Recruitment And Selection Process For A Head Manager Position In A Small Business

Profile your small business. Include its mission statement, values and strategic objectives. State the total number of employees and how long you’ve been operating. Describe what is special about your business that makes you attractive as an employer. 
b) Conduct Job analysis about the vacant position and explain why those particular methods were suitable for your situation.
c) Apply 2 methods of Job design to your position, explain how these two methods will result in effective outcomes for the organisation and its stakeholders 
d) Set out a job description for the vacant position based on the data you have collected. The job description must be concise and clear, an effective tool for recruitment and selection (and later for training and development), contain the purpose, main duties and responsibilities as well as measurable standards for their performance. 
e) Set out a clear and concise person specification that is relevant to the position and effective as a tool for recruitment and selection (and later for training and development).

Consider and decide on a number of factors that comply with relevant legislation and are appropriate for the position and your business (you need to consider the Treaty of Waitangi, EEO, Human Rights Act) These are: how to target and communicate with suitable job applicants; relevant criteria for short listing your applicants so that selection processes don’t waste time;appropriate and effective selection methods and tests; and appropriate pre-employment checks.
In this assessment, you are expected to evaluate or judge in relation to what would be appropriate and effective for your small business. Therefore the reasons for rejecting criteria, methods or tests are as important as the reasons for those you choose to use.

Why are your selected criteria, methods and tests the best for your situation Use relevant headings to organise your work so that it is clear to the marker. A. Recruitment and short listing
You must include a copy of your advertisement and references and answer the following;
a) Describe the recruitment methods you considered for your vacancy, and explain how and why you made your
choices. 
b) Include a copy of the appropriate communication or advertisement that you have created. 
c) State and justify your choice of at least four short listing criteria.
d) Explain and justify your choice of selection methods and tests.
e) Provide three behavioural style interview questions, and explain why you’ve chosen each particular question.
f) Provide a form on which interviewees can be effectively compared in order to make a fair selection decision.
g) Explain and justify your choice of pre-employment checks. 

About ZLC and its Mission and Values

A1. A- Located in Auckland, ZLC is the supermarket store which sells grocery products to its customers. They ensure best quality of the products for their customers at reasonable price. Organization engaged in the business from last 3 years and present stage employed almost 75 employees in their organization.

Mission-The main aim of this organization is to ensure the best returns for shareholders and other stakeholders that are employees, society, and customers.

Visions – ZLC mainly aim to satisfy their customers and contributes best in the welfare of the society.

A1.B- Manager of the supermarket is near the age of retirement, and after that position of head manager is vacant. Management of ZLC is looking for the manager which effectively and efficiently manages the functions and other business operations of the organization. Manager is responsible for conducting planning, directing, and overseeing the operations of the business conducted by the organization. Further, they are responsible to manage the division, department, and operating units within the organizations. Manager of the organization is further responsible for managing the human resources of the organization and lead them in the effective manner.

In context of selecting the candidate for the position of manager in the organization, the used method is the interview method. This method is considered as most effective method of selection because in this professional experts conduct the interview of the candidate and analyze the personality of the individual for performing the job. This also helps the candidates in understanding their own working style; conflicts might arise while performing their job responsibilities, etc.

This method is considered as effective in terms of the job evaluation because it ultimately help both interviewers and the candidate. It helps the candidates in understanding the nature of the job and responsibilities involved in the job (Noe, Hollenbeck, Gerhart & Wright, 2006).

A1.C -ZLC can use different methods for job designing, and these two methods are job enlargement and job rotation. Discussion related to both the methods and how these methods are effective in nature-

Job Rotation is the first method which is used by the employer in terms of job designing, as this method ensures the movement of the employee in systematic manner from one type of job to another type of job. In other words, positions of job are not changed but only employees are shifted from one place to another (Buchan, 2004). This mainly gives the opportunity to the employees to perform different types of job within single employment period, and it further helps them in enriching their skills in different areas. In the retail sector, job rotation is the most efficient methods for the employers because it helps the employer in resolving number of issues such as absence of employees from work and reducing job satisfaction of employees.

Another method used by employer of ZLC is the job enlargement, as this method is the wider version of the job rotation. In this, scope of the functions performed by employee in their existing job position is enlarged by the organization. Under this method, employer adds up the tasks and duties in the existing functions of the job position (Mehrabad & Brojeny, 2007).

Job Analysis for the Head Manager Position

A1.D- Job Description of the head manager position vacant in the organization is defined below-

Tool for recruitment & selection- Hiring manager & panel interview are the tools which used in context of recruiting and selecting the right individual for the relevant job position available in the organization. Under this, hiring manager shortlisted the candidates on the basis of their CVs and after that panel interview is conducted for selecting the best one (Greiner, 2015).

Purpose- The main purpose of the head manager is to manage the functions of the department store in efficient and effective manner, and manager is also responsible for conducting planning, directing, and overseeing the operations of the business. There are number of job responsibilities of the head manager, and some of these responsibilities are defined below-

• Management of all the functions of the organization, and ensure that all the functions are carried on smooth manner.
• Must carry out the goals and objectives of the organization in managed way.
• Manager is responsible to ensure the health and safety of the workforce.
• Must develop the culture which is employee-oriented and ensures quality, continuous improvement, employee retention, and high performance.

Measurable performance standards – It must be noted that, employer choose the standards which are based on the position of job and not on the individual. Some of these measures against which performance of the manager is measured by the employer are defined below-

• Goals and targets set by the employer are achieved by the manager or not.
• Whether there is professional and personal growth of the employees of the organization or not.

A1.E- Numbers of skills and abilities are there which must be possessed by the

Following are some presided skills and qualities which must be present in individual for acquiring this job position-

· Manager must hold the required education qualification that is at least master’s degree in management course from the recognized university.

· Manager must hold the relevant knowledge and experience in the business, supervision, and management.

• Manager must hold better communication skills in both contexts that are written and spoken.
• Must hold the employee coaching and development skills and also the interpersonal relationship building skills.
• Manager must hold the experience in the team oriented workplace.
• Manager must develop the ability of effective leadership in terms of leading the employees and other staff member in effective manner.
• Must demonstrate the knowledge related to the basic economics, budgeting, and accounting principles and practices.
• Must demonstrate the ability to serve as the knowledgeable resources in terms of the management team of the organization which mainly provides the leadership and direction.
• Must demonstrate the efficient computer and digital technology skills.
• Must develop the knowledge related to different laws and practices related to employment relations.
• Must shows the evidence related to ability in terms of practicing the confidentiality of high level (Shortell, Jones, Rademaker, Gillies, Dranove, Hughes & Huang, 2000).

A2.A- Management of ZLC for filling the vacant position of head manager choose the indirect recruitment method, because this method is considered as effective method for filling the management level positions in the organization. Under this method, employer published the advertisements in the newspapers and other social media platforms. Digital media is used by the organization for finding the suitable candidate for the vacant position. Indirect method of recruitment ensures number of advantages for the employer, and because of these advantages this method is opted. Some of these advantages are defined below-

• This method ensures the vast number of options of the candidates for the position vacant in the organization.
• Employer gets the more options for evaluating the candidates on different standards in context of filling the position of manager level.
• This method gives the advantages in terms of cost and time, as it is cost effective and less time consuming.
• Digital platforms not only manage the complete process in coordinal manner, but it also help the employer in arranging the responses in effective manner (Heathfield, 2018.

A2.B- Following is the published advertisement issued by the ZLC for filling the position of the Head Manager in the organization-

Job title: Head Manager

Reporting to: CEO

Salary: $200,000 per annum.

Hours: 9 AM to 6 PM

Location: Auckland (travelling is required for attending the out shore meetings held by the organization)

Purpose of the position- Head manager is to manage the functions of the department store in efficient and effective manner, and manager is also responsible for conducting planning, directing, and overseeing the operations of the business. Some of the key responsibilities are defined below-

Management of business functions in effective manner.

Develop employee oriented culture in the organization.

Carry on the goal and aims of organization in smooth manner.

A2.C- ZLC selected four criteria in terms of shortlisting the candidates applied for the job, and all these four criteria are related to the qualifications, skills, and abilities of the individual-

• Qualification and working experience stated in the advertisement for the vacant position must be complying by the candidate. It must be noted that, those candidates are preferred which hold more experience than 5 years. Further, candidate must hold the experience of leading the team for at least three years.
• It is necessary that, candidate must be able to create employee-oriented culture in the organization. Further, candidate holds the capability to ensure the personal and professional growth of the employees in the organization.
• Manager must hold the employee coaching and development skills and also the interpersonal relationship building skills. In other words, manager demonstrates the skills of making the strong relationships with the employees and other related persons.
• Manager must possess the required communication skills in terms of both spoken and written form (Ideal, 2016.

A2.D- Another important stage of recruitment process is selection, as this is the stage for which complete process is conducted by the employer of the organization. ZLC use efficient selection tool for chose the right candidate from large number of applications. In this context employer use such method which also ensures the self-selection framework for the organization. This framework ensures the appointment of such person which possesses all the required skills and abilities required for this job.  Therefore, method of panel interview is used by this organization in terms of selecting the right person at the right time on the right place. During the panel interview more than 1 expert is present at the panel for observing and evaluating the responses and body language of the candidate.

Through this tool, employer evaluates the complete personality traits and attitude of candidate such as their communication skills, confidence, way of talking, behavioral approach etc. In this interviewer not only evaluates the personality traits of the candidate but also observe whether this candidate is able to work on the vacant position (Hsu & Leat, 2000).

A2.E- Questions related to the behavioral approach help the employer in identifying the capability of the candidate in handling different situations. Following are the three behavioral question which are selected by the ZLC in terms of evaluating the candidate-

• Describe any situation when you work with the individual or group of people who possess different personality traits in comparison of yours? It allows the employer to evaluate capabilities of the candidate to work in those situations which throw challenges and unfavorable conditions for the organization.
• Elaborate the circumstances when candidate deal with different issues while leading the team of employees for achieving any particular goal?. This reflects the leadership skills of the candidate and what issues might be faced by the leader while leading the team of employees in the department store.
• Elaborate the way through which you access the information of reliable nature from the source which is less responsive? This allows the employer in accessing the communication skills of the candidate and the manner through which they use the credible sources for their own benefit (Karp, Serbin, Stack & Schwartzman, 2004).

A2.F- This chart is prepared by the employer in context of comparing the shortlisted candidates applied for the job-

A2.G- Following are pre-employment checks which must be conducted by the employer before selecting the employee for the vacant position-

• Employer needs to check the criminal background of the candidate with the reliable authorities.
• Employer needs to check the history of the residential address given by the candidate.
• Employer must check the previous employment details of the individual.

References

Buchan, J. (2004). What difference does (" good") HRM make?. Human resources for health, 2(1), 6.

Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.

Heathfield, S. (2018. Sample Manager Job Description. Retrieved from https://www.thebalancecareers.com/sample-manager-job-description-1919126.

Hsu, Y. R., & Leat, M. (2000). A study of HRM and recruitment and selection policies and practices in Taiwan. International Journal of Human Resource Management, 11(2), 413-435.

Ideal, (2016). 6 Tools For Shortlisting Candidates To Speed Up Time-To-Hire. Retrieved from https://ideal.com/shortlisting-candidates/.

Karp, J., Serbin, L. A., Stack, D. M., & Schwartzman, A. E. (2004). An observational measure of children's behavioural style: Evidence supporting a multi?method approach to studying temperament. Infant and Child Development: An International Journal of Research and Practice, 13(2), 135-158.

Mehrabad, M. S., & Brojeny, M. F. (2007). The development of an expert system for effective selection and appointment of the jobs applicants in human resource management. Computers & Industrial Engineering, 53(2), 306-312.

Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resources Management: Gaining a Competitive Advantage, Tenth Global Edition. McGraw-Hill Education.

Shortell, S. M., Jones, R. H., Rademaker, A. W., Gillies, R. R., Dranove, D. S., Hughes, E. F., & Huang, C. F. (2000). Assessing the impact of total quality management and organizational culture on multiple outcomes of care for coronary artery bypass graft surgery patients. Medical care, 207-217.