Selecting and RecruitingStore Employees

Steps in the employee management process

First step in the employee management process is recruiting and selecting employees.

To recruit effectively store managers need to:› Undertake a job analysis› Prepare a job description› Find potential applicants› Screen the best candidates

Job Analysis

Job analysis identifies essential activities to be performed by the employees.

It is used to determine the qualifications of potential employees.

Managers can obtain the information needed for a job analysis by observing employees presently doing the job and determining the characteristics of exceptional performers.

Job Description

Job description include:› Activities the employee needs to perform› The performance expectations expressed

in quantitative terms. A job description is a guideline for

recruiting, selecting, training, and eventually evaluating employees.

Locating prospective Employees

Recruiting minorities, immigrants, and older workers› Retailers may print applications in English

and Spanish› Develop special training programs to

familiarize foreign born workers with U.S. business practices.

› Offer part time employees health care benefits, which can be an important consideration for seniors.

Locating prospective Employees

Partnering with Government agencies› National drug store chain CVS is partnering

with the government and churches to help recruit unemployed and former welfare recipients.

› After the store has completed a hire, the government stays involved by helping the new hires connect with transportation, child care and other such services.

Locating prospective Employees

Use employees as talent scouts› Ask their own employees if they know

someone the retailer could hire Using the Storefront Creatively

› Going beyond just using a “help wanted” sign

› Example of one might read: “Thank you! Business is great. Because things are so good, we’re hiring additional staff. Please stop in to discuss career opportunities.”

Screening Applicants for an Interview

The screening process matches applicants with the job description

Application forms› Contain information about:

the applicants employment history Previous compensation Reasons for leaving previous job Education and training Personal health references

Screening Applicants for an Interview

References and Online Checks› Good ways to verify information on

application form: Contact applicants references Online check Contact former supervisors that are not used

as references› Reduce positive bias:

Ask the reference to rank the applicant relative to others in the same position

Screening Applicants for an Interview

Online Checks› Take a look at a Facebook page, you can often

reveal more about the person than face-to-face› Cyberspace records of previous activities can haunt

a person forever Test for:

› Intelligence, ability, personality, and interest› Drugs-due to potential losses from theft many

retailers now require a drug test Realistic Job Preview

› Turnover declines when applicants understand both the attractive and unattractive aspects of a job.

Selecting Applicants

The selection process usually involves a personal interview

Prepare for the interview:› Objective is to gather information, not just

simply asking a lot of questions› Most common interview technique is the

Behavioral Interview Asks candidates how they have handles

actual situations they have encountered in the past.

Selecting Applicants

Managing the interview› Encourage long responses› Avoid asking questions that have multiple

parts› Avoid asking leading questions› Be an active listener

Legal Considerations

While in the selection and recruiting process keep these things in mind and be familiar with them:› Title VII of the Civil Rights Act

Prohibits discrimination on the basis of race, national origin, sex, or religion

› Age discrimination and Employment Act Makes it illegal to discriminate in hiring and

terminating people over the age of 40› Americans with Disabilities Act

Opens up job opportunities for the disabled by requiring employers to provide accommodating work environments