The process is attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for jobs with an organisation. Most organisations have to have a very critical selection process for each of the position regardless of the position or the level the candidate might be joining. Why you might wonder? This is due to the fact that each person abilities, skills, commitment and goals will differ. The following assignment is going to be based in the FMCG industry for one of the largest companies of Unilever UK and Ireland which requires a candidate for its Brand Manager Position.
The position of manager to a FMCG is to handling and a separate account which the manager will have to ensure the marketing, the market readiness and the availability of products on the shelves are present and that purchasing power of the customer are met (Unilever, 2014).
Unilever has been employing a lot of graduate to their graduate programme and in doing so they are able to attain professionals to be moulded into their organisation as well as bring them, to the forefront of the companies’ developments to engage them and utilise their drive, efficiency and innovations. The type of operation the company handles in fast moving consumer bases good in food, health care, personal grooming, water, oral care, skin care, toilet care etc. The company has an active base 1100 of employees working with them and others indirectly working such as supplier’s distributors etc. (Unilever.co.uk, 2014)
However, for recruitment outside of the ground level up the company has to have a selective search for the ideal match for manager to ensure they are able to take up the level of responsibilities of a brand manager.
This assignment will cover the following topics and detail the entire process of the recruitment and selection (Robert, 2005).
Figure 1: Recruitment and Selection
Source: Armstrong (2009)
A job analysis has to be developed to understand the key areas and the requirements of the job to ensure the scope and objectives are met by the individual. The following are the key areas which need to be looked at in terms of the role and responsibilities.
Reason for recruitment in an organisation
Apart from this general profile the specification the recruiter would need to understand the details of the requirement and the facet of requirements.
Job analysis is the first step to understanding the entire recruitment process. Job analysis is the process of understanding the role and the requirement of a takes and the main objectives behind the recruitment.
A job description entitles a company to ensure that role and limitation and specific tasks are attained through a job description.
The degree of worker’s accountability for each phase of the work is to ensure that tasks are broken down into segment making it less complex and quick to complete, to ensure follow through and scale of work is performed though breaks down of mass production (Campton et al, 2010).
Unilever UK and Ireland is seeking a brand manager for international reputed line of products for Dove.
Position: Brand Manager for Unilever UK and Ireland
In head hunting process most companies today seek the ideal fit for the job vs. creating the job to fit the personality. However, it is highly debated that companies should base their selection on based on other factors which play a crucial part of the process.
The problem with recruitment is that all candidates might not be a perfect fit. However, the recruitment process will still have set back if the position is not provided with proper visibility to attain the applications of potential candidates (Gusdorf, 2008).
The advantages of going through the process of job analysis and person selection process
Unilever in the recent has been using social media to gain the interest of their perfect candidate LinkedIn, FaceBook, Twitter and YouTube to become market prominent to find the best and the high performers. The graduate management trainee programme is one of the most sought after elite programmes for graduate looking for their first job. There is a separate section terms “professionals” that lists down their vacancies in management based on all region of all Unilever worldwide opportunities. The Unilever push strategy has been them one of the sought after employers. (Garner, 2011)
(Unilever: LinkedIn Page, 2014)
Rodgers seven point plans identified physical make up attainments, intelligence, special aptitudes, interest’s disposition and circumstances. However, even finding the ideal candidate with all the attribute might not be possible as people have different skills and weakness and also will have certain capacities, the ideal candidate cannot be found. In doing so there might be serious gaps which the person might be lacking confidences to do the job, the responsibility and most of the ability to take on challenges and work under pressure which is a practical fact.
Munros five point process deals with impact, qualification, brain abilities, motivation and adjustment. These factors are reasonably framed where these are key elements to look at when recruitment.
In my opinion the position should be created for the candidate vs. the candidate fitting into the new position. This can improve the motivation and also bring different thinking to the table.
Armstrong. M(2009) Armstrong’s handbook of human Resource Management Practise, (11 thed), Kogan Page
Compton, R L et al. (2010). Effective Recruitment and Selection Practices, 5th ed. Australia: CCH Australia. P15-24
Dessler, G.(2008), Human Resources Management, Prentice Hall
Gusdorf, M. (2008), Recruitment and Selection: Hiring the right person. Society for Human Resource Management, 1 (1), p1-6 p 6-10
Newell, J (2011),The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring the Right People. L: KoganPage. P13-17, P111-115, P128
Petzall, S and O’Meara, B (2013),the Handbook of Strategic Recruitment and Selection. London: Emerald Group Publishing Limited, P10 -50
Garner, E (2011). Recruitment and Selection, London: Bookboon, p1-48.
Roberts, G (2005). Recruitment and Selection, 2nd ed. London: Bookboon. p24-60
Unilever website (2014), Unilever Careers, (Online), Available: http://www.unilever.co.uk/careers-jobs/. [Accessed on 10th July 2014]
Hebberd, L. (2014). How Unilever Use Social Media to recruit .Available: http://linkhumans.com/case-study/unilever. [Accessed on 12th July 2014]
Walters R. (2014). Managing your brand throughout the recruitment process, Available: http://www.robertwalters.co.uk/files/uk-content/robert-walters-insight-series managing-your-brand-throughout-the-recruitment-process.pdf [Accessed on 11th July 2014]