Recruitment And Selection Process Of Woolworths: Internal And External Factors

Recruitment and Selection in Woolworths

Question:

What are the internal and external factors that will be influencing or having an impact on the recruitment and selection procedure of Woolworths?

This report will be dealing with the internal and external factors that will be influencing or having impact on the recruitment and selection procedure of Woolworths. It is seen that the company in order to expand its business as well as for launching new products, recruitment and selection method is followed. The company follows a good procedure and fair recruitment process for the new candidates. 

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The recruitment and selection process of an organization is one of the most essential tasks of the Human Resource Department. This is because; the HR department is solely responsible for putting the right candidates into the right positions regarding the requirement and necessity of the organization (Clark, 2010). For a successful recruitment and selection process, the HR department of the organization will be keeping in mind both the internal and external factors. These factors have a great impact on the company and influence the functioning of the company to a great extent.

This assignment will be dealing with the recruitment and selection procedure that Woolworths follow along with the internal factors that have an impact on it. Moreover, the external recruitment factors such as social, legal, political and economic factors that have an impact on the selection and recruitment procedures will be discussed vividly. 

Woolworths is one of the largest supermarkets of Australia having it’s headquartering in Bella Vista, Australia. The recruitment and selection process of Woolworths is very fair and the process is solely dependent on the merit, experience and professionalism of the candidates. The company treats all its employees and workers equally and has respect for each of the work delivered by them. The company’s HR department is fully abided by the rules and regulations of the company and follows the Anti-Discrimination law and Equal Employment Opportunity Legislation in the selection and recruitment process. Moreover, according to the Privacy Act, the personal documents that are given by the candidates in this process are also well maintained by the HR department (Woolworthslimited.com.au, 2015).

According to Jack Chen (2011) each and every organization needs a strong recruitment and selection process for recruiting the most deserving candidates for the prestigious positions of the company. In Woolworths the recruitment and selection procedure of the candidates are done on the basis of available jobs or positions within the organization, by examining the availability of candidates for the corresponding position and on the basis of merit and expertise of the candidates. Dessler & Teiche et al. (2004) had an opinion that the HR department is responsible for conducting the recruitment and selection process in order to maintain the regularity in the staff positions and for getting best services from them. In order to conduct a successful recruitment and selection process, both internal and external recruitments are conducted that saves the time of the organization and also allows fresh ideas to come inside the organization. In addition to this, the recruitment policy is also essential within the organization in order to fill up the human resource gaps within the organization and for better productivity as well as smooth flow of work.

Factors Affecting Woolworths’ Recruitment and Selection Process

In Woolworths, the HR department is efficient and effective enough in conducting recruitment and selection process of the candidates. The internal factors that influences and have impact on the organization’s recruitment and selection procedures are explained below-

Recruitments policy- Arlot and Celisse (2010) commented on the fact that the recruitment policy within the organization identifies the objectives of Woolworths, the objectives of the organization, policies and preferred sources of recruitment. These factors help in understanding the requirement of the recruitment and influence the recruitment policy of the company. Initially, the recruitment policy provides framework for the accomplishment of recruitment curriculum. According to Nkhungulu Mulenga and Van Lill (2007) the Woolworths has implemented the recruitment programs for the successful filling up of the vacancies with the best candidates. Woolworths is fair in this process and is bounded by the recruitment policies and rules so as to attract the candidates to attain the recruitment sessions.

Size of the firm- Wheatley (2010) commented on the fact that the size of the firm affects the recruitment and selection procedures of the company. If the company is planning to increase its product line or expand its operations, then the organization will be recruiting more people for more production and services. According to Van den Brink et al. (2006) Woolworths has a good recruitment and selection procedure when it comes across expanding its business and introducing new products into the market. The organization is bounded by the rules and regulations of the recruitment and selection procedure so the company is successful in retaining as well as sustaining the customers. Though the size of Woolworths is huge, still it works hard for expanding its business and products for occupying a prestigious position globally.

Cost- According to Zhao and Liden (2011) cost is an essential part of the organization that affects the recruitment and selection procedure of the company. The selection and recruitment process is a cost effective process, so before undergoing the process, the organization initially understands the cost of the process as well as need of the process. Woolworths is a big organization and there is a requirement of recruitment of new employees for the vacant position as well as when the organization is expanding itself.  

Growth and expansion- Ofori and Aryeetey (2011) commented on the fact that the organization is focused on recruitment and selecting new candidates when it is planning for growth and expansion of the organization. The organization in order to have fresh ideas from outside and for having more experienced people, recruitment process is essential. It is to be noted that Woolworths being a huge supermarket in Australia is expanding itself more and occupying a higher position in the world. As a result, there is necessity of new and fresh ideas, which is resulting in recruitment and selection process of the organization. According to Field and Siavelis (2011) the organization has a very strong recruitment process since the organization recruits the best people with merit, experience and energy in the organization.

Internal Factors

Human Resource Planning- The human resource planning is essential in the organization since it helps the HR department to understand the gaps present in the human power within the organization. According to Cerrito and McLean (2010) the number of employees is Woolworths is rising in a considerable amount since the company is expanding itself as well as launching new products. Being a HR consultant, one can easily understand the requirement of the recruitment policies that will be helping the company in understanding the gaps and filling it correspondingly within the organization.

Woolworths is highly focused in maintaining the external factors that have an impact on the recruitment and selection procedures of the company. For a fair recruitment procedure as well as for the satisfaction of the employees and for retaining them, the below mentioned factors are well explained-

Social Factors- Cordner and Cordner (2011) commented on the fact that the social factors have a strong impact in the recruitment and selection procedure in Woolworths. This is because, Woolworths being a prestigious company in Australia need to recruit and select the best candidates for the organization.  It is to be remembered that the culture of the company is dependent on the recruitment of the employees and retaining the same. According to Edenborough (2005) the culture need to be co-operating and friendly for retaining the employees within the organization. The recruitment procedures need to be fair enough and based on the merit and expertise of the employees and the vacancies within the organization. This fair procedure of recruitment and selection will ultimately satisfy the new candidates and they will tend to retain in the company.  

Legal Factors- According to Van den Brink et al. (2006) the HR department needs to be abided by the rules, laws and regulations of the company as well as with that of the Government’s. The international laws of employment, labor laws etc. need to be maintained within the organization for the better performance and to stay legally safe. Wheatley (2010) had a view regarding the legal factors of the Woolworths is that the organization maintains the privacy of the employees by safeguarding and securing the essential documents within the organization.  Moreover, the other legal factors such as Discrimination in employment and Discrimination in wages need to be avoided. Preferably the candidates should be given salary and wages as per the standard rules of the industry. 

Political Factors- Jack Chen (2011) commented on the fact that the political factors of the organization are also important to be considered within the organization for a fair recruitment and selection method. The political factors need to be abided by the laws and regulations of the place or country where it is doing the business. For Woolworths, the political laws, rules and regulations of Australia need to be focused and abided by it. According to Yan et al. (2010) the HR department of Woolworths is efficient in maintaining the labor laws, the employment laws and is also concerned with the national security of the country.

External Factors

Economic Factors- The economic factor is equally important for the HR department of Woolworths to be concerned with. It plays an important role in the organization and affects the recruitments and selection procedure of the company. Edenborough (2005) commented on the fact that the economic factors include the economic situation of the company as well as economic condition of the country. The recruitment and selection procedure of Woolworths is required to be considered when the company wants to expand its business or wants to launch new products.

Figure 1: Recruitment and Selection of Woolworths

(Source: Yan et al.2010, pp.430)

The organization in order to get the best quality human resources performs the recruitment and selection procedures. Woolworths is no exception to it. The organization need to focus more on the cost on the incentives and appraisals of the existing employees. Moreover, the company also needs to focus and strengthen the policies of the HR department, so there will be a fair process of recruitment and selection. This is to be remembered that a fair recruitment policy helps in attracting more employees which not only increases the manpower but also fills up the gaps within the organization. It increases the productivity as well as also increases the employee retention.

Conclusion

This report has explained the impact of both internal and external factors on Woolworths in the recruitment process. The internal factors include the size of the firm, recruitment policy, human resource planning, cost and growth and expansion. These factors have a great impact and influence the recruitment and selection procedures of the employees that help in rapid and successful expansion of the organization. In addition to this, the external factors such as economic, legal, social and political are also essential to focus on since it has an impact on the organizational recruitment policies.

Reference List

Dessler & Teicher., Dessler, G. and Teicher, J. (2004) “Recruitment & selection”, Frenchs Forest, N.S.W.: Pearson Education Australia

Edenborough, R. (2005) “Assessment methods in recruitment, selection, and performance”, London: Kogan Page

Arlot, S. and Celisse, A. (2010) “A survey of cross-validation procedures for model selection”, Statist. Surv., 4(0), pp.40-79

Cerrito, J. and McLean, G. (2010) “Developing content-valid selection procedures: What every HPT and HRD professional should know”, Perf. Improv., 49(2), pp.29-35

Clark, M. (2010) “Experiencing recruitment and selection”, British Journal of Guidance & Counseling, 38(1), pp.137-139

Cordner, G. and Cordner, A. (2011) “Stuck on a Plateau?: Obstacles to Recruitment, Selection, and Retention of Women Police”, Police Quarterly, 14(3), pp.207-226

Field, B. and Siavelis, P. (2011) “Endogenizing legislative candidate selection procedures in nascent democracies: evidence from Spain and Chile”, Democratization, 18(3), pp.797-822

Jack Chen, E. (2011) “A revisit of two-stage selection procedures”, European Journal of Operational Research, 210(2), pp.281-286

Nkhungulu Mulenga, C. and Van Lill, B. (2007) “Recruitment and Selection of Foreign Professionals In the South African Job Market: Procedures and Processes”, SA j. hum. resour. manag., 5(3), pp. 78-96

Ofori, D. and Aryeetey, M. (2011) “Recruitment and Selection Practices in Small and Medium Enterprises: Perspectives from Ghana”, IJBA, 2(3), pp. 46-87

Van den Brink, M., Brouns, M. and Waslander, S. (2006) “Does excellence have a gender?”,Employee Relations, 28(6), pp.523-539

Wheatley, S. (2010) “Making the Right Investment – Recruitment and Selection”, Legal Information Management, 10(04), pp.279-282

Yan, J., Wu, Y. and Zhang, W. (2010) “Biodata as A Personnel Recruitment Selection Approach in China:Assessment and Its Validity”, Acta Psychologica Sinica, 42(3), pp.423-433

Zhao, H. and Liden, R. (2011) “Internship: A recruitment and selection perspective”, Journal of Applied Psychology, 96(1), pp.221-229

Woolworthslimited.com.au, (2015) Quality Brands and Trusted Retailing – Woolworths Limited, Available at: https://www.woolworthslimited.com.au/ [Accessed 2 Feb. 2015]