Costco Wholesale Store Recruitment Plan
When a company requires employees to work in given positions, there is a need to advertise the jobs so that competent and qualified professionals can apply. Costo Wholesale Store, a popular global chain with a wide array of merchandise and portfolio, must select effective ways to advertise for cashiering and sales associate job openings. Costo Wholesale will advertise the jobs through LinkedIn and daily print. It will filter candidates by skills and merit, where essential job performance requirements will be included by checking the type of job and candidates’ backgrounds.
Advertising the Positions
Linked In is one of the most efficient platforms for helping qualified professionals apply for the advertised openings. Through the hiring and human resource development department, Costo Wholesale Store must put space for advertising for the cashiers, sales agents, and store manager positions through LinkedIn. The reason is that the digital tool is global and is widely used by more than 875 million individuals worldwide (Langin, 2020). Therefore, reaching many people and streamlining the exercise will be easy.
Daily Prints
Many people follow job openings in daily print. These materials include newspapers, magazines, or posters printed and circulated daily in different regions in the US, Canada, and the entire world. Many people trust a position advertised in a newspaper more than any other channel. Hence, the company has the advantage of getting focused individuals who can fill the positions. The USA Today and the New York Post are the preferred materials for posting these openings since they have historically succeeded in providing similar services (Langin, 2020). Therefore, using daily prints will get the company desired several applicants who can be vetted on merit.
Testing and Filtering Methods During Recruitment
For the cashier position, Costo Wholesale needs to check specific skills such as familiarity with modern financial systems, general applications to post and close bills, and the ability to receive and reconcile revenue. Vervoe’s algorithm scores can add to the criteria where a candidate will be chosen on the merit of the score (Valenzuela, 2019).
For the sales associates’ jobs, the company must check the verbal and non-verbal skills that a person possesses, as well as the level of expertise and power they have when it comes to brand representation and closing of sales with clients. Store managers will be filtered by checking their resumes to ensure they have worked in a busy workstation, which involves the custodianship of a store in a busy business unit.
One of the most essential filtering methods is social media screening. Costo will use this criterion to check how candidates represent themselves online. That means they may check profiles to ascertain the content posted by the individuals and check constructive nature, offensive attitude, and any strength that can fit in the job.
Moreover, this strategy can be used when selecting the persons to be interviewed for the sales associates’ positions to ensure a person does not frustrate prospects during business interaction (Valenzuela, 2019). Other methods include the most appealing cover letters and how a person is organized regarding application process preparedness.
Inclusion of Job Performance Requirements During the Interview
During the performance, the job performance requirements (JPRs) will be outlaid to ensure a person understands what they are expected to do and the description of tools, equipment, and materials to use at work. JPRs will be included by specifying the right questions that narrow down the list of applicants (Özdemir & Sagir, 2021). That means before an interview, the Costo hiring team must thoroughly understand the candidate’s background so that they invite the relevant person to the position they are advertising during the interview.
For the cashier position, the interviewing panel will include content covering the collection of payments, management of transactions, scanning of goods, resolving customer complaints, and issuing receipts, among others (Özdemir & Sagir, 2021). Thus, JPRs will be included depending on the position being checked during an interview, saving time and bringing relevance to the exercise.
References
Langin, K. (2020). Amid the pandemic, U.S. faculty job openings plummet. Science, 4(7), 47–56. Web.
Valenzuela, A. (2019). Recruitment and selection process of faculty in higher education institutions in the Philippines. SSRN Electronic Journal, 3(9), 18–21. Web.
Özdemir, M., & Sagir, M. (2021). Application of the ANP in the interview phase of the air traffic controller candidate selection process. Aircraft Engineering and Aerospace Technology, 93(10), 1616–1623. Web.