Recruitment Process

1.) Recruitment
- Uses different recruitment sources and methods suited to different position.
Internal recruitment sources
Current employees
This source is especially for supervisory and managerial positions.
Walmarts HR management supports the promotion of hourly sales
employees to *managerial positions.
*Exempt positions; meaning employees do not receive overtime pay even
if they work beyond their regularly scheduled hours. They are often paid a
salary, which is a set amount of money for each pay period.
About 70% of the companys managers started as hourly sales employees
and were promoted to their current positions.
Trainees
HRM uses on-the-job trainees in the positions for which they trained.
By recruiting trainees has the advantage of minimizing additional HRM
spending and ensuring person-job fit.
Transfers
Transferred to other positions or location to fill gaps in the workforce.
Example: Satisfy high HR needs during Black Friday.

External recruitment sources

Respondents to job advertisements
The biggest external recruitment source used.
Companys website main HR portal
Regularly posting job openings on Walmarts corporate websites
Minimizing cost in reaching applicants.
 Campuses
American Public University (APU) entered an agreement with Walmart to
give academic credits to the companys employees, based on duration of
employment and performance reviews.
This strategy promotes APU, while also improving Walmarts HRM
ability to reach out to the students interested in working with the company.
This source increases the firms reach into the labor market.
Previous applicants
Lease significant external recruitment source.
The objective of using this source is to minimize cost-effectiveness of
recruitment.
Previous applicants were already evaluated but were not hired or pursue
employment at Walmart.
The company doesnt need to perform another extensive evaluation.
2.) Methods
Direct
Directly contacts prospective employees.
For example, Walmart occasionally recruits at/through campuses. The
firms resources management contacts students who might be interested o
apply for job openings.
Allows Walmart to speed up recruitment process instead of waiting for
applicants.
Allows the company to apply certain criteria in selecting students to
contact.
For example, representatives of Walmarts HRM can contact students in
business-related degree programs for supervisory or managerial job
openings.
Disadvantages: Limits the population of potential recruits.
Indirect
Walmarts HRM objective is to reach out to a larger population of
workers.
 Advertisements on the companys website and on other media.
Advertisements have a global reach, thereby providing a large-scale
support for the companys HR needs.
This method can be cost-effective; using corporate websites for the job
advert.
3.) Selection
Steps in selection process
o Based on the ability of applicants to handle sales transactions and human
resources management task.
o Step 1:

Selection Criteria
Depends on the job position.
Education and training background, results of criminal background check.
Hourly sales position; uses knowledge retention (e.g. on product details)
and interpersonal skills.
Interpersonal skills; sales personal directly communicate with
customers.
HRM uses analytical, problem solving abilities and conflict management
skills for supervisory and managerial positions.
Supervisors and managers are expected to analyze, solve problem and
resolve any conflicts in workplace.
Methods and Techniques
Structured interviews and job knowledge evaluation
Used to determine details like the applicants perspective and
expectations about Walmart.
The information obtained determines the person-job and person-
organization fit.
Personality test
Typically used for managerial position, especially for positions in
HRM, finance and others.
 Help deciding whether the applicant could function well in the context
of the companys culture and business.
Situational judgement test
Determine analytical and problem-solving abilities.
These tests ensure a comprehensive HRM approach for the selection of
workers throughout the global structure of Walmart.
4.) Employee Retention
Critical concern for Walmart; suffers from relatively high turnover
especially among hourly sales employees.
*Higher turnover leads to higher financial loss
Recognition
Non-financial recognition for excellent employees
Such as top-performing employees in each store.
Bonuses
Based on business performance.
Mainly used in managerial positions.
 Training and development
*same as promotion
Need analysis used to check if employees satisfy the firms need and
requirements.
Work/task analysis
o Main type of training needs analysis for most positions.
o Used for understanding specific knowledge, skills, and
abilities required to fulfill jobs.
Cost-benefit analysis
o Optimize training and human resource management
costs.
o Helps to identify which kind of training program yields
the best results with minimal cost.
Organizational analysis
o Helps identify new or emerging human resource
management concerns that can be integrated in training
programs.
Promotions
*Support HR needs and increase employee morale.
*Ex: Promotes hourly sales employees to supervisory, then to
managerial positions.
Academic credit
Firms agreement with American Public University to give academic
credit.
A long-term retention strategy for employees pursuing a career to
climb the companys corporate ladder