A-B-Zee

This report evaluates the recent enlisting and pickax arrangements for the sales assistants. It focuses on the opportunities and bashfulnesss that both the crowd market places placed upon the enlisting and pickaxe of sales assistants at A-B-Zee. It besides examines the individual and organisational benefits that could be gained by providing non-standard on the job(p)(a) arrangements for sales assistants at A-B-Zee. The report fin ally proposes a strategy recommending how A-B-Zees next campaign office ensure a greater answer from members of the heathenish nonage community.Organisations result to the opportunities and constraints placed upon it by both local labor markets in the enlisting and selection abut The general constraint in the recruitment butt against was that A-B-Zee was virgin to the apiece labour market and thus had no reputation to call upon in its search for quality employees. Also the rate of pay being put forwarded motionlessness follows that of the kindle fellowship. In London, the full-page display globeizing on the publisher was a good hazard to get across to electric potential appli shoot forts because the advertizement were imaginative and attracted attention.However, the recruitment group were faced with the constraint of the accessibility to these advertisements to sufficiency potential employees who fully met A-B-Zees criteria and sustenance of the messdidates chase in the vacancy. Also, they were faced with time constraint, as the length of the ensuing recruitment process may non meet the store opening date. The enlisting team responded, first, by trying to speed up the recruitment process. They introduced the phone-in and waltz facility to the advertisement.The phone-in enabled A-B-Zee to arrange immediate interviews for those evaluated as suitable from the evidence of the squall interview. They as well as responded by simplifying the application form to make its completion to a greater extent(prenomi nal)(prenominal) convenient. The walk-in initiative involved one to one meeting with interest candidates. They were able to successfully use the walk-in to increase the number of applicants and also to influence those that are suitable to join the guild. In instances where parents wanted to erase due to not having arrangement for someone to look after the children, A-B-Zee invited them to mould along the children.This seemed to be a good prospect to attract potential employees with parental experience. The organisation also responded by fashioning application forms and garner of offer readily acquirable, thus increasing the speed of the companys response. This particularly met the companys needs with regards to speed. One other constraint which the recruitment team discovered was that the attraction of applicants was limited by the readership of the newspaper. The company responded by producing leaflets. These were distributed to houses fairly close to the store and to those of the heathen minority most the store.This was carried out in order to meet the objective of having a match prevail force in terms of gender, age and ethnic minority. unconnected from being easily accessible, the recruitment team also responded by making themselves more available. They worked through the evenings and weekends, thereby making them more available to applicants. At the northern store, the closure of several manufacturing companies was an opportunity to have a whacking pool of potential candidates. A-B-Zee took the initiative to solicit with the local Job Centre. The give was that there were too many applications to be processed.The major constraint was time. As a result of the huge number of applications, there was constraint in the task of short-listing for interview which was as a resulted of the enormous volume of applications received. legal age of the applicants were of good quality Also, given the size of the task and the time available it was very like ly that the quality of the short-listing decisions would be affected. The lay-out of the application form did not help the short-listing process at all. The most relevant information was not grouped together.This was a major constraint as comfortably because more resources, effort and time had to be devoted to responding to all the applicants. The recruitment team was also faced with the constraint of having to respond quickly and courteously to all applicants (unsuccessful as well as short-listed applicants). This was in a bid to instruct and maintain goodwill among its potential customers. Also, the bid to recruit a equilibrise work force across gender, age and ethnic group could not be achieved because, of the numerous applications received, very few were from the ethnic minority.In general, the recruitment process at the northern store proved to be very resource-intensive soulfulness and Organisational Benefits that could be gained by providing non-standard workings arrange ments for sales assistants. The organization Benefits that A-B-Zee could gain if it provides non-standard working arrangements to the sales assistants include Reduced absenteeism as the workers will have time to attend to family and personal commitments. This will guarantee a high staff attendance and increase productiveness and efficiency in the stores (Wood & Payne 1998).Apart from that, non-standard working arrangements provide a wide pool of potential employees from which the HR subdivision can choose from. Another major benefit tot he organisation is that it could also compact the fixed costs associated with standard contracts and a constant working force which seem to ask for more payments as they stay at the company. Hiring part-time staff is a safer choice in this time of economic uncertainty and could also be a method acting for the company to screen and evaluate new-hires and perhaps offer them full-time positions in the future and when needed. The sales assisatantsBene fits of non-standard working arrangements to the sales assistants include a work-life symmetry resulting in increased motivation and job satisfaction (Nadler, 1984). It also gives the employee the opportunity to enter into other endeavours, such as studying or taking up another part-time job that is not in infringe with the current one. Apart from this, it puts the employee in a position to accept or decline job offers that would require them to work longer ZZZhours. Mothers are unfastened to the job market where they can obtain work experience, gain skills and prove the employment situation.Also, reacquiring work skills and confidence may be an interesting opportunity for mothers who have withdrawn from employment for a long period of time. (Mangum n. d. Howe 1986) Strategy, recommending how A-B-Zees next campaign might ensure a greater response from members of the ethnic minority community Initial value of the labour market In order to attract more members of the ethnic min ority in future recruitment campaigns, I believe that an initial survey of the labour market in question should be carried out before set-back of the recruitment process.This would give an insight into the location, size and needs of the ethnic minority in such labour market. Location of new stores The location of new stores may be considered based on the findings above, thus bringing the stores in close proximity to the ethnic minority. Advertisement and Application forms Creating awareness in the propose area would increase the chances of getting applicants. As A-B-Zee is new to the labour market, placing advertisement on the radio and television and providing information to the public on whatA-B-Zee is all about, what they do and when their superstores would be open, would definitely increase its awareness to the target community. Thus when job advertisements are placed, people have an idea of what company they are going to be potentially working for. The job advertisement shou ld be able to reflect the companys policy of recruiting a balanced workforce across gender, age and ethnic minority.This could be achieved by including the ethnic minority in the promotional materials i. . put images of both ethnic and non-ethnic minority on the advertisement. This would catch the eye of any member of the ethnic minority that sees the advertisement and would encourage them to apply for the job. It should also emphasize on the part-time work schedule being offered by the company. Presenting a work schedule that encourages flexibility my appeal to women of the ethnic minority who believe that they might not have time to take care of their children (Moosa, 2009).Also by offering skills training in the advertisement, members of the ethnic minority may be encouraged to apply in a bid to be instruct on their communication and interpersonal skills. The application forms should be simple, well primed(p) out and should also include statements of assurance that A-B-Zee rec ruits a balanced workforce across gender, age and ethnic group. The selection and hiring process To attract more members of the ethnic minority, A-B-Zee needs to convince their target that the ethnic minority is well represented in the company.This I believe can be achieved by increasing the involvement of the minority in the interview process. Other recommendations that can help with the recruitment process include, 1. Carrying out a salary survey and review It is possible that the pay rates based on the parent companys standards may not be appealing to the target market of future campaigns. By carrying out a salary survey, A-B-Zee can calculate the competitive position of the company in terms of recruitment and can then review the salary being offered. 2. Considering using recruitment agencies in part or all of the recruitment process. This would definitely reduce the work-load on the Human Resources team. 3. Since the target market is people with parenting experience, A-B-Zee may offer child-care program to its prospective employees. Child care programs have proven to cook reductions in turn-over, less absenteeism, recruiting advantage and positive impact on productivity and at the same time serve the companys public relation interest (Howe, 1986).In conclusion, resourcing for manpower for a new superstore is a very challenging task that requires proper planning and hard work, putting into consideration that the company is new to the labour market. In order to discover a balanced workforce across gender, age and ethnic minority, ethnical norms and barrier surrounded by the age groups as well as between the majority and minority have to be overcome. Raising awareness could also help to bring about more participation by the minorities in future recruitment campaigns.