Business Studies Paper on Coles Company

Coles Company

About the company

Coles is an Australian based company that was established in 1914. The company has over 750 supermarkets in Australia with over 100,000 employees countrywide. At the inception, George Coles, the company’s founder, sought to establish unique stores that would make a difference in Australia. He also sought to satisfy employees’ and customer’s expectations as well as operate a successful business. One hundred years down the line, the company has achieved almost all of these goals. However, the company would like to do more than it has been doing. In this respect, the company is seeking to recruit an efficient operation manager who will transform the company to another level of services. The operation manager should deliver quality services to our customers as the company has been doing for the last one hundred years. He/she should also work towards a sustainable future by supporting local jobs and establishing a long-lasting relationship with our customers (Coles 2015, Para. 5).

Recruitment objective and the Context of Hiring

The objective of this recruitment will be to attract an effective operations manager who will be responsible for all business activities in the company. In relation to this objective, the applicants should meet certain minimum qualifications that will be set by the recruiting panel. The suitable candidate must meet all qualifications and even exceed them. Consequently, applicants who will not meet these qualifications will be considered unfit for the position on offer. Applicants failing to meet minimum qualifications will not be hired because the company needs only one person. For this reason, the person who outperforms the rest will be the most suitable candidate for the position on offer and the recruiting panel will recommend this person to the company’s hiring authority. The hiring process will start by posting a job advertisement on two of the most favorite local daily newspapers. This job advertisement will outline the position, duties and responsibilities of the operations manager, expected salary and the closing date for submitting applications. With respect to the scope of this report, only two applicants will be invited for face-to-face interviews. This will take place through a thorough evaluation of the application documents the recruiting panel will receive from potential candidates (Fernandez-Araoz, Groysberg & Nohria 2009, p. 5). After the interview, the candidates will receive feedbacks after two weeks. This will be after the recruiting panel sits down and evaluate the performances of the interviewees based on the key performance indicators.

Job summary

In terms of duties and responsibilities, the right candidate will supervise the way employees conduct business at the company’s various branches. The candidate will also manage the company’s major projects as well as work closely with our customers to solve their problems that may arise during the operations. At the same time, the right candidate will plan, manage, develop, organize and direct all operations in the company. In addition, the right candidate will develop all operations policies and procedures in the company and communicate them to our staff members (Dubois 2005, p. 56).


Being in a management position, the right candidate for this position should have the following qualities. First, the candidate should be a great planner. This means that the right candidate should demonstrate great planning skills. Second, the right candidate for this position should be a great leader so that he/she can lead other staff members. Third, the suitable candidate should be a great communicator (Groysberg, Nanda & Nohria 2004, p. 5). This will enable the suitable candidate to communicate effectively. In terms of academic qualifications, the right candidate should have a master’s degree in operations or business administration from a recognized institution. He/she should also have at least seven years of experience in a management position. In addition, the suitable candidate should be computer literate and should have excellent verbal and written communication skills (Dwyer 2012, p. 199).

Key performance indicators

In relation to the above qualifications, the recruiting panel will utilize the following standards to evaluate the suitability of the applicants. First, the panel will check whether the applicant has the required academic qualifications. This will be the first step during the interview, and it will be done by verifying the academic certificates. Second, if the applicant has the required academic qualifications, then the panelists will evaluate whether the applicant has served in a management position before. Presumably, the applicants that will be invited for the interview will have satisfied this condition, but the panelists will evaluate this issue once again by delving deeper into it. As a result, other than simply stating that one has served in such a position before, the applicants will be required to supply the panelists with letters of offer for the companies they have worked with before or any other document that can serve this purpose. If the applicant does not have these documents, then the panelists will presume that the applicant does not have the required experience, and vice versa. Third, if the applicant will satisfy the above conditions, then the panelists will evaluate whether the applicant has good communication skills or not. Although this will be slightly difficult to verify, the panelists will largely rely on the way the applicant will present himself/herself during the interview. The panelists will also evaluate the academic performance on various subjects such as English. While the panelists will be evaluating these qualifications, the panelists will also be evaluating interpersonal skills together with other skills that are relevant for a position of an operation manager (Fernandez-Araoz 2014, p. 8). If the applicant does not satisfy any of these performance standards, then the panelists will be noting down such gaps. These will be some of the key performance indicators the panelists will utilize in gauging the applicants. The applicant that will satisfy all these performance standards and convince the panelists that he/she is qualified for the position on offer, then that person will be the suitable candidate for the position of operation manager.

On the other hand, key performance indicators (KPI’s) indicate the way a person performs in his/her duties. In most cases, they are directly connected to the strategic goals of an organization. This means that the right candidate should understand the company’s strategic goals and implement them accordingly once hired. Coles’ main strategic goals are three. The first one is to provide exceptional experience to our primary stakeholders in particular employees, customers and shareholders. The second strategic goal is to motivate and inspire workers to provide professional services to our customers. The third strategic goal is to become the most preferred supermarket in Australia and New Zealand. In this respect, the right candidate is expected to understand these three strategic goals and ensure the company achieves them during his/her tenure (Coles 2015, Para. 7). These will be the KPI’s that will be used to evaluate the person that will finally become the company’s operations manager.

Job advertisement

Any job advertisement should achieve the following three objectives. First, it should reach the desired candidates if it is to be effective. This means that it should gain the attention of the right candidate for the position to be filled. In our case, job advertisement should attract people with the right education background and with the right work experience. Apart from attracting the attention of these people, job advertisement should create interest in these people. This means that it should instill a desire among the target audiences. This would enable the target audiences to apply for the position on offer. In this respect, the company should place its job advertisement in a medium that target audiences can access. It should also present it in the right way possible. Second, the job advertisement should attract the required number of candidates. It should create the right image in the minds of the target audience. Otherwise, if the advertisement does not create such an image, then it is not likely to attract the required number of candidates. In relation to this fact, our job advertisement will include the following. At the top most part of the advertisement, there will be a promotional description of Coles Company. This promotional description will be intended to create a good image of the company. Accordingly, the description will entail what the company has been able to achieve for the last one hundred years among other things. Below the promotional description of the company, there will be a job title together with the location where the office of the suitable candidate will be located. The next part of the advertisement will include a description of the post together with the academic qualifications and the work experience required for the position (Australian Government 2015, Para. 8). The last part of the advertisement will include the conditions of employment together with the salary range and other benefits as well as the closing date for submission of applications.

Interview structure

In order to end up with the most suitable candidate for this position, the company’s recruiting panel will prepare adequately for the interview. In this respect, the recruiting panel will do the following. First, the recruiting panel will review the relevant information for the position of operation manager as advertised by the company. This means that the recruiting panel will evaluate the profile of the employee the human resource department expects to have at the end of the recruitment process (Brown 2008, p. 87). In this respect, each of the recruiting panelists will have a chance to evaluate the curriculum vitae and other application forms for each candidate before the candidate enters the interview room. By so doing, the panelists will identify the areas to focus their attention on during the interview. Second, the panel will develop a plan that will be used in conducting the interview. This plan will include similar questions for the two candidates, and it will be based on employee profile and job specification. For this reason, even if the panelists will have specific questions for each candidate, a general plan will be applied to the two candidates. Third, the recruiting panel will prepare a venue where the interview will be conducted. The layout of the venue will depend on the outcomes the panel expects to have at the end of the interview (Rasmussen, Aliisa & Hilary 2012, p. 52). Fourth, for efficiency purposes, the recruiting panel will interview the first candidate between ten and eleven o’clock in the morning. The panel will interview the second candidate between noon and one o’clock. This will give the panel adequate time between the two interviews thereby enable the panelists to finalize the notes for the first interview. Fifth, the contact person who will be William will have a list of the two candidates and their time for the interview.

On the other hand, the recruiting panel will prepare the candidates by doing the following. First, one of the recruiting panelists who will be in charge of the recruitment process will call the two candidates and allocate each of the candidates date and time for the interview. Second, the said panelist will also direct the candidates to the company’s premises where the interviews will be conducted. Third, upon ensuring that potential candidates understand the premises, date and time for their interviews, the panelist will direct these candidates to William. William will be the contact person who will direct the candidates to the interview room. Fourth, the panelist in charge of the interview will inform the candidates all the documents they need to bring with them during the interview (Rasmussen, Aliisa & Hilary 2012, p. 52). This information will help the candidates prepare for the interview.

During the interview, the interviewing panel will utilize the WASP approach. For this reason, the first thing to do after the candidate enters the interview room will be to welcome the candidate. After welcoming the candidate to the interview, Mark who will be one of the panelists will introduce the members of the panel. He will also explain the purpose of the interview to the interviewee, outline the format of the interview, and inform the candidate that the panelists will be taking notes during the interview. The second step will be to acquire information from the interviewee. The general approach at this stage will be to start with general questions moving towards questions that are more specific. The panelists will use these questions to evaluate the suitability of the candidates in relation to background information that relate to the position of an operation manager. The third step during the interview will be to supply information (Schermerhorn 2011, p. 294). This means that after obtaining relevant information from the candidates, the panelists will also give the candidates chances to ask questions. Finally, the panelist will have a plan and part session. This session will discuss the salaries and how the candidates will be notified of the outcomes of the interview.


The candidates will receive feedback from the panelists after two weeks. This will be after the panelists sit down and discuss the outcomes of the interview based on the candidate the company intends to have after the recruitment process.


In order to improve the selection process, the recruiting panelists should do the following.

  1. First, they should stick to the selection plan that has been developed for the two candidates. This would enable the panelists to have a consistent strategy of interviewing the candidates. Although it would differ at some points, it would enable the panelists to be consistent during the interview.
  2. Second, the panelist should conduct the interview in a venue that is free of disruption. This means that the venue should be out of bounds of other staff members that would not be conducting the interview.
  3. Third, the panelists should have adequate intervals between the two interviews. This would enable the panelists to have ample time to finalize on the first candidate before interviewing the second candidate.


Based on the above evaluation, the second candidate would be appropriate for the position of operations manager. This person has the required academic qualifications and the work experience the recruiting panel is looking for. At the same time, the candidate has demonstrated that he understands the company’s strategic plan, and what the company intends to meet in the next five years. Based on this finding, the panel unanimously recommends the second candidate for the advertised position.


Australian Government. 2015. Job Access: an Australian government initiative. [online] (24 September 2012) Available at: <>

Brown, T., 2008. Design thinking. Harvard Business Review, pp. 84-92.

Coles. 2015. Celebrating 100 years. [online] (2015) Available at: <>

Dubois, G., 2005. Designing high-performance jobs. Harvard Business Review, pp. 55-196.

Dwyer, J., 2012. Communication for business and the professions: strategies and skills. Melbourne: Pearson higher education.

Fernandez-Araoz, C., Groysberg, B. & Nohria, N. 2009. The Definitive Guide to Recruiting in Good Times and Bad. Harvard Business Review, May 1, 2009.

Fernandez-Araoz, C., 2014. 21st-century talent spotting. Harvard Business Review, June 2014.

Groysberg, B., Nanda, A. & Nohria, N., 2004. The risky business of hiring stars. Harvard Business Review, May 2004.

Rasmussen, R., Aliisa. M. & Hilary, B. 2012. Investigating Business Communication and Technologies. Cambridge, England: Cambridge University Press.

Schermerhorn, J., 2011. Management. Hoboken, N.J: Wiley.