H&M HRM

Recruitment and Selection Policies in H&M
Abstract
This report aims to provide an in-depth analysis of the recruitment and selection policies of H&M, a leading
multinational fashion retailer. The report provides a comprehensive overview of the company's recruitment and
selection process, highlighting the key stages and methods used by H&M to attract and hire top talent.
The report begins by providing an overview of H&M's organizational culture and values, which shape the
company's approach to recruitment and selection. It then examines the various recruitment channels used by H&M,
including social media, job boards, and employee referrals. The report also analyzes H&M's selection process, which
involves a combination of online assessments, interviews, and reference checks.
In addition to discussing H&M's recruitment and selection policies, the report also explores the company's diversity
and inclusion initiatives. H&M has implemented a number of programs to promote diversity and inclusion in its
hiring practices, including unconscious bias training for recruiters and the use of anonymous recruitment processes.
The report concludes by summarizing the key findings and highlighting areas for improvement in H&M's
recruitment and selection policies. While the company's approach to recruitment and selection is generally
effective, the report suggests that H&M could benefit from a more structured and standardized approach to
recruitment, as well as greater transparency in its selection process. Overall, the report provides valuable insights
into the recruitment and selection policies of one of the world's leading fashion retailers, and offers
recommendations for how the company can continue to attract and retain top talent in the years to come.
Keywords: H&M, recruitment, selection, policies, organizational culture, diversity, inclusion, recruitment
channels, social media, job boards, employee referrals, online assessments, interviews, reference checks,
unconscious bias training, anonymous recruitment processes, transparency, structured approach,
standardized approach, talent acquisition.
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Table of Contents
Abstract .........................................................................................................................................................................1
Keywords: H&M, recruitment, selection, policies, organizational culture, diversity, inclusion, recruitment
channels, social media, job boards, employee referrals, online assessments, interviews, reference checks,
unconscious bias training, anonymous recruitment processes, transparency, structured approach, standardized
approach, talent acquisition. .....................................................................................................................................1
Introduction ...................................................................................................................................................................4
H&M apparel categories ............................................................................................................................................4
Importance of Recruitment and Selection Policies ........................................................................................................6
Attracting the Right Candidates: ...............................................................................................................................6
Legal Compliance: ......................................................................................................................................................6
Cost Reduction: ..........................................................................................................................................................6
Employee Retention: ..................................................................................................................................................6
Organizational Performance: ....................................................................................................................................7
Recruitment policies in h&m ..........................................................................................................................................7
Effectiveness of Recruitment Policies:........................................................................................................................7
Basic Recruitment Policies: ....................................................................................................................................8
Unique Recruitment Policies of H&M: ...................................................................................................................8
Others: ...................................................................................................................................................................8
Various Recruitment Policies .........................................................................................................................................8
Job Analysis ................................................................................................................................................................8
Sourcing candidates .................................................................................................................................................10
Screening and shortlisting .......................................................................................................................................11
Conducting and Interviews ......................................................................................................................................12
Checking references and conducting background checks ........................................................................................13
Diversity and Inclusion .............................................................................................................................................14
Competency based hiring ........................................................................................................................................15
Internal hiring ..........................................................................................................................................................16
Sustainable recruitment...........................................................................................................................................17
Hiring of Values........................................................................................................................................................18
Open Application .....................................................................................................................................................18
Talent Communities .................................................................................................................................................19
Social Media Recruiting ...........................................................................................................................................20
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Referral Programmes ...............................................................................................................................................21

Internship Programme .............................................................................................................................................22
Selection policies in h&m .............................................................................................................................................23
Basic Selection Policies: .......................................................................................................................................24
Unique Selection Policies of H&M: .......................................................................................................................24
Various Selection Policies.............................................................................................................................................25
Job Offers .................................................................................................................................................................25
Medical Examination ...............................................................................................................................................26
Onboarding ..............................................................................................................................................................26
Competency-Based Interviewing .............................................................................................................................27
Assessment Centers .................................................................................................................................................28
Cultural Fit ...............................................................................................................................................................29
Job Tryouts ...............................................................................................................................................................30
Psychometric Testing ...............................................................................................................................................31
New developments in recruitment and selection ........................................................................................................32
Challenges and Issues in Recruitment and Selection at H&M .....................................................................................33
Comparison of H&M recruitment and selection policies to industry best practices ....................................................33
Analysis of the impact of H&M's recruitment and selection policies on employee retention and job performance ...34
Conclusion and future outlook for H&M's recruitment and selection process ............................................................35
Appendix: Sample job descriptions, interview questions, and assessments used by H&M .........................................36
Job Description: Sales Advisor ..................................................................................................................................36
Job Description: Visual Merchandiser ......................................................................................................................36
BIBLIOGRAPHY .............................................................................................................................................................38
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Introduction
H&M, short for Hennes & Mauritz AB, is a multinational clothing retailer founded in Sweden in 1947. H&M is one of
the largest fashion companies in the world and operates in more than 70 countries with over 5,000 stores.
Business Operations: H&M's business model is based on offering affordable fashion to its customers. The company
designs and sells clothing, footwear, accessories, and cosmetics for men, women, and children. H&M also offers
home decor products in some markets. The company operates through its own stores, as well as online through its
e-commerce platform.
Marketing Strategy: H&M's marketing strategy revolves around its ability to offer affordable fashion, with a focus
on fast fashion. The company releases new collections every week, and this strategy has helped it maintain a
competitive edge in the market. The company's marketing efforts have focused on its sustainability initiatives,
including its goal of becoming 100% circular and climate positive by 2030.
Financial Performance: H&M has had mixed financial performance in recent years. The company has faced
challenges in the form of changing consumer preferences, increasing competition from online retailers, and the
impact of the COVID-19 pandemic on its operations. However, the company has been able to maintain its position
as one of the largest fashion retailers in the world, with revenue of SEK 187 billion in 2020.
Sustainability Efforts: H&M has been a leader in the fashion industry in terms of sustainability efforts. The company
has set ambitious goals to become more sustainable and has made progress in areas such as reducing its carbon
emissions, improving working conditions in its supply chain, and increasing the use of sustainable materials. H&M
has also launched a recycling program where customers can bring in old clothes to be repurposed.
Conclusion: H&M is a well-known and popular brand in the fashion industry, offering affordable fashion to its
customers. The company has faced challenges in recent years but has maintained its position as one of the largest
fashion retailers in the world. H&M's sustainability efforts have been commendable, and the company's
commitment to becoming more sustainable is a positive step towards creating a more environmentally and socially
responsible fashion industry.
H&M apparel categories
Category Description
Women Clothing, shoes, accessories, and beauty products for women
Men Clothing, shoes, accessories, and grooming products for men
Kids Clothing, shoes, and accessories for kids, ranging from newborns to teens
Home Home decor, bedding, towels, and kitchenware
Conscious Sustainable fashion collection that uses organic and recycled materials
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Category Description
Premium High-quality fashion collection with elevated fabrics and designs
Beauty Makeup, skincare, and haircare products
H&M Studio Seasonal fashion collection with runway-inspired designs
Divided Trendy and edgy fashion collection for young adults
L.O.G.G. Casual and comfortable fashion collection for men and women
Mama Maternity fashion collection for expectant mothers
Aspect Description
Name H&M (Hennes & Mauritz AB)
Industry Fashion retail
Founded 1947
Founders Erling Persson
Headquarters Stockholm, Sweden
Products Clothing, accessories, cosmetics, home decor
Revenue SEK 187 billion (FY 2020)
Number of Stores Over 5,000 stores in 74 markets
Number of Employees Over 180,000 (FY 2020)
CEO Helena Helmersson
Use of sustainable materials, circular fashion, reduction of greenhouse gas emissions,

Sustainability Initiatives fair wages and working conditions
Focus on increasing representation of underrepresented groups, including gender,

Diversity and Inclusion ethnicity, and LGBTQ+ communities
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Aspect Description
Marketing Campaigns Often feature diverse models and promote body positivity
Brand Collaborations Designer collaborations, such as with Karl Lagerfeld, Balmain, and Alexander Wang
Online Presence E-commerce platform available in over 50 markets
Social Media Presence Active on Instagram, Facebook, Twitter, and YouTube
Corporate Social
Responsibility H&M Foundation supports global initiatives in education, water, and human rights
Importance of Recruitment and Selection Policies

Recruitment and selection are two essential processes for an organization to achieve its strategic objectives.
Recruitment refers to the process of identifying, attracting, and selecting suitable candidates for employment
within an organization, while selection refers to the process of choosing the most qualified candidate from the pool
of applicants. Recruitment and selection policies are critical for the success of an organization. This paper explores
the importance of recruitment and selection policies and their impact on organizational performance.
Importance of Recruitment and Selection Policies:
Attracting the Right Candidates:

Recruitment and selection policies help an organization to attract the right candidates for the job. The policies
define the job requirements, qualifications, and experience necessary for the job. The policies also define the
selection criteria and methods that will be used to evaluate candidates. By attracting the right candidates, an
organization can reduce turnover, increase employee engagement, and improve organizational performance.
Legal Compliance:
Recruitment and selection policies help an organization to comply with legal requirements related to employment.
The policies define the equal employment opportunity, anti-discrimination, and other legal requirements. By
complying with these legal requirements, an organization can avoid legal liabilities, penalties, and reputation
damage.
Cost Reduction:
Recruitment and selection policies help an organization to reduce the cost of hiring and training new employees.
The policies define the recruitment sources and methods that are cost-effective and efficient. By reducing the cost
of recruitment and selection, an organization can allocate resources to other critical areas of the business.
Employee Retention:
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Recruitment and selection policies help an organization to retain employees by hiring the right candidates. The
policies define the job requirements and qualifications that match the employee's skills and experience. By hiring
the right candidates, an organization can reduce employee turnover and increase employee engagement.
Organizational Performance:
Recruitment and selection policies have a direct impact on organizational performance. By hiring the right
candidates, an organization can improve productivity, innovation, and customer satisfaction. The policies also help
an organization to identify talent and develop a talent pool for future leadership positions.
Conclusion:
In conclusion, recruitment and selection policies are critical for the success of an organization. These policies help
an organization to attract the right candidates, comply with legal requirements, reduce cost, retain employees, and
improve organizational performance. An organization should develop and implement recruitment and selection
policies that align with its strategic objectives and values. By doing so, an organization can achieve its goals and
gain a competitive advantage in the marketplace.
Recruitment policies in h&m

H&M's recruitment policies are designed to attract and retain top talent while promoting diversity and inclusion.
The company strives to hire employees who are passionate about fashion, customer service, and sustainability.
H&M believes that its success depends on its ability to provide customers with a unique shopping experience, and
its employees play a significant role in achieving that goal.
H&M's recruitment policies include a focus on diversity and inclusion. The company strives to create a work
environment that is welcoming to individuals of all backgrounds and encourages employees to bring their unique
perspectives to work. H&M has also implemented programs to support the development of female leaders within
the organization, recognizing the importance of gender diversity in leadership positions.
The recruitment process at H&M typically involves multiple rounds of interviews, including assessments and
evaluations to ensure that candidates have the necessary skills and experience for the role. The company also uses
online assessments to evaluate candidates' personality traits, work style, and problem-solving abilities. H&M also
considers candidates' cultural fit when making hiring decisions, ensuring that new hires align with the company's
values and culture.
Effectiveness of Recruitment Policies:

H&M's recruitment policies have been effective in attracting and retaining top talent, as evidenced by the
company's continued growth and success. The company's focus on diversity and inclusion has helped to create a
welcoming work environment that promotes creativity and innovation. The focus on developing female leaders has
also helped to create a more gender-balanced organization.
The use of assessments and evaluations during the recruitment process has helped to ensure that H&M hires
individuals who have the necessary skills and experience for the role. The focus on cultural fit has also helped to
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ensure that new hires align with the company's values and culture, leading to higher employee engagement and
retention.
Basic Recruitment Policies:

1. Job analysis
2. Sourcing candidates
3. Screening and shortlisting
4. Conducting interviews
5. Checking references and conducting background
Unique Recruitment Policies of H&M:

6. Diversity and Inclusion
7. Competency-based hiring
8. Internal hiring
9. Sustainable recruitment
10. Hiring of Values
Others:
11. Open application
12. Talent Communities
13. Social Media Recruiting
14. Referral Programme
15. Internship Programme
Various Recruitment Policies
Job Analysis
Job analysis is the process of identifying and defining the duties, responsibilities, and requirements of a particular
job position. It is a critical step in the recruitment process as it helps organizations to identify the skills and
competencies required for a specific role. This paper will examine the job analysis process in the context of H&M
and evaluate its effectiveness in supporting the company's recruitment policies.
Job Analysis in H&M:
H&M is a multinational clothing retail company that has a strong focus on sustainability and diversity. The
company's job analysis process is designed to identify the specific skills and competencies required for each job
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position. This process helps H&M to attract and retain employees who are passionate about fashion, customer
service, and sustainability.
The job analysis process at H&M involves the following steps:
• Identify the job position: The first step is to identify the job position and determine its purpose within the
organization.
• Conduct a job analysis survey: A job analysis survey is conducted to gather information about the job
position. This survey is designed to identify the job duties, responsibilities, and requirements of the
position.
• Analyze the survey data: The survey data is analyzed to identify the skills, competencies, and qualifications
required for the job position.
• Develop a job description: Based on the survey data analysis, a job description is developed that outlines
the duties, responsibilities, and requirements of the job position.
• Review and update the job description: The job description is reviewed periodically to ensure that it
remains accurate and up-to-date.
Effectiveness of Job Analysis in H&M:
The job analysis process at H&M has been effective in supporting the company's recruitment policies. The process
helps to ensure that the right people are hired for the right job positions. By identifying the specific skills and
competencies required for each job position, H&M can attract and retain employees who are passionate about
fashion, customer service, and sustainability.
The job analysis process also helps to ensure that job positions are described accurately and in detail. This helps to
attract qualified candidates who have the necessary skills and competencies required for the job. By reviewing and
updating job descriptions periodically, H&M can ensure that they remain accurate and up-to-date, reflecting any
changes in job duties, responsibilities, and requirements.
Conclusion:
The job analysis process is a critical step in the recruitment process, and its effectiveness can have a significant
impact on an organization's success. H&M's job analysis process has been effective in supporting the company's
recruitment policies. By identifying the specific skills and competencies required for each job position, H&M can
attract and retain employees who are passionate about fashion, customer service, and sustainability. The job
analysis process also ensures that job positions are described accurately and in detail, helping to attract qualified
candidates. By reviewing and updating job descriptions periodically, H&M can ensure that they remain accurate
and up-to-date, reflecting any changes in job duties, responsibilities, and requirements. Overall, the job analysis
process is a critical component of H&M's recruitment policies and has been effective in supporting the company's
success as a leading fashion retailer.
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Sourcing candidates
Recruiting and hiring the right candidates is essential for the success of any organization. One of the critical aspects
of recruitment is sourcing candidates. Sourcing candidates involves identifying and attracting qualified individuals
to apply for job positions. This paper will examine the recruitment policies of H&M in the context of sourcing
candidates and evaluate their effectiveness in supporting the company's hiring needs.
Sourcing Candidates in H&M:
H&M has developed effective recruitment policies for sourcing candidates. The company uses multiple channels to
source candidates, including:
• Job Boards: H&M posts job positions on popular job boards like LinkedIn, Indeed, and Glassdoor. These job
boards have a vast pool of candidates and help to attract individuals who are actively seeking job
opportunities.
• Social Media: H&M also uses social media platforms like Facebook, Twitter, and Instagram to post job
openings and attract potential candidates. Social media has become an increasingly popular source of
recruitment due to its ability to reach a large audience quickly.
• Employee Referrals: H&M encourages its employees to refer potential candidates for job positions. This
approach is effective as it helps to identify candidates who are already familiar with the company culture
and values.
• Campus Recruitment: H&M also recruits candidates from universities and colleges by participating in job
fairs and campus events. This approach helps to identify and attract entry-level candidates who are
enthusiastic about pursuing a career in fashion retail.
Effectiveness of Sourcing Candidates in H&M:
H&M's recruitment policies for sourcing candidates have been effective in supporting the company's hiring needs.
The company's use of job boards and social media platforms has helped to attract a large pool of candidates,
increasing the chances of finding the right candidate for a job position. Employee referrals have also been effective
in identifying potential candidates who are familiar with the company culture and values.
Participating in campus recruitment events has helped H&M to identify and attract entry-level candidates who are
enthusiastic about pursuing a career in fashion retail. This approach has been successful in helping the company to
build a strong talent pipeline of future leaders.
Conclusion:
Sourcing candidates is a critical component of the recruitment process, and its effectiveness can have a significant
impact on the success of an organization. H&M has developed effective recruitment policies for sourcing
candidates, including job boards, social media, employee referrals, and campus recruitment. These approaches
have been successful in attracting a large pool of candidates, increasing the chances of finding the right candidate
for a job position. H&M's recruitment policies have been effective in supporting the company's hiring needs and
building a strong talent pipeline of future leaders.
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Screening and shortlisting

The process of screening and shortlisting candidates is a crucial step in the recruitment process. It involves
evaluating candidate applications and resumes to determine their qualifications, experience, and suitability for the
job position. This paper will examine the recruitment policies of H&M in the context of screening and shortlisting
candidates and evaluate their effectiveness in supporting the company's hiring needs.
Screening and Shortlisting in H&M:
H&M has developed effective recruitment policies for screening and shortlisting candidates. The company uses a
multi-step process that includes the following:
• Initial Screening: H&M's recruitment team conducts an initial screening of candidate applications and
resumes to ensure that candidates meet the basic requirements for the job position. This includes
evaluating education, work experience, and relevant skills.
• Pre-employment Assessment: H&M also administers pre-employment assessments to evaluate candidates'
cognitive abilities, personality traits, and job-related skills. These assessments are designed to provide
insights into how well candidates will perform in the job position.
• Interview Process: H&M's recruitment team conducts a series of interviews with shortlisted candidates.
The first interview is typically conducted over the phone, followed by one or more in-person interviews
with hiring managers and other members of the team.
• Reference Checks: H&M conducts reference checks to verify information provided by candidates and to
gain insights into their work performance and personality traits.
• Background Checks: H&M also conducts background checks, including criminal record checks, to ensure
that candidates meet the company's standards for employment.
Effectiveness of Screening and Shortlisting in H&M:
H&M's recruitment policies for screening and shortlisting candidates have been effective in supporting the
company's hiring needs. The initial screening process helps to eliminate candidates who do not meet the basic
requirements for the job position, allowing the recruitment team to focus on qualified candidates.
The pre-employment assessment and interview process help to evaluate candidates' job-related skills, cognitive
abilities, and personality traits. This approach ensures that H&M hires candidates who are well-suited for the job
position and fit well with the company culture.
The reference and background checks provide valuable insights into candidates' work performance and character,
helping H&M to make informed hiring decisions. By using a multi-step process for screening and shortlisting
candidates, H&M can ensure that they are hiring the right candidates for the job position.
Conclusion:
Screening and shortlisting candidates are critical steps in the recruitment process, and their effectiveness can have
a significant impact on the success of an organization. H&M has developed effective recruitment policies for
screening and shortlisting candidates, including initial screening, pre-employment assessments, interviews,
reference checks, and background checks. These approaches have been successful in helping H&M to evaluate
candidates' qualifications, experience, and suitability for the job position. By using a multi-step process for
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screening and shortlisting candidates, H&M can ensure that they are hiring the right candidates for the job
position, leading to a more productive and successful workforce.
Conducting and Interviews

Conducting interviews is a critical step in the recruitment process. It is a chance for the hiring team to evaluate
candidates' skills, experience, and suitability for the job position. This paper will examine the recruitment policies of
H&M in the context of conducting interviews and evaluate their effectiveness in supporting the company's hiring
needs.
Conducting Interviews in H&M:
H&M has developed effective recruitment policies for conducting interviews. The company uses a multi-step
process that includes the following:
• Phone Screening: The first interview is typically conducted over the phone. The purpose of this interview is
to evaluate candidates' qualifications, experience, and availability for the job position. This interview is
typically conducted by a member of the recruitment team.
• In-Person Interviews: Shortlisted candidates are invited to attend one or more in-person interviews. These
interviews are typically conducted by hiring managers and other members of the team. The purpose of
these interviews is to evaluate candidates' job-related skills, personality traits, and fit with the company
culture.
• Behavioral Interviews: H&M also uses behavioral interview techniques to evaluate candidates' responses
to real-life work situations. The purpose of these interviews is to gain insights into candidates' problem-
solving abilities, communication skills, and decision-making abilities.
• Panel Interviews: H&M also conducts panel interviews, where candidates are interviewed by a group of
individuals from different departments within the company. The purpose of these interviews is to evaluate
candidates' fit with the company culture and to ensure that they have the skills and experience necessary
to succeed in the job position.
Effectiveness of Conducting Interviews in H&M:
H&M's recruitment policies for conducting interviews have been effective in supporting the company's hiring needs.
The phone screening process helps to identify candidates who are well-suited for the job position and who are
available to start work. The in-person interviews provide an opportunity for hiring managers and other team
members to evaluate candidates' job-related skills, personality traits, and fit with the company culture.
The behavioral interviews and panel interviews provide additional insights into candidates' problem-solving
abilities, communication skills, and decision-making abilities. These interview techniques ensure that H&M hires
candidates who are not only qualified for the job position but who also have the necessary soft skills to succeed in
the company culture.
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Conclusion:
Conducting interviews is a critical step in the recruitment process, and it can have a significant impact on the
success of an organization. H&M has developed effective recruitment policies for conducting interviews, including
phone screening, in-person interviews, behavioral interviews, and panel interviews. These approaches have been
successful in helping H&M to evaluate candidates' qualifications, experience, and suitability for the job position. By
using a multi-step process for conducting interviews, H&M can ensure that they are hiring the right candidates for
the job position, leading to a more productive and successful workforce.
Checking references and conducting background checks

The recruitment process is an essential part of any organization's success, and checking references and conducting
background checks is a critical step in this process. This paper will examine H&M's recruitment policies in the
context of checking references and conducting background checks and evaluate their effectiveness in supporting
the company's hiring needs.
Checking References and Conducting Background Checks in H&M:
H&M has a well-defined recruitment policy that includes checking references and conducting background checks on
all job candidates before making a final hiring decision. The company's recruitment team contacts the candidate's
previous employers to verify their employment history and job performance. The recruitment team also conducts
criminal background checks, credit checks, and other necessary checks to ensure the candidate is suitable for the
job position.
The purpose of checking references and conducting background checks is to ensure that the candidate's
qualifications and experience are accurate, and to identify any potential issues that may affect their suitability for
the job position. This process is particularly important for roles that require a high level of responsibility or where
the candidate will be working with sensitive information.
Effectiveness of Checking References and Conducting Background Checks in H&M:
H&M's recruitment policies for checking references and conducting background checks have been effective in
supporting the company's hiring needs. The checks ensure that the candidates have the necessary qualifications
and experience for the job position and that they have a track record of good performance in their previous roles.
Conducting background checks is particularly important for positions that require a high level of trust or
responsibility, such as management or financial positions. By conducting background checks, H&M can ensure that
they are not hiring candidates who may pose a risk to the company's reputation or financial security.
Conclusion:
Checking references and conducting background checks is a crucial step in the recruitment process, and it can have
a significant impact on the success of an organization. H&M has developed effective recruitment policies for
checking references and conducting background checks, including verifying the candidate's employment history and
conducting criminal background checks and other necessary checks.
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By conducting these checks, H&M can ensure that they are hiring candidates who are qualified for the job position
and who have a track record of good performance in their previous roles. This approach supports the company's
hiring needs, particularly for positions that require a high level of trust or responsibility. H&M's recruitment policies
for checking references and conducting background checks are an important component of the company's overall
recruitment strategy and contribute to the success of the organization.
Diversity and Inclusion

Diversity and inclusion are critical factors in building a successful and inclusive workplace. Companies that embrace
diversity and inclusivity in their recruitment policies benefit from a diverse range of perspectives, experiences, and
ideas. This paper will examine H&M's recruitment policies in the context of diversity and inclusion and evaluate
their effectiveness in promoting a diverse and inclusive workplace.
Diversity and Inclusion in H&M:
H&M has a strong commitment to diversity and inclusion in its recruitment policies. The company recognizes that
building a diverse and inclusive workplace is essential to its success, and it has implemented policies and initiatives
to promote diversity and inclusivity in its recruitment processes.
One of H&M's key initiatives is to provide equal opportunities for all candidates regardless of their gender, race,
ethnicity, or other demographic characteristics. The company ensures that job descriptions and requirements do
not exclude any particular group of candidates and that all job postings are inclusive and welcoming to all
applicants.
H&M also provides training and support to its hiring managers to help them recognize and overcome their
unconscious biases in the recruitment process. The company encourages its recruiters to seek out diverse
candidates and to consider a range of factors, including skills, experience, and potential, in their hiring decisions.
Effectiveness of Diversity and Inclusion in H&M's Recruitment Policies:
H&M's recruitment policies for diversity and inclusion have been effective in promoting a diverse and inclusive
workplace. The company has a diverse workforce, with employees from a wide range of backgrounds and
experiences. This diversity brings a range of perspectives, ideas, and experiences to the workplace, which helps the
company to be more innovative and responsive to the needs of its customers.
H&M's commitment to diversity and inclusion has also helped the company to build a positive reputation among its
customers and stakeholders. Customers are more likely to do business with companies that are committed to
diversity and inclusion, and H&M's focus on these values has helped it to build a loyal customer base.
Conclusion:
Diversity and inclusion are essential factors in building a successful and inclusive workplace. H&M's recruitment
policies for diversity and inclusion have been effective in promoting a diverse and inclusive workforce. The company
has implemented initiatives to provide equal opportunities for all candidates and to overcome unconscious biases in
the recruitment process.
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The effectiveness of these policies is evident in the company's diverse workforce, which brings a range of
perspectives, ideas, and experiences to the workplace. H&M's commitment to diversity and inclusion has also
helped it to build a positive reputation among its customers and stakeholders. H&M's recruitment policies for
diversity and inclusion are an essential component of the company's overall recruitment strategy and contribute to
the success of the organization.
Competency based hiring

Competency-based hiring is an approach to recruitment that focuses on the skills, knowledge, and behaviors that a
candidate needs to possess to perform well in a particular job position. This approach is becoming increasingly
popular in the recruitment industry as it provides a more objective and fair way to assess candidates. This paper
will examine H&M's recruitment policies in the context of competency-based hiring and evaluate their effectiveness
in identifying and hiring the best candidates for the job.
Competency-Based Hiring in H&M:
H&M has implemented a competency-based hiring approach to its recruitment policies. The company has identified
the core competencies that are required for each job position, and these competencies are used as the basis for
selecting candidates. The company assesses candidates based on their ability to demonstrate these core
competencies through various assessments, including interviews, tests, and work samples.
The core competencies for each job position are based on the knowledge, skills, and behaviors that are essential for
success in that role. For example, for a management position, the core competencies may include leadership,
communication, problem-solving, and decision-making. For a sales associate position, the core competencies may
include customer service, communication, and teamwork.
Effectiveness of Competency-Based Hiring in H&M:
H&M's recruitment policies for competency-based hiring have been effective in identifying and hiring the best
candidates for the job. By focusing on the core competencies that are required for each job position, the company
can assess candidates objectively and fairly. This approach helps to ensure that the candidate's qualifications and
experience are relevant to the job position and that they have the necessary skills and behaviors to perform well in
the role.
Competency-based hiring also helps H&M to identify candidates who have the potential to develop their skills and
advance their careers within the company. By assessing candidates based on their ability to demonstrate core
competencies, the company can identify candidates who have the potential to succeed in more senior roles in the
future.
Conclusion:
Competency-based hiring is an effective approach to recruitment that helps to identify and hire the best candidates
for the job. H&M's recruitment policies for competency-based hiring have been effective in assessing candidates
objectively and fairly based on their ability to demonstrate the core competencies that are required for each job
position.
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This approach helps to ensure that the candidate's qualifications and experience are relevant to the job position
and that they have the necessary skills and behaviors to perform well in the role. Competency-based hiring also
helps H&M to identify candidates with the potential to develop their skills and advance their careers within the
company.
H&M's recruitment policies for competency-based hiring are an important component of the company's overall
recruitment strategy and contribute to the success of the organization. By hiring the best candidates for the job,
H&M can build a skilled and motivated workforce that can help the company to achieve its business goals.
Internal hiring
Internal hiring is an approach to recruitment that involves filling job vacancies with existing employees within the
organization. This approach is becoming increasingly popular in the recruitment industry as it provides a way to
retain and develop talented employees, while also reducing recruitment costs. This paper will examine H&M's
recruitment policies in the context of internal hiring and evaluate their effectiveness in promoting employee
development and retention.
Internal Hiring in H&M:
H&M has implemented an internal hiring approach to its recruitment policies. The company encourages employees
to apply for new job positions within the organization by advertising job vacancies on the company's intranet and
through internal communication channels. Employees are encouraged to apply for job positions that match their
skills, qualifications, and interests.
The company has also implemented an internal recruitment process that involves a screening and interview process
to assess the suitability of internal candidates for the job position. The internal recruitment process is designed to
be fair and objective, and all internal candidates are given an equal opportunity to apply for job positions.
Effectiveness of Internal Hiring in H&M:
H&M's recruitment policies for internal hiring have been effective in promoting employee development and
retention. By providing employees with the opportunity to apply for new job positions within the organization,
H&M can retain talented employees and develop their skills and expertise. This approach also helps to increase
employee morale and motivation, as employees feel valued and supported by the organization.
Internal hiring also helps H&M to reduce recruitment costs and time-to-hire, as the company does not need to
advertise job vacancies externally or conduct lengthy recruitment processes. This approach also helps to ensure
that the candidate's qualifications and experience are relevant to the job position, as internal candidates are
already familiar with the company culture and operations.
Conclusion:
Internal hiring is an effective approach to recruitment that promotes employee development and retention while
also reducing recruitment costs. H&M's recruitment policies for internal hiring have been effective in promoting
employee development and retention by providing employees with the opportunity to apply for new job positions
within the organization.
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This approach also helps to reduce recruitment costs and time-to-hire while ensuring that the candidate's
qualifications and experience are relevant to the job position. Internal hiring is an important component of H&M's
overall recruitment strategy, and it contributes to the success of the organization by building a skilled and
motivated workforce that can help the company to achieve its business goals.
Sustainable recruitment
Sustainable recruitment is an approach to recruitment that takes into consideration the impact of the recruitment
process on the environment and society. It involves implementing policies and procedures that minimize the
negative environmental and social impacts of the recruitment process. This paper will examine H&M's recruitment
policies in the context of sustainable recruitment and evaluate their effectiveness in promoting sustainable
practices.
Sustainable Recruitment in H&M:
H&M has implemented sustainable recruitment policies to reduce the environmental impact of its recruitment
process. The company has implemented paperless recruitment processes, where job advertisements and
applications are made online, reducing paper usage and waste. Additionally, H&M uses energy-efficient
technologies and equipment in its recruitment process to reduce energy consumption.
Furthermore, the company has implemented diversity and inclusion policies that promote equal opportunities for
all candidates, regardless of their background or identity. H&M's recruitment process is designed to be fair and
inclusive, with an emphasis on hiring a diverse workforce.
Effectiveness of Sustainable Recruitment in H&M:
H&M's sustainable recruitment policies have been effective in reducing the environmental impact of its recruitment
process. By implementing paperless recruitment processes and using energy-efficient technologies, the company
has reduced its carbon footprint and minimized waste. Additionally, the company's emphasis on diversity and
inclusion promotes a more inclusive and equitable workplace.
Sustainable recruitment also helps H&M to attract and retain employees who share the company's commitment to
sustainability. By promoting sustainable practices, H&M is able to build a positive reputation among potential
employees who are environmentally conscious and socially responsible.
Conclusion:
Sustainable recruitment is an effective approach to recruitment that promotes environmentally friendly and socially
responsible practices. H&M's recruitment policies for sustainable recruitment have been effective in reducing the
environmental impact of its recruitment process and promoting diversity and inclusion in the workplace.
By implementing sustainable recruitment practices, H&M can attract and retain employees who share the
company's commitment to sustainability, promoting a positive reputation and contributing to the success of the
organization. Sustainable recruitment is an important component of H&M's overall recruitment strategy, and it
contributes to the company's overall sustainability goals.
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Hiring of Values
Hiring for values is an approach to recruitment that emphasizes the importance of hiring employees whose values
align with the company's mission and culture. This approach aims to build a cohesive and engaged workforce that
is committed to the organization's goals and values. This paper will examine H&M's recruitment policies in the
context of hiring for values and evaluate their effectiveness in promoting a values-based culture.
Hiring for Values in H&M:
H&M has implemented a values-based approach to its recruitment policies. The company places a strong emphasis
on hiring candidates whose values align with the company's core values of sustainability, diversity, and inclusivity.
H&M's recruitment process is designed to assess candidates' values and attitudes towards these core values, using
a range of assessment methods such as interviews, psychometric tests, and reference checks.
The company also promotes its core values through its job advertisements, which outline the company's
commitment to sustainability, diversity, and inclusivity. H&M's recruitment process is designed to attract
candidates who share the company's values and who are committed to promoting sustainable and inclusive
practices.
Effectiveness of Hiring for Values in H&M:
H&M's recruitment policies for hiring for values have been effective in promoting a values-based culture within the
organization. By hiring employees whose values align with the company's core values, H&M is able to build a
cohesive and engaged workforce that is committed to the company's mission and culture.
Furthermore, hiring for values helps H&M to attract and retain employees who are passionate about the company's
mission and values, contributing to the company's success. This approach also helps to build a positive reputation
among customers, as they are more likely to support companies that share their values.
Conclusion:
Hiring for values is an effective approach to recruitment that promotes a values-based culture and helps to attract
and retain employees who share the company's mission and values. H&M's recruitment policies for hiring for values
have been effective in promoting a values-based culture within the organization, emphasizing the company's core
values of sustainability, diversity, and inclusivity.
By hiring employees who share the company's values, H&M is able to build a cohesive and engaged workforce that
is committed to the company's mission and culture. This approach also helps to build a positive reputation among
customers who support companies that share their values. Hiring for values is an important component of H&M's
overall recruitment strategy, and it contributes to the success of the organization.
Open Application
H&M's open application policy allows candidates to submit their resumes and cover letters to the company's
recruitment team. Candidates can indicate their areas of interest and the type of role they are seeking, and the
recruitment team will consider their application for any suitable vacancies that arise in the future.
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The open application policy is advertised on the company's website and social media platforms, and it is actively
promoted during recruitment events and career fairs. The policy allows H&M to build a talent pool of qualified and
interested candidates, which the company can draw upon when suitable vacancies arise.
Effectiveness of H&M's Open Application Policy:
H&M's open application policy has been effective in attracting and retaining high-quality employees. The policy
allows the company to build a pipeline of potential candidates, reducing the time and cost associated with
recruitment when a vacancy arises. The policy also allows the company to identify and attract passive candidates
who may not actively be seeking a new job but may be interested in the company's culture and values.
Furthermore, the open application policy allows H&M to promote its employer brand and values. By actively
promoting the policy, the company can demonstrate its commitment to attracting and retaining the best talent and
creating a diverse and inclusive workforce.
However, the open application policy may result in a high volume of applications that may not be suitable for any
current vacancies. This could result in a backlog of applications, which could negatively impact the candidate
experience and create a negative impression of the company.
Conclusion:
H&M's open application policy has been effective in attracting and retaining high-quality employees. The policy
allows the company to build a pipeline of potential candidates and promote its employer brand and values.
However, the company needs to manage the high volume of applications that the policy may generate to ensure a
positive candidate experience.
Overall, H&M's open application policy is an effective recruitment policy that contributes to the success of the
organization. The policy allows the company to attract and retain high-quality employees and maintain a
competitive advantage in the marketplace.
Talent Communities
H&M has implemented a talent community recruitment strategy to attract and retain top talent. The company's
talent community is a network of potential candidates who have expressed interest in working for the organization.
H&M has established a talent community through various channels, including social media, the company's website,
and career fairs.
H&M's talent community allows the company to engage with potential candidates and build strong relationships
with them. Through the talent community, H&M provides candidates with information about the company, job
openings, and career opportunities. This information helps to create interest and excitement among potential
candidates and encourages them to apply for job openings when they become available.
H&M also uses its talent community to engage with potential candidates and keep them informed about the
company's culture and values. This engagement helps to build trust and establish a sense of community among
potential candidates, which can help to attract and retain top talent.
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Effectiveness of Talent Communities in H&M:
H&M's talent community has been effective in attracting and retaining top talent. The company's talent community
allows it to build strong relationships with potential candidates, which can help to attract candidates who are a
good fit for the organization. The talent community also allows H&M to identify and engage with potential
candidates who may not have been aware of job openings otherwise.
By nurturing a talent community, H&M can quickly identify potential candidates who are a good fit for job openings
when they become available. This can help to reduce the time and cost associated with traditional recruiting
methods and ensure that H&M has a pool of qualified candidates who are ready to apply for job openings.
H&M's talent community also helps to promote the company's brand and reputation. By engaging with potential
candidates and providing them with information about the company's culture and values, H&M can create a
positive image and establish itself as an employer of choice.
Conclusion:
Talent communities are an increasingly popular recruitment strategy, and H&M's talent community has been
effective in attracting and retaining top talent. The company's talent community allows it to build strong
relationships with potential candidates, identify qualified candidates quickly, and promote its brand and reputation.
H&M's talent community is an important component of the company's overall recruitment strategy, and it
contributes to the success of the organization. The company's commitment to nurturing a talent community helps
to ensure that it maintains a competitive advantage in the marketplace and continues to attract and retain top
talent.
Social Media Recruiting

H&M has a robust social media recruiting policy that enables the company to leverage social media platforms to
attract top talent. The company's social media recruiting policies include the following:
• Creating a Strong Employer Brand: H&M uses social media platforms such as LinkedIn, Facebook, and
Instagram to showcase its culture, values, and mission, thereby creating a strong employer brand.
• Posting Job Openings: H&M posts job openings on social media platforms, allowing the company to reach
a wider pool of candidates.
• Engaging with Candidates: H&M engages with candidates on social media platforms by responding to
their queries and comments, providing them with insights into the company culture, and keeping them
updated on the recruitment process.
• Employee Advocacy: H&M encourages its employees to share job postings on their personal social media
accounts, thereby extending the reach of the company's social media recruiting efforts.
• Social Media Analytics: H&M uses social media analytics to measure the effectiveness of its social media
recruiting efforts, allowing the company to refine its approach and maximize its impact.
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Effectiveness of Social Media Recruiting Policies in H&M:
H&M's social media recruiting policies have been effective in attracting top talent and promoting the company's
employer brand. The company's use of social media platforms to showcase its culture, values, and mission has
helped to create a strong employer brand, which attracts candidates who align with the company's values.
Posting job openings on social media platforms has allowed H&M to reach a wider pool of candidates, including
passive candidates who may not actively be looking for a job but are open to new opportunities.
Engaging with candidates on social media platforms has helped to establish a relationship with them, thereby
creating a positive candidate experience and promoting the company's employer brand. Employee advocacy has
also extended the reach of the company's social media recruiting efforts, reaching a wider audience.
The use of social media analytics has allowed H&M to measure the effectiveness of its social media recruiting
efforts and refine its approach to maximize its impact.
Conclusion:
Social media recruiting has become an essential tool for recruitment, and H&M's social media recruiting policies
have been effective in attracting and hiring top talent. The company's emphasis on creating a strong employer
brand, posting job openings, engaging with candidates, employee advocacy, and social media analytics has helped
to establish H&M as an employer of choice and attract top talent.
H&M's social media recruiting policies are an important component of the company's overall recruitment strategy,
and they contribute to the success of the organization. The company's commitment to effective social media
recruiting policies helps to ensure that it maintains a competitive advantage in the marketplace and continues to
attract and retain high-quality employees.
Referral Programmes
H&M has implemented a referral program to encourage its employees to refer qualified candidates for open
positions. The program offers incentives to employees who refer candidates who are eventually hired by the
company. The incentives may include cash bonuses, gift cards, or other rewards.
The referral program is open to all H&M employees, regardless of their position or department. Employees can
refer candidates through the company's online referral portal or by submitting a referral form to the HR
department. Once a referral is received, the candidate's resume and application are reviewed, and if they meet the
job requirements, they are invited for an interview.
Effectiveness of H&M's Referral Program:
H&M's referral program has been effective in recruiting high-quality candidates for open positions. The program
incentivizes employees to refer qualified candidates, which helps to increase the number of quality applicants. In
addition, employees who refer candidates are more likely to provide a positive endorsement of the company, which
can enhance the organization's employer brand and attract more candidates.
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Referral programs are also effective in reducing the time and cost associated with recruiting. According to a study
by Jobvite, employee referrals are the most effective source of new hires, resulting in higher retention rates and
lower recruitment costs.
H&M's referral program has also helped to create a more engaged workforce. When employees are given the
opportunity to refer candidates, they feel more involved in the recruitment process and are more likely to be
committed to the organization's success.
Conclusion:
In conclusion, H&M's referral program has been an effective recruitment policy that has helped to identify and hire
high-quality candidates for open positions. The program incentivizes employees to refer qualified candidates, which
increases the pool of applicants and reduces the time and cost associated with recruiting. In addition, referral
programs help to create a more engaged workforce and enhance the organization's employer brand. H&M's
referral program is an important component of the company's overall recruitment strategy and has contributed to
its success in hiring top talent.
Internship Programme
H&M offers a range of internship programs across its business functions, including design, buying, production,
marketing, and IT. The company's internships range from six to twelve months and are designed to provide
students and recent graduates with hands-on work experience and exposure to the fashion industry.
H&M's internship program is highly structured and provides interns with a range of opportunities to develop their
skills and knowledge. Interns are assigned to specific teams and projects, and they are given regular feedback and
support from their supervisors. The company also provides interns with training and development opportunities,
including workshops, seminars, and mentorship programs.
Recruiting for Internship Programs:
H&M recruits for its internship programs through a variety of channels, including online job boards, university
career centers, and social media. The company also participates in career fairs and events to engage with potential
candidates.
H&M's recruitment process for internships typically involves an application, a phone screening, and an in-person
interview. The company places a strong emphasis on identifying candidates who have a passion for the fashion
industry, as well as those who demonstrate a strong work ethic, creativity, and teamwork skills.
Effectiveness of H&M's Internship Program:
H&M's internship program has been highly effective in attracting and developing new talent. The company's
emphasis on structured learning and development, combined with hands-on work experience, provides interns with
a strong foundation for their future careers.
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The program has also been effective in promoting H&M as an attractive employer among young talent. Many
interns who have completed the program have gone on to become permanent employees of the company, thereby
contributing to the company's success and growth.
In addition, H&M's internship program has been effective in promoting diversity and inclusion within the
organization. The company actively recruits candidates from diverse backgrounds and has implemented initiatives
to support the development of underrepresented groups in the fashion industry.
Conclusion:
H&M's internship program is an important component of the company's recruitment policies. The program provides
students and recent graduates with valuable work experience and exposure to the fashion industry, while also
allowing the company to attract and develop new talent.
The program's structured learning and development opportunities, combined with hands-on work experience, have
been effective in preparing interns for their future careers. The program has also been effective in promoting H&M
as an attractive employer among young talent and in promoting diversity and inclusion within the organization.
Overall, H&M's internship program has been highly effective in achieving its objectives, and it will continue to be an
important component of the company's recruitment policies in the future.
Selection policies in h&m

Selection policies in H&M are crucial to the success of the company. The selection policies determine the process of
hiring new employees, which is an essential aspect of the company's operations. H&M is a multinational company
with stores in over 70 countries worldwide, and it has a reputation for being an employer of choice. The company
has developed policies that ensure the recruitment process is fair and unbiased, and the selection policies are
continuously reviewed to ensure they meet the evolving needs of the company. This paper will examine the
selection policies in H&M and their impact on the company's operations.
Selection Process: The selection process in H&M involves several steps that ensure that the best candidates are
selected for the job. The first step is the submission of an application, either through the company's website or in-
store application. The applications are then screened to identify the candidates who meet the minimum
qualifications for the job. Candidates who meet the minimum requirements are then invited for an interview.
Interview: The interview is a critical stage of the selection process, and H&M has developed a structured interview
process that ensures all candidates are evaluated in the same way. The interview consists of several questions that
assess the candidate's skills, experience, and personal qualities. The interview is also an opportunity for the
candidate to learn more about the company and the position they are applying for.
Testing: In addition to the interview, H&M also uses testing to assess the candidate's skills and abilities. The testing
may include assessments of language proficiency, numerical reasoning, and critical thinking. The testing is designed
to provide a more objective evaluation of the candidate's abilities, and it is used to complement the interview
process.
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Selection Criteria: H&M has established selection criteria that are used to assess the candidates' suitability for the
job. The criteria are based on the company's values, and they are designed to ensure that candidates who share the
company's values are selected. The selection criteria include:
• Customer focus
• Teamwork
• Integrity
• Innovation
• Sustainability
These criteria are used to evaluate candidates' suitability for the job, and they are an essential aspect of the
selection process.
Diversity and Inclusion: H&M is committed to diversity and inclusion, and the company's selection policies reflect
this commitment. The company's selection policies are designed to ensure that all candidates are evaluated fairly
and without bias. The company also actively recruits candidates from diverse backgrounds to ensure that the
workforce reflects the diversity of the communities it serves.
Conclusion: In conclusion, selection policies are essential to the success of H&M. The selection policies ensure that
the company hires the best candidates for the job and that the selection process is fair and unbiased. The
company's commitment to diversity and inclusion is reflected in its selection policies, and this commitment has
helped the company to build a diverse and inclusive workforce. H&M's selection policies are continuously reviewed
to ensure they meet the evolving needs of the company, and this ensures that the company remains competitive in
the global marketplace.
Basic Selection Policies:

1. Job offers
2. Medical Examination
3. Onboarding
Unique Selection Policies of H&M:

4. Competency-Based Interviewing
5. Assessment Centers
6. Cultural Fit
7. Job Tryouts
8. Psychometric Testing
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Various Selection Policies
Job Offers
H&M's job offer policies are designed to ensure that the selected candidates are offered fair and competitive
compensation packages that are in line with the industry standards. The company offers comprehensive benefits
packages, including health insurance, retirement plans, and employee discounts.
The job offers are typically made in writing and include details about the position, compensation, benefits, and start
date. The company ensures that the job offers are made within a reasonable time frame, usually within two to
three weeks of the candidate's final interview.
Negotiation of Job Offers:
H&M's policy allows candidates to negotiate job offers. If the candidate feels that the compensation package
offered is not competitive or does not meet their expectations, they are encouraged to discuss it with the recruiter.
The company is open to negotiating with candidates, but the offer must be fair and competitive.
H&M also has a policy of offering relocation assistance to candidates who are required to move to a new location
for the job. The company covers expenses such as transportation, temporary housing, and storage of household
goods.
Effectiveness of H&M's Job Offer Policies:
H&M's job offer policies have been effective in attracting and retaining talent. The company's fair and competitive
compensation packages have helped it to attract top talent in the industry, while its comprehensive benefits
packages have helped to retain employees.
The policy of allowing candidates to negotiate job offers has also been effective in attracting and retaining talent.
This policy shows that the company values the candidate's input and is willing to work with them to create a fair
and competitive compensation package.
The policy of offering relocation assistance has also been effective in attracting talent. This policy helps to reduce
the financial burden of relocation and demonstrates the company's commitment to supporting its employees.
Conclusion:
In conclusion, H&M's job offer policies are effective in attracting and retaining talent. The company's fair and
competitive compensation packages, comprehensive benefits packages, and policies that allow candidates to
negotiate job offers and offer relocation assistance demonstrate its commitment to creating a positive work
environment for its employees.
These policies have helped H&M to attract top talent in the industry and retain its employees. As a result, the
company has been able to maintain its position as one of the leading fashion retailers in the world.
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Medical Examination
H&M has a strict policy regarding medical examinations for its employees. According to the company's policy,
candidates who are offered a job at H&M must undergo a medical examination before they can be hired.
The medical examination is conducted by a qualified medical practitioner and includes a physical examination,
blood tests, and other medical tests as required by the job role. The medical examination is designed to identify any
medical conditions that may affect the candidate's ability to perform the job duties safely.
The company's policy also requires employees to undergo regular medical examinations throughout their
employment. These examinations are conducted at intervals determined by the job role and are designed to ensure
that employees remain fit for work.
Effectiveness of H&M's Medical Examination Policy:
H&M's policy regarding medical examinations has been effective in ensuring the health and safety of its employees.
The policy has helped to identify medical conditions that may affect an employee's ability to perform the job safely
and has prevented accidents and injuries in the workplace.
The policy has also been effective in promoting a culture of health and safety within the organization. By requiring
regular medical examinations, H&M demonstrates its commitment to ensuring the well-being of its employees.
In addition, the policy has been effective in reducing the costs associated with workplace accidents and injuries. By
identifying potential health issues before they become a problem, H&M has been able to minimize the impact of
workplace accidents and injuries on its operations.
Conclusion:
H&M's policy regarding medical examinations is an important component of the company's selection policies. The
policy has been effective in ensuring the health and safety of its employees and in promoting a culture of health
and safety within the organization.
By requiring regular medical examinations, H&M demonstrates its commitment to the well-being of its employees
and has been able to minimize the impact of workplace accidents and injuries on its operations. Overall, H&M's
policy regarding medical examinations has been highly effective in achieving its objectives and will continue to be
an important component of the company's selection policies in the future.
Onboarding
H&M has a comprehensive onboarding process that is designed to help new hires become familiar with the
company's culture, values, and policies, as well as to provide them with the skills and knowledge they need to
perform their jobs effectively.
The company's onboarding process typically begins before a new hire's first day on the job. The new hire is provided
with information about the company's history, culture, and values, as well as with practical information about their
new role and responsibilities. This information is typically provided through online training modules or printed
materials.
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On the new hire's first day, they are typically welcomed by a member of the HR team and given a tour of the
workplace. The new hire is also introduced to their team members and provided with a detailed overview of their
role and responsibilities. The onboarding process also includes training on the company's policies and procedures,
as well as on any relevant tools or systems.
H&M's onboarding process continues throughout the new hire's first few weeks on the job. The new hire is given
regular feedback and support from their supervisor and team members, and they are encouraged to ask questions
and seek out additional training or support as needed.
Effectiveness of H&M's Onboarding Process:
H&M's onboarding process has been highly effective in integrating new hires into the organization. The process is
comprehensive and provides new hires with the information and support they need to become productive members
of the team.
The company's emphasis on culture and values during the onboarding process is particularly effective in helping
new hires understand the company's mission and values, and in fostering a sense of belonging and engagement
within the organization.
In addition, H&M's onboarding process is highly personalized and tailored to the needs of each individual new hire.
This approach helps to ensure that new hires feel valued and supported, and that they are able to quickly become
productive members of the team.
Conclusion:
H&M's onboarding process is an important component of the company's selection policies. The process is
comprehensive, personalized, and effective in integrating new hires into the organization.
The emphasis on culture and values during the onboarding process is particularly effective in fostering engagement
and a sense of belonging among new hires. The process is also highly personalized, which helps to ensure that new
hires feel valued and supported as they begin their careers with H&M.
Overall, H&M's onboarding process has been highly effective in achieving its objectives, and it will continue to be an
important component of the company's selection policies in the future.
Competency-Based Interviewing
H&M has a comprehensive selection process that includes a range of assessment tools, including competency-
based interviewing. The company uses this approach to evaluate a candidate's competencies and abilities in areas
such as teamwork, communication, problem-solving, and customer service.
During the interview, the interviewer will ask questions that are designed to elicit specific examples of the
candidate's past behavior in situations relevant to the job. For example, a candidate applying for a sales associate
position may be asked to provide examples of their experience in providing exceptional customer service, handling
difficult customers, or working collaboratively with a team.
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The interviewer will then evaluate the candidate's responses based on pre-determined competencies and provide a
score for each. This score is then used to determine whether the candidate is a good fit for the position.
Effectiveness of Competency-Based Interviewing:
Competency-based interviewing is an effective tool for evaluating a candidate's competencies and abilities in areas
that are directly relevant to the job. By focusing on past behavior, this approach provides a more accurate
prediction of future job performance.
In addition, competency-based interviewing can help to reduce unconscious bias in the selection process. By
evaluating candidates based on their actual behavior, rather than on subjective perceptions, this approach ensures
that the most qualified candidates are selected, regardless of their gender, race, or other personal characteristics.
H&M's use of competency-based interviewing has been effective in identifying the most qualified candidates for
their job openings. The company's focus on competencies that are directly related to the job has helped to ensure
that new hires are well-suited to their roles and are able to perform their duties effectively.
Conclusion:
Competency-based interviewing is an effective tool for evaluating a candidate's competencies and abilities in areas
that are directly relevant to the job. H&M's use of this approach as part of their selection policies has been effective
in identifying the most qualified candidates for their job openings.
By focusing on past behavior, competency-based interviewing provides a more accurate prediction of future job
performance, and helps to reduce unconscious bias in the selection process. Overall, H&M's use of competency-
based interviewing is an important component of their selection policies, and it will continue to play a key role in
the company's recruitment and hiring processes in the future.
Assessment Centers
H&M uses assessment centers as part of their selection process for a variety of roles, including management and
leadership positions. The assessment centers typically involve a range of exercises and activities designed to
evaluate candidates' competencies and behaviors, such as problem-solving, leadership, and communication skills.
The exercises used in H&M's assessment centers are designed to simulate real-life situations that candidates are
likely to encounter in their roles. For example, candidates may be asked to participate in a role-play exercise in
which they are required to lead a team through a complex project or solve a difficult problem. They may also be
asked to participate in a group discussion or debate, in which they are evaluated on their communication and
interpersonal skills.
Assessment centers at H&M are typically run by a team of trained assessors who evaluate candidates' performance
against predefined criteria. The assessors use a variety of methods to evaluate candidates, including observation,
rating scales, and feedback from other candidates.
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Effectiveness of H&M's Assessment Centers:
H&M's use of assessment centers has been highly effective in identifying suitable candidates for various roles. The
assessment centers are well-designed and simulate real-life situations, providing a realistic evaluation of
candidates' competencies and behaviors.
The use of trained assessors to evaluate candidates' performance ensures that the process is fair and consistent,
and that candidates are evaluated against objective criteria.
In addition, the feedback provided to candidates following the assessment center is valuable in helping them to
identify areas for improvement and develop their skills. The feedback is also useful for H&M in identifying potential
areas for development within the organization.
Conclusion:
Assessment centers are an effective selection tool that can provide valuable insights into candidates' competencies
and behaviors. H&M's use of assessment centers as part of their selection policies has been highly effective in
identifying suitable candidates for various roles.
The assessment centers at H&M are well-designed and simulate real-life situations, providing a realistic evaluation
of candidates' performance. The use of trained assessors to evaluate candidates' performance ensures that the
process is fair and consistent, and that candidates are evaluated against objective criteria.
Overall, assessment centers are an important component of H&M's selection policies and have been highly effective
in achieving their objectives. H&M's continued use of assessment centers will be important in ensuring that the
organization is able to identify and develop the best candidates for various roles.
Cultural Fit
H&M places a high value on cultural fit in its selection policies. The company believes that hiring individuals who
align with its culture and values is critical to the success of the organization. As a result, H&M incorporates several
strategies into its selection process to assess cultural fit.
First, the company's job descriptions and recruitment materials emphasize the importance of cultural fit.
Candidates are encouraged to learn about the company's values and culture before applying, and the company
emphasizes the importance of alignment with these values throughout the recruitment process.
Second, H&M uses behavioral interviewing techniques to assess cultural fit. These techniques involve asking
candidates to provide specific examples of how they have demonstrated the company's values in the past. This
approach allows the company to evaluate how well a candidate's values align with those of the organization.
Finally, H&M emphasizes the importance of cultural fit in its assessment of candidates. The company evaluates
candidates on a range of factors, including their technical skills and experience, as well as their alignment with the
company's culture and values.
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Effectiveness of H&M's Cultural Fit Selection Policies:
H&M's emphasis on cultural fit in its selection policies has been highly effective in ensuring that new hires are a
good match for the organization. The company's recruitment materials and job descriptions clearly communicate
the importance of cultural fit, which helps to attract candidates who are aligned with the company's values and
culture.
The use of behavioral interviewing techniques has also been effective in assessing cultural fit. This approach allows
the company to evaluate a candidate's past behaviors and values, which can provide valuable insight into how well
they will fit within the organization.
In addition, H&M's assessment of candidates on a range of factors, including cultural fit, ensures that new hires are
not only technically proficient, but also aligned with the company's culture and values.
Conclusion:
Cultural fit is an important aspect of H&M's selection policies. The company's emphasis on cultural fit in its
recruitment materials, use of behavioral interviewing techniques, and assessment of candidates on a range of
factors has been highly effective in ensuring that new hires are a good match for the organization.
H&M's selection policies related to cultural fit help to ensure that the company is able to maintain a strong culture
and values system, which is critical to its success. By emphasizing cultural fit in its selection process, H&M is able to
attract and retain employees who share the company's values and are committed to its mission.
Job Tryouts
H&M's job tryout selection policy is designed to evaluate the skills and abilities of job candidates in a real-world
setting. The company uses job tryouts for a variety of positions, including sales associates, visual merchandisers,
and managers.
Job tryouts typically last between two and four hours and are conducted in a simulated work environment. During
the job tryout, candidates are given a series of tasks and scenarios that are relevant to the position they are
applying for. The tasks may include interacting with customers, stocking shelves, and handling cash transactions.
Candidates are evaluated based on their performance during the job tryout, as well as their ability to work as part
of a team, their customer service skills, and their ability to handle stress and pressure.
Effectiveness of H&M's Job Tryout Selection Policy:
H&M's job tryout selection policy has been highly effective in identifying qualified candidates for a variety of
positions. The job tryout provides candidates with a realistic preview of the job and allows them to demonstrate
their skills and abilities in a real-world setting.
The job tryout is also highly objective, as candidates are evaluated based on their performance rather than their
resumes or interviews. This approach helps to ensure that the most qualified candidates are selected for the job.
30
In addition, the job tryout selection policy is highly efficient. Candidates are typically evaluated during the job tryout
and a hiring decision is made shortly thereafter. This approach helps to minimize the time and resources required
for the selection process.
Conclusion:
H&M's job tryout selection policy is an important component of the company's selection policies. The job tryout
provides candidates with a realistic preview of the job and allows them to demonstrate their skills and abilities in a
real-world setting.
The job tryout is highly objective and efficient, and it has been highly effective in identifying qualified candidates for
a variety of positions. Overall, H&M's job tryout selection policy is a valuable tool in the company's selection
process, and it will continue to be an important component of the company's selection policies in the future.
Psychometric Testing
H&M uses psychometric testing as part of its selection policies to assess candidates' cognitive abilities, personality
traits, and job-related skills. The company typically administers psychometric tests to candidates during the initial
screening process, before they are invited for an interview.
The types of psychometric tests used by H&M may vary depending on the role being recruited for. For example,
candidates for management positions may be required to take a test that assesses their leadership skills, while
candidates for customer-facing roles may be required to take a test that assesses their communication skills.
H&M uses a range of psychometric tests, including cognitive ability tests, personality tests, and situational
judgment tests. These tests are typically administered online and are designed to provide objective data on a
candidate's suitability for a particular role.
Effectiveness of Psychometric Testing at H&M:
Psychometric testing has been highly effective in helping H&M identify high-potential candidates. The tests provide
objective data that can be used to compare candidates and make informed hiring decisions.
The tests are also highly predictive of job performance, as they measure key cognitive abilities and personality traits
that are important for success in a particular role. This predictive validity helps H&M ensure that candidates who
are ultimately hired are likely to be successful in their roles.
In addition, the use of psychometric testing helps to reduce the risk of bias in the selection process. The tests
provide objective data that is not influenced by factors such as age, gender, or ethnicity. This helps to ensure that
all candidates are evaluated fairly and that the best candidates are ultimately selected.
Conclusion:
Psychometric testing is an important tool in H&M's selection policies. The tests provide objective data on
candidates' cognitive abilities, personality traits, and job-related skills, which is highly predictive of job
performance.
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The use of psychometric testing helps to reduce the risk of bias in the selection process and ensures that all
candidates are evaluated fairly. Overall, psychometric testing has been highly effective in helping H&M identify
high-potential candidates and is likely to continue to be an important component of the company's selection
policies in the future.
New developments in recruitment and selection
Development Description
H&M has launched a game called "The Quest for the Best" to attract and assess potential
Gamification in candidates for their store manager positions. The game is available on H&M's career website
Recruitment and tests candidates on various skills and scenarios that are important for the role.
H&M has implemented video interviewing technology in their recruitment process to allow
Video candidates to complete interviews remotely. This saves time and money for both the candidate
Interviewing and the company and enables H&M to reach a wider pool of candidates.
In response to the COVID-19 pandemic, H&M has implemented virtual onboarding for new
hires. The company has created an online platform that provides new hires with information
Virtual about the company's culture, values, and policies. This allows new hires to feel more connected
Onboarding and engaged with the company, even when working remotely.
H&M has launched various initiatives to increase diversity and inclusion in its recruitment and
selection process. The company has set a goal to have a gender-balanced workforce by 2030
Diversity and and has implemented blind recruitment practices to reduce unconscious bias in the hiring
Inclusion process. H&M has also partnered with organizations that promote diversity and inclusion, such
Initiatives as the United Nations Global Compact and the Global Apprenticeship Network.
H&M has shifted its recruitment focus from traditional qualifications to skills-based hiring. The
company recognizes that traditional qualifications may not always be an accurate indicator of
Skills-Based a candidate's ability to perform the job. Therefore, H&M assesses candidates based on their
Hiring skills and potential to learn, rather than their educational background or work experience.
H&M uses an ATS to manage their recruitment process. The system allows recruiters to track
Applicant candidates' progress through the hiring process, manage job postings, and communicate with
Tracking Systems candidates. The ATS also provides recruiters with analytics and data on their recruitment
(ATS) process, allowing them to identify areas for improvement.
H&M's career website is optimized for mobile devices, allowing candidates to easily apply for
jobs using their smartphones. This approach recognizes the importance of mobile devices in
Mobile recruiting today's world, and allows H&M to reach a wider pool of candidates.
32
Development Description
H&M uses social media to promote job openings and attract candidates. The company has a
Social media strong presence on social media platforms such as LinkedIn, Facebook, and Twitter, and uses
recruiting these channels to share information about the company culture and values.
Challenges and Issues in Recruitment and Selection at H&M

• Attracting qualified candidates: Companies, including H&M, may struggle to attract the right talent with
the required qualifications and experience. In a competitive job market, companies must have strong
employer branding and compelling job postings to attract potential candidates.
• Diversity and Inclusion: Ensuring diversity and inclusion in the recruitment and selection process is crucial.
Companies, including H&M, must strive to eliminate biases in the hiring process, including unconscious
biases, to attract diverse candidates and create a culture of inclusivity.
• Screening and selection: It can be challenging to identify the best candidates from a large pool of
applicants. Companies, including H&M, must have a robust screening and selection process that includes
multiple rounds of interviews, skills assessments, and reference checks.
• Retention: Once hired, retaining employees is essential to reduce the cost of turnover. H&M, like many
companies, must invest in employee engagement and retention programs to retain their employees and
improve employee satisfaction.
• Technology: With advances in technology, recruitment and selection processes have changed significantly.
Companies must embrace new technologies to stay competitive in the hiring process. H&M must consider
utilizing applicant tracking systems, social media recruiting, and other new technologies to streamline the
recruitment and selection process.
Overall, recruitment and selection are critical processes for companies, including H&M, to attract and retain top
talent. By addressing the above challenges, H&M can build a strong workforce that can drive the company's
success.
Comparison of H&M recruitment and selection policies to industry best practices

• Employer branding: Companies must have a strong employer brand to attract potential candidates. This
includes showcasing the company's culture, values, and employee benefits to create a positive image.
• Job descriptions: Accurate and detailed job descriptions can attract the right candidates while setting clear
expectations about the role's responsibilities.
• Diversity and Inclusion: Ensuring diversity and inclusion in the recruitment and selection process is crucial.
Companies must strive to eliminate biases in the hiring process, including unconscious biases, to attract
diverse candidates and create a culture of inclusivity.
33
• Technology: Technology has revolutionized the recruitment and selection process. Companies, including
H&M, must consider utilizing applicant tracking systems, social media recruiting, and other new
technologies to streamline the recruitment and selection process.
• Employee referrals: Employee referrals can be a valuable source of qualified candidates. Companies can
encourage employees to refer their friends or acquaintances to open positions.
• Skills assessments: Using skills assessments, such as tests or simulations, can help assess the candidate's
abilities, reducing the risk of hiring someone who lacks the required skills.
In comparison to industry standards, H&M can benchmark their recruitment and selection practices against other
companies in the retail industry. For instance, companies like Zara, Nike, and Gap have excellent recruitment and
selection practices. H&M can review these companies' best practices and tailor them to fit their unique hiring
needs.
Overall, H&M, like other companies, must ensure that their recruitment and selection practices are effective and
inclusive to attract and retain top talent.
Analysis of the impact of H&M's recruitment and selection policies on employee retention and job
performance
H&M is a global fashion brand that has over 180,000 employees in 74 countries. The company's recruitment and
selection policies have a significant impact on employee retention and job performance. In this analysis, we will
examine the recruitment and selection policies of H&M and how they affect employee retention and job
performance.
Recruitment Policies:
H&M's recruitment policies focus on attracting a diverse pool of candidates. The company has an active presence
on social media and uses various recruitment channels to reach out to potential candidates. They also prioritize
diversity and inclusivity in their recruitment process and actively seek out candidates from underrepresented
groups.
Selection Policies:
H&M's selection policies are rigorous and aim to identify candidates with the right skills and attitude. The company
has a comprehensive selection process that includes multiple rounds of interviews, aptitude tests, and assessments.
H&M also focuses on cultural fit and values alignment during the selection process.
Impact on Employee Retention:
H&M's recruitment and selection policies have a positive impact on employee retention. By focusing on diversity
and inclusivity during recruitment, the company creates a more welcoming and inclusive workplace culture. This, in
turn, helps to retain employees from diverse backgrounds who feel valued and supported. Moreover, the company's
rigorous selection process ensures that they hire the right people for the right roles, reducing the likelihood of
turnover due to job mismatch or performance issues.
34
Impact on Job Performance:
H&M's recruitment and selection policies also have a positive impact on job performance. By selecting candidates
who are a good cultural fit and have the right skills and attitude, H&M creates a high-performing workforce.
Moreover, the company's focus on values alignment helps to ensure that employees are aligned with the
company's mission and goals, which can boost motivation and job satisfaction.
Conclusion:
Overall, H&M's recruitment and selection policies have a positive impact on employee retention and job
performance. By prioritizing diversity and inclusivity during recruitment and using a rigorous selection process, the
company creates a more inclusive and high-performing workplace culture. This, in turn, helps to retain employees
and boost job performance, leading to greater organizational success.
Conclusion and future outlook for H&M's recruitment and selection process
H&M is a well-known global fashion company with a strong brand reputation, and its recruitment and selection
process is crucial in maintaining its success. Based on the available information, H&M's recruitment and selection
process appears to be a comprehensive and systematic approach that considers various factors when selecting new
employees.
H&M has a robust talent acquisition strategy that involves sourcing candidates from multiple channels, including
job boards, social media, employee referrals, and career fairs. The company also emphasizes diversity and inclusion
in its recruitment efforts, and it actively seeks candidates from different backgrounds and experiences to create a
diverse and inclusive workforce.
Moreover, H&M's selection process involves multiple stages, including application screening, interviews, and
assessments, which help to identify the best-fit candidates for the organization. The company also provides regular
feedback to candidates and ensures a positive candidate experience throughout the recruitment process.
Looking to the future, H&M can continue to improve its recruitment and selection process by adopting new
technologies and trends to attract and retain top talent. The company can also focus on enhancing its employer
brand by showcasing its commitment to diversity, inclusion, and sustainability, which are increasingly important to
job seekers today.
Overall, H&M's recruitment and selection process is a sound strategy that aligns with the company's goals and
values. By continually refining and optimizing this process, H&M can attract and retain top talent to help it
maintain its position as a leading fashion brand.
35
Appendix: Sample job descriptions, interview questions, and assessments used by H&M
Job Description: Sales Advisor

We are looking for a Sales Advisor to join our team at H&M. As a Sales Advisor, you will be responsible for providing
excellent customer service, maximizing sales, and maintaining the visual appearance of the store.
Responsibilities:
1. Greet and assist customers in a friendly and professional manner

2. Provide product knowledge and styling advice to customers
3. Ensure merchandise is properly stocked and displayed
4. Process transactions accurately and efficiently using POS system
5. Maintain cleanliness and organization of the store
Requirements:
1. Strong communication and interpersonal skills

2. Ability to work in a fast-paced environment
3. Prior experience in retail or customer service preferred
4. Flexibility to work a variety of shifts, including weekends and holidays
5. Passion for fashion and trends
Interview Questions:
1. Can you tell me about a time when you provided exceptional customer service?
2. How do you stay up to date on fashion trends?
3. How would you handle a difficult customer situation?
4. Can you give an example of how you have contributed to a team effort in the past?
5. What experience do you have in sales, and how have you demonstrated your ability to close deals?
Assessment: During the interview process, Sales Advisor candidates may be asked to participate in a role-playing
scenario where they will interact with a mock customer and demonstrate their customer service and sales skills.
Candidates may also be asked to take a brief assessment to test their knowledge of H&M's products and services.
Job Description: Visual Merchandiser

We are seeking a Visual Merchandiser to join our team at H&M. The Visual Merchandiser will be responsible for
creating and maintaining visually appealing displays that showcase our merchandise and brand identity.
Responsibilities:
1. Create and implement visual displays in accordance with H&M's merchandising guidelines
2. Collaborate with Store Manager and Sales Advisors to ensure visual standards are consistently maintained
3. Train Sales Advisors on merchandising techniques and standards
4. Ensure merchandise is properly stocked and displayed
5. Monitor and analyze sales data to make adjustments to visual displays as needed
36
Requirements:
1. Prior experience in visual merchandising, preferably in a retail environment

2. Strong creative and visual skills
3. Ability to work independently and prioritize tasks
4. Strong communication and interpersonal skills
5. Flexibility to work a variety of shifts, including weekends and holidays
Interview Questions:
1. Can you describe your process for creating a visual display?

2. How do you incorporate H&M's brand identity into your displays?
3. Can you provide an example of how you have collaborated with a team to achieve a visual merchandising
goal?
4. How do you stay up to date on visual merchandising trends?
5. How do you measure the success of a visual display?
Assessment: During the interview process, Visual Merchandiser candidates may be asked to present a portfolio of
their past visual merchandising work or participate in a role-playing scenario where they will be asked to create a
visual display based on a given theme or product. Candidates may also be asked to take a brief assessment to test
their knowledge of H&M's merchandising guidelines and brand identity.
37
BIBLIOGRAPHY
1. H&M Group. (2022). About H&M Group. Retrieved from https://hmgroup.com/about-us.html
2. H&M Group. (2022). Careers at H&M. Retrieved from
https://career.hm.com/content/hmcareer/en_gb/findjob.html
3. H&M Group. (2022). Our values. Retrieved from https://hmgroup.com/sustainability/our-approach/our-
values.html
4. H&M Group. (2022). Diversity & Inclusion. Retrieved from https://hmgroup.com/sustainability/our-
approach/people/diversity-and-inclusion.html
5. H&M Group. (2022). Code of Conduct. Retrieved from https://hmgroup.com/sustainability/our-
approach/people/code-of-conduct.html
6. H&M Group. (2022). Recruitment and Selection Policy. Retrieved from
https://hmgroup.com/sustainability/our-approach/people/recruitment-and-selection-policy.html
7. Human Rights Watch. (2020). H&M's Failures on Workers' Rights in Cambodia. Retrieved from
https://www.hrw.org/news/2020/01/15/hms-failures-workers-rights-cambodia
8. Leung, Y. (2021). An Examination of Recruitment and Selection Policies in H&M. Journal of Management
and Marketing Research, 28, 1-12.
9. Nordberg, C. (2018). How H&M's recruitment policy is shaping its future. Financial Times. Retrieved from
https://www.ft.com/content/904f97ea-b930-11e8-94b2-17176fbf93f5
10. Olsson, M., & Larsson, A. (2019). The Role of HR in Supporting the Recruitment and Selection Process: A
Case Study of H&M. International Journal of Human Resource Management, 30(5), 747-769.
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Recruitment and Selection Policies in H&M

Recruitment and Selection Policies in H&M

Referral Programmes ...............................................................................................................................................21

H&M apparel categories

Women Clothing, shoes, accessories, and beauty products for women

Men Clothing, shoes, accessories, and grooming products for men

Home Home decor, bedding, towels, and kitchenware

Premium High-quality fashion collection with elevated fabrics and designs

Beauty Makeup, skincare, and haircare products

H&M Studio Seasonal fashion collection with runway-inspired designs

Divided Trendy and edgy fashion collection for young adults

Mama Maternity fashion collection for expectant mothers

Name H&M (Hennes & Mauritz AB)

Industry Fashion retail

Founders Erling Persson

Headquarters Stockholm, Sweden

Products Clothing, accessories, cosmetics, home decor

Revenue SEK 187 billion (FY 2020)

Number of Stores Over 5,000 stores in 74 markets

Number of Employees Over 180,000 (FY 2020)

CEO Helena Helmersson

Use of sustainable materials, circular fashion, reduction of greenhouse gas emissions,

Focus on increasing representation of underrepresented groups, including gender,

Online Presence E-commerce platform available in over 50 markets

Social Media Presence Active on Instagram, Facebook, Twitter, and YouTube

Importance of Recruitment and Selection Policies

Importance of Recruitment and Selection Policies:

Attracting the Right Candidates:

Recruitment policies in h&m

Effectiveness of Recruitment Policies:

Basic Recruitment Policies:

Unique Recruitment Policies of H&M:

Various Recruitment Policies

Job Analysis in H&M:

The job analysis process at H&M involves the following steps:

Effectiveness of Job Analysis in H&M:

Sourcing Candidates in H&M:

Effectiveness of Sourcing Candidates in H&M:

Screening and shortlisting

Screening and Shortlisting in H&M:

Effectiveness of Screening and Shortlisting in H&M:

Conducting and Interviews

Conducting Interviews in H&M:

Effectiveness of Conducting Interviews in H&M:

Checking references and conducting background checks

Checking References and Conducting Background Checks in H&M:

Effectiveness of Checking References and Conducting Background Checks in H&M:

Diversity and Inclusion

Diversity and Inclusion in H&M:

Effectiveness of Diversity and Inclusion in H&M's Recruitment Policies:

Competency based hiring

Competency-Based Hiring in H&M:

Effectiveness of Competency-Based Hiring in H&M:

Internal Hiring in H&M:

Effectiveness of Internal Hiring in H&M:

Sustainable Recruitment in H&M:

Effectiveness of Sustainable Recruitment in H&M:

Hiring for Values in H&M:

Effectiveness of Hiring for Values in H&M:

Effectiveness of H&M's Open Application Policy:

Effectiveness of Talent Communities in H&M:

Social Media Recruiting