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Importance of Selection Criteria in Retail Companies

The main contributors behind a company’s success is its workforce. This mainly suggests that the employees of a company essentially contribute to its overall success in its designated industry. It is also imperative to note that the employees of a company not only contribute to its overall benefit but also allow it to enhance its overall brand reputation in its designated industry that helps them compete with its fellow competitors. This also brings to light the fact that the workforce of a company essentially contributes to its overall performance in its specific industry (Hamza et al 2021). This means that the recruitment and selection activities of a company are the most important functions of its human resource department. The selection and recruitment process primarily lays reference to a company selecting its workforce through a series of selection processes before recruiting them into the company (Paillé 2019). The following paper will present the selection criteria that is implemented in a retail company. In addition to this, the following paper will also present the various recruiting methods that a company in the retail industry will implement so as to attract the best staff to apply for their jobs. Finally, the paper will also present certain selection methods that the company uses in order to select their potential employees.

Selection criteria mainly refers to the abilities, skills and personal characteristics that an individual has that a certain company is looking for. This mainly suggests that selection criteria refer to the various characteristic traits of an individual that aligns with the requirements of the job role placed by a company. In regards to a retail company, the selection criteria do not only look into the personality traits of the individual but also looks into the skill set that they possess. In terms of this situation, the retail company is looking for an employee to fill a marketing assistant position in the marketing department. This means that the selection criteria will require the candidate to have a detailed knowledge about the marketing industry. In addition to this, since the company essentially deals in retail, the potential candidate must also have a detailed knowledge about the retail industry especially the latest trends within the industry (AKME?E and ARAS 2017). Moreover, it is also imperative to note that the selection criteria would need the potential candidate to have the ability to handle marketing tasks. In regards to skills, the job role will require its candidates to have skills such as creativity, the ability to plan and execute, the ability to manage time thoroughly and the ability to communicate and express themselves clearly. In regards to personality traits, the selection criteria will essentially look for candidates who can calmly work under pressure, creatively look for solutions, think outside the box and be agile in their approach towards promoting the products to the customer base of the company (Saeed et al 2019).

It is vital to note that the selection criteria is the most integral part of the job hiring activity since it decides the kind of candidates that apply for the job. This mainly suggests that a selection criterion sets the tone for the candidates who apply for new jobs within the company. In regards to the retail company, since the position requires a marketing assistant, the candidate must have certain skills that are personalised in regards to marketing. This means that the selection criteria of the company require certain characteristic traits that are solely founded among marketing employees. This is why the selection criteria of the retail company requires its candidates to have the ability to communicate freely and express themselves efficiently. This is because the role of a marketing assistant will require them to make several presentations in regards to the various products that the company sells. The candidate must have the correct skill set as well as the personality trait to handle the workload and hence perform efficiently. In addition to this, it is also imperative to note that the retail industry selection criteria also require its candidates to have the ability to manage their time efficiently. This is a necessity as the marketing department often works under tight deadlines in order to release and promote products successfully. Therefore, the candidate must have the ability to manage their time accurately and meet tight deadlines so that they can contribute efficiently to the department and hence enable the retail company to flourish in their designated purpose. In addition to this, it is also pivotal to note that the selection criteria of a retail company also require the potential candidates to have certain information about the designated industry that the company is based in. This means that the selection criteria will eventually assess the marketing knowledge of the candidates so as to evaluate whether they will be able to perform efficiently within the company (Heidary Dahooie et al 2018). This lays reference to the fact that the selection criteria assess the potential candidate’s ability to recall the various trends that exist in the retail industry. This is essential as it enables the company to evaluate whether the candidate is eligible for the job role that the company is offering.

Selection Criteria for Marketing Assistant Position

Recruitment method mainly refers to the process through which a company chooses to seek potential candidates. This mainly suggests that recruitment method refers to a company’s choice of process that helps them reach out to potential employees. It is also imperative to know that recruitment methods essentially refer to a process through which a company strives to connect and create contact with potential job seekers (Rahman and Asadujjaman 2021). There are several methods of recruitment. This mainly suggests that a company can implement various different ways in order to connect and create contact with their potential candidates. However, the most common recruitment methods include internal method, direct method and indirect method. In regards to internal method, this mainly lays emphasis to internal promotions and transfers that happen within a company among the pool of their existing workforce (Furnham 2018). This means that internal method of recruitment is conducted within the company’s existing pool of employees which means that the company hires employees for different job roles from the existing workforce. In regards to direct methods, this mainly includes recruitment methods such as campus recruitment. This mainly suggests that the company looks for candidates through its campus recruitment activities where it visits different educational institutions in order to recruit potential employees. Finally, in regards to indirect method of recruitment, it mainly refers to a company choosing to recruit its employees through advertisements posted in newspapers, journals as well as televised advertisements on the television (Liaw et al 2017). This also includes promoting the company’s advertisement on the radio. However, for the retail company, the main recruitment method that the company chooses to use is internal recruitment as well as direct method. This mainly suggests that the company will not only look to fulfil its marketing assistant job role by looking internally within the workforce of the company but will also essentially look for its candidates through campus recruitment.

It is pivotal to note that while internal methods enable the company to essentially promote one of their employees to a different job role, it also helps the company to save a lot of resources in regards to recruiting new members (Wong et al 2017). This mainly suggests that while recruiting internally, the company saves themselves from the trouble of looking from an unknown pool of candidates. However, internal methods also have certain drawbacks. This mainly suggests that through internal methods of recruitment, the company also limits itself from exploring new candidates present in the industry. This in a way hinders the company from diversifying its workforce and evidently flourishing in its overall purpose in an innovative way. Another method that the company chooses to use in order to recruit candidates is direct method (Albert 2019). This mainly suggests that the company will essentially recruit its employees from campus recruitment process. This means that the company will visit several educational institutions and interview several candidates who are interested to fulfil the job role presented by the company. This process requires the company to refer to the selection criteria strictly. This process, while extremely long is also beneficial for the company since it allows it to not only realise the level of talent in regards to potential candidates in the industry but also enables it to diversify its workforce. This further justifies the fact that for this retail company, the recruitment method that is more suitable is direct recruitment (Holm and Haahr 2018). This mainly suggests that the company is most likely to hire efficient people for the marketing assistant job role by conducting selection processes in the campus where they look for new recruits. It is also imperative to note that overall, the retail company trying to fill its marketing position will have more success when it looks for fresh talent from institutional campuses as they would have the accurate creativity and innovative skills that will help the company to set itself apart from its fellow competitors and will also enable it to position itself at the top of its designated industry. Another recruitment method that the company can implement is the employee referral programme. This mainly suggests that the existing workforce of the company will essentially refer other candidates that they feel would fit the companies required rule. This method will also help the retail company to hire an efficient employee as the existing workforce of the company are familiar with the work culture and expectations of the company. This essentially will enable them to refer employees who have the potential to fit into the work culture of the company and essentially contribute to its overall success (Hughes and Batey 2017).

Personality Traits and Skills needed for Marketing Assistant Position

Selection process essentially refers to the choosing of candidates from a pool of potential employees within a company. This mainly suggests that a company chooses its potential employees from a pool of candidates who apply for the job roles within the company. This selection method is essentially referred to as the selection process that a company takes part in during its selection and recruitment practises (Muduli and Trivedi 2020). It is also imperative to note that there are several selection methods that a company can essentially use in order to select its potential employees. This brings forth the fact that a company can choose to select their candidates on the basis of preliminary interview, assessing job application, preliminary exams, prior employment references, medical and psychological examination etc. This mainly suggests that a company can seek certain processes that will help them make their decision in regards to selecting their workforce. In regards to the retail company, in order to fulfil its marketing assistant position, the company will not only conduct an evaluation of the job application filled by the potential candidates but will also take a series of preliminary tests. This mainly suggests that the company will ensure that it not only refers to the application filled by its candidates but also verify their answers through a preliminary test in regards to the job role. In addition to this, the company will also conduct certain psychological exams. This mainly suggests that the company will ensure that it evaluates the characteristic trait and personality of the candidates through a psychometric test (Bal et al 2021). Following this, the company will conduct a group discussion with its chosen candidates. This will help the company to assess the efficiency and skill level of its potential workforce. Finally, the company will conduct a direct interview that will be taken by the department heads of the company. This means that the candidates will have the opportunity to have a direct meeting with the department heads that they will be working with should they get selected (Johansson and Herranen 2019). This will essentially help the company to not only assess the skill level of the potential candidates but will also allow them to assess their overall ability before the final selection. This primarily suggests that the company will ensure that its human resource department not only conducts an assessment of the applications but also organises preliminary tests, psychometric tests as well as a group discussion before the final interview and selection process.

It is essential to note that in order to fulfil the marketing assistant job role, the company will have to implement a series of evaluation tests that help them assess the potential of the candidates who have applied for the job role. This mainly suggests that the company will ensure that the human resources department not only conducts preliminary interviews but also ensures that they assess the job applications filled by the candidates. In addition to this, the company will also ensure that it takes several tests of the candidates so that they can assess their knowledge about the marketing industry as well as the retail industry that is an essential necessity for fulfilling the job role. Moreover, the company will also conduct certain psychometric tests that will help them assess the characteristic trait of the candidate. This is essential so that the company can ensure that the candidate will be able to perform efficiently within the company. This is also essential so that the company can evaluate the characteristic traits of the individual and assess whether they would align with the company culture. The company will also ensure that it conducts a group discussion to assess the various skill set of the potential employees. This essentially refers to the fact that the company will conduct a group discussion with other candidates so as to evaluate whether the candidates have skills such as communication, expression, creativity etc. Finally, the company will also conduct an interview process with all the department heads so as to evaluate the overall potential of the candidate before making the final selection. This is evidently important for the company so that it cannot only assess the overall potential of the candidate but also make a decision in regards to how they would most likely perform within the company culture. It is also imperative to note that following all these steps within the selection method enables the company to hire candidates carefully and diligently so as to enhance their overall positioning in their designated industry.

Importance of Recruitment Methods in Retail Companies

Conclusion

Therefore, in conclusion, it is evident that the workforce of a company contributes heavily to its overall success in its designated industry. The above paper explains in great detail about the importance of selection and recruitment within a company. In addition to this, the above paper expresses a variety of different selection processes that exist in the human resource management. Moreover, the above paper also expresses the selection method that a retail company will implement so as to hire efficient employees within their workforce. The above paper also expresses the recruitment method and process that the company will implement so as to hire their candidates. Finally, the paper also presents a justification for the chosen selection method as well as the recruitment method that the retail company will implement so as to hire candidates efficiently.

References

AKME?E, H. and ARAS, S., 2017. Hotel Selection Criteria for Employees in Public Institutions. Innovation and global issues in social sciences extended abstractsB001 {, p.435.

Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and selection. Strategic HR Review.

Bal, M., Benders, J., Dhondt, S. and Vermeerbergen, L., 2021. Head-worn displays and job content: A systematic literature review. Applied Ergonomics, 91, p.103285.

Furnham, A., 2018. The great divide: Academic versus practitioner criteria for psychometric test choice. Journal of personality assessment, 100(5), pp.498-506.

Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.

Heidary Dahooie, J., Beheshti Jazan Abadi, E., Vanaki, A.S. and Firoozfar, H.R., 2018. Competency?based IT personnel selection using a hybrid SWARA and ARAS?G methodology. Human Factors and Ergonomics in Manufacturing & Service Industries, 28(1), pp.5-16.

Holm, A.B. and Haahr, L., 2018. E-recruitment and selection. In e-HRM (pp. 172-195). Routledge.

Hughes, D.J. and Batey, M., 2017. Using personality questionnaires for selection. The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention, pp.151-181.

Johansson, J. and Herranen, S., 2019. The application of artificial intelligence (AI) in human resource management: Current state of AI and its impact on the traditional recruitment process.

Liaw, S.Y., Wu, L.T., Lopez, V., Chow, Y.L., Lim, S., Holroyd, E., Tan, K.K. and Wang, W., 2017. Development and psychometric testing of an instrument to compare career choice influences and perceptions of nursing among healthcare students. BMC medical education, 17(1), pp.1-11.

Muduli, A. and Trivedi, J.J., 2020. Recruitment methods, recruitment outcomes and information credibility and sufficiency. Benchmarking: An International Journal.

Paillé, P., 2019. Green recruitment and selection: an insight into green patterns. International journal of manpower.

Rahman, M. and Asadujjaman, M., 2021, December. Multi-criteria Decision Making for Job Selection. In 2021 International Conference on Decision Aid Sciences and Application (DASA) (pp. 152-156). IEEE.

Saeed, B.B., Afsar, B., Hafeez, S., Khan, I., Tahir, M. and Afridi, M.A., 2019. Promoting employee's proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management, 26(2), pp.424-438.

Wong, I.A., Wan, Y.K.P. and Gao, J.H., 2017. How to attract and retain Generation Y employees? An exploration of career choice and the meaning of work. Tourism Management Perspectives, 23, pp.140-150.

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My Assignment Help. (2022). Selection Criteria And Recruitment Methods In Retail Companies. Retrieved from https://myassignmenthelp.com/free-samples/mgh1201-foundations-of-human-resource-management/recruitment-and-selection-activities-file-A1E70E1.html.

My Assignment Help (2022) Selection Criteria And Recruitment Methods In Retail Companies [Online]. Available from: https://myassignmenthelp.com/free-samples/mgh1201-foundations-of-human-resource-management/recruitment-and-selection-activities-file-A1E70E1.html
[Accessed 23 February 2024].

My Assignment Help. 'Selection Criteria And Recruitment Methods In Retail Companies' (My Assignment Help, 2022) <https://myassignmenthelp.com/free-samples/mgh1201-foundations-of-human-resource-management/recruitment-and-selection-activities-file-A1E70E1.html> accessed 23 February 2024.

My Assignment Help. Selection Criteria And Recruitment Methods In Retail Companies [Internet]. My Assignment Help. 2022 [cited 23 February 2024]. Available from: https://myassignmenthelp.com/free-samples/mgh1201-foundations-of-human-resource-management/recruitment-and-selection-activities-file-A1E70E1.html.

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