BUSI 352 - Managing the Human Resource
A practical study on how organizations obtain, maintain, and retain their human resources that
enable them to achieve their objectives. Topics include: human resource planning, recruitment,
selection, performance management and training and development.
Busi 352 IA2
Samantha Twist
October 18, 2018
1.Recruiting Process
They do have external hiring by allowing walk-ins/interviews for production and retail people.
This makes sense because external hiring is good for entry level positions. They also advertise career
opportunities online such as Indeed, their website, and all of their social media accounts dedicated
solely to careers. All of these online promotions of the job is external recruiting. One thing that Lush
likes to know is if you are able to be moved around to other locations, that way they can internally fill
spots if needed. One thing that is cool about Lush is that they have a hiring manager for each of the
three main different segments that they have: manufacturing, retail, and headquarters. Ashley is the
hiring manager for the manufacturers and she says that for the hiring process they “typically host in-
house hiring fairs ... We also do phone interviews, in-person interviews, and working interviewees, so
candidates can get a good idea on what it’s like to work on the manufacturing floor at Lush” (How to Get
Hired). Zeba is the hiring manager of retail and they probably have one of the most unique hiring
processes. A person must apply online, have a telephone interview with a recruiter, then they must
“visit the shop you’re interviewing for and secret shop them” (How to Get Hired). This gives them a
chance to think about areas that work and things that can be made better. It tests to see business
mindliness and innovation. After that is “an in-person interview with the area manager” (How to Get
Hired). Padraic is the person who hires headquarter positions, this would include the public relations
specialist job. Padraic says that Lush will keep the job postings open, sometimes for up to 3 months,
until the right candidate is found (How to Get Hired). The interviews start with a recruiter, then the team
manager, then finally with the department director. All three hiring managers say that they like
candidates that prove their value and who have the same beliefs as the company (How to Get Hired).
, Lush tends to lean towards in house hiring. In house hiring means that the employee would have
increased knowledge of the company and products, improves the employee’s motivation and positive
feelings towards the company. Not to mention the lower recruiting costs. When Lush interviews people
they do phone interviews, in-person, and working interviews. Lush is committed to finding a person that
they really believe in which is why they will keep positions open until they find the right person. In the
interviews is often the recruiter, team manager, and department director. I know friends who went
through about 3 interviews when being hired for Lush, even for in-store retail jobs. Overall, I think it is
best for Lush to do internal hiring, at least for the majority of spots that need filled. It is very important
at Lush for employees to understand and be familiarized with not only the products but also the values
of the company. However, there have been people hired externally and moved up because they wrote a
letter to the CEO and showed their love and knowledge of the company and its values.
My advertisement has the Lush logo really big because working at Lush is something to be proud of
and it is a great company to work for. Having the name big will get people automatically intrigued. With
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