Marks & Spencers Retention Process

CONFIDENTIAL

To: Mike Shaw

From: Jevon Taylor

Recruitment & Retention Process at Marks & Spencer

-Terms of Reference in this report I am going to analyse the recruitment and retention procedures used at Marks & Spencer.

-Procedure:

2.1 Research Online

I carried out some research online on Marks & Spencer’s website. Navigating my way to the student information section I found out quite a lot of useful information about their recruitment and retention process.

2.2 Questionnaire

I compiled a questionnaire consisting of 16 questions covering the recruitment and retention procedures.

2.3 Attended Presentation & Attended M&S store

-Findings

3.1 Recruitment

When Marks & Spencer need new or more staff the commercial managers decide how many FTE (Full Time Employees) each department can have. This is divided into the amount of hours that they have to use. The department manager can then decide a new position to fit within this FTE allocation. If a member of staff leaves then they can be replaced by another member of staff or by a combination of part time employees as long as the hours worked are made up.

Marks and Spencer advertise jobs on the Job Centre Plus website, on their own website, at Jobs Fairs held usually in town or city halls, they sometimes have a plastic banner outside of their stores. These methods are sufficient and they usually have more than enough applicants.

The first stage of the application is the talent screening and is conducted over the telephone and online. In the talent screening various multiple choice questions are asked, the answers should show an induction into the applicant’s personality. If the applicant is successful then they will be offered an interview. M&S accept no application forms or letters. Once all of the interview slots have been filled then that is it

Then there is the interview stage. The interview is a 15 minute long role play based on a specific position. The...