Question

Hiring at Melcom Shopping Centre – 60,000 in a day.

Melcom announced April 19, 2015 as National Hiring Day in Ghana. Melcom has 1000 shopping outlets across the country and has 20000 employees. On April 19, this figure will be 60000 employees i.e. roughly 40 workers per each shopping Centre.

As per the plan, Melcom will hire 40,000 new employees in various part-time and full-time positions at crew and management levels. The starting wage will typically be more than Ghc50.00 per day. Outlet managers can earn up to Ghc30,000.00 a year. Melcom was also recently selected by the Agoo Magazine as one of the best companies in the country for internship and part-time jobs.

Around 75% of outlet managers and 40% of corporate employees at Melcom started as attendants and cleaners at both part-time and full-time basis. This should be great news for those who see it as a first step to a better career later, either within or outside the company. This should also be good news for the Ghanaian economy where the national unemployment rate is around 6.7 percent.

Melcom country held a meeting with the HR management of the company and held a press conference where among many other things he urged prospective applicants to take advantage of the opportunity as the company intends to diversify its recruitment process. The biggest hiring initiative in company history comes in the wake of growing number of 24-hour stores across the country.

REQUIREMENTS

As the head of the HR management, you are required to plan the recruitment process through a 3-month timeline.

Answer 1

The whole recruitment process will be move as per the following steps/ Strategies:

1) Identification of each leadership roles and most urgent hiring priorities

For example: Store or Outlet Managers, Team leaders etc. should be hired first so that they will assist in outlet management.

2) Posting advertisements in multiple media platforms ( Both online and offline interventions)

3) Both internal as well as external sources of recruitment should be utilized.

4) Campus placement, walkin, sourcing through recruitment agencies, Job posts on professional networking sites , Job portals etc.

5) Recruitment positions will be decided based on outlets requirements as well as levels of coordination requirements. For example, A regional manager may have responsibilities to control the functionality and performance of 10 to 15 stores.

6) Cost and quality of candidates will be our main concern.

7) I will utilize a pipeline development approach in which atleast 01 candidate will be kept in waiting so that any non joining/ leaving of job roles etc. will not effect our people's availability of each jon positions.

Thee three month time will be utilized as follows,

First 45 Days will be devoted to complete the hiring process of 40,000 candidates.

Next 15 Days will be utilized for sending offer letter and accepting the Job roles and 30 Days to 45 days for people working in any companies and wish to serve notice period and completing any job obligations. We shall send offer letter immediately to candidates having in current employment .

Third 07 days to 15 Days will be time for training, induction and icebreakers to the newly hired team.

if , possible we shall transfer our current experienced staff to new outlets and new hires will be given opportunity with existing outlets.

In this way, there will be minimum risks to loose the business or customer's demand.