tell me about yourself.”
Ques.2 “What type of job profile you are searching?”
Ques.3 “What salary do you expect?”
Ques.4 “How much do you know about the company?”
Ques.5 “Do you want to do the part-time job or full-time job?”
Evaluate the recruitment and selection process
1. It is recommended to select these two recruitment methods for the organization to
improve the recruitment process.
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Recruitment and selection
2. Imperial Oil Limited should validate the recruitment criteria used in the hiring process by
establishing a relationship with the knowledge, skills, abilities and other specifications
needed to successfully perform the job.
3. Imperial Oil Limited should explore more options for reducing the applicant pool to a
controllable size (Lin, 2010).
Conclusion
From the above discussion, it is concluded that from the two recruitment method
Online and media advertising recruitment method which is external recruitment is
recommended because through the external way of recruitment we can select candidates with
innovative thinking and advanced knowledge. Imperial Oil Limited faced a lot of issues i.e.
choosing the right person for the right job, antiquated search tools etc. in the recruitment and
selection process. Improvement is suggested to make candidates a priority, create
organization career blog’s so that the company can improve. Various screening methods are
also adopted such as screening through phone and questionnaire.
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Recruitment and selection
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. London: Kogan Page Publishers.
Boselie, P. (2010). Strategic human resource management: A balanced approach. New York
City: Tata McGraw-Hill Education.
Brenner, H., Hoffmeister, M., Arndt, V., Stegmaier, C., Altenhofen, L., & Haug, U. (2010).
Protection from right-and left-sided colorectal neoplasms after colonoscopy:
population-based study. Journal of the National Cancer Institute, 102(2), 89-95.
Chomsky, N., & Barsamian, D. (2010). Imperial ambitions: conversations on the post-9/11
world. New York City: Metropolitan Books.
Lin, H. T. (2010). Personnel selection using analytic network process and fuzzy data
envelopment analysis approaches. Computers & Industrial Engineering, 59(4), 937-
944.
Munns, R., James, R. A., Sirault, X. R., Furbank, R. T., & Jones, H. G. (2010). New
phenotyping methods for screening wheat and barley for beneficial responses to water
deficit. Journal of experimental botany, 61(13), 3499-3507.
Schulz, K. F., Altman, D. G., & Moher, D. (2010). CONSORT 2010 statement: updated
guidelines for reporting parallel group randomised trials. BMC medicine, 8(1), 18.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business, 45(2),
122-133.
Welsch, M. E., Snyder, S. A., & Stockwell, B. R. (2010). Privileged scaffolds for library
design and drug discovery. Current opinion in chemical biology, 14(3), 347-361.
Wright, B. E., & Grant, A. M. (2010). Unanswered questions about public service
motivation: Designing research to address key issues of emergence and effects. Public
administration review, 70(5), 691-700.
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