Despite the use of personality testing in the recruitment process, Super brand(You must read below what is super brand in order to understand the question) appear to be struggling to find the ‘right people’ for the job. What could be going wrong with this testing process and what are the arguments for and against the continued use of personality testing at the store?
Super brand is a UK based retail organization with just over 1,000 stores including large and medium sized supermarkets and 450 smaller ‘convenience’ local stores. Despite intense market competition and a challenging economic environment the group has seen a small but positive growth in sales and size during the financial year. This has included the opening of 5 new supermarkets and 40 convenience stores. The organization has kept pace with its competitors with the development of its high end ‘Exclusive’ and lower cost ‘Value’ own brand product ranges as well as its own online and banking services. The organization is focused on food retailing but also offers a small selection of household merchandise, clothing and entertainment products such as CD’s and DVD’s. The business mission to be ‘First Choice for Food Value’ is underpinned by organizational values of delivering outstanding customer service and product quality through engaged employees. The mission and values are clearly communicated to new employees in the standard company induction programmer and form the foundation for the organizations training and development programmed, including its internal management development programmer, which is well advertised to existing staff members throughout the retail stores
