The report focuses on the issues and challenges faced by the companies in Australia in terms of recruitment and selection of the workforce for the growth of the company. The organization chosen for describing the challenges of recruitment and selection is Coles. Coles is a reputed supermarket that is focused on serving products and services to the Australian consumers. Employers in Australia such as Coles are facing issues in terms of both recruiting and retaining staffs in their organization. It can be said that the organizational brand is responsible for the positive retention factor as well as recruitment factor for the organization. The report will not only point out the issues of recruitment that Coles is facing in the perspective of recruitment and selection but also it will provide recommendation regarding the actual problems of Coles in order to recruit or select potential candidates. Recruitment is moving away in terms of efficiency and speed towards measuring quality of the hired people. The areas that will be getting priority by Coles in terms of improved recruitment and selection are cost reduction, and embracement of new technology. In order to cope up with the competitive business environment, improved methods of recruitment must be adopted for the growth of the organization.
Coles is an Australian supermarket retail chain that operates over 776 supermarkets throughout different parts of the country. The parent company of Coles is Wesfarmers. Coles is one of the renowned supermarkets of Australia that has a high reputation in the Australian market. There are many employees who are working with Coles for providing excellent customer service to the Australian consumers. Under the ownership of Wesfarmers, Coles has managed to improve its business operations in terms of development of many new technologies such as six point plan that is responsible for delivering the customers of Australia. The company is responsible for the development of the improved layout stores in different parts of the country. The employees are trained in a way so that they can they can roll out for the development of the new business operations in the parts o Australia (Pereira et al., 2015).
The problems of the recruitment and selection of Coles is a challenging aspect in the competitive business environment. There is a specific and strong service demand of the employment activities of the different types of problems of the employment of Australia. The demand of the predicted hires of Coles are not met in the different types of the situations that has been arise due to the mismanagement of the senior management of the company. The shrinking pool of labours among the population of Australia along with the lower unemployment levels are the cause of the recruitment issues that Coles is facing in order to meet the requirements of the employees in the different stores of the country (Kunnan, 2013). The changes in the type of candidates are one the cause of the failure results of the recruitment strategies used by Coles. It can be said that the company is not using online recruitment challenges in its all strategic business units. The other factors of challenges are the demographic issues of the country along with the demand and supply of labour in the country. There is intense competition faced by Coles in terms of Aldi and Westfield in terms of attracting talent pool in the company (Ployhart & Weekley, 2014).
The challenges in recruitment are responsible for the lower productivity of the company. The competitive and challenging in the employment of the company is witnessed by Coles. Coles is a big company where the physical recruitment of the company is not up to the mark. The lower employment level of Australia is also an aspect of the different types of skills retention of the company. The company requires support of recruitment not only in terms of the senior management of the company but also in the junior level of the management (Kline, 2013). Wesfarmers after its acquisition is not able to handle the recruitment challenges as well as the employment relations of the various strategic business units of the company. The consumers of the Australia also don’t want to choose the option of retail as the career. The strong employment of the competitors is a tough challenge to the Coles (Coaley, 2014). The present recruitment methods of Coles is not at all cost efficient methods in the operations of selection of Coles. The change in the type of the candidates is always cause of challenge in the retention and attracting the talents to the company. They are either higher or lower skilled, casual or too much generational in nature. There is no clear communication between the human resource managers of the company to the Wesfarmers (Kunnan, 2013). Sometimes the methods are not so much effective. Hence, employees are not able to provide their best effort in the development of the company’s products to the consumers of the country. Apart from that, the online recruitment process is also not updated so that it can utilise the applicants in a proper manner. Searching proper candidate for the desired post is a difficult task (Wee, Newman & Joseph, 2014).
The recruitment strategies that are followed in Coles are not having any consistency in the different types of the strategic business units of the company. The current recruitment strategy is weak and is not capable enough to recruit more people in their strategic business units. Most of the branches of the organizations are responsible for the normal physical methods of recruitment (Hunt & Jones, 2015). The objective of the company is to increase the sales first then it will recruit new people to the different types of the company. The recruitment methods include oral walk in and paper applications the lines of reporting and the analysis in terms of recruitment process. However, the4 process of selection of the candidates include seven types of different psychometric tests and nine various types of interviews. The strategy of the company will be responsible for the recruitment of the people in the different strategic business units of the corporation (Rust, Golombok, Kosinski & Stillwell, 2014).
Organizational image of Coles is important in terms of the different types of recruitment and selection of the candidates. The brand image of the Coles is responsible for attracting more talents towards the company. Apart from that, it can be said that there are also other supermarkets that are attracting the talents towards their company (Almeida & Fernando, 2017). The company will have to become competitive in order to increase the sales of the products and the services. The nature of the organizational context of the different types of administrative problems of the company will be addressed in terms of the recruitment management system (Ployhart & Weekley, 2014).
Brand image of the company is not only responsible for the sales but also to the different types of the competitive employment in the challenging environment. Apart from that, it can be seen that the brand image of the company is very high as the biggest retail giants as well as the employee strength. The renewed focus on the heightened skills of the different types of the candidates is responsible for the recruitment strategies. The Wesfarmers has different types of recruitment process of the company related to the customer impact of the hiring manager (Pereira et al., 2015).
The labour and employment rate of the country is the issue that is responsible for the development of the recruitment strategies of the companies. There are some times where the demand and the supply of the labours in the country are not in a stable condition. It affects the recruitment process of the company but also to the different operational department’s productivity (Burt, 2015). It can be said that the productivity depends on the performance of the labour as well as the employees of the organization. Lack of proper compensation plan as well as lack of unity in the labour and the employees is responsible for the lower productivity of the different types operational department of Coles. It will eventually affect the different types of recruitment policies practiced by it in the long run (Pashayan et al., 2016). For instance, if the economy of the country is not in a good condition, then it is responsible for creating problems while recruiting potential talent for them. Coles in this situation also faced issues in recruiting right talent to their designation of the company. Apart from that, there are other companies who are responsible for the different competitive packages formation for the attraction of new talents towards the company (Petty, Manroop & Linton, 2015).
Demographic aspects are a vital perspective for a company in order to decide the recruitment strategies as well as the different other operations of business. The demography of Australia consists of people both from the country of Australia and also from other countries also. Australian universities are famous for their studies and the colleges and universities of Australia (Rudolph, Toomey & Baltes, 2017). The youth of Australia are ambitious and educated enough in order to take a career in good companies. Australian companies are responsible for the different types of recruitment and selection of the different types of companies in order to recruit quality people. The company is responsible for utilizing the demographic aspects of the country in order to fulfil the requirements of the available vacancies of the company (Jeske & Shultz, 2016).
A reputed company like Coles must have improvement recruitment and selection of the different types of the strategies of the company. It can be said that the ongoing recruitment of the company is responsible for the different types of the problems faced by the companies. The different types of the issues that is responsible for the candidate utilisation. The fair and transparent policies of the company will include the online recruitment of the candidates of the country (Chaneta, 2014). The company will be inducing the website in order to recruit people that has the process of consistent selection, customer impact and the positive quality of the work culture. Coles can also give job advertisement in the different job websites that will be searching the recruitment procedures to Coles. Coles also can use physical recruitment process in order to use the normal interviews and selection that include different types of candidates. Selection of the company’s process can include online testing methods, one to one interviews, talent pools, etc. The company will face intense competition in terms of the other competitive companies in the country. The low cost hire will help the online recruitment of the company (Heilman, Manzi, & Braun, 2015).
Conclusion
It can be concluded that the recruitment and selection are the burning issues that is not only faced by the big multinational companies like Coles, but also it is a major problem for many small medium enterprises of Australia. The recruitment and selection of Coles is not updated and is not proactive in terms of market needs as well as the different types of the inconsistent rate of unemployment in Australia. As the company is expanding rapidly, hence it will have to adopt the latest methods of recruitment approaches so that they can attract the talent pool towards their companies. The demographic issues as well the conditions of the labour market of the country.
References
Almeida, S., & Fernando, M. (2017). Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia. The International Journal of Human Resource Management, 28(6), 880-912.
Burt, C. D. (2015). The Influences of Recruitment Processes and Selection Predictors on New Employee Safety. In New Employee Safety (pp. 55-73). Springer International Publishing.
Chaneta, I. (2014). Recruitment and Selection. International Journal of Management, IT and Engineering, 4(2), 289.
Coaley, K. (2014). An introduction to psychological assessment and psychometrics. Sage.
Heilman, M. E., Manzi, F., & Braun, S. (2015). Presumed incompetent: perceived lack of fit and gender bias in recruitment and selection. Handbook of Gendered Careers in Management: Getting In, Getting On, Getting Out, 90.
Hunt, S. C., & Jones, K. T. (2015). Recruitment and selection of accounting faculty in a difficult market. Global Perspectives on Accounting Education, 12, 23.
Jeske, D., & Shultz, K. S. (2016). Using social media content for screening in recruitment and selection: pros and cons. Work, Employment & Society, 30(3), 535-546.
Kline, P. (2013). Handbook of psychological testing. Routledge.
Kunnan, A. J. (2013). Validation in language assessment. Taylor & Francis.
Pashayan, N., Gray, S., Duff, C., Parkes, J., Williams, D., Patterson, F., … & Mason, B. W. (2016). Evaluation of recruitment and selection for specialty training in public health: interim results of a prospective cohort study to measure the predictive validity of the selection process. Journal of Public Health, 38(2), e194-e200.
Pereira, V. D. C., de Souza, C. C., dos Reis Neto, J. F., da Silva, R. J., & Gomes, N. B. (2015). Human resource strategies: the recruitment and selection model for a firm in the alimentary sector in Dourados-MS. Revista Agrarian, 8(27), 92-103.
Petty, R. J., Manroop, L., & Linton, S. (2015). Integration of Micro-Blogs into the Human Resource Management (HRM) Areas of Recruitment and Selection. Maximizing Commerce and Marketing Strategies through Micro-Blogging, Business Science Reference, Hershey, PA, 226-250.
Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations. The Routledge companion to international human resource management, 155-171.
Rudolph, C. W., Toomey, E. C., & Baltes, B. B. (2017). Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management. In The Palgrave Handbook of Age Diversity and Work (pp. 607-638). Palgrave Macmillan UK.
Rust, J., Golombok, S., Kosinski, M., & Stillwell, D. (2014). Modern psychometrics: The science of psychological assessment. Routledge.
Wee, S., Newman, D. A., & Joseph, D. L. (2014). More than g: Selection quality and adverse impact implications of considering second-stratum cognitive abilities. Journal of Applied Psychology, 99(4), 547.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download