Executive Summary
John Lewis Partnership is currently in need of a sales and marketing manager that will enable the business to expand its operations in Europe and Asia. Currently, there has been a huge increase in the population of middle-income and high-income earners in these regions, and this means there is a huge potential market for the company in these regions.
To ensure the company recruits the most competent employee for the sales and marketing manager position, John Lewis will use a 5-stage approach. Stage 1 is the planning and analysis, stage 2 is the recruitment attraction, stage 3 is the selection and shortlisting, stage 4 is the appointment, and stage 5 is induction.
Introduction
John Lewis LLC. is a high-end omnichannel retailer whose head office is in London, United Kingdom. The company also offers various financial products, home insurance, forex services, and credit card payment services through the John Lewis Finance subsidiary.
Currently, the company has
50 branches of John Lewis & Partners in the UK and growing online business.
John Lewis requires a sales and marketing manager that will enable the firm to
expand its operations to Europe and Asia because these regions have a sizeable
middle-income and high-income population that is a great potential market for
the business.
Stage 1: Planning and Analysis
Planning and analysis are appropriate for ensuring the company allocates adequate resources for the entire task. Planning will include evaluating the steps in the recruitment selection process early and scheduling the activity, resources and time.
Planning and analysis ensure that the best process
is followed hence helping in time management and in streamlining the
recruitment and selection process for both the company and applicant. John
Lewis will use a workflow to ensure that it identifies the right candidate and
completes the task within the required timelines. According to the workflow
diagram, the steps will be as follows:
1. Identifying the job opening (Sales and Marketing Position).
4 days
2. Deciding how to fill the task
(Recruiting from Outside the company). 2 days
3. Establishing the right target group
(Job description). 1 day
4. Notifying the target group (Job
Advert). 7 days
5. Meeting with the candidates (Start
of the recruitment process).
According to (Gamage, 2014), this
approach motivates them to complete the recruitment process and accept the job
offer. A job analysis will involve determining the knowledge, skills, and
attributes required to perform in the role of a sales and marketing manager.
Job analysis helps in identifying the skills needed to fulfill the needs of the company.
In recruitment attraction, we will
adopt advertising as a strategy for marketing and selling the company’s
position because of the tight labour market. When this is done well, it will
positively affect the recruitment outcome. The company will resort to
eRecruitment to reduce the cost of the recruitment process, time taken to
identify candidates and process the best candidate for the position (Nagendra
and Deshpande, 2014). Since most individuals currently use various
technological devices such as smartphones and computers to communicate, this
method will be effective for reaching target clients. The company will
advertise on social media platforms like Facebook, Twitter, and Instagram to
increase its reach.
Stage 3: Selection and Short-listing
The selection and short-listing process will be used to determine that applicants meet the minimum key selection criteria to perform the job satisfactorily and rank the candidates who proceed to the next level. The company will short-list 10 applicants using a scoring procedure to evaluate whether they meet the key selection criteria in hiring. John Lewis will be interested in candidates that have to meet the minimum academic qualifications.
In particular, those that have studied a business course. The company will also look for those that are experienced and can prove their competence from their previous performance. All the short-listed candidates will be called upon for an interview and also subjected to psychometric tests (Jeske and Shultz, 2016).
The psychometric tests will be done and evaluated by Deloitte LLC.,
which will be our independent recruiting consultants. Psychometric tests will help in assessing the
candidate’s creativity, analytical skills, and cognitive abilities.
Importantly, this stage will help in effectively assessing applicants by
ascertaining whether the candidates meet the requirements in terms of both
experience and academic qualifications.
Stage 4: Appointing Successful employee
In hiring, the ratings for each
applicant through the interviewing process will be numerically combined in the score sheet to provide
the basis for a selection decision. The candidate with the highest score will
consequently be hired. According to Brewster, Mayrhofer, and Farndale (2018),
this approach makes the selection decision to be objective. Professional
references will be taken to seek information on the candidate’s specific
professional attributes. The
human resource professionals will be interested in the following:
1.
Candidates’ academic qualification- To establish if they understand
the roles of this position.
2.
Candidates’ experience- To determine
their ability to meet the company’s expectations/ Sales and marketing targets.
3.
Candidates’ ability to solve problems- To establish their competence
to deal with complex job-related issues.
The
above information will be provided in the candidate’s
CV and from the interview questions as described in the “Interview Questions”
document. The candidate will then be provided with a job contract indicating
the terms of employment. The recruitment team will remind the candidates of
their roles, and this will ensure they are aware of the expectation the company
has once they accept the position.
Stage 5: Induction
The induction process will be done in 3 days to facilitate the new employee’s adjustment into the company. The first day will involve conducting a structured tactical and administrative issues induction on matters such as contracts and payroll information.
The second day
of induction will involve aligning the new employee with the company’s mission,
vision, and core values. On the third day, the employee will be told an
improved understanding of the company and where he/she fits into the company’s
plans and goals to build a good relationship between the company and the
employee (Dany and Torchy, 2017). This
approach will be appropriate for ensuring the employees progressively adapt to
the company’s working program and work culture.
Conclusion
This strategy best aligns with the
best practices in human resources selection and recruitment. Only job-related
factors will be considered in the recruitment and selection process. Therefore,
a candidates’ experience, skills, and fitness to the company’s culture will
determine whether he/she is the right employee for the company. This approach
will help in ensuring that the company’s needs and interests are given priority
and the whole process swiftly occurs in a timely and efficient manner.
