Imperial Oil Recruitment and Selection Strategy - HRES2202

This report provides a strategic recruitment and selection plan for Imperial Oil Limited, addressing key issues and improvement practices within the organization. It highlights the importance of recruitment and selection for management, focusing on attracting qualified candidates and selecting the best fit for specific positions. The report identifies challenges such as finding the right candidates and competition among applicants, suggesting improvements like prioritizing candidates and utilizing career blogs. It outlines a strategic plan that includes developing recruitment strategies to meet current and future requirements, increasing the candidate pool, and improving the selection process and company effectiveness. The plan emphasizes attracting a diverse candidate pool through open invitations, networking, and advertising. It also details recruitment and screening methods, including internal promotions, online advertising, phone screenings, and questionnaires. The report concludes by recommending online and media advertising for broader reach and access to innovative candidates, ultimately aiming to enhance Imperial Oil Limited's success. References to various scholarly articles are included to support the analysis and recommendations.

RECRUITMENT AND
SELECTION
Imperial Oil Limited

INTRODUCTION
 Importance of Recruitment and Selection in the organization for management.
 Recruitment and selection issues & improvement practices.
 Effects of the recruitment process in the organization.
 Recruitment strategy and selection plan.
 To provide a diverse candidate pool.
 Methods of recruitment and screening.
 Review and selection of job applicants.
 Recommendations.
 Conclusion.

IMPORTANCE OF RECRUITMENT AND
SELECTION FOR MANAGEMENT TEAM
Recruitment
 Recruitment is the process of attracting candidates on a periodic basis with
proper skills and qualifications according to job profile specifications and
motivating them to apply for the job with an organization (Karlin, et.al.
2010).
Selection
 Selection is the process of choosing candidates from a group of applicants
who are best suited for a particular position and organization. The main
objective of the selection process is to hire the candidate who is most
appropriate for the profile and environment of the company.

ISSUES AND IMPROVEMENT OF RECRUITMENT
AND SELECTION
Recruitment and Selection Issues
 Finding the right candidate for the right job.
 Competition among candidates.
 Speed.
 Antiquated search tools (Morrow-Howell, 2010).
Improvement in Recruitment and Selection Practices
 Make candidates a priority.
 Organizations can create careers blog.
 Search for candidates for input to improve company recruiting process.

EFFECTS OF RECRUITMENT PROCESS
Human Resource in the organization is affected through the recruitment
process
 Deciding how to hire candidates.
 Decisions about company rules.

STRATEGIC RECRUITMENT AND SELECTION
PLAN
1. Develop the recruitment and selection strategy for the company.
 The company has the necessary skills, information and qualities to meet
current and future strategic requirements.
 Strategy for supplying of products according to demand.
 Strategy to increase the pool of potential candidates.
 Strategy to improve the selection process.
 Strategy to improve company effectiveness (Steiner, 2010).
2. Recruitment and selection for vacant position.

DIVERSE CANDIDATE POOL
Effective ways to attract diverse candidates are:-
 An open invitation is a way through which the company invites internal
applicants.
 Interacting with people who may know of skilled applicants.
 By giving advertisements through different media.
 The company will request nominations from the organizations (Bilimoria &
Buch, 2010).

METHODS OF RECRUITMENT AND SCREENING
Recruitment methods
 Promotion from within the organization.
 Online and media advertising.
Screening methods
 Screening through phone
 Screening through questionnaire

REVIEW AND SELECT JOB APPLICANTS
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?”

RECOMMENDATION
Recruitment Methods Estimated Amount (Millions)
Promotion from within the
organization 15 lakh
Online and media advertising 20 lakh

CONCLUSION
From the above presentation, it is concluded that from the two recruitment
method Online and media advertising recruitment method is recommended
because we can explore candidates with new innovative knowledge and
technique to work in the organization to achieve objective and leads Imperial
Oil Limited to success.

REFERENCES
 Bilimoria, D. & Buch, K. K. (2010). The search is on: Engendering faculty diversity through more effective search and
recruitment. Change: The Magazine of Higher Learning, 42(4), 27-32.
 Davis, G. & Searcy, C. (2010). A review of Canadian corporate sustainable development reports. Journal of Global
Responsibility, 1(2), 316-329.
 Jahan, A., Ismail, M. Y., Sapuan, S. M., & Mustapha, F. (2010). Material screening and choosing methods–a
review. Materials & Design, 31(2), 696-705.
 Karlin, B. E., Ruzek, J. I., Chard, K. M., Eftekhari, A., Monson, C. M., Hembree, E. A. & Foa, E. B. (2010). Dissemination
of evidence‐based psychological treatments for posttraumatic stress disorder in the Veterans Health Administration. Journal
of traumatic stress, 23(6), 663-673.
 Morrow-Howell, N. (2010). Volunteering in later life: Research frontiers. The Journals of Gerontology: Series B, 65(4),
461-469.
 Slack, N., Chambers, S. & Johnston, R. (2010). Operations management. London: Pearson education.
 Steiner, G. A. (2010). Strategic planning. New York City: Simon and Schuster.
 Tasso, R., Fais, F., Reverberi, D., Tortelli, F., & Cancedda, R. (2010). The recruitment of two consecutive and different
waves of host stem/progenitor cells during the development of tissue-engineered bone in a murine
model. Biomaterials, 31(8), 2121-2129.