HRMT 145 Staffing- Recruitment and Selection Strategy

You are a professional recruiter who has been contracted by a client to fill an important vacancy in their organization. The client has provided you with a copy of the job description of the position to be filled. The client organization may be real or fictitious, however, you will be required to produce and include the respective job description.

Introduction to recruitment and selection strategy:

 

Background information:

 

Background of the job:

ticular field (marketing).

Procter & Gamble (P&G)-the company:

Procter & Gamble (P&G) is the largest multinational FMCG manufacturer and marketer in the world. The company owns leading brands like Old Spice and Head & Shoulders. Being a multinational company and having its headquarters in Cincinnati, the United States of America, P&G is a global employer. The company is one of the sought after employers internationally in the FMCG sector and nurtures the potential in its employees. The company encourages leadership qualities and innovation among its employees. It treasures its workforce and nurtures it to realize its efficiency. This employee centric organizational culture of P&G makes it unique and a great organization to work with.

Detailed Recruitment Strategy of P&G:

P&G is very particular about the job responsibilities of its employees and applies the best talent acquisition methods to acquire the best talents in the market. The company will advertise its vacancy for the post of marketing manager on its official website. The recruitment strategy of P&G has five steps, assessment, initial interview, final interview and offer.

The place of advertisement about the interview would be printed media like newspaper and the digital platform as well. The vacancy would be advertised on the job portals as well as social media websites like Facebook and Linked In.

The time of the advertisement would be a month prior to the date of the interview. This would allow a large number of eligible candidates to be aware of the vacancy. This would consequently allow P&G to choose the most appropriate candidates from a pool of applicants.

Copy/sample of the advertisement:

Figure 1. Sample advertisement for vacancy for the position of marketing manager in P&G

(Source: Author)

Size of advertisement:

The advertisement would be compact and should take more than a few kilobytes space. This will allow the candidates to download it on their computers and smart phones easily.

Budget for advertising:

Figure 2. Budget for advertisement for the post of marketing manager.

(Source: Author)

Note:

1. The figures are arbitrarily taken to explain the budget.
2. The expenses are taken for a month.
3. Stationary and printing expenditures cover printing charges of joining letters and other necessities.
4. The recruitment expenses includes the salary of the staffs involved in the recruitment process, venue cost and electricity expenses to be incurred for the purpose.

Rationale for the strategy of advertisement:

The strategy of advertising the vacancy as pointed above would consist of advertising of the vacancy on the official website of P&G for one month. The vacancy would also be advertised on the digital media like Facebook and Linked In a month as well. This strategy will allow a large number of candidates to view it.  

The strategy of publishing advertisement in advance and inclusion of social media is suitable for the vacancy of marketing manager for several reasons. The position of marketing manager is very crucial for P&G in maintaining its distributor channel and gain market penetration in Canada. The efficiency of the marketing manager as a result is very important for P&G to maintain its position in the Canadian market. This strategy would allow P&G to attract a large number of eligible candidates and choose the most appropriate candidates as its marketing managers.

Selection Strategy Plan:

Interview Plan:

The interview process would be conducted in three different phases-

Introducing the Interview

Working Phase

Closing the Interview

These three phases can further be named as-

Pre-Interview Phase

Interview Phase

Post Interview Phase

Structural and comprehensive planning of an interview leads to the maximum number of selection of the potential candidates. Instead of being haphazard or superficial, an interviewer needs to frame a preplanned structure that would help executing a successful recruitment process.  Followings are the pre-interview planning process:

Setting up Interview Committee:

A well organized body of veteran personae can be collectively placed together so as to form an interview committee.  The committee member would be the most veteran officials of P&G. The reason behind doing so is that those personae. There would be four members from the core organizations:

Human Resource Departmental Head

Departmental Head

Branch Head

Cluster Head

Director

The committee would be responsible and entitled for the decision making process in terms of selecting the best candidate. Decision in terms of negotiation of salaries of the managerial post holders is shouldered upon the interview organizing committee.  Since the members of the interview committee are veteran enough to negotiate properly with the interviewee. It is to be noted that the interview committee team would comprise of some standby members so as to provide proxy to the absent members in urgency. The standby members would be the regional head of different branches so that they remain present while the core members of the committee face any obstacle to attend the interview process.

Interview Agenda:

Agenda for this interview would be the following:

1. Technical
2. PI
3. GD
4. Final Interview with the HR Manager

Question Setup:

Different sets of questions would be set before conducting the interview. The questions would be related to the effective job role and knowledge that the managerial candidates are expected to posses. It would be the objective of the interview to develop questions on different formats so as to judge how versatile the manager would be in terms of judging the market structure and proceed accordingly.

Eligibility Criteria:

The eligibility criteria would be based on the preferred candidates. Preference of candidates reflects the fact that candidates having experience in rival companies would be preferred than the candidates belonging to the other small companies. Initially the preference would be based on the candidates belonging to the same industry and same working field.

During the Interview:

Depending on the interview agenda, the interview would be conducted. The first step of the interview would be the technical aptitude test that would judge how far the candidates are technologically sound and relevant. The second step of the interview would be the personal interview. This would judge how far the candidate is eligible to analyze the market, how much they are aware of P&G’s business strategies. It would also judge the ability of the candidate to incorporate her or his managerial concept and innovation with that of the company.  PI is one of the most effective screening tests that would help the interviewers judge a candidate in her or his overall potential to bring a positive change.

Post Interview:

Post interview process involves selection and short listing of the candidates. On top of that it would also involve the process of verification and documentation of the testimonials of the candidates. Selection process is also going to be taken in to consideration after the interview is conducted.

Reference:

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