Strategic Recruitment: Oganization OzStyle4U

Discuss about the Strategic Recruitment for Oganization OzStyle4U.

Introduction

The assignment will focus on different aspects towards development process of a proper strategic recruitment process. The overall strategic recruitment process will address the entire crucial factor to support the effective and equitable employment of a suitable staff person in the role of store manager, Hobart. The study will focus on all the key elements, which will develop a proper recruitment process of the selected organization OzStyle4U.

The organization OzStyle4U wants to develop a proper expansion procedure. The development of a proper recruitment process will focus towards filling the vacant place of an operational manager in the store situated in Hobart. The overall recruitment process is one of the most significant measures of the HRM practices. Often, the Human resources manager performs certain research and development plans, with the view of selecting the right person for the right job.

Background of the Organization

“OzStyle4U” is the selected organization in the study. With the view of developing a proper operational business process, the organization has decided to incorporate a suitable staff in the role of a store manager. OzStyle4U has decided to fill the vacant place by developing an external recruitment procedure as the organization found no employees in the organization as suitable for the desired post. The store is located in Hobart, which is the capital of Australian Island state Tasmania. Australia is a good place for organizing business. A majority of the organization irrespective of the nature of the business is benefited while organizations a proper business plans in Australia.

Pre Recruitment Strategy of OzStyle4U

The idea of pre recruitment strategy will focus on the evaluation process of all the crucial factors which OzStyle4U, need to address before implementing a strong recruitment strategy. Pre recruitment strategy will determine all the important attributes, which are required by the organization to focus before developing a strong recruitment strategy (Phillips and Gully, 1997). The idea of the pre recruitment strategy will focus on all the preliminary factors before developing a proper interview plans and procedures (Martínez-García, López & Vazquez, 2015).

Business Strategy for OzStyle4U

Strategies are developed in the business operations, with the view towards marinating a smooth business process in the organizational operations.

Business strategy	Priority (P = primary; S = secondary; NA = not applicable)	General staffing implications (to be completed for all four strategy options)
Cost leadership	Secondary	Leadership is one of the vital aspects of the organization. The concept of cost leadership is developed by Michel Porter, which has a significant impact in the business operations. The idea of cost leadership in basic words provides the opportunity to lower the cost of operation in the industry (Knowles, Holton and Swanson, 2014). Cost is one of the most significant aspects and majority of the managers tries to reduce it. The ultimate objective of cost leadership will evaluate the notion of optimum utilization of resources (Hendry, 2012).
Differentiation (quality)	NA
Growth	Primary	Growth is given as the top priority in the process of developing process of a proper recruitment strategy (Balon, 2016). The recruitment strategy connects all the major components, as the organization will be able to realize its strategic growth (Jabbour & de Sousa Jabbour, 2016).  The aim of the organization is to focus on the growth. There are certain reasons, why the organization OzStyle4U has given growth as the top priority. It will emphasize on the position of the organization on the top job market, which enhances the recruitment channel (Bachour et al, 2016) .
Specialisation	NA

Table 1: Business Strategy for OzStyle4U

HR Stuffing Strategy and Talent Philosophy

The human resource aspects of the business are often one of the largest aspects of the company. The overall strategic performance of the organization evaluates a process, which mainly covers the approach, which is required by the organization to focus on the HRM practices. To be competitive, OzStyle4U need to be highly killed. The role of HR staffing is one of the most significant parts as it determines the selection process of selecting the right employee for the right job. If the organization, OzStyle4U finds the right person to fill up the vacant place for the operational mangers, it will be much beneficial for the company.  

With the view of acquiring a proper talent philosophy, OzStyle4U need to evaluate five major factors which includes Transparency, performance, behaviors, differentiation and accountability. With the help of these five factors, the organization will evaluate a proper talent philosophy in the organization (Oke, 2016).

Position Requirements Matrix

The answer to this particular point will specify the job position of the recruitment strategy. There are certain parameters, which needs to specify in the process of developing a proper recruitment strategy. Duty tasks, importance of duty, time spend on duty, competency and importance of competency to performance are some of the key attributes, which are required to fulfill in the overall strategic recruitment operations.

Nevertheless, there are five crucial factors, which contribute a proper position recruitment matrix. Self-leadership, breadth, comfortable with ambiguity, adaptive and influencers are some of the crucial factors, which the selected organizations need to focus to concentrate on a proper position requirement matrix (Bratton and Gold, 2012). For example, the best indicator of success is to already have been successful in this kind of working environment. 

Job specification				Person specification
Duty	Tasks	Importance of duty (%)	Time spent on duty (%)	KSAO/Competency	Importance of KSAO/Competency to performance (1 = Low, 10 = High; E = essential, D = Desirable)
Operational Manager	Managing a cost efficient leadership style and approach	90%	60%	N/A	High

Table 2: Job position for requirement matrix for OzStyle4U

It is clear from the above discursion about the job of the managers for the organization. The managers need to evaluate all the major activities, which will cover all the important of the organizational operations in a proper, manner strategy (Phillips and Gully, 1997).The role of the job requirement matrix will specify all the requirements of the organization and will define all the important attributes of the managers to evaluate the performance of the store. 

Recruitment Process of OzStyle4U

Employment Value Proposition (EVP)

The value or benefit of an employee, which is obtained through employment, puts the worth of an organization’s employment experience (Purce, 2014). Developing an EVP has become the key to success towards acquiring talent and in fact is no longer an option for the organization. A strong EVP builds and reinforces the background of the organization, which includes vision, culture, work practices, management style and growth opportunity of the organization (Storey, 2014). With the idea of proper value proposition all the employees of the organization gets motivated , feels proud and becomes happy to work in the organization and willing to go head for a extra mile for the organization (Martínez-García, López & Vazquez, 2015).

In order to evaluate this particular point there are three important strategies, which the organization, OzStyle4U need to focus on. Improved in attractiveness, greater employment commitment and compensation saving savings are some of the vital aspects, which are, includes in the process of development of a proper as well as an effective employment value positioning (Alfes et al., 2013). By developing a strong and effective EVP, OzStyle4U will be able to develop a deeper pool of talent in the organization. On the other hand, it will also focus on higher levels of commitments from their employees. From the discursion, it is very much sure that the job of the newly recruited manager is to focus towards managing a strong EVP performance, which will able to reduce the compensation premium to attract new employees (Jiang et al. 2012).

Item	Focus (Job-related/ Organisation-related/ Person-related)	Type (Intrinsic/ Extrinsic)	Organisation contribution	Employee contribution	To which applicants might it appeal
1 2 3 4 5 6 7 8	Employer Brand Internal Control Recruitment Engagement Human Resource Strategy Corporate Brands Employer Brand	Intrinsic Intrinsic Extrinsic Extrinsic Intrinsic Intrinsic Extrinsic Intrinsic	50% 50% 100% 100% 100% 50% 100% 40%	50% 50% - - - 50% - 60%	N/A N/A N/A N/A N/A N/A N/A N/A

 Table 3: Value positioning for employees in OzStyle4U

Recruitment Communication (Job advertisement)

The notion of the recruitment communication emphasizes towards the development process of a proper communication channel (Coyne, 2015). Cost efficient strategy is one of the prime objectives of the organization. However, there are certain managerial goals and objectives and in order to accomplish the overall goals, the managers of the organization decided to develop an external recruitment process.
The job of the HR is to focus on the overall external recruitment process, which will indicate a proper analysis of the right employees (Knowles, Holton and Swanson, 2014).  The classifications of the overall recruitment process are divided into two parts, which mainly concentrates on the internal recruitment process, which is followed by the external recruitment process.

Majority of the organizations tries to accomplish the internal recruitment process within the organization and it is one of the most cost effective processes of the organization (Delahaye, 2015). However, depending upon the situations, the organization, OzStyle4U tries to concentrate on the external recruitment process. In the overall process of external recruitment, job advertisement is one of the most effective parts which in the overall procedure strategy (Phillips and Gully, 1997). However, the mode of advertisement is classified into segments, which include modern communication process follow, by the traditional communication process (Oke, 2016). The organization has decided to use both the concepts of modern as well as traditional advertisement procedure. OzStyle4U targets newspapers and magazines as the mode of traditional communication. On the other hand, with the help of emails and employers portal, the organization targets the modern mode of communication and job advertisement procedure.

Sourcing Effectiveness Analysis

Source (list in order of importance)	Type of applicant (Active/Passive/ Semi-passive)	Average speed Fast/Medium/Slow	Cost per hire (High/Medium/Low)	Expected applicant quality (High/Medium/Low)
·         Newspaper Advertisement ·         Employer Portal ·         Third Party Consultancy ·         Referrals ·         On filed Recruitment	Passive   Active   Passive   Active Active	Slow   Medium   Medium   Fast   Fast	Low   Medium   Medium   High   High	Medium   Medium   Medium   High   High

Table 4: Source Effectiveness Analysis for specified Position

Selection and Recruitment Process of OzStyle4U

Assessment Plan

The assessment plan clarifies the business objectives in the organization. The role of the assessment plan is to clarify the structure of the HRM in the organization. The process of generating a pool of candidates for a particular job and it leads to the process of discovering potential candidates. The assessment plan includes attracting qualified applicants and to encourage unqualified applicants to self select themselves in the recruitment process (Wilton, 2016). Nevertheless, with the help of a proper assessment plan the organization will be able to focus on planning, strategy development, searching, screening, evolution and control.

Characteristic (Selection Criteria)	Importance of characteristic to job performance (1 = Essential; ?2 = Desirable)	Select (S) Train (T)	‘Predictor 1’* (indicate if hurdle or compensatory)	‘Predictor 2’* (indicate if hurdle or compensatory	Panel Interview
·         Preliminary Interview ·         Selection Test ·         Employment interview ·         Reference and background check ·         Selection Decision	·         Essential   ·         Essential ·         Essential   ·         Desirable     ·         Essential	Tanning   Selection Selection     Tanning     Selection	Compensatory   Compensatory Compensatory     Compensatory     Compensatory	Compensatory   Compensatory Compensatory     Compensatory     Compensatory	N/A   N/A N/A     N/A     N/A

 Table 5: Assessment Plan for specified Position

The evolution of the assignment plan will focus on the key objectives in order to access an overall performance indicator. In order to evaluate a proper assessment plan the overview of the organization is to focus on the key attributes, which will guide the organization to incorporate a proper recruitment process, which will fulfill the common organizational goals strategy (Phillips and Gully, 1997).

Panel Interview Questions

The overall interview process is classified into several sections, which includes preliminary interview, selection test, employee’s interview, reference and background checks and selection decisions (Delahaye, 2015). These are the five major steps, which will focus on an effective interview panel for the organization. The company mainly focuses in the process of adopting psychometric testing as one of the best recruitment test. The company follows a broader aspect with the view of filling the vacant managerial place, which will help for its future establishment and expansion of business to acquire the best competitive environment.

Interview question	Question type (Behavioural/ Situational)	Selection criteria	Answer	Answer scoring (Good = 10; Satisfactory = 5 Poor = 1)
·         Describe how will you manage a problem of an employee ·         Do you prefer to work independently or on a team? ·         How will you plan to achieve the organizational goals? ·         How do you evaluate success?	·         Situational       ·         Behavioural     ·         Situational       ·         Behavioural		It is one of the most challenging jobs. However, in order to find the best solution for the problem, the primary job is to analyse the entire situation in a proper manner. It will help to conclude the best possible findings.       With the team will develop a proper communication process in the organization, which will automatically increase the efficiency of the organization.     The primary job is to evaluate the objectives of the organization in a defined manner. Development of a proper organizational structure will evaluate in a proper manner.       There are different factors, which will focus towards evaluating the success of the organization. Focusing and concentrating on the job will result in a positive manner and will fulfil the objectives of the organization.	10                         10                     5                     5

Table 6: Panel Interview questions for specific position

Evaluating and Choosing Candidates

After going through a long process in the interview section, the basic criteria of the organization is to focus on the following factors. Formal education, experience and past performance and personality characteristics are the three basic credentials, which will focus on the basic selection criteria of the organization (Jabbour & de Sousa Jabbour, 2016). The organization focuses on the three major attributes, which includes testing, gathering information and interview. If the respondent passes all these three levels of the interview, then the candidate will be short-listed.

Conclusion

The concluding part of the assignment will cover all the necessary points, which will focus on the factors, which the selected organization has decided to develop a strong recruitment strategy. It is one of the most significant points by the management to accomplish the common organization goals. With the help of this particular recruitment strategy, the organization will be able to select the right person for the right job.

There were certain key parameters on which the organization, OzStyle4U has focused in the overall selection process. The overall analysis will provide a deep as well as critical understanding of different kinds of strategic recruitment process towards its practical implications.  Determining a proper recruitment process and evaluating all the critical factors, which will focus on the pre recruitment strategies of the organization re reflected in the overall study. Selection plan is analyzed in the study by considering all the important credentials, which will focus on the requirements and objectives of the organization. With the help of this particular recruitment plan, the organization will be able to develop a proper recruitment strategy.

Reference List

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