SHOPPERS STOP RECRUTMENT AND SELECTION PROCESS WITH JD AND JS, TYPE OF INTERVIEW AND QUESTION ASKED IN THE INTERVIEW.

1. Topic
Recruitment And Selection
Submitted To
Rajalakshmi Mam
Submitted By
Rishika Gupta
Roll-DM20C37

2. INTRODUCTION
Shoppers Stop is an Indian department store chain, owned by the K Raheja Corp. There are
86 stores across 40 cities in India, with clothing, accessories, handbags, shoes, jewelry,
fragrances, cosmetics, health and beauty products, home furnishing and decor products.
The first store was opened in Andheri, Mumbai on 27th Oct 1991.[3]
The company opened its 22nd store at Lucknow in 2006.[4] In 2007, it entered into partnership
with Nuance Group AG, and opened stores in Mumbai T1 and Bengaluru Airports.[5]
An e-store with delivery across major cities in India was launched in 2008, with a smartphone
app in 2016.[6]
In June 2018, the retail chain underwent a board rejig in which promoter Chandru L Raheja
resigned as the non-executive chairman after having served for over two decades.[7]
Chandru Raheja was succeeded by BS Na.

3. HR POLICY
Training-Training, in Shoppers’ Stop is provided at all levels, beginning at the junior level with the Product training, Customer Service training and
Retail Selling Skills training. This kind of training makes sure that the junior levels of employees, who are directly in contact with the customers, have
the required skills to service the customers effectively. The middle management undergoes training in teambuilding, leadership, and advanced product
training and training to be ‘Super-Trainers’.
Development-The development of employees is another innovative initiative that was undertaken to ensure associate engagement
to the organization.
 Shoppers’ Stop uses Potential Development Centers, which is a tool whereby the Organization can identify and maximize the potential
of employees and provide them with a career path.
 In an effort to develop the employees, Shoppers’ Stop also facilitates Edward De Bono’s Creativity and Lateral Thinking Workshop. This
is an initiative that would truly add value to the personal growth of the employees.
 Shoppers’ Stop also holds outbound programs like “Building Bridges” which is a team-building workshop for the employees. Such
workshops are aimed at developing the associates and the learning that the associates take from these workshops is theirs’ to keep
and build on.
 The associates also get an international exposure, as Shoppers’ Stop is a member of the prestigious Intercontinental Group of
Departmental Stores (IGDS). This group has the practice of letting the employees of the member stores visit the other member stores
for the purpose of knowledge and best practice sharing.
 As a part of the practice to keep the associates engaged, last year Shoppers’ Stop initiated a 360-degree feedback process for the
senior management of the company.
Reward & Recognition-The success of any organization in the service sector depends on the level of service that it can provide.
Kashyap being from the service sector was very early to recognize that. Service as a competitive advantage was a differentiating factor,
which was difficult for competitors to copy. Unlike any other reward programs Kashyap introduced - ‘Jo Jetta Whoa Sikander’, (JJWS)
which was aimed at recognizing and rewarding associates who went out of their way to provide unparalleled service to the customers.

4. Employee Engagement Reward System

5. Job Description and Specification
1 Business Unit Sales Department
2 Job Title Store In charge
3 Incumbent Name XYZ
4
Main purpose of the
job
Create business strategies to attract new customers, expand store traffic, and enhance profitability.
5 Supervision excercised Other staff member
6 Supervision received Line manger
7 Roles & responsibilites Deliver excellent service to ensure high levels of customer satisfaction.
Motivate the sales team to meet sales objectives by training and mentoring staff.
Create business strategies to attract new customers, expand store traffic, and enhance profitability.
Hire, train, and oversee new staff.
Respond to customer complaints and concerns in a professional manner.
Ensure store compliance with health and safety regulations.
Develop and arrange promotional material and in-store displays.
Prepare detailed reports on buying trends, customer requirements, and profits.
Undertake store administration duties such as managing store budgets and updating financial records.
Monitor inventory levels and order new items.
8 Qualification required High school diploma or equivalent qualification.
Bachelor’s degree in Business Administration or relevant field preferred.
9 Experience required A minimum of 3 years’ experience working in a retail environment, ideally in a managerial role.
10 Skills Required Strong leadership and customer management abilities.
Customer service-oriented with in-depth knowledge of basic business management processes.
Excellent communication and interpersonal skills.
11 CTC 5 lac per annum
12 Position holder : Sales Incharge
13 Name: XYX
14 Signature:
JOB DESCRIPTION AND SPECIFIACTION FOR SHOPPERS STOP

6. SOURCING MIX
PROMOTION-The company can go for the promotion
where a good performer or efficient and deserving
employee can be promoted.
Transfer – In this the company can give transfer to any
employee from one branch to another who have a
experience and can handle the store properly .
Employee referral- In this, company can consider the
referral from other employees can give them a chance as
it goods networking-based with the objective of spending
more time getting pre-qualified warm referrals, rather
than making endless cold calls.
Internal sourcing mix ratio40:20:40 Ratio
.
Social-media –In this company can
recruit from social media site like –
linkdin ,facebook
.
E-recruitment-In this company
can recruit by online portals like
glassdoor, nuakri.com etc
External sourcing mix ratio – 50:50 ratio

7. Stage one defines
requirement.
Stage two attract potential
employees .
Stage three select right
people .
Job Description
Job Specification
Job Advertisment
Job Interview
Job Interview
Ability Test
Recruitment Process

8. Screening application and resumes.
Checking reference background
Selecting the right candidate
Testing and reviewing work sample
Interviewing the candidate
Selection process

9. Structure interview
A structure Conducting a structured
interview is an excellent way to screen
job applicants and find the best
candidates. Asking set questions in a
structured interview format helps you
collect useful information from each
interviewee that you can easily compare
with other candidates' responses . It will
be help full for interview to no the
answer by the candidate its ability .
Stress interview
A stress interview is
an interviewing style that
companies use to gauge a
candidate's response to stress. The
idea is that it'll give the hiring team
an idea of how you'll respond when
juggling various high-priority tasks,
dealing with challenging clients, or
facing a difficult co-worker or
manager.
Formal interview
A formal interview is a one-on-one
meeting between a prospective job
candidate and employer, after
which the prospective employer
decides whether or not the
candidate is right for the position
Panel interview
A panel interview is a job
interview in which an applicant
answers questions from a group of
people who then make the hiring
decision. Hiring managers use
panel interviews to gain
perspective from other people in
the organization and occasionally
those outside the organization.
Type of Interview
For stores manager we should conduct three types of interview -:

10. Level Of Interview
There should be 3 level of interview:-
levels
Aptitude test
Psychometric test
Personal interview

11. Question to be Asked in Interview
1. How your hobby reflect your passion and profession both?
2. Say some strength and weakness of your self?
3. What is the best four adjective you liked to use for your self?
4. What strategies do you use to motivate staff members?
5. How do you train and develop staff members?
6. How do you delegate tasks?
7. What steps do you take to ensure task completion?
8. What steps have you taken to establish good communication with your
team?
9. What key metrics do you use to inform strategy?
10. What store-specific strategies have you developed and implemented?
11. Describe a recent incident where you had to handle an angry customer
12. How have you resolved a conflict situation between staff members?
13. Tell me about a time you had to discipline a staff member for poor behavior
14. How much you will rate your interview ?