Recruitment and Strategy - Essay Example

 Having this access will allow Westpac to directly contact applicants who hope to pursue a career in banking. Since the company can have the chance to choose the background of their potential employee. It should be noted that this can be really helpful recognizing that it is serving a diverse market which also requires its front line employees to match these different backgrounds (Boxall and Purcell 2003; Lieberman 2003; Riccuci 2002). In addition, Westpac should also consider recruiting CSR1 through the use of job fairs held at universities months before graduation.

This will enable the company to establish itself as an attractive employment alternative after college. This can also be a good opportunity to introduce itself not just as a company but to highlight the benefits and motivations of pursuing a career with them. Westpac can benefit from this because it can yield a pool of applicants who have a background in finance and modern marketing techniques which can lessen the amount of training needed before they can be employed. The assessment tools presented are already sufficient in screening candidates.

However, it is suggested that security clearance be the first hurdle that a potential applicant needs to pass. It should be noted that putting this tool, in the end, can cost the company a lot especially when it finds out that it just wasted time in assessing a candidate who in the first place is not credible to take the position. Before employees are called for an interview, they should be able to present clearances from respective agencies that prove their credibility as individuals. The telephone interview should be next.

This method is excellent noting that it lessens the required time, money, and effort to get the applicant and interviewer together. However, face to face interviews should also be required at the end of the process in order to actually see how the applicant relates to other people. This is important as CSRs relate to customers all the time. Lastly, personality tests can also be conducted in order to gauge how applicants will fare in the long run (Grant 2002). This assessment tool can tell whether a person is appropriate for the position and will stay motivated to perform well.