Recruitment, Selection, and Retention at Woolworths Limited Report

This report provides a detailed analysis of the recruitment and selection processes at Woolworths Limited. It begins with an executive summary and table of contents, then delves into key areas such as job analysis, exploring how Woolworths defines job roles and responsibilities. The report examines the methods used to attract applicants, including employer branding and the use of various recruitment channels, and evaluates the selection process, including preliminary interviews and the application of selection criteria. The report also discusses appointment and rejection procedures, legal compliance, orientation, socialization, and strategies for employee retention within the organization. It compares Woolworths' practices with contemporary scholarly literature to provide a comprehensive evaluation. The report concludes with a summary of findings and a list of references.

Running head: RECRUITMENT AND SELECTION
Recruitment and Selection: Woolworths Limited
Name of the Student
Name of the University
Author’s Note:

1
RECRUITMENT AND SELECTION
Executive Summary
The main aim of this report is to know about recruitment and selection in Woolworths
Limited. Recruitment can be stated as the complete procedure to attract, shortlist, select and
finally appoint suitable and appropriate candidates for jobs in any specific company. This
system of recruitment is referred to as the major processes that are being involved regarding
selection of certain individuals for an unpaid role. The recruitment specialists and managers
have the core task of carrying out recruitment in that specific organization and after
completing few tasks, the entire recruitment process is being completed in an effective
manner. It is the significant procedure to search for all prospective staff as well as stimulating
or encouraging them in applying for jobs within the respective organization. This report has
clearly outlined about selection process involving job analysis and detailed description of
legal compliance in Woolworths.

2
RECRUITMENT AND SELECTION
Table of Contents
1. Introduction............................................................................................................................3
2. Discussion..............................................................................................................................3
2.1 Job Analysis in Woolworths............................................................................................3
2.2 Process and Implementation of Attracting Applicants in Woolworths............................6
2.3 Selection Process in Woolworths.....................................................................................8
2.4 Appointment and Rejection in Woolworths...................................................................10
2.5 Legal Compliance in Woolworths.................................................................................11
2.6 Orientation and Socialization in Woolworths................................................................13
2.7 Proper Strategies for Employee Retention in Woolworths............................................14
3. Conclusion............................................................................................................................15
References................................................................................................................................17

3
RECRUITMENT AND SELECTION
1. Introduction
The internet based technologies that are mainly responsible for supporting each and
every aspect of recruitment have eventually become extremely widespread (Jeske & Shultz,
2016). Recruitment is the positive procedure to search for prospective employees and hence
simulating them in applying for the various jobs. It is mainly concerned about reaching out,
attracting and finally ensuring that the supply of all qualified personnel is possible and
making out about the respective manpower both in respect to qualitative and quantitative
aspects (Holm & Haahr, 2018). This recruitment can be defined to the proper development as
well as maintenance of sufficient man power resources.
Since this is the first stage in selection process, it is vital to enhance the efficiency of
recruitment process is such a level that only talented and suitable candidates are selected
(Kang & Shen, 2013). The following report outlines a brief discussion on recruitment and
selection as well as job analysis in one of the most popular and significant organizations in
Australia, Woolworths Private Limited. Details such as selection process, appointment and
rejection, legal compliance, orientation and socialization and strategies for retaining
employees will be described here for Woolworths.
2. Discussion
2.1 Job Analysis in Woolworths
Job analysis can be referred to as the subsequent process by which identification of
job content is being done after involvement of several attributes and requirements to perform
those activities (Mügge, 2016). This job analysis eventually gives appropriate information of
the companies, which is helpful for effective determination of which employees or staff are
the most suitable for the respective jobs. By involvement of job analysis, an analyst requires
to understand about every vital task of the job and process of carrying them out. Moreover,

4
RECRUITMENT AND SELECTION
all required job qualities are also evaluated for completing the job successfully (Ekwoaba,
Ikeije & Ufoma, 2015). The entire procedure of job analysis includes job analyst to describe
the respective duties of that particular incumbent, then condition and nature of the work as
well as few basic qualifications.
A job psychograph is the most common process used by a job analyst to display
mental requirements of the specific job position. This job position is being measured with the
help of several tasks and few basic recommendations for training. Supervisors are needed for
the position to analyse and validate the final list for completing job analysis (Gamage, 2014).
The entire application of techniques for job analysis makes it quite implicit that the
information regarding a job since it mainly exists might be utilized for better development of
programs regarding recruitment, selection, training and appraising employees for the job
(Zaharie & Osoian, 2013). Woolworths has always focused on their job analysis process and
ensure that every rule and requirement is being followed effectively for maintaining
efficiency in the job execution.
The human resource manager in Woolworths Ltd is responsible for supervising the
overall organizational hiring procedure from recruitment, interviewing and even hiring of the
new staff (Klotz et al., 2013). This particular manager eventually helps the organization in
connecting the executives with all employees, building specific brand of employer,
improvement in employee engagement and finally building strategic talent resource planning.
The management of Woolworths have hired the HR manager for leading their entire HR team
and he is responsible for taking the entire ownership of every matter of HR within the
organization from recruitment to performance reviewing, wage reviewing, proper disciplinary
actions and finally effective learning as well as development (O'Meara & Petzall, 2013). For
the core purpose of performing well in the role, Woolworths have hired an experienced HR

5
RECRUITMENT AND SELECTION
manager in their business. Relevant knowledge for all legal requirements is important for
Woolworths.
After analysing the job position of HR manager in Woolworths, it is being analysed
that he comprises of few distinctive responsibilities, which are as follows:
i) Recruitment: A proper recruitment of staff is the first responsibility of HR
manager. It is required to recruit excellent staff since these employees are responsible to
bring out more efficiency in the business (Koskan et al., 2013).
ii) Maintenance of Smooth Procedure: Maintenance and execution of a smoother
ongoing process is the next important and significant responsibility of the HR manager.
iii) Training of Staff: The staff should be trained properly so that they are able to
provide better performance and productivity to the organization.
iv) Resolving Conflicts amongst Employees: The HR manager of Woolworths is also
responsible for resolving major conflicts amongst other employees by means of professional
as well as positive mediation (Abraham et al., 2015).
v) Conduction of Performance and Wage Reviews: The respective wage and
performance reviews are also conducted by him for other employees.
vi) Development of Clear Policies and ensuring Policy Awareness: He is also
responsible for developing clearer policies and procedures and also ensuring policy
awareness.
vii) Creation of Clear and Concise Reports: The HR manager is even responsible to
create clear and concise reports on a regular basis so that a proper balance is maintained
demand and supply of products (Nikolaou, 2014).

6
RECRUITMENT AND SELECTION
viii) Handling of Work place Health and Safety Compliance: Another significant
responsibility of the HR manager is to ensure that all the employees are working in a safe and
secured environment and thus health of the employees is maintained.
ix) Maintenance of Work Place and Employee Privacy: Work place and employee
privacy is also maintained to ensure that all employees are satisfied working in the company
(Aravamudhan & Krishnaveni, 2015).
x) Carrying out Administrative Duties: There are several administrative duties and
responsibilities that are needed to be carried out and HR manager can do this for maintenance
of a proper effectiveness in organizational strategies and business processes.
2.2 Process and Implementation of Attracting Applicants in Woolworths
Woolworths Private Limited, being one of the most significant organization in
Australia, has always focused on their recruitment and selection of employees. The HR
manager has the core responsibility to ensure that only suitable and talented employees are
being selected in the organization (Doyle & Locke, 2014). They want to attract applicants in
such a manner that employees are interested in working within the company. The significant
process to attract more applicants within the business is given below:
i) Building of a Powerful Employer Brand: The first and the foremost step in the
distinctive process of attracting more applicants is building of a more powerful employer
brand. A solid brand identity is required not only for selling the products and services, but
also for bringing out more efficient employees in the business (Hunter et al., 2017). The HR
manager of Woolworths Private Limited has focused on their building of a powerful
employer brand. He has focused on the job postings to be extremely specific so that only best
candidates are selected to provide offerings, which are absolutely engaging, clear and unique.
The most authenticated as well as attractive employer brand is being reflected on the job

7
RECRUITMENT AND SELECTION
descriptions and career sites (Marie Ryan & Derous, 2016). The HR manager in Woolworths
Private Limited has also provided employee video, customer testimonial as well as images for
depicting on the most unique organizational culture or job descriptions, which eventually
offer growth opportunities with the most attractive compensation for attracting the
appropriate applicants for all job openings.
ii) Attracting and Engagement of the Suitable Applicants: The second step is to
attract as well as engage the most suitable applicants from several applications. Attracting the
most suitable and fit applicant for the job needs certain recruitment strategies, which align
with the overall growth plan of the company (Bryson, James & Keep, 2013). The HR
manager in Woolworths makes sure that all the job responsibilities and candidates’ profiles
are being selected and analysed in a better manner. He makes sure that only suitable
candidates are attracted and every irrelevant applicant is eliminated efficiently.
iii) Selection of the Most Effective Recruitment Channels: The HR manager in
Woolworths ensures that selection of the most effective and efficient recruitment channels is
being done and since Woolworths is a traditional company, they are still following some
traditional recruitment channels, by which both active and passive talent of the employees are
being tapped for (Miles & Sadler-Smith, 2014). The management of Woolworths has also
involved social media platforms for attracting their applicants.
iv) Making of Application Process more Candidate Friendly: The HR manager in
Woolworths has made the entire procedure of application extremely candidate friendly so that
any applicant is able to complete the process of application easily and promptly and without
any kind of complexity (Armstrong, Landers & Collmus, 2016). He has also ensured that the
process is neither complicated nor lengthy or time consuming so that it could facilitate easier
customization of application form.

8
RECRUITMENT AND SELECTION
v) Reviewing of all Candidates Applications: The next step is to review each and
every application of candidates and hence providing major effectiveness in the business by
involving desired credentials, skills, personality traits and experiences of the candidates and
hence ensuring that the most qualified candidates are sorted out.
vi) Up Gradation of Interview Process: The entire process of interview is being
upgraded to a high level in the organization of Woolworths so that every talented employee
gets the significant opportunity to work within the business (Khalid & Tariq, 2015). The
respective competence, aptitude, abilities of problem solving, emotional intelligence and
agility of the candidate are being analysed for checking whether he or she comprises of a
professional attitude and cultural fit in the organization.
2.3 Selection Process in Woolworths
At Woolworths Limited, the candidates are treated as their most valuable employees,
hence fairness, consideration and courtesy are provided to the applicants. Each and every
applicant, who is applying for a position in Woolworths are being assured that they would
abide by laws of Equal Employment Opportunity and Anti Discrimination through the
recruitment process (Recruitment Process. 2019). The HR manager even ensure that selection
of candidates is completely done on the basis of merit, so that only the best person is selected
in this procedure. They also act in accordance with Privacy Act while dealing with every
personal information or data. The HR manager also treats every candidate professionally as
well as with respect. The main steps of selection process in Woolworths are as follows:
i) Preliminary Interview: The first and the foremost step in the selection process in
Woolworths Limited is preliminary interview. It is the most basic interview that is being
conducted for eliminating the candidates, who are completely unfit for the company

9
RECRUITMENT AND SELECTION
(Omisore & Okofu, 2014). It leaves with a pool of potentially fit candidates for fulfilling the
vacancies.
ii) Receiving Applications: The second step in this selection process is receiving
applications. The potential employees eventually apply for a specific job position by simply
sending these applications to the company. This application provides the HR manager of
Woolworths with the relevant information regarding the candidates such as work experience,
interests, hobbies and bio data.
iii) Screening of Applications: After receiving applications, it is required to screen
them by a specialized screening committee, who would select the candidates from applicants
to call for the interview (Russell & Brannan, 2016). These applicants might be chosen on
specialized criteria such as work experience and qualifications.
iv) Testing of Employment: There are several tests for employment that are being
conducted in the nest step of selection in Woolworths. These tests mainly include intelligence
tests, personality tests, proficiency test and aptitude test.
v) Interviews: The fifth step is employee interview. Such interviews are being done
for the core purpose of identifying the ability to work and skill set of candidates within
Woolworths (Wylie & Jolly, 2013). Moreover, candidate suitability is also being found out so
that proper idea is provided about the work profile. The HR manager ensures that interviews
are being done without any fraud or forged intention.
vi) Reference Checking: As soon as interview is being completed, it is required to
check for references. An individual, who provides the respective reference of the potential
candidate is another significant information source. Managerial skills and capabilities of
employees are enhanced in this process.

10
RECRUITMENT AND SELECTION
vii) Medical Examination: Medical examination is extremely important for all
employees for checking whether every potential employee is mentally or physically fit for
performing the respective duties within the job positions of Woolworths (Mustapha, Ilesanmi
& Aremu, 2013). An effective system of these medical check ups ensure that employee
standard of health is much higher and employee turnover is being analysed effectively.
viii) Final Selection: As soon as the candidate passes his medical examination, he or
she is emailed or sent an appointment letter by confirming that he or she is selected for the
job. The appointment letter comprises of each and every detail of the job such as salary,
working hours, conditions and leave allowances. Woolworths hires two types of employees,
either contractual or permanent (Gupta & Jain, 2014). The decision making approach is being
executed by the entire HR department on the basis of scores of different candidates.
2.4 Appointment and Rejection in Woolworths
The appointment and rejection of candidates is being done on the basis of recruitment
and selection process within Woolworths Limited. The selection process is being analysed on
the basis of selection criteria in Woolworths. The existing practices of this particular
organization include better and effective strategies so that every employee is selected without
much complexity (Ployhart, Schmitt & Tippins, 2017). The HR manager has the core
responsibility of appointing or rejecting the employees based on employment tests and
evaluation methodologies. The employment section strategy eventually theorizes that by
matching the organizational needs to the respective best suit of candidates for the job so that
employee turnover is reduced and employee productivity is increased by saving money and
time.
The HR department of the organization would develop as well as oversee the entire
procedure of staffing from recruitment to selection. The preparation of organizational

11
RECRUITMENT AND SELECTION
appointment and rejection of employees requires to develop some of the major as well as the
most significant strategies (Bjarnegård & Kenny, 2015). This preparation eventually starts
with correctly defining the job position for fulfilling each and every qualification that is being
needed for future employees in Woolworths. Since, it is a popular and significant
organization, the HR manager has developed certain strategies for completing the selection
process.
He provides advertisements for the position and ensure that all the candidates are
getting equal opportunity for jobs. Several factors such as number of candidates, size of the
business as well as job difficulty so that major efficiency is being maintained for the
appointment of employees (Ladkin & Buhalis, 2016). The HR manager has set clear and
proper expectations from the future employees and whenever he does not get these
expectations, he is free to reject the respective candidate. Moreover, he ensures that the
evaluations and tests and properly characterized on the job position. Being biased is strongly
avoided in Woolworths, hence HR personnel and managers rate the tests and evaluations
eventually.
2.5 Legal Compliance in Woolworths
Woolworths is following stronger legal compliance and framework within their
business to ensure that all the employees are working in a legal environment and there is
absolutely so issue of illegal or unethical activity in respect to employee recruitment and
selection (Mahmood, 2015). The legal compliance is the set of few complex rules and
processes that are being utilized by certain corporate legal departments and attorneys for the
core purpose of helping to govern themselves, employees and companies they are
representing as well as the public that are being served by them. Selection of employees is
extremely important procedure since hiring of good resources could eventually help in
increment of the overall performances of the company.

12
RECRUITMENT AND SELECTION
The main purpose of selection is choosing the most suitable candidate, who could
easily meet or fulfil each and every requirement of job in a company (Zinyemba, 2014). The
legal compliance is responsible for public welfare to safety and security of work place and
has all aspects for global, federal and state government and commerce for ensuring that the
government agencies and corporations are following these regulations, ethical practices and
standards legally. Woolworths Limited is majorly maintaining compliance law by
establishment of boundaries and standards for the corporations and any other entity (Ployhart
Weekley, 2014). All of these regulations help them in understanding importance of laws and
regulations within the business and how such distinctive laws and rules would be required to
maintain equality and ethical staff behaviour.
The main laws and rules that are being used by Woolworths Limited for their
employee recruitment and maintenance of legal compliance are as follows:
i) Equal Employment Opportunity Act: This is the first and the most significant act
that is used by Woolworths for maintenance of legal compliance (Recruitment Process.
2019). This particular act of equal employment opportunity ensures that every employee is
getting equal opportunity for working in the organization and no discrimination is being done
on the basis of few characteristics like age, race, gender, disability and colour.
ii) Anti Discrimination Act: The second act that is present in Woolworths is anti
discrimination act. The respective discriminatory practices are made illegal on the basis of
any physical characteristic and thus allowing all applicants to complete employment process
after involving certain processes of recruitment, hiring, promotion and compensation
iii) Privacy Act: The privacy act ensures that confidentiality and integrity of
employees’ data or information is absolutely safe and secured and there is no chance of data
loss under any circumstance (Ployhart, Schmitt & Tippins, 2017). Due to the involvement of

13
RECRUITMENT AND SELECTION
privacy act in Woolworths, they do not face any issue regarding maintenance of legal
compliance and framework within the business.
iv) Contract Law: Another distinctive and important law that is being maintained for
the maintenance of legal framework within Woolworths Limited in contract law. Since,
Woolworths hires two types of employees in their business, which are on the basis of contract
or permanent (Mustapha, Ilesanmi & Aremu, 2013). The hired employees has to sign a
contract that states about conditions to work within Woolworths and violation of the contract
could bring major discrepancies.
2.6 Orientation and Socialization in Woolworths
Strategic staffing in a business eventually manages the entire flow as well as
transition of individuals inside or outside the organization (Armstrong, Landers & Collmus,
2016). The major functionalities involve management of the new hires within job positions in
the organization and as soon as these new hires are reported to work, they subsequently learn
all such processes and functionalities of the new jobs. It is being taken care by the HR
manager in Woolworths via an orientation process, which explains the job descriptions,
process of employees functioning all other aspects related to job (Bryson, James & Keep,
2013). Orientation is the core procedure to complete employment formality with all hire
recruits. It involves every related employment paper work for providing them with
identification cards, technology like computer systems and any other instrument or
equipment, which is needed for the job.
All the new hires in Woolworths are being introduced with any other co workers so
that work policies and processes of the company are being met properly. The HR manager of
Woolworths ensures that orientation and socialization is possible with the organization and
orienting new employees would ensure that time is not at all wasted and the new hires could

14
RECRUITMENT AND SELECTION
easily reach to a breakeven point quickly before starting to yield ROI for Woolworths
(Aravamudhan & Krishnaveni, 2015). This orientation is completely different from the
training process and also provides these newly hired with the major knowledge regarding
jobs allotted, however training deals with the enhancement of skills.
The management of Woolworths even involves few significant and interesting games
so that orientation procedure is more efficient and effective. Formal or informal discussions
are also conducted in orientation and socialization. Anticipatory socialization is one of the
most type of socialization that is being enhanced within the organization of Woolworths so
that employees can work properly (Kang & Shen, 2013). They interact with the
representatives of the company so that the new hires can develop high expectations regarding
the company as well as prior job for understanding organizational entry.
2.7 Proper Strategies for Employee Retention in Woolworths
Selection could be properly explained as the major procedure to interview these
candidates and eventually evaluate their qualities that are needed for the job position and then
select the most suitable candidate for that particular position. This employee selection helps
to put the correct applicant in correct job and is the distinctive procedure to choose
applications for filling the respective vacant jobs within the company (Jeske & Shultz, 2016).
Woolworths has ensured that they retain their employees under every circumstance. The most
significant strategies for employee retention in this particular organization are as follows:
i) Competitive Salary and Benefits: This is the first and the foremost strategy of
Woolworths for employee retention in their business. Since, there are several scopes for the
employees in several organizations, Woolworths has always considered their salaries and
benefits to be kept on top. These benefits would motivate the employees and they might stay
back in Woolworths (Gamage, 2014). Moreover, it would even allow them in comparing the

15
RECRUITMENT AND SELECTION
amount of salary obtained from Woolworths with any other organization. Due to high salary
and benefits, Woolworths is able to retain their employees in a better manner.
ii) Hiring the Right Person from Beginning: The second strategy is to hire the right
person from beginning. The employee, who has the intention to work in a company is being
hired and during interviews and discussions, the HR manager observes the motivation and
dedication of employees and whether the respective employee would work in the company
for a longer duration (Ekwoaba, Ikeije & Ufoma, 2015). An on boarding experience for the
new hire is required to be built on the foundation of negativity within their new job.
Transparency is the most significant aspect for finding the most appropriate employees.
iii) Reducing Employee Burden: This is the third distinctive strategy is to reduce the
employee burden to a high level. The life and work balance is required to be analysed and
maintained for each and every employee so that they can enjoy their family life as well as
professional life in an effective manner (Zaharie & Osoian, 2013). Employee surveys and
direct feedback are termed as the most effective and efficient methodologies for
understanding employee’s positions and these are being utilized in Woolworths.
iv) Incorporation of Proper Leadership: Woolworths has also incorporated proper
leadership within their business for the core ability to handle any kind of challenge or
complexity in the business. It is required for providing high quality of services and guidance
so that all employees are able to share their views and ideas for organizational productivity
and gain motivation through appreciation (Nikolaou, 2014).
3. Conclusion
Therefore, from the above discussion, it can be concluded that job analysis is an
important and significant procedure for successfully identification as well as determination of
several job based duties or requirements and even the respective importance and significance

16
RECRUITMENT AND SELECTION
of duties provided for a job. It is extremely vital to analyse the job position during the process
of recruitment and selection process. The job analysis is the major procedure, in which
judgments are being made regarding confidential data collected for a job. Selection is the
major procedure to pick up and select the appropriate candidate, who is absolutely suitable
for the vacant job position within any specific organization.
Woolworths Private Limited is one of the most popular and significant organizations
in Australia that is responsible for providing distinctive products and services to their
customers. They have gained utmost popularity for their unique recruitment and selection
procedure to select the best employees and staff in the business. One of the most important
employee in particular organization is the human resource manager, who is solely responsible
for providing all types of vital and significant supervision to the other employees and hence
maintaining a balance so that business strategies are well executed. The above provided
report has clearly outlined the brief discussion on recruitment process of the human resource
manager in Woolworths Private Limited.

17
RECRUITMENT AND SELECTION
References
Abraham, M., Kaliannan, M., Mohan, A. V., & Thomas, S. (2015). A Review of Smes
Recruitment and Selection Dilemma: Finding a'Fit'. The Journal of Developing
Areas, 49(5), 335-342.
Aravamudhan, N. R., & Krishnaveni, R. (2015). Recruitment and selection building scale:
content validity evidence. SCMS Journal of Indian Management, 12(3), 58.
Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2016). Gamifying recruitment,
selection, training, and performance management: Game-thinking in human resource
management. In Emerging research and trends in gamification(pp. 140-165). IGI
Global.
Bjarnegård, E., & Kenny, M. (2015). Revealing the “secret garden”: The informal dimensions
of political recruitment. Politics & Gender, 11(4), 748-753.
Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing human
resources. Human Resource Management in transition, 125-149.
Doyle, D., & Locke, G. (2014). Lacking Leaders: The Challenges of Principal Recruitment,
Selection, and Placement. Thomas B. Fordham Institute.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan:
An analysis of the link with business performance. Ruhuna Journal of Management
and Finance, 1(1), 37-52.

18
RECRUITMENT AND SELECTION
Gupta, R., & Jain, T. (2014). Role of recruitment and selection policies in central co-
operative banks. Abhinav-International Monthly Refereed Journal of Research In
Management & Technology, 3, 74-79.
Holm, A. B., & Haahr, L. (2018). E-recruitment and Selection. In E-hrm: Digital
Approaches, Directions & Applications. Routledge.
Hunter, S. T., Shortland, N. D., Crayne, M. P., & Ligon, G. S. (2017). Recruitment and
selection in violent extremist organizations: Exploring what industrial and
organizational psychology might contribute. American Psychologist, 72(3), 242.
Jeske, D., & Shultz, K. S. (2016). Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society, 30(3), 535-546.
Kang, H., & Shen, J. (2013). International recruitment and selection practices of South
Korean multinationals in China. The international journal of human resource
management, 24(17), 3325-3342.
Khalid, S., & Tariq, S. (2015). Impact of employer brand on selection and recruitment
process. Pakistan Economic and Social Review, 351-372.
Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of
trustworthiness in recruitment and selection: A review and guide for future
research. Journal of Organizational Behavior, 34(S1), S104-S119.
Koskan, A. M., Hilfinger Messias, D. K., Friedman, D. B., Brandt, H. M., & Walsemann, K.
M. (2013). Program planners' perspectives of promotora roles, recruitment, and
selection. Ethnicity & health, 18(3), 262-279.

19
RECRUITMENT AND SELECTION
Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer
and prospective employee considerations. International Journal of Contemporary
Hospitality Management, 28(2), 327-345.
Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee
recruitment and selection practices in multinational subsidiaries. Asia Pacific Journal
of Human Resources, 53(3), 331-350.
Marie Ryan, A., & Derous, E. (2016). Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment, 24(1), 54-
62.
Miles, A., & Sadler-Smith, E. (2014). “With recruitment I always feel I need to listen to my
gut”: the role of intuition in employee selection. Personnel Review, 43(4), 606-627.
Mügge, L. M. (2016). Intersectionality, recruitment and selection: Ethnic minority candidates
in Dutch parties. Parliamentary Affairs, 69(3), 512-530.
Mustapha, A. M., Ilesanmi, O. A., & Aremu, M. (2013). The Impacts of well Planned
Recruitment and Selection Process on Corporate Performance in Nigerian Banking
Industry (A Case Study of First Bank Plc 2004-2011). International Journal of
Academic Research in Business and Social Sciences, 3(9), 2222-6990.
Nikolaou, I. (2014). Social networking web sites in job search and employee
recruitment. International Journal of Selection and Assessment, 22(2), 179-189.
O'Meara, B., & Petzall, S. (2013). Handbook of strategic recruitment and selection: a
systems approach. Emerald Group Publishing.

20
RECRUITMENT AND SELECTION
Omisore, B. O., & Okofu, B. I. (2014). Staff Recruitment and Selection Process in the
Nigerian Public Service: What is to be done?. International Journal of Human
Resource Studies, 4(3), 280.
Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations:
A resource-based framework. In The Routledge companion to international human
resource management (pp. 181-197). Routledge.
Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the Supreme Problem: 100
years of selection and recruitment at the Journal of Applied Psychology. Journal of
Applied Psychology, 102(3), 291.
Recruitment Process. (2019). [online]. Accessed from
https://www.wowcareers.com.au/page/Careers/Come_and_work_for_us/Our_recruitm
ent_process/ [Accessed on 26 May 2019].
Russell, S., & Brannan, M. J. (2016). “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management
Journal, 34(2), 114-124.
Wylie, J. L., & Jolly, A. M. (2013). Understanding recruitment: outcomes associated with
alternate methods for seed selection in respondent driven sampling. BMC medical
research methodology, 13(1), 93.
Zaharie, M., & Osoian, C. (2013). Job recruitment and selection practices in small and
medium organisations. Studia Universitatis Babes-Bolyai, 58(2), 86.
Zinyemba, A. Z. (2014). The challenges of recruitment and selection of employees in
Zimbabwean companies. International Journal of Science and Research, 3(1), 29-33.