The role of HR in recruitment and selection process of Square Toiletries Limited

Abstract

This research focuses on analysing Square Toiletries Limited’s (STL) hiring process in detail and highlights the company’s strengths and weaknesses and how to build on the strengths and overcome the weaknesses. The company has to recruit various positions and they opt to hire candidates from both internal and external sources, including referrals from the in-house employees, those who apply from the internet, newspapers and jobs fairs as well as partnering with a recruiter. To ensure equity, openness and agility with the company's long-term goals STL has a structured hiring process that requires one to write a test, multi stage interviews, reference checks, and pre-employment medical examination. Based on the findings, one of the factors that have made STL to be very successful is its policy on diversity, equal opportunity and talent management. But there are a few issues that make it non-efficient in the process. Some of them are using old-fashioned paper-based record keeping, not offering adequate training to new employees, and having disparate assessment feedback systems. Furthermore, to be competitive in the industry, STL may have to offer more cash incentives for some positions while non cash incentives are preferred to foster employee satisfaction. In the case of recruitment, STL has a systematic and tactical procedure of recruiting new employees to enable them to achieve their objectives. The ability to sustain growth and competitiveness in the market is a function of the company’s ability to attract, train and retain high quality human capital, which is an area that can be improved by addressing the mentioned restrictions.