SMITHSON CORPORATE CARE

Contents
SMITHSON CORPORATE CARE ...................................................................................................................... 3
BACKGROUND ............................................................................................................................................... 3
JOB DESCRIPTION OF THE POST .................................................................................................................... 3
THE PROCESS OF SELECTION:........................................................................................................................ 4
STEPS IN SELECTION PROCESS ...................................................................................................................... 4
1. INITIAL SCREENING ................................................................................................................................... 6
2. COMPLETION OF THE APPLICATION FORM .............................................................................................. 6
3. EMPLOYMENT TESTS................................................................................................................................. 7
4. JOB INTERVIEW ......................................................................................................................................... 7
5. CONDITIONAL JOB OFFER ......................................................................................................................... 9
6. BACKGROUND INVESTIGATION ................................................................................................................ 9
7. MEDICAL/PHYSICAL EXAMINATION ........................................................................................................ 10
8. PERMANENT JOB OFFER ......................................................................................................................... 10
Bibliography ................................................................................................................................................ 11
SMITHSON CORPORATE CARE

BACKGROUND
Smithson is a medium sized corporation started originally by Kenneth Smithson, who is still the
chair of the board although it is now a public company. Smithson’s core business is providing
personal care materials and services for a range of organizations across several countries. The
HR manager identified the vacant position for public relation and marketing officer for which I
have given the task of designing an effective selection process. This post sits in the Corporate
Communications Team and is based in Singapore.

JOB DESCRIPTION OF THE POST

1. To consider and use a wide range of public relations and marketing techniques to get
messages and information out to relevant communities, in discussion with the
Communications team.
2. To act as brand champion, ensuring consistent use of the corporate brand.
3. To produce, and support production of key internal and external newsletters and
publication as required.
4. Work with the communications team to develop and improve the use of social medial
platforms
5. To deal with relevant publication relations and marketing queries, including social media
queries and ensure they are answered promptly and accurately
6. To support delivery of key events and exhibitions and lead on these as required.
7. To ensure effective processes are in place to manage relevant materials, for explore
setting up on-line photo and literature libraries
8. To research, identify and gather good practice and use it to inform activity.
To work as part of the Communications Team, with involvement in all team activities, as
required.
THE PROCESS OF SELECTION:
Harold Koontz defined selection process ‘’the process of selecting the best candidate from inside
and outside of the organization for the current position or for the future position. Dale Yoder
said, “Selection is the process by which candidates for employment are divided into classes those
who will be offered employment and those who will not.”

Robins and David defined “Selection process is a managerial decision-making process as to

predict which job applicants will be successful if hired.”

According to R.M. Hodgetts, “Selection is the process in which an enterprise chooses the
applicants who best meet the criteria for the available positions.”

Selection is the process of selecting the best candidate from a pool of applicants to fulfill the
criteria of job description. The managers recognize that selection of best candidate is one of
their most sensitive and most important decisions of the business. Proper judgment is involved in
the process of selection not limited to applicant but the fit between job description and applicant
on the basis of KSAO’s (Knowledge, Skills, Abilities and other characteristics) Selection is done
on the basis of knowledge of the applicant whether he/she is eligible for the position, The skills
of applicants to fulfill the job criteria and their abilities of performing the job. The selection
process is different in organizations due to selection process design the important steps of
process design might be skipped by other organization depending upon the nature of
organization operations and HR department. Employee selection is the systematic placement of
individuals into jobs. The impact of selection is realized when employees serve years and
decades for the organization. The selection process follows a proper methodology in which the
information regarding applicants is collected and evaluated if the applicant should or should not
be employed. While designing a good selection process for Smithson corporate care the
following steps are used under the light of KSAO’s and reliability, validity, fairness and utility
(CHO, 2018).

STEPS IN SELECTION PROCESS

The selection process begin with initial interviews, they progress through a series of tests and
then second interview or sometimes it leads to the third interview depends upon the nature of
organization. Then certain background checks and references, after that medical and physical
examination of candidates and finally the employment offer (Jabeen, 2018).

The selection process of Smithson Corporate Care includes the following steps.

1. Initial Screening.

2. Completion of the Application Form.

3. Employment Tests.

4. Personality Assessment Test Using DISC

5. Job Interview.

6. Conditional Job Offer.

7. Background Investigation.

8. Medical Examination.

9. Permanent Job Offer.

Figure:

1. INITIAL SCREENING
The selection process begins with initial screening; this will be very helpful in removing of those
applicants who do not meet the requirements of this position. The purpose of this screening is to
decrease the number of unqualified applicants who applied. Personal Resumes of the applicants
is considered a course of information which we will use in initial screening. The resume includes
education history, previous employment history, evaluation of character and evaluation of job
performance of applicants. With the help of this information we can easily shortlist the eligible
candidate and welcomed then for the next stage. The screening process is reliable and best way
of utilize resources because it helps in reduce cost and save time.

2. COMPLETION OF THE APPLICATION FORM

The candidates who have passed the initial screening are asked to complete the application form.
Application Blank is a formal record of an individual’s application for employment. In this step
of selection the applicants are provided a form which included the required information
regarding applicant name, address, telephone number. The form contains certain synopsis of job
performance, skills and accomplishment of applicants. This step will help us in getting the
historical data of applicant. This is also a reliable step because it will be very helpful to precede
those candidates to the next step who meet the skills and other requirement of this position.
Application forms are the best way of collecting accurate and historical data of the candidates

3. EMPLOYMENT TESTS
The third step of our selection process is the employment test; it is a valuable and fair way of
measuring individual knowledge. A test will be conducted which will measure various
dimensions of behavior, it will measure the mental abilities of candidates knowledge required in
the job description, physical abilities, personality assessment, interests, temperament and other
attitudes and behaviors. Selection testing can be a reliable and accurate means of selecting
qualified candidates from a pool of applicants. As with all selection procedures, it is important to
identify the essential functions of each job and determine the skills needed to perform them.

4. PERSONALITY ASSESSMENT TEST USING DISC

DISC (Dominance, Influence, Steadiness and Compliance) is a very useful tool in hiring the
right candidate. In this step of our selection process which will identify the style of candidates
who are perfectly fit for this position with the help of DISC personality assessment test. The role
Public relation and Marketing officer must come under I and S. The ideal candidate must have
influence and steadiness in his/her personality, According to the job description the ideal
candidate has the qualities of patience, persistence the way he/she communicate and control
his/her anger, the way he/she treat customers and subordinates. Using this personality assessment
test those candidates who comes under Influence and Steadiness will be called for further process
and those who do not performed well in this step will be eliminated.
 4. JOB INTERVIEW
The qualified applicants in previous process will be called for interviews. Interview is process of
exchanging information through a conversation. The candidates are asked for their introduction
by which the interviewer will judge his/her communication skills, confidence level and
knowledge regarding his/her personality. A certain course related interviews will be asked to
judge the knowledge of applicant regarding public relation and marketing. The interview
planning is essential part of the process; it includes the interview location which we provide is
pleasant and private, minimum of interruption and beautiful ambiance which helps in
effectiveness and reliability of the process. The interviewer is a pleasant personality and he will
listen and communicate in an effective way. The interviewer must know the qualification of
candidate by reviewing the data collected in previous process. The interviewer must have an
assessment for and he will rate the candidate on the basis of interview questions. The interview
process includes the following steps (Shah, 2018).

Content of the Interview

The content of a job interview must include the following steps.

1. Occupational experience: The individual occupational experience used to determine the

abilities, knowledge and skills of candidates to perform job and how he/she might be a good fit
for this job.
2. Academic achievement: The importance of academic achievement of candidates which includes
the course related projects and experience of learning doing these academic projects.

3. Interpersonal skills: If an individual cannot work well with other subordinates, there is a very
low chance of success; this is especially true in today’s world with increasing importance being
placed on the use of teams.

4. Personal qualities: Personal qualities are observed during interviews, the physical appearance
includes dressing and cleanliness, communication skills and the way of delivering information
using conversation, adaptability and assertiveness, choice of words and vocabulary.

5. Organizational fit: The culture of the organization and how the candidate is beautifully fits in
the culture.

5. CONDITIONAL JOB OFFER

Conditional job offer is the faltering job offer provided on the basis of certain condition, This
step will be applicable to those candidates who meet all the criteria of job description but lack a
few like degree certificates etc and after those requirements are fulfilled they are offered a
permanent job position. The condition implies If an applicant passed each step of the selection
process but there is some lack of documents required or there is some medical tests required
which certainly takes time.

6. BACKGROUND INVESTIGATION
After interviews a background investigation is made to verify that the information which the
candidates provided using application form is valid, correct and the level of their accuracy. This
step play a fair role in selection process as a fair and accurate selection is made by checking and
verifying the application data about candidates. The organization will check and verify the
references provided by candidates. The background check includes the following

Common sources of background information include:

 References are provided by the applicant and are usually very positive.
  Former employers should be called to confirm the candidate’s work record and to obtain
their performance appraisal.

 Educational accomplishments can be verified by asking for transcripts.

 Verification of Education
 Legal work status
 Credit history
 Criminal Record
 Accuracy of application Through previous employment history and references

References which are provided by candidates are the best source of additional insight to the
information provided by the candidates. Past behavior may be predicted for future behavior. It
will help in fair selection because the information will help us in knowing the work behavior of
candidate and how he/she might react during job in future. It will provide knowledge about
attendance, theft and other behaviors of candidate which can be risky and will cause damage to
our organization. Background investigation helps in fair selection of candidates.

7. MEDICAL/PHYSICAL EXAMINATION
After background checks and decision is made for a job offer it comes to some medical and
physical examination. This is an examination is made to determine whether the applicant is
physically eligible to perform this job. Certain blood tests will be conducted to see if the
candidate is suffering from a severe disease because hiring the physically fit candidate will
benefit the organization in terms of job performance, less absentees, efficient performance. This
examination is the reliable source of hiring best candidate in selection process

8. PERMANENT JOB OFFER

The permanent job offer will be provided to that candidate who secured top score among all the
steps. The candidate with best screening, higher education, good knowledge and experience, best
interview and physically fit for a job will be hired. The public relation and marketing officer will
be hired who fulfill all the required criteria in job description. The actual hiring decision should
be made by the HR department for the vacancy of public relation and marketing officer.
Notification to selected candidate should be made on urgent basis because there is a risk of
losing that candidate because he/she might applied for a job in other organizations too so a quick
notification must be made.

Bibliography
CHO, D. &. (2018). CARRYOVER EFFECT OF ELITE HIGH SCHOOL TO JOB MARKET FOR UNIVERSITY
GRADUATES: EMPIRICAL EVIDENCE FROM A UNIVERSITY ADMINISTRATION DATA. . The Singapore
Economic Review, , 1-17.

Jabeen, F. F. (2018). Localisation in an emerging Gulf economy: Understanding the role of education, job
attributes and analysing the barriers in its process. Equality, Diversity and Inclusion: An International
Journal, , 37(2), 151-166.

Shah, A. &. (2018). Salary Expectations and Salary Realities: An Analysis of University Students in Spain
and Singapore. . Journal of Organizational Psychology, , 18(1).

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