Case Study Of Recruitment And Selection Strategy Of Uniqlo

This report is on preparing Uniqlo’s first global flagship store in Singapore by introducing and implementing new recruitment and selection strategies for the two positions which are marketing manager and accountant. Job design and job specifications for these two job positions will be stated in the report.
These new strategies for recruitment and selection will enables Uniqlo to achieve their mission, vision and co-operate objectives which are “Made For All”, “We will become the world’s number one casual clothing company by targeting 30% annual growth in sales and profit” and “Changing clothes. Changing conventional wisdom. Change the world” (Fast retailing company, 2016). Also, new strategies on retaining and motivating of employees which eventually lead to higher productivity will be introduced.
A budget proposal based on recruitment and
Recruitment and selection strategy
Uniqlo is facing fierce competition in fashion retailing market, every decision making in every stages of Uniqlo has to be correct and fit the organisation. Recruitment which means to search for and obtain potential job candidates in good quality, is very important as selection will only be successful when good recruitment strategies have been implemented (Bearwell J and Thompson A. 2010).
With good recruitment strategy, Uniqlo is able to gain competitive advantage by identifying potential gaps or areas of weakness ahead of time so they don’t become major issues and recruiting high quality employees will boost Uniqlo’ efficiency. Also, good recruitment strategies will make sure that everyone in Uniqlo is organised in the approach to staffing needs and help avoid potential issues (Frontline Health Australia Pty Ltd,2016).
Bad recruitment strategy will leave the organisation with low-quality candidates and end up with limited choices to fill the open position. With employees that are below the performance bench-mark of the organisation, Uniqlo will lose out to its’ competitors