In an organization, a recruitment and selection strategy helps ensuring that an organization has the adequate extent of skills and knowledge as well as attributes for accomplishing relevant and upcoming strategic as well as operational requirements (Akter, 2019). It helps ensuring that the supple meet all the requirements of demand while further increasing the pool of applicants. For Big Bear Natural Foods to implement a strategy of recruitment and selection, it is necessary to express the firm be clearly stating its vision and mission that differentiate itself from the competition. The candidates need to understand the associated vision and mission for understanding the organizational purpose and its long term goal (Athman, 2020). Since Big Bear has its vision intended towards being a recognizable leader in the retail chain of wholesome products in China, it needs to relay that piece of information to the applicants for letting them understand their ambitious goals of the organization. In order to ensure that selection process is smooth as well as effective, the Human Resource department will have its objectives specified towards meeting the company’s vision and mission. As such it will require interviewing talents and a few experts for implementing a better understanding of the broader goals of Big Bear Natural Foods. The recruitment process will start from engaging with students through online platforms while making an appointment and consecutively constitute a two round assessment with interview and group debate with HR and recruitment analyzing the attributes of each. Based on that the overall process will sum up to be one week upon which further confirmation will be provided to the candidate.     

The majority of the selection process will involve the department of HR as well as recruitment manager that will consider creating a pool of talent, attract and engage with top talent, improve the quality of hiring, ascertain the right fit that goes along with the culture of the company and further streamline the process. The Recruitment manager will have the first three aspects under consideration for attracting, engaging and improving the hiring attributes while the HR will remain devoted towards ascertaining the candidate in being fitted rightly with the culture of the company and further streamline the process. In its attempt at specifying the cultures being based in the recruitment and selection process, both the HR and the recruitment manager needs to specify the values adhered in the organizational framework. Branding an organization to potential candidates requires specifying the relevant cultures and values that are practiced around the organization (Al-Dhuwaihi & Ahmed, 2019). Hence it will require expressing its values in a certain way that idealizes with the curriculum flow of business.

While emphasizing on the values of customer service, Respect, Safety, Teamwork and offering back, the attracted talents need to be specified of the position being led vacant and soon to be filled. It will require the HR manager to specify the position clearly to the candidate while addressing all the roles and responsibilities that comes with it (Holm & Haahr, 2019). The position being offered in the given context is that of customer services Supervisor and as such will consider hiring candidates having experience in customer handling and managing. The HR will also responsible in assessing job performance based on feedbacks from customer reviews. Candidates having two to three years of work experience in the field and a proficient knowledge of customer services will be considered ideal. In order to make the recruitment process free from bias, the process will consider publishing the new job offer with better set of perks in online recruitment portal that will attract candidates fitting the criteria to apply in order to express interest.  

Figure 1: Timeline for recruitment and selection

(Source: Created by the author)

Reference List

Akter, M. (2019). Recruitment and Selection Process in Private Organization.

Al-Dhuwaihi, A., & Ahmed, E. I. (2019). Recruitment and Selection of Principals: Using Narratives to Explore the Process and the Challenging Aspects. International Journal of Applied Engineering Research, 14(23), 4262-4270.

Athman, O. (2020). Factors Hindering Effective Recruitment and Selection in Private Organizations; A Case Study Kagera Sugar Limited (Doctoral dissertation). 

Holm, A. B., & Haahr, L. (2019). E-recruitment and Selection. In E-hrm. Routledge.