About Imperial Oil Limited

Discuss about the Parallel Group Randomised Trials Service.

Imperial Oil Limited is a Canada petroleum company. Imperial Oil is the second largest oil petroleum company in Canada. Imperial Oil manufactures unpolished oil, diluted natural gas, petroleum refiner of Canada, and a national marketer of petroleum. Imperial Oil has its holding in the Alberta Oil Sands. It is one of the world’s largest oil sands operations (Chomsky & Barsamian, 2010).

1. Finding the Right Candidate for the right job: – Finding the right candidate for the right job is the biggest challenge for companies recruiting employees. Managers need employees with skills, focused workers. Advertising through social media recruiting companies can overcome this issue.
2. Competition among candidates: – In current market candidates need to be more talented to compete with the other candidates. The competition is increasing day by day candidates are very much concerned about their skills. Therefore in the recruitment and selection of employees for the organization is the major issue.
3. Speed: – the Business world is moving faster than it has in the past, and the pressure for recruitment for company managers is also increasing. Any delay in the hiring of employees can create a problem. Therefore company should train recruiters to act quickly by giving training for interview and hiring process. If recruiters will act slowly then they could miss out new innovative hire.
4. Antiquated Search Tools: – If the company search tools are out-dated then the company recruitment process will suffer fall behind. It is important that company post job orders quickly so that eligible candidates can easily find the job profile and apply for it. Candidates must be familiar with the social networking sites so that they can get updates. Skilled candidates are difficult to find therefore it is important that technology should be accessible by everyone (Brenner, Hoffmeister, Arndt, Stegmaier, Altenhofen & Haug, 2010).

1. Make candidates a priority: – Organizations should make candidates a priority because it is not acceptable for a candidate to get back on another day than the date promised. Being timely and responsive to candidates give a good impression of the organization.
2. Organizations can create careers blog: – Offer company recruiters and managers who hire to update details for the profile that would be helpful for applicants and motivate job appliers to subscribe to company blogs. Through the blog’s company can invite past applicants to subscribe by posting job updates as their status on various social networking sites so that the company can grab more and more candidates.
3. Search for applicants for input to improve company recruiting process: – Many candidates will choose not to apply because they think they will not be selected. Most of the candidates wish to remain engaged with the organization and therefore willing to participate. On the other hand, if someone has a bad experience with the recruiting process of the organization they will inform. These feedbacks are so important that we get to know the problems and can enact change or they can report back on improvements (Wright & Grant, 2010).

• Deciding how to hire candidates: – Company needs to set up the system to find someone who fit for the job. If job specifications are not clear and do not describe in detail the company can face a bombardment of resumes from all the wrong candidates.
• Decisions about company rules: – The company HR rules can make employees working environment either productive and smooth or disturbed and unhappy. In many cases, a work environment can be outright hostile to someone’s wellbeing. A good employee clearly defines the company’s rules for specialized performance (Tarique & Schuler, 2010).

1. Develop the Recruitment and selection strategy for the company: – Every organization should have an effective recruitment strategy. The function of recruitment and selection can become a costly process if not followed in a proper manner. Recruitment and selection strategy:

• Ensure that the company has the essential skills, information and qualities to meet current and future strategic requirements.
• Strategy to supply products according to demand.
• Strategy to raise the pool of potential applicants.
• Strategy to improve the selection process by ensuring that applicants meet the requirements.
• Strategy to improve organizational

1. Recruitment and selection for the vacant position: – The first step in the recruitment process is an acknowledgment of job openings. The manager looks at the description of the job openings. Then candidates will look at job analysis and job description. If internal candidates meet the qualifications they will apply for the job and the job opening may not be published (Armstrong & Taylor, 2014).

The company develops an applicant pool to hire candidates for job categories in which they have vacancies. Effective ways to attract diverse candidates are:

• Through an open invitation, the company invites internal applicants.
• Interacting with people who may know of skilled applicants.
• Placing advertisements through publications or other media.
• The company will request nominations from professional organizations (Boselie, 2010).

Promotion from within the organization: – The internal source of recruitment that used by Imperial Oil Limited is a promotion from within the organization. It is the process that the manager of the company promises to consider the promotion of current employees for the job profile before employing candidates from outside the organization.  

Online and media advertising: – One of the external recruitment sources that Imperial Oil Limited usually uses is online recruiting. To find skilled candidates Imperial Oil Limited use external recruitment source. Moreover, media advertising is also used by Imperial Oil Limited to attract potential candidates. Through newspaper and other advertising media, the company conveys their employment needs (Welsch, Snyder & Stockwell, 2010).   

1. Screening through phone: – Screening by phone is useful because the recruiter will be communicating with the candidate directly and no judgments will be made about his or her appearance, language or gesture. The best thing about phone screening is that no conclusions will be made for the candidate.
2. Screening through a questionnaire: – Company can adopt communicative questionnaire or interview before taking the candidate in the interview process. A behavioral questionnaire is different from traditional interview questions. This will make easy for the recruiter to choose whether the candidate is motivated or not for the job. Many organizations use a behavioral questionnaire for screening this will help them to regulate which candidate is right for the job profile (Schulz, Altman, & Moher, 2010).

We would recommend online and media advertising recruitment method which is an external way of recruitment process because through external recruitment we can have candidates with new and more innovative and advanced applicants which will lead the organization towards success (Munns, James, Sirault, Furbank & Jones, 2010).

Questions:-

Ques.1” Tell me about yourself.”

Ques.2 “What type of job profile you are searching?”

Ques.3 “What salary do you expect?”

Ques.4 “How much do you know about the company?”

Ques.5 “Do you want to do the part-time job or full-time job?”

1. It is recommended to select these two recruitment methods for the organization to improve the recruitment process.
2. Imperial Oil Limited should validate the recruitment criteria used in the hiring process by establishing a relationship with the knowledge, skills, abilities and other specifications needed to successfully perform the job.
3. Imperial Oil Limited should explore more options for reducing the applicant pool to a controllable size (Lin, 2010).

Conclusion

From the above discussion, it is concluded that from the two recruitment method Online and media advertising recruitment method which is external recruitment is recommended because through the external way of recruitment we can select candidates with innovative thinking and advanced knowledge. Imperial Oil Limited faced a lot of issues i.e. choosing the right person for the right job, antiquated search tools etc. in the recruitment and selection process. Improvement is suggested to make candidates a priority, create organization career blog’s so that the company can improve. Various screening methods are also adopted such as screening through phone and questionnaire.

References

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. London: Kogan Page Publishers.

Boselie, P. (2010). Strategic human resource management: A balanced approach. New York City: Tata McGraw-Hill Education.

Brenner, H., Hoffmeister, M., Arndt, V., Stegmaier, C., Altenhofen, L., & Haug, U. (2010). Protection from right-and left-sided colorectal neoplasms after colonoscopy: population-based study. Journal of the National Cancer Institute, 102(2), 89-95.

Chomsky, N., & Barsamian, D. (2010). Imperial ambitions: conversations on the post-9/11 world. New York City: Metropolitan Books.

Lin, H. T. (2010). Personnel selection using analytic network process and fuzzy data envelopment analysis approaches. Computers & Industrial Engineering, 59(4), 937-944.

Munns, R., James, R. A., Sirault, X. R., Furbank, R. T., & Jones, H. G. (2010). New phenotyping methods for screening wheat and barley for beneficial responses to water deficit. Journal of experimental botany, 61(13), 3499-3507.

Schulz, K. F., Altman, D. G., & Moher, D. (2010). CONSORT 2010 statement: updated guidelines for reporting parallel group randomised trials. BMC medicine, 8(1), 18.

Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of world business, 45(2), 122-133.

Welsch, M. E., Snyder, S. A., & Stockwell, B. R. (2010). Privileged scaffolds for library design and drug discovery. Current opinion in chemical biology, 14(3), 347-361.

Wright, B. E., & Grant, A. M. (2010). Unanswered questions about public service motivation: Designing research to address key issues of emergence and effects. Public administration review, 70(5), 691-700.