The organization selected for the discussion of the recruitment and selection is “Woolworths”. The Woolworths is recognized as one of the most organized retail industry, which have its subsidiary branches in the nearby areas. On local and international level, it should be identified at an initial level. There are approximately 800 stores across Australia, which are famous for providing the different set of services to the people worldwide. The report shown below mainly covers the specific points described below.
The renowned structure and stable decision making system of the organization is successful and renowned for providing assistance to the candidates who are applying for any of the posts in Woolworths. The recruitment strategy is quite simple and impressive as well. The organization plans definite strategy for all the candidates in a proper manner. The specific points are shown below, which may be helpful in showing the recruitment aspects in a definite manner (Kumari, 2012).
The strategy of recruitment is comparatively different from other organizations in the same segment. The organization treats their new candidates similar to employees who have joined the organization in the past. The discipline, courtesy and fair decisions are the rules considered as basic requirements by the organization. The recruitment strategy can be changed as per the location and requirement of the post. There is an international expansion of the organization, so the strategy for recruitment is also as per the international and local HRM as well (Bhoganadam & Rao, 2010). The recruitment strategy can be planned by considering the backend operations, front office and other staff on the regular basis. By this, the proper strategy as per the requirement can be prepared. Being one of the biggest retail shops, Woolworths is identified as the best organization in providing the assistance for the purpose of growth and development to other companies (Bruce, 2016).
Being a retail sector company, the location and area is important to be considered which will also be helpful in deciding the recruitment process. This will also helpful in targeting the most specific candidates in a proper manner. There are different steps which should be considered for planning the strategy and defining the phase of recruitment as well.
The retail organization majorly follows five steps in recruiting the new candidates in their organization. These steps will also help in clarifying the actual scenario related to the recruitment and processing as well. The formal steps of recruiting are identified below.
The first step of the recruitment relates to the publishing of suitable requirement related to the post. The requirement can be related to the supervisor, store keeper, area coordinator, and Sales manager and even for the vendors who can open outlet for selling the products. The mode of publishing of such post can be done either via inviting web applications or advertisements. The organization offers the WOW career job website, which is basically helpful in providing the specific assistance for the recruitment team to make the selection procedure easier and comfortable as well. The recruiting team will be considered as the format of online procedure (Nguyen, et al., 2014).
The second step is the telephonic screening round. The telephonic screening round will be helpful in providing assistance for selecting the best candidates through face to face interviews in a definite form. The face to face interview round will be helpful in providing the assistance for the selection of quality candidates.
The third step is related to the preparation of the merit list of the candidates. After considering the telephonic round and screening, the best candidates get selected. The merit will be prepared by considering qualification, experience and skill set. After selecting the candidates, the possible attempts will be identified for managing the process of recruitment (Consultants, 2009).
The fourth step is the negotiation and bargaining process. The package offered and salary expectations are identified at an initial level. By this, the most favorable and suitable package can be offered to the candidates as well at this level if it has not been disclosed at an initial level.
The last step is the verification of the documents and collection of all the formal letters related to the past experiences. This will help in providing the assistance for the regular working process. During this phase, the organization is taking care of anti-discrimination among candidates and also helps in protecting the rights of candidates related to their personal information (Clarke, 2016).
By following these processes, the most appreciable process can be followed on starting level.
As the organization holds a wide range of process related to the recruitment services, so it is essential to identify the key challenges as well. The key challenges are mentioned below with the specific notification.
The first key challenge is the selection of the suitable candidate for the organization. The identification of the employee can vary as per the organizational requirement. So, it is essential to manage the perspectives related to it as well.
The second aspect is associated with the advertisement and management related to the marketing assistance on a large level. The selection of candidates can be done on this level only.
The third challenge is related to the adaptation of methods which can be helpful for the process of recruitment. The selection of suitable method is identified as one of the suitable methods which may help in providing assistance to the HR department.
The workforce planning categorized the Woolworths labor and supply demand in a specific manner. To manage the labor and supply demand, the strategy for the workforce will be essentially used. The Woolworths supply and demand is connected with the strong networking aspects. There will be a strong coordination between the other stores and subsidiaries which will helpful in facilitating the specific assistance for the demand and supply related to the Labor (Morgan, 2009).
The labor demand will directly influence the demands of customers. With an increment in the customers’ demand, the labor demand may also get increases. This will simultaneously create impact on the process of recruitment and selection. The expansion in trading, the international subsidiaries and introduction of most suitable perspective will lead to create the best possible solution for the improvement and management. These are identified as one of the positive factors which are giving proper support to management. Apart from this, there are some negative aspects as well, which may influence the current aspects related to the labor supply. The timing factor of the organization, store opening timings and other factors are also defined to create a definite impact on the processing for the organization (Gasset, 2011).
Similar to the labor demand, there is also a supply demand schematic model which can also influence the process of recruitment and selection both in positive and negative manner. The expansion of retail stores, different sections of food stores and diversification of major outlets are considered as best factors in supporting the demand on a wider level. To manage all these perspectives, the level of supply in contrast to the Woolworths should be improved on a wide level. There are two viewpoints defined which are related to the organizational perspectives. These viewpoints are considered as the supply of labor to industry and supply labor to entire economy. The main focus of the organization is mainly diverted on the first aspect which is considered as the supply of labor on the basis of industry. The industry will be helpful in promoting the specific trade values and supply process related to the organizational aspects as well.
In short, the increment in the demand and labor supply can be promoted in a well-focused and organized manner.
The image of the organization is well focused and managed. The retailing industry is growing with very fast speed. To manage the retail management and areas of expertise related to the selling of grocery, it is essential to look forward for the new ideas and innovation. The services like filling of WOW applications, providing the WOW offers for improvement or development and various other services are considered as the most important factors through which the various perspectives related to the organization can be improved so far (Meyer, 2015). This will assist in promoting a specific and clear image for the organization. To manage the organizational image, various plans and attempts are regulated in a specific manner. Due to the best services provided by the organization, it could become possible to manage basic aspects related to the organization (Agyeman, 2014).
The demographic features are also considered at the high level. The demographic feature is the most important perspective, which may aid in providing assistance on a large scale. The backward areas with less population can be managed with the subsidiaries as well. For subsidiary, the recruitment and staff selection can be done on the local basis. The information related to the local language, coordination with local people and understanding related to their daily aspects are identified as some of perspectives which may help in setting demographic feature on a large scale. The new stores and outlets can also be opened on the basis of the requirement of the consumers, the suitable age group of the candidates, different income style and many other perspectives as well. These demographic aspects will assist in supporting the best methods to provide suitable identity (Bingol & Cevik, 2013).
Conclusion
After observing the current scenario defined in the organization, the specific set of recommendations will be provided on a large scale. The recommendations identified are mainly related to the strategic planning and setting of strategic role for the completion of the procedure. Before the joining of candidates, the Woolworths have to check all the documents and aspects related to the organization. This will help in providing assistance for the improvement in the process of recruitment. The marketing and advertisements are considered as the promotional aspects for the improvement as well. It is essential to look forward for the specific procedure related to the market. By following the procedure, special recruitment should be raised for the candidates as well. It is also recommended that the strategic approach towards the developmental perspectives may also be introduced. The new methods for the process of recruitment may be identified at an initial level. This may aid in providing proper direction for the improvement and selection of the right candidates.
If the Woolworths will follow these recommendations and modern approaches related to the recruitment, then it could become possible to manage the best possible way to introduce the most suitable candidates.
References
Agyeman, C. (2014). Employee Demographic Characteristics and Their Effects on Turnover and Retention in MSMEs. International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB), 1(1). Retrieved from https://globalbizresearch.org/files/2-ijraob_collins-marfo-agyeman_vm-ponniah-24789.pdf
Bhoganadam, S., & Rao, D. (2010, October). A study on recruitment and selection process of sai global: yarntex (india) private limited. International Journal of Management Research & Review, 4(10), 1-11.
Bingol, D., & Cevik, E. (2013, November). The Effect of Organizational Culture on Organizational Image and Identity. Procedia – Social and Behavioral Sciences, 99, 222-229. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042813039347
Bruce, V., 2016. Restructuring challenge on the cards for Woolworths HR, Available at: https://www.hcamag.com/hr-news/restructuring-challenge-on-the-cards-for-woolworths-hr-210692.aspx
Clarke, S. (2016, July 05). 5 Biggest Challenges Modern Recruiters Face. Retrieved from https://www.socialtalent.co/blog/5-biggest-challenges-modern-recruiters-face
Consultants, W. S. (2009). Issues and Challenges in the Recruitment and Selection of Immigrant Workers in Ireland. Retrieved from https://www.publicjobs.ie/publicjobs/publication/document/PAS_diversity_report_final.pdf
Gasset, H. (2011). Labor Market Equilibrium. Retrieved from https://www.hks.harvard.edu/fs/gborjas/publications/books/LE/LEChapter4.pdf
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Retrieved from https://www.iiste.org/Journals/index.php/IEL/article/viewFile/1079/999
Meyer, J., 2015. 10 challenges for Woolworths, Available at: https://www.afr.com/business/10-challenges-for-woolworths-20150120-12u29m
Morgan, D. (2009, May 22). The key challenges facing public sector recruitment. Retrieved from https://www.hrmagazine.co.uk/article-details/the-key-challenges-facing-public-sector-recruitment
Nguyen, T., Ghaderi, H., & Cahoon, S. (2014, August). Current Challenges in the Recruitment and Retention of Seafarers: An Industry Perspective from Vietnam. The Asian Journal of Shipping and Logistics, 30(2), 217-242. Retrieved from https://www.sciencedirect.com/science/article/pii/S2092521214000315
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