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Niagara College Toronto

MGMT9840

Section:

Recruitment and Selection

Assignment One- Job analysis simulation

Instructor:

Due Date:

Student Names: Student ID’s

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Table of Contents

Job Requirement Matrix...........................................................................................................3

Job Posting…............................................................................................................................5
Hiring Policy.............................................................................................................................8
Recruitment Strategy…..........................................................................................................13
Realistic Job Preview..............................................................................................................17
Bibliography….......................................................................................................................20
Appendix…............................................................................................................................22
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Job Requirement Matrix

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Job Requirement Matrix

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Job Posting

The following displays The Tool Store job posting (refer to Figure 1.1 and URL #3 in

appendix)
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Hiring Policy

Research Evidence:

A hiring policy outlines the procedures a business uses to find candidates for open

positions. It outlines the business's preferred hiring procedures and encourages uniformity in

the hiring procedure (Bika 2021). The Tool Store's employment policy will include nine

essential components in the selection process for a sales manager. While external hiring looks

for individuals outside the firm, internal hiring looks for candidates within the company.

In deciding whether we should pursue internal or external hiring for the role of a sales

manager, the nature and level of the job were considered, the business characteristics and its

level (small business), and the business human resource management policies. It was agreed

that both internal and external hiring should be considered given the nature and business

characteristics. The following is The Tool Store hiring policy which will highlight the

purpose, guidelines, job postings (internal and external), application process, interviews,

internal transfers, references and background checks, and potential hiring conflicts.

Hiring Policy: The Tool Store

Purpose

When employing new employees, The Tool Store follows pair hiring procedures and equal
opportunity policies. To ensure the effectiveness and profitability of our company, we may also
employ the most qualified people. Our new hire should be motivated to learn and adapt to our
business culture because training programmes are available to support the culture of a learning
organization. This policy has been implemented by The Tool Store as a small business to ensure that
all the workers and applicants are given a fair chance to be hired
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without any form or fashion of discrimination, consistently. When evaluating applicants for the
job, the employment equity act shall be strictly followed.

Guidelines

It is required by The Tool Store that all requests for new or additional employees be made

formally to the human resources department by the managers of the requesting department(s).

This should be done in writing as well as through a signed copy via email. Employee requests

should include the reason for job opening, job title, job duties, necessary qualifications

required to carry out the job, and the working conditions of the job.

Job Postings

All job postings shall include that The Tool Store pays importance on employment equity,

personal information protection and electronic document act, diversity, and inclusion. We are

committed to creating and maintaining an inclusive and accessible workplace for all our

candidates and employees. This will be done by ensuring their accommodation and

accessibility needs throughout their selection process and their employment with us is at their

comfort to carry out their job. For this job posting, it must be highlighted that candidates

should be able to lift a minimum of 30lbs.

Internal Job Postings

It is within The Tool Store’s organizational culture that all employees be given an

opportunity for growth and development within our organization. Thus, it is required that all

new job positions be posted and circulated internally. Our recruitment strategy is designed in

this manner to encourage workers (who anticipate long careers with the company) to develop

specialized knowledge and skills as well as strengthen the initiatives at a lower cost (DeVaro,

J. 2020). All internal candidates will still undergo the normal format of hiring a new

employee which includes the submission of resumes, background checks, interviews, etc.
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External Job Posting

To provide equal opportunity and to enforce our non-discrimination policy all new job

postings will also be made public. The Tool Store budget requirement will be necessary

when publicizing a new employment opportunity, ensuring that meets the targeted audience

in a specific timeframe while no strain is put on the company financially. The human

resource department of the company will be responsible for posting the advertisement on

necessary media (Facebook). Facebook was chosen because of the broad demographic of

persons it will reach.

Application Process

All applicants, both internally and externally are required to complete an application form

and submit a cover letter, resume, and certificate of character directed to the human resources

department. Application forms (see figure 1.3 in appendix) will be accessed through the

company’s social media website. The human resources department will review applications

and shortlist the most qualified candidates. Interviews will be followed to identify the most

suitable candidate(s). Once interviewed, candidates will be told to expect a positive response

within a week, if not they will be encouraged to re-apply once another position is posted.

Interviews

Interviews will be conducted by the human resources department alongside the department

manager that requested the personnel. Candidates will be called and notified of the scheduled

interview one week in advance depending on the position. Internal applicants will be

interviewed firstly, followed by the external applicants. Candidates are to be asked about

accessibility and accommodation upon scheduling the interviews. Once notified, suitable

arrangements will be made for their accommodation. Interview questions in relation to

available job description will be compiled by the human resource department as well as the
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department manager. When interviews are completed, the results will be reviewed by the

hiring manager and department manager, a decision will then be made at their discretion with

the interest of the organization in mind. Applicants which were not successful, their files will

be moved to HR for storage and they will be notified that the position is closed.

Internal Transfers

Employees are encouraged to apply to position openings within the company for growth

and development in their careers. However, it is necessary for employees to notify their

department manager that they are applying for the available position and achieve a letter of

recommendation from he/she. Internal applicants will be notified when the position is closed

and given feedback.

References and Background checks

The human resource department and the hiring manager are required to conduct thorough

reference and background checks on each applicant. Applicants must provide a certificate of

character to protect the safety of The Tool Store employees from violent criminal candidates.

If candidates do have a violent history, a further check must be taken as to how long ago and

if there are measures in place to ensure candidates do not conduct in a violent manner in the

future. Reference checks will be done to ensure that the candidate is qualified and career-

driven for the success of the company. During interviews, further questions will be asked in

relation to their background and references to align responses.

Potential Hiring Conflicts

The Tool Store will accept application forms from current employees “immediate family

members” as long as he/she has the necessary qualifications to apply for the job opening. If

the family member is not qualified, he/ she will be considered to abide by our

discrimination
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policies. For the purpose of this policy, a family member is defined as a wife, husband, son,

daughter, brother, sister, mother, or father.

To protect the company's name, employees who are involved in romantic relationships

must disclose the relationship to human resources and sign a non-harassment sexual policy.

Employees who are in a romantic connection but have not told human resources will be

placed on probation so that we can avoid any claims of sexual harassment. Employees in

relationships are still permitted to work for The Tool Store, but if there is a potential conflict

of interest, we will work with them to find a solution. Transferring an employee to another

department or store is one option; if this is not possible and the employee is being

problematic, the employee will need to resign. The non-harassment sexual policy that

employees must sign if they start dating a coworker will also make this clear.

Once they meet the requirements for a vacant position and left on the right terms and with

the required notice, former employees are eligible for employment. However, former workers

who left without giving the necessary notice or under terrible circumstances will not be

qualified for reemployment.

For the purposes of this employment, it must be made clear that the work may need travel,

ongoing training, and the requirement that the employee be able to lift 30 pounds when

necessary on the sales floor.

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Recruitment Strategy

A recruitment plan is a formal document that describes how the business chooses and

employs new employees or fills a vacancy (Williams 2021). The recruitment approach will

be thoroughly covered for The Tool Store's needs, with research support and examples

provided. Organizational culture, according to Matt Alvesson in 2013, is an important

approach to comprehend a company's life in all of its diversity and richness. Senior

management has an impact on how staff members feel, think, value, and behave in ways that

are advantageous to both staff members and the organisation. The Tools Store stresses a

minimal power distance culture where people may converse, express their opinions, and

advance their careers inside the organisation. In addition, we advocate for learning

organisations for the success of the business and the benefit of our workers. For instance, a

sales representative will have the opportunity to meet with the sales manager and discuss the

tools that are least likely to be sold as well as any patterns that have come to his attention

over lunch or in team meetings.

For the job of sales manager, the Tool Store seeks to hire a candidate with a new

perspective, an upbeat demeanour, and tool and customer service expertise. By offering the

employee training, prospects for advancement, educational possibilities, rewards for success,

perks, and benefits, we also hope to keep them on board for a long time. The budget and time

allotted for advertising and recruiting candidates are also the key objectives in hiring for this

position. It is expected that when we hire someone, they will be of the highest calibre and

have a strong work ethic that will benefit our growing and rising business. According to

Revista in 2015, the primary goal of recruitment is to draw in a sizable pool of applicants

who are qualified for the position so that the employer can choose the ideal individual. As a

result, we will advertise for the job vacancy both internally and externally to enhance the

likelihood of luring qualified people and to remove any barriers.

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The internal recruitment strategy will be described first, with emphasis on the strategy and

the instruments that will be employed. Internal recruiting, as described in the Revista article,

refers to the transfer from one job to another by organisation members who are promoted to

higher-level positions. Employees who satisfy the requirements for the position may apply if

the organisation finds it to be cost- and time-effective to do so and they publicise the position

internally. Internal hiring, if done frequently within a company, can streamline the hiring

process because managerial positions will benefit current employees while entry-level roles

will be promoted for candidates from outside the company (Morrissey; Nankervis, 2014).

The Tool Store will be using the company’s intranet, employee referrals, and email as

internal recruitment strategies. The combination of the three strategies will emphasize to the

employees that the company will be encouraging them to grow and develop their skills and

knowledge within the organization. Since the job position will be available after the current

manager retires, there will be a significant time frame to gather and analyze persons’

applications and resumes. Thus, one major advantage of The Tool Store using internal

recruitment strategies is the reduced time to hire. The language for these approaches will be

formal and will be processed as normal when hiring. It will be focused on the job duties,

level of expertise, and the educational background for the position, in this case, the Business

Administration degree. It will be clearly stated that training will be offered and the position

may require traveling, the Business Administration degree in this instance. The fact that

training will be provided and travel may be necessary for the position will be made very

apparent.

Employers can save money by posting job openings on the company intranet, and employees

can take charge of their own careers by applying for positions instead of having management

force them into them (Morrissey; Nankervis, 2014). Therefore, highlighting a further benefit

that will promote organisational growth and development while allowing for cost-effective

budget management and job performance benefits. The employment posting

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adopt a fascinating structure, stressing the job advertising and how applying for and being

hired for the role can positively impact the employee's career. Another benefit of this

technique for The Tool Store is that the firm's culture won't be disrupted; rather, it will

become rigid as a new individual needs to be trained to fit into the culture of the company.

Since the open post is a managerial one, department supervisors' recommendations of

employees will be taken into consideration. An employee referral is when a manager or

senior member of the department identifies possible candidates for the open post. The Tool

Store will ask the departing sales manager to suggest at least two workers who they think are

qualified for the position, alerting them to apply. The employee will still have a say in the

situation; they can choose whether to apply for the job or not. The benefit of this method is

that it will increase employee engagement inside the company and guarantee that all

employees, particularly those in high positions and those at entry-level jobs, are always

successfully talking with one another.

Employees will receive emails as reminders of the deadline for submitting applications,

the perks of the job, and the effects the job will have on them personally. The current sales

manager will also provide a reference from one of the employees in the email. The benefit of

this reinforcement strategy is that it emphasises that the company wants its current

employees to further their careers inside the company while also encouraging them to apply

for the open position. The emphasis on open positions in emails is a drawback that can

irritate staff members.

Second, the job posting will be advertised through an outside strategy. This will be used

as the primary channel for external hiring. The internet has developed into a key advertising

platform for both businesses and candidates, according to Morrissey and Nankervis in 2014.

The Tool Store's decision to use this technique has a lower cost per hire as its key benefit.
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further gives the job seeker a thorough description of the company. With this tactic,

candidates can access the application and job advertisement whenever they want until the

deadline.

Applicants will be directed to apply as usual, by submitting a certificate of character,

filling out an application form, submitting a resume, and a cover letter indicating the position

they are applying for. These four documents can be either emailed or dropped off physically

at the storefront.

The reason for choosing both internal and external recruitment strategies is to bring diversity

to the company as well as it makes the applicant pool higher, thus, more qualified persons to

choose from for the position. However, there are some disadvantages that come with these

recruitment strategies. One of the major disadvantages that may affect The Tool Store by

using employee referrals is that some managers may be biased in recommending someone for

the position. For example, because the manager may see an employee as themselves, they may

nominate that person instead of someone who actually has the correct work ethic for the job

position. Another disadvantage to the company using the intranet is employees are limited by

hours in a day to apply for the job while carrying about their regular job duties. Also, using

internal strategies will limit the talent pool for The Tool Store job position. In addition,

creating less networking within the company by having referrals being limited to the

company’s managers.

There will also be disadvantages for our company when using social media such as

Facebook to promote the company’s job vacancies. Firstly, posting the job position on

Facebook will be limiting the applicant pool, thus persons who do not have access to the

internet or who are not on Facebook will not know of the available position. This may affect

the diversity of the company as we may not reach a diverse applicant pool, especially those

who are older in age. Secondly, there is a higher risk involved when posting job vacancies on

Facebook, as it may cause persons to apply that is not qualified for the position, which can

then lead to being time-consuming for the human resources department when selecting
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applicants. Lastly, there is still a cost attached to posting the job vacancy on social media and

the company will need to pay to sponsor the advertisement to run from the start date to the

end date of the vacancy. Since the advertisement will be running publicly, it may be prone to

persons spamming in the comments section of the job posting.

It can, therefore, be seen that both internal and external recruitment strategies will have

their advantages and disadvantages when doing a job posting. However, it is clear that the

advantages outweigh the disadvantages for this specific position at The Tool Store. The

disadvantages will still be kept in mind to increase improvement in the process of recruitment

and selection in the company.

Realistic Job Preview

The Tool Store selected the approach of using employee testimonials as our realistic job

preview. According to S. Bilal and N. A. Bashir in 2016, a realistic job preview (RJP) is the

presentation of information both positive and negative given to the prospective employee

about the job and the organization. Realistic job previews are a tool to ensure the efficiency

and effectiveness of employees while performing their jobs (Kian, Yusoff, & Rajah, 2014).

This approach helps identify the best candidates for the job as well as the candidates that will

like to be part of the work and organization culture, hence the reason for The Tool Store

using this approach when recruiting an employee. It gives a realistic picture of the

organization from an employee’s perspective.

Another purpose for choosing the realistic job preview approach of an employee

testimonial is that it will highlight the creativity and a modern style of reaching possible

employees as well as customers. According to Morse in 2009, a realistic job preview is the

presentation of information, both positive and negative about the job and the organization to

the prospective applicant. Thus, The Tool Store will be giving the reality of the company

and the job specifications through an employee. This will be beneficial to the company as

prospective candidates will likely trust the information being shared by the employee. It will
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emphasize both the good and the bad aspects of the job which will also be beneficial for both

prospective candidates and the company.

In today’s competitive world, it is very much important for organizations to attract and

retain high-quality, productive employees (Morse, 2007). The attraction and retention of the

best employees through realistic job previews are considered as the competitive edge for the

organizations in the long run (Mustafa, 2009) and retention of the best workforce is

positively related to the job satisfaction of the employees. Therefore, being beneficial for The

Tool Store in the selection process as it will narrow down the candidate pool. The positive

effect it

will have on prospective candidates is that it will reveal job expectations, job satisfaction, and

organizational behaviors by indicating the benefits, pros, and cons of the job position and

organization.

We centered our realistic job preview approach around the principles of the AIDA model

(refer to figure 1.4 in the appendix). An employee testimonial being used as a realistic job

preview approach will create awareness of the company as well as the job vacancy available.

Using the appropriate social media platform such as Facebook and creating a mixed layout of

graphic design and informative elements (refer to URL #3 in appendix) will attract the right

candidates. The video will capture the attention and interest of scrollers on Facebook by

incorporating the benefits of the available job vacancy as well as the organization’s culture.

The advantage of this is that even if the person sees the video but does not apply for the job,

it will still leave an impression by which the company will be remembered. Making the

video interesting is also important, its context will be clear, comprehensible, and detailed.

Using this approach enabled us to show the position available by expressing more with less.

The testimonial focuses on possible questions that candidates will have about the job. Using

an employee’s testimonial will also connect with individuals and prospective candidates

through an emotional sense, by highlighting the personality of the company and the job, it

will make them become desirable to “want to” or “need to” apply to be part of the company.
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The main goal for this approach is capturing the right prospective applicants in taking the

next step to apply for the job vacancy by downloading the application form (Figure 1.3 in the

appendix) and sending accompanying documents, as well as for new customers to know our

work ethic and become intrigued to visit our company.

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Bibliography

 Alvesson, M. (2013). Understanding organizational culture. SAGE.

 Bika Contributor, N., & Contributor. (2021, November 19). How to write a

recruitment policy. Recruiting Resources: How to Recruit and Hire Better.

Retrieved March 2, 2022, from https://resources.workable.com/tutorial/recruitment-

policy

 Bilal, S., & Bashir, N. A. (2016). Effects of the realistic job previews on

employees job satisfaction and met expectations. International Journal of

Business and Management, 11(4), 219. https://doi.org/10.5539/ijbm.v11n4p219

 Compton, R.-L., Morrissey, B., & Nankervis, A. R. (2014). Effective

recruitment and selection practices. CCH Australia Limited.

 DeVaro, J. (2020, May 20). Internal hiring or external recruitment? IZA World of

Labor. Retrieved March 2, 2022, from https://wol.iza.org/articles/internal-hiring-

or-

external-recruitment/long

 Morse, B. J. (2007). A Comparative Test of the Realistic Job Preview and the

Expectancy Lowering Procedure. Industrial/Organizational Psychology, 96. Retrieved

from https://oatd.org/oatd/record?record=oai%5C%3Aetd.ohiolink.edu%5C

%3Aohiou1179

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 Mustafa, S. (2010). Impact of Realistic Job Messages on Competitive Edge in the

Long Run. University of Kelaniya, Sri Lanka ICBI 2010. http://www.aupc.info/wp-

content/uploads/2014/08/V7I1-6.pdf

 Revista Academiei Forhelor Terestre Nr. (2015). Sources of human

resources recruitment Organization. Retrieved March 3, 2022, from

https://www.armyacademy.ro/reviste/rev3_2015/MUSCALU.pdf
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 Williams. (2021, December 22). Recruitment strategy template. Recruitment Strategy.

Retrieved March 2, 2022, from https://www.template.net/wordpress-galley-

templates/recruitment-strategy-template/
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Appendix

Figure 1.1 represents the coloured version of the Job Posting that was posted on the

company’s Facebook page.

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Figure 1.2 represents the coloured version of the company’s picture which was editing for

the use of this project.

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Figure 1.3 represents the application form used by The Tool Store for job applicants
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Figure 1.4 represents the AIDA Model (taken from A. Hanlon, 2021)