- Understand the effectiveness of recruitment selection by analysing recruitment selection in your own organisation and making recommendations for improvement.
- Analysis of Recruitment and selection -
Stoneacre has five key stages to recruitment and selection. Fist of all we put an advert together on-line and in the local press. The working hours are long so we hope to attract local people near to where our dealerships are based, it’s not feasible to expect someone to travel far distances to their places of employment and expect them to work 10.5 hours per day, five and half days per week. We state what the job role is and what type of person we think can successfully fulfil this position, we clearly state no experience or qualifications needed as full training is giving. Potential OTE salary details are also advertised. The company also states what time the potential candidate should ring and what number they should use, we also advertise a cut of time.
Stage One – Telephone Interview held by a member of human recourses - if the candidate can respond to the advert within the timescales set and they can tell us a bit of basic information about themselves then they are invited to come along to a selection day. The reason why we put times in there is to test that the candidates can understand and follow basic instructions. It is also relevant to the job they are responding to, following up appointments and clients at set times are vital within our business, if someone can’t follow a basic instruction like that then they are not considered right for the position.
The candidates are invited to attend a group selection day. The day is normally chaired by the managing director, the group training manager, a member of human resources and a relevant regional director
Stage Two - The candidates are given information about the company and are introduced to each other. They are then split up into groups to participate in some scenario based role play. Each group member is handed a card, on the back of the card it will give each member a specialist skill. The scenario is then set, it’s often a boat accident, all candidates within the group are on the boat and the only way to save them selves is by getting on board the lifeboat. However there is only enough space on there to save a percentage of the group, they need to discuss why they should have a place on the lifeboat. They may choose to put forward their case because of their specialist skill (as provided by the card previously) what the organisation is looking for is to see who takes the lead in the group, how they cope under pressure, how well they negotiate and stake their place within the lifeboat and to see how they work as a team. As a sales executive they will face pressure, whether that’s to hit target or to achieve a bonus, if they can’t cope under pressure it may affect their performance and could lead to missed sales opportunities or poor customer care. Leadership skills are also vital as a sales executive, in some cases the sales executive will need to lead a potential client through our sales process. Negotiating skills are also important as some customers will look to get better terms on a certain offer, the sales executive has to try and protect profit and justify and negotiate why that’s the best offer for both parties.
The selection process is then stopped for lunch, during lunch the people chairing the selection will discuss each candidate’s performance, any candidate that has fell well below the standard is thanked for their attendance and are informed they have fell short on this occasion and the reasons why.
Stage 3 – Stage 3 is a presentation. The remaining members of the group are asked to prepare and give an individual 5 minute presentation on anything they want. This is to judge to see how confidently they can communicate about a subject they know a lot about or a subject they feel…