(CASE STUDY. &. Recruitment Drive at SOBER: ‘SOBER is the: biggest private sector employer in India, ‘The comipany:has more chan 200,000 employees world- wide, AiIndlia, SOBER:stores range: from small local “SOBER. MINI stores:to SOBER-MEGA supermarkets. ‘Around: 80, per ‘cent of. all-sales:areifrom: India: The company-also operates in eight, countries outside India, including Singapore; China, and Thailand. The organiza ton has recently opened new stores in india and also in the UK. This international expansion fs part of SOBER’s * * jobs are created as the company opens ew stones it Indie-and expands internationally, * vacancies: arise 28 employes leave ‘the company— when: they retire: or resign—or get promoted to’ “other positions within SOBER; and * new/types of jobs ane created as the combany changes its processes and technology: ‘provide theiibasis for-job advertisements; They help iar skills and behaviours. ‘Level 1: ft indudes frontline jobs; Worki Level 2: it includes leading a teamn of emiployess é The high-level of motivation at SOBER helps the ‘company achieve its business objectivés arid helps employ. ‘e285 to achieve theit personal and! Gareet objectives, Ai important élement in'hifing is t6' Have clear job: déseri eee esp qarc * the title ofthe job, 4 *rt0 whonn the jobihalder should report, =9° 9; 3 * what aré he areas of busines the ob Holder responsible foryand.- va srl description o ofroles andrea. ‘A pérson specification sets out the sls, ¢ — tics, and attributes that a person needs to doa. jobs Together; job descriptions arid person spactf applicants to know what is expected of thei AS thay: are sentto anyone applying for Jobs, they should- * actas achedking devide to-make sure that applicants “withthe right-skils are chosen for interview, and. ‘customers, ‘doing various’ inestore tasks, suc filling, stieives-with stock, and requires the abil to work accurately and with enthusiasm an interact well with others: an deal directly with customers——raquires the abil ity Ao Watiage resouress, set re satiagehiy and motivate others.3; It includes running an operating unit—requires management skills, including planning, target setting, and reporting, 4: It includes supporting operating units and rec- ‘ommending’ strategic change—requires good knowledge of the business, the skills to analyss information and to make decisions, and the abil- ity to lead others. 5; Itincludes jobs responsible for the performance of SOBER as a whole—requires the ability to Jead-and direct others, and to make major deci- and goals for SOBER, holding responsibility for its performance—requires a good overview of retailing, and the ability to build a vision for the future and lead-the whole organization. For its various positions, SOBER advertises in different ‘The process varies depending on the job available, ‘company first looks at its intern! pool of employ- ta fila vacancy-and if there are no suitable people BER advertises the post internally on its intranet for Uawo!weeks. For external recruitment, SOBER adver- ‘vacancies via its website or through newspapers "and ohier job search sites, Applications are made online {for managerial positions: The chosen applicants have an interview followed by attendance at an assessment cen- for the final stage-of the selection process. People tecestéd in store:based jobs with SOBER will approach with, their résumé of register though Monster. re prepares a waiting list of people applying Syaay and calls them in as jobs become available. For more specialist jobs, such as bakers and pharmacists, / SOBER advertises externally * through its website and offfine media, * through television and radio, and * by placing advertisements on Google or in maga- ines, SOBER makes it easy for applicants to find out about available jobs and fas’ simple application process. By accessing the company website, an applicant can find ‘out about focal jobs, management posts, and head-office = positions. The website has an online application form for people to submit directly. i ‘At SOBER, the process of selecting external manage- | ment candidates involves the following stages: © Screening of applications and résumés to find the best fit with SOBER . Inviting shortlisted candidates for interview Successful candidates attend assessment centre for team-working activities and problem-solving exer- cises Selected candidates attend 2 second interview. Successful candidates receive job offer letters. Planning for aggressive recruitment drive and imple- menting the same efficiently is vital if @ business is to: meet its future demands for employees. It allows a bust- ness time to train existing steff to take on‘new responsi- bilities and to recruit newstaff to fil vacaricies or meet skill shortages. As a major multinational company with. many job opportunities, SOBER needs to have people with the right sills and behaviours to support its growth and development. With its cleat’ organizational: struc-- tures, detailed job descriptions and person specifica tions, it provides user-friendly ways of applying for jobs and a consistent approach to recruitment and selection. This augurs well for its expansion and growth plans. Questions ag L. What are’ the’ different channels, according to you, that companies ike SOBER should use to advertise: their job vacancies?) S25 ys 2. Describe how job descriptions and person specticn tions are helpful in the selection process? ‘What other purposes might a job description be used for? 3. Critically analyse SOBER’s metho of attracting and recruiting candidates: Outline: what ‘you consider to" be the main strengths and weaknesses of one of these methods. 4, Evaluate the benefits of using both interviews and | i assessment centres in the selection process. 5, Discuss briefly the planning stages that are involved in SOBER's recruitment drive. f f i : Sai peel alae ign Satnre