Evaluation of retail recruitment and selection practices

Therefore, some of the key attributes managers look at in a potential candidate for a position comprise of the following. Firstly, managers look at individuals who know and understand, their path and by extension what they want in their career objectives (Ha-Thuk, et al, 2016). According to Ha-Thuk, et al, (2016), these are people who are goal- oriented, self-motivated, self-directed through following their interests and passion. Secondly, managers are also interested in individuals who have achieved in the past and are likely to give a way how they arrived at their success. Thirdly, managers are willing to hire individuals who are thoroughly innovative, have independent mind, are motivated to solve problems and ambitious enough to get beyond their current state. Furthermore, managers in the retail industry are also charged with choosing the right model of recruitment depending with the position open in a company.

For instance, this can be whether to choose internal or external model of recruitment. According to the Human Resource Capital benchmarking database, internal recruitment strategy is when the business or company opts to fill a vacant position using its local workforce, whereas external recruitment involves the business filling the open position using applicants found outside the company. As such, when adopting the internal method, it is cheaper, quicker as the company has prior information about the applicant. The company also saves in the cost of training as the individual is familiar with the business processes. Since previous work history is a pointer of a potential candidate future behavior, it is important for an employer to understand why they left the previous positions.

Secondly, the hiring manager can look at the employment gaps from the candidates resume. As such, these gaps manifest themselves in the form of dates of employment, and a generic functional resume only listed in years, so that the actual timeline in form dates and months are not revealed (McDonald, 2017). At the same time in looking at the resumes, the hiring manager should look at the spelling, grammar and overall punctuation challenges that sets apart candidates. The poor punctuation marks in the resume are a pointer of what kind of an employee to expect for example one who is sloppy, unconcerned and careless. Secondly, it evaluates whether the applicant is enthusiastic enough for the role, which is important to the employer as enthusiastic individuals are always eager to learn, flexible and open to new ideas which enhance productivity and value to the enterprise (Ladkin & Buhalis, 2016).

Also, it addresses the question whether the goals and work experience of the individual align with the role advertised. And lastly, the question on interest seeks to address how the individual would contribute positively to the organization using their skills for the role. Moreover, for hiring managers to ensure excellence of service from their employees, they have to adopt best in class methods of recruitment. Therefore, one of the recommendations that the hiring managers can use to improve the recruitment and selection process is, using a well -defined job posting format. , Kanduri, S. P. , Wu, X. , Dialani, V. , Yan, Y. Ladkin, A. , & Buhalis, D. Online and social media recruitment: Hospitality employer and prospective employee considerations.  International Journal of Contemporary Hospitality Management, 28(2), 327-345.