Recruitment Strategy in Sowematt Supermarket Chain - Case Study Example

RECRUITMENT AND SELECTION REPORT By Name Course Instructor Institution City/State Date Table of Contents RECRUITMENT AND SELECTION REPORT 1 Table of Contents 2 1.0 Context 3 2.0 Job Description 3 3.0 Selection Criteria 3 4.0 Recruitment Strategy, Advertising/Recruitment Plan And Budget 4 5.0 Draft Recruitment Advertisement 5 6.0 Decision-Making Selection Matrix 7 7.0 Decision Making Strategy and Criteria 7 8.0 Psychometric Assessment 8 9.0 Interview Plan 8 10.0 Reference Check Plan 10 Appendix 10 Attachment #1 10 Attachment #2 11 ATTACHMENT # 3 13 Please comment on the applicant’s: 13 11.0 References 15 Recruitment and Selection Report 1.0 Context Sowematt Supermarket Chain is a leading independent supermarket offering best products at affordable prices. Furthermore Sowematt caters to all customers’ needs with value for money. The supermarket believes ‘quality is not achieved through accident, but through decisions and uphill struggle (Woolworths Limited, 2012). The supermarket vision is to become the one stop destination for every need of the customer and offer the highest satisfaction level to its customers the mission of the supermarket is to serve the local needs of the customers through their Supermarkets’ network. The core value of the supermarket is rooted in orientation, value for money, and building relationships. The supermarket is headed by a manager, whose role is to supervising workers as well as operations in the supermarket, ordering products, taking inventory, carrying out human resources and administrative work, as well as taking part in loss prevention and safety inspections (Insley, 2011). In order to suitably cater to the needs of customers, Sowematt Supermarket is seeking to add the number of checkout operators. The checkout operators are expected to help customers in selecting their shopping as well as taking payment for goods (Careers Portal, 2013). They will report directly to the manager and is expected that the new recruits will remain in the supermarket for the long-term, 2.0 Job Description See attachment #1 3.0 Selection Criteria Essential Criteria Maintain and organise work areas Work effectively in environment of customer service Ability to interact with customers Communicate effectively Apply safe work practices Desirable Criteria Truthful and honest Well-mannered and welcoming Can work under pressure at peak times 4.0 Recruitment Strategy, Advertising/Recruitment Plan And Budget Basically, Sowematt Supermarket external recruitment concentrates on specialist roles, and candidates are sourced through various channels to make sure the supermarket find those best qualified to the roles. The platform for recruitment advertising includes industry magazines, online job boards, word of mouth and employee referrals, press advertising, career expos, and most importantly recruitment agencies (Butler & Lindsay, 2010). Sowematt varied operations allow it to offer workers an extraordinarily wide array of careers in the supermarket. Work experience in various departments is an attribute the Sowematt seeks to consider during recruitment of the roles (Woolworths Supermarkets, 2013). Besides that, protecting the welfare, health and safety of its workers, contractors, customers and the potential employees is part of Sowematt commitment; therefore, it seeks to recruit potentials who value safety. Advertising / Recruitment Plan and Budget The supermarket seeks to recruit checkout operators with some knowledge in finance, IT, merchandising, marketing, administration as well as logistics. Since the supermarket advertising seeks a large number of checkout operators, the supermarket will seek services of recruitment agency so as to achieve competent potentials with experience in these roles (Recruiter.com, 2013). Advertisement will be performed through printed media, social media, as well as other online platforms. To attract the finest potentials in an ever-increasing competitive market, Sowematt seeks not just to sell the working strengths, but also make sure that the whole recruitment experience is attractive and accessible to potential candidates. To succeed Sowematt recruitment plan will be based on: determining the recruitment goals; reviewing job descriptions; considering people-finding strategies; making use of alternative labour pools; keeping a shortlist; perfecting the interviewing technique; and checking carefully prior to making a job offer (Tourism HR Society, 2014);. Recruitment Budget Certain cost Estimated $ Advertisement $500.00 Interviewing Cost $1500.00 Psychometric testing for 10 shortlisted applicants $2000.00 TOTAL $4000.00 Recruitment agency @ 10% of OTE $8500.00 5.0 Draft Recruitment Advertisement Checkout operators Checkout operators will work on the supermarket to serve customers in different departments within the supermarket chain. If you take pleasure in being in an environment full of activity and you are fond of handling different people, this job may be just appropriate for you. In this may have to be friendly and polite with good skills in customer service. Additionally, you may have to appear neat and smart. In this job the qualification are minimal, so having GCSEs English and mathematics is adequate (National Careers Service, 2012). Importantly, experience of serving customers and handling cash would be an added advantage. Work activities Normally checkout operator work includes: Making use of automated till system with a barcode scanner Scanning products for customers Pricing and Weighing items like vegetables and fruit Making use of special tools to take out security tags Checking ages of the customers for restricted items such as alcohol Wrapping and Packing purchases Ensuring the till balances towards the end of the day. Working hours and conditions For a full-time checkout operator, you would usually work 40 to 42 hours weekly, including weekends, evenings as well as during holidays. The supermarket operates 24 hours a day, and so shift work is obviously available but comes with benefits. Income Checkout operator’s income will total £12,000 to £14,000 annually, considering that some checkout operators will be given benefits like bonuses, discounts, or inexpensive canteen meals. Skills, Qualities, and Interests To qualify for our position, the checkout operator must be: Well-mannered and welcoming Trustworthy and honest Friendly to customers and understand their needs At ease when utilising automated tills, electronic payment systems, and barcode scanners Confident in handling money Can work fast and precisely while under pressure Good in handling complaints from customer or referring to the line manager Can work productively in a team (National Careers Service, 2012). 6.0 Decision-Making Selection Matrix See attachment #2 7.0 Decision Making Strategy and Criteria Basically, job applicants will vary along scores of dimensions, such as work experience and educational, individuality attributes, and inborn ability as well as levels of motivation. The worker selection logic will start with the presumption that as a minimum a number of such entity differences are pertinent to the individual's appropriateness for a certain job. As a consequence, in selection of the employee the organization will (i) find out the pertinent personality differences, that is Knowledge, Skills, and Abilities (KSAs) required carrying out the job and (ii) utilize and identifying selection techniques that will validly and reliably examine the degree to which applicants of the job have the required KSAs (Kleiman, 2014). The Supermarket will have to realise these tasks in a manner that will not unlawfully single out against any job applicants on account of disability national origin, religion, colour, race, or sex. One feasible strategy that will be used to arrive at a sound selection decision will involve first evaluating the applicants on all personal characteristics required for the job. Specifically, at the end of the process of selection, all applicants will be rated on a scale (of five) for all vital attributes rooted in all the gathered information during the process of selection (Hausknecht et al., 2004, p.642). Therefore, the candidate's overall rating dependability will be attained by integrating data derived from interviews, references, as well as tests, which associate with this attribute. 8.0 Psychometric Assessment Psychometric assessment during the process of recruitment will help provide an enhanced candidate’s overall evaluation and with anticipation secure the suitable candidates for the role (Edenborough, 2007, p.109). In Sowematt case, psychometric assessment will offer a more objective impression of a candidate’s working style, strengths, weaknesses and character. Through psychometric test, Sowematt will be able screen (and afterward eliminate) large number of candidates when the recruitment drive begins. Importantly, psychometric testing will help to considerably ease the workload of the hiring manager, given that it ids in quickly identifying a smaller pool of appropriate candidates who can perform competently afterward during the interview stages. In this regard, verbal reasoning tests will be used to assess how well the applicants comprehend, use, and process verbal information. In the verbal reasoning test the applicants will be required to read the offered passage, as well as a statement anchored in the passage (Tsui & Lai, 2009, p.49). Their task will be to determine the right answer, and the options for answer will be in the true or false format. 9.0 Interview Plan Foremost the interviews will be carried out by checkout operators’ supervisor and department managers, and the final interviews will be conducted by the supermarket Manager, department managers, and checkout operators’ supervisor. Interview Questions Question Responses Below Expectation Meets Expectation Surpasses Expectation Tell us about yourself? Do you consider yourself to be a risk-taker?  What’s your ability to operate strategically and/or operationally What could you have done to improve your relationship with your least favourite boss?  What is the most difficult situation you have had to face and how did you tackle it? What do you dislike about your present job? What are your strengths and weakness? What changes in the workplace have caused you difficulty and why? 10.0 Reference Check Plan The supermarket Manager will be tasked to complete reference checks after the applicants have been shortlisted for the ultimate interview, but prior to conducting the final interview. Each candidate is expected to have three referees. See attachment #3 Appendix Attachment #1 Primary Objective: The checkout operators will deal with cheques, cash, and credit as well as debit cards and have to be in a position to offer change precisely. They will as well have to handle loyalty/discount cards, weigh produce, wrap goods, as well as pack shopping bags. Knowledge, Skills and Experience: Knowledge of processes and principles for offering personal as well as customer services. Knowledge of statistics, calculus, geometry, algebra, arithmetic and their applications Knowledge of English language content and structure together with the spelling and meaning of words, rules of grammar, and composition. Knowledge of methods as well as principles for selling, promoting, and showing products or services. Reading understanding with regard to paragraphs and sentences in work associated documents. Aggressively seeking ways to assist persons. Speaking to others to put across information effectively Understanding others’ reactions as well as why they behave so. Assessing/monitoring ones performance so as to take corrective action or make improvements. Responsibilities: Making use of automated till system with a barcode scanner Scanning products for customers Pricing and Weighing items like vegetables and fruit Making use of special tools to take out security tags Checking ages of the customers for restricted items such as alcohol Wrapping and Packing purchases Ensuring the till balances towards the end of the day Attachment #2 Decision-Making Selection Matrix Essential criteria Assessment method Description Knowledge of processes and principles Interview questions What’s your ability to operate strategically and/or operational Risk Taking Interview questions Do you consider yourself to be a risk-taker?  Referee questions What’s --------- ability to work effectively on their own and/or as part of a team Improving relationship in the workplace Verbal reasoning tests Ability to chose what is right and what is wrong Interview Questions What could you have done to improve your relationship with your least favourite boss?  Referee Question What’s --------- ability to work effectively on their own and/or as part of a team Overcoming difficult situations Interview Questions What is the most difficult situation you have had to face and how did Personal characteristics required for the job Using KSAs assessment Finding out the pertinent personality differences Adopting to organisational change Interview Question What changes in the workplace have caused you difficulty and why? Work Experience Resume / interview questions Tell me about yourself and past work experience Referee questions What was the role of the applicant in your organisation Strengths and Weakness Interview questions What are your strengths and weakness Referee questions What would you say were the applicant’s obvious strengths and weaknesses? ATTACHMENT # 3 Reference for Checkout operators Name of Applicant: _______________________________________________________ Position applied for: _______________________________________________________ Organization/Company contacted:­­­­­­­­­­­­­­­­­­­­­­­­­­____________________________________________ Name & Title of Reference Provider: ___________________________________________ Phone/email of Reference Provider: ____________________________________________ Please comment on the applicant’s: Ability to operate operationally and/or strategically Ability to meet deadlines Ability to work resourcefully on their own and/or as part of a team Personal work habits Industry knowledge What were the obvious strengths of the applicant? What would you say were the weaknesses of the applicant and/or areas requiring development? Can you briefly summarize the key responsibilities as well as challenges of the applicants in this role? Position held: _____________________________________________________________ Dates of Employment: ______________________________________________________ Reason for Leaving: _______________________________________________________ Final Salary: ______________________________________________________________ 11.0 References Butler, B. & Lindsay, N., 2010. Supermarket Aldi embarks on aggressive graduate recruiting campaign. [Online] Available at: http://www.heraldsun.com.au/businessold/supermarket-aldi-embarks-on-aggressive-graduate-recruiting-campaign/story-e6frfh4f-1225841105963?nk=322c58999292cc59cd8fabe441241d99 [Accessed 28 October 2014]. Careers Portal, 2013. Checkout Operator. [Online] Available at: http://www.careersportal.ie/careers/detail.php?job_id=84 [Accessed 27 October 2014]. Edenborough, R., 2007. Assessment Methods in Recruitment, Selection & Performance: A Manager's Guide to Psychometric Testing, Interviews and Assessment Centres. London: Kogan Page Publishers. Hausknecht, J., Day, D. & Thomas, S., 2004. Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis. Personnel Psychology , vol. 57, no. 3, pp.639–83. Insley, J., 2011. A working life: The supermarket manager. [Online] Available at: http://www.theguardian.com/money/2011/jul/08/working-life-supermarket-manager [Accessed 27 October 2014]. Kleiman, L.S., 2014. Employee Screening and Selection. [Online] Available at: http://www.referenceforbusiness.com/management/Em-Exp/Employee-Screening-and-Selection.html [Accessed 27 October 2014]. National Careers Service, 2012. Checkout operator. [Online] Available at: https://nationalcareersservice.direct.gov.uk/advice/planning/jobprofiles/Pages/checkoutoperator.aspx [Accessed 27 October 2014]. Recruiter.com, 2013. Recruitment Advertising. [Online] Available at: https://www.recruiter.com/recruitment-advertising.html [Accessed 27 October 2014]. Tourism HR Society, 2014. Planning the Steps in Your Recruitment. [Online] Available at: https://www.go2hr.ca/articles/planning-steps-your-recruitment [Accessed 27 October 2014]. Tsui, A.P.Y. & Lai, K.T., 2009. Professional Practices of Human Resource Management in Hong Kong: Linking HRM to Organizational Success. Hong Kong : Hong Kong University Press. Woolworths Limited, 2012. Woolworths Supermarkets. [Online] Available at: http://www.woolworthslimited.com.au/page/Who_We_Are/Our_Brands/Supermarkets/Woolworths/ [Accessed 27 October 2014]. Woolworths Supermarkets, 2013. Culture and Strategy. [Online] Available at: http://www.woolworths.com.au/wps/wcm/connect/Website/Woolworths/About+Us/Our+People/Culture+and+Strategy/ [Accessed 27 October 2014]. Read More