Recruitment as a business process A Great Mills case study
Page 2: The nature of recruitment
THE PURPOSE OF RECRUITMENT IS TO BUY IN, RETAIN AND DEVELOP THE BEST PEOPLE TO MEET THE ORGANISATION’S NEEDS AND REQUIREMENTS.
Because of the speed with which Great Mills has grown from a single DIY unit in a small Somerset village to a multi-million pound household name, the process of recruitment has had to fit in with these strategic developments, through the formation of a broad personnel plan. Within this plan there is a constant need to identify:
the sort of people required;
when they will be needed;
how they will fit into the long-term objectives of the organisation.
The essential ingredient of a personnel strategy is to be able to translate this process into a series of practical actions. Throughout these processes there is a realisation at Great Mills that recruitment, selection and development is a two-way process. In the early stages, candidates - especially the strong ones - are selecting for whom to work. For Great Mills to attract such candidates, it has developed a range of opportunities which offer genuine career prospects, a rewarding role, good remuneration and job satisfaction.
This two-way process continues throughout employment, as only by satisfying the needs of the individual employee will Great Mills obtain the commitment to organisational objectives which is needed for organisational success and only by contributing to organisational success will employees be able to satisfy their personal employment needs.
Identifying future managers
At Great Mills the most valuable resource is its staff. For Great Mills to meet its continued commitment to growth, it has to think carefully about the qualities of the people it employs, because many of the trainee managers it employs today will be the senior managers of the future. Therefore, when deciding who to employ, any specifications must go beyond a simple description of a job or of a role.
Management is a way of getting things done, with the support and commitment of others. It involves deciding upon objectives and then developing ways of meeting these objectives. It involves making decisions - some day-to-day and some long-term - and includes planning, organising and co-ordinating activities. At Great Mills, management specifications include four areas relating to the qualities and abilities of managers. These are motivation, communication, perception and processing.
AT GREAT MILLS WE WANT THE KIND OF PERSON WHO:
Is interested in the product
Likes seeing how much they can get people to buy
Wants to sort out problems themselves
Wants to be their own boss, free to make their own decisions
Wants to see things improve
Is good at talking and listening to people
Believes in themselves
Believes in people and is quick to use the best in others
Uses their common sense
Notices small details
Notices how people are feeling
Can see the wood for the trees
Thinks on their feet and makes quick decisions
Tries out ideas
Looks at a set of figures and quickly picks out the main points
Management Trainee Scheme
To develop people into managers with the right qualities and abilities, which in the future will enable them to match up to such demanding management specifications, Great Mills introduced a Management Trainee Scheme approximately 10 years ago. The aim of the scheme was to encourage applications from ambitious, enthusiastic young people who wanted to have a career in retailing.
Within the Management Trainee Scheme, which has been developed extensively over the years, training is progressive and challenging, covering a usual period of 12 months. Candidates undergo a period of training in one of the stores and also have short spells at Head Office and other support departments. External training is also undertaken, which include the development of management skills and the opportunity to attend a personal development programme in the outdoors.