Question

Provide a listing of all the steps in the supply chain for a t-shirt being created, starting with the raw materials being produced and ending with the shirt being made available to the public.

If you were asked to recruit 2 salespersons, what steps would you include in the process? Begin with announcing the openings, and describe the steps in the process until a job offer is made.

Answer 1

Answer: The steps in the supply chain for a t-shirt being created, starting with the raw materials being produced and ending with the shirt being made available to the public include 6 steps, they are:-

Step 1:- Plantation & Harvesting of Cotton.

Step 2:- Weaving the fibre into cloths.

Step 3:- Shipping of cloths to textiles factories for purifying and cleaning.

Step 4:- Shipping of fine cloths to the garment factory for making the T-shirt.

Step 5:- Process of shipping the finished T-shirt to the warehouse.

Step 6:- T-shirts are distributed from warehouse to stores according to demand.

Steps involved in recruiting 2 salespersons are:-

Step 1:- Advertise for the Position of 2 salesperson.

Step 2:- Recruit the Position.

Step 3:- Review Applications.

Step 4:- Phone Interview/Initial Screening.

Step 5:- Interviews.

Step 6:- Applicant Assessment.

Step 7:- Background Check.

Step 8:- Decision.

Step 9:- Reference Check.

Step 10:- Job offer.

Step 11:- Hiring.

Step 12:- On-boarding.

Advertise the Position

Advertise for the position of 2 Salespersons on company’s website and social media platforms, job posting sites like LinkedIn, job fairs, industry publications and events, local newspaper advertisements, and word-of-mouth recruitment.

Recruit the Position

The hiring staff should reach out directly to desirable candidates through mediums like LinkedIn, social media, and job fairs. Active recruitment will help generate applications from potential candidates who are actually not actively searching for new jobs but may be perfect for the available position.

Review Applications

The review process begins with Human Resource representatives who review the applications and eliminate all those candidates who do not meet the minimum requirements for the position or the company more generally

Phone Interview/Initial Screening

Initial interviews generally begin with phone calls with HR. Phone interviews enable organizations to sort down the list of candidates either expending company resources efficiently.

Interviews

One or more interviews are scheduled for those remaining candidates.

Applicant Assessment

Once the interviews are completed, or during their completion, companies often do assign applicants one or more standardized tests.

Background Check

Background checks review candidates criminal record, verify employment history and eligibility, and run credit checks these are very necessary.

Decision

After conducting background and reference checks, the hiring staff chooses their top choice. The hiring staff should always select a backup candidate, in case the top choice declines the offer or negotiations of salary fail to produce a signed offer letter.

Reference Check

Reference checks should verify any information shared by the candidate about previous employment regarding job performance, experience, responsibilities, workplace conduct, etc

Job offer

Once a top candidate is selected. The offer letter should be provided which includes the position’s salary, benefits, paid time off, start date.

Hiring

After negotiations if the candidate accepts the job offer, then they are hired.

On-boarding

On-boarding your new employee in a welcoming and professional way that will help integrate them in a manner that lays the groundwork for a long-term productive relationship between them and your company. A welcome letter is given to the candidate.

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