Recruitment and Selection Process

This assignment examines the recruitment process within a Luton-based recruitment company. It analyzes key legal and ethical considerations during the selection interview process. Additionally, a structured recruitment document is developed and compared to other standard recruitment documents in the industry.

UNIT 13
RECRUITMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Identify how two organisation plan recruitment using internal and external sources.......1
P2 Impact of legal and regulatory framework on recruitment and selection activities..........2
P3 Prepare the documents used in selection and recruitment activities.................................3
P4 Plan to take part in a selection interview...........................................................................4
P5 Take part in a selection interview.....................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In every business organisation recruitment and selection is utmost aspect by which
corporation can recruit and select the talented and skilled employees. As human resource plays a
very crucial role in every business enterprise thus their selection and recruitment is very
important. It is a process under which management of firm invite the candidate by either external
or internal technique of recruitment and analyse their efficiency, talent and knowledge and
recruit them according to the organisation requirement (Hunt and Jones, 2015). In a simple word
it can be said that recruitment is a process of finding and hiring the candidate for the required
positions or vacancy within corporation. In this manner, manager of firm plays a very crucial
role because he/she is responsible to analyse and select candidate skill, efficiency and
knowledge. There are major two kinds of recruitment that is internal and external recruitment.
P1 Identify how two organisation plan recruitment using internal and external sources
Tesco and Cancer Research have similar source of recruitment: Transfers: employees in both businesses may be transferred from shop to another
according their skills and experience. Promotions: many employees in both organisations get promoted from one
shop/department to another with more benefits and better responsibilities based on their
skills, qualification and experience. Re-employment of ex-employees who were made redundant in the past couple of years,
this is one of the internal source of recruitment in which workers can be called and
appointed to fill vacancies in the concern. Retired workers can also be recruited once
again in case of shortage of qualified and experienced staff. Press advertisement: both of the businesses can use this method to tell others that they
have a vacancy. The main benefit of this method is that it has a wide reach. Employment Exchanges: the government sets up public employment exchanges within
the country (Kang and Shen, 2013). This gives job information to people who are looking
for a job and also can help employers of both Tesco’s and Cancer Research’s to identify
suitable candidates.
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 Employment referrals/recommendations: firms like Tesco and Cancer Research have a
well-planned system where the current employees can refer their friends or relatives for
some position in their organisation.
Tesco advertising method: Tesco mainly advertises jobs externally on their official
website and also on other websites like reeds.com etc. On their official website they have an
application form which you can fill online and the company will send you an email informing
you about the latest job offers and whether you are suitable or not this job.
P2 Impact of legal and regulatory framework on recruitment and selection activities
The legal, regulatory and ethical is implies the responsibility of company. Selection and
recruitment of the candidates on the basis of their ability and qualification. They should not
select on the basis of caste, gender, region, or other disability. As per the equality act,
organization should not involve in any kind of discrimination in the process of selection and
recruitment of candidates. The Luton company has followed legal and regulatory consideration
in the process of recruitment (Abraham and et.al., 2015). They should be selected on the
foundation of equality and capability. Furthermore, the formal training must be given to every
individual so that he or she become flexible to work in the organizational environment. The main
objective of regulatory framework is to provide the job security, appropriate labour rate and fair
promotion of employees in the corporation.
As per the regulatory consideration of personnel, he/she can not fire at any time from the
organization. The job offer made by the cited venture should be written and also time should be
provided to respond about the proposal. The Equality Act 2010 brings together a number of old
legislation's together into one law. This covers all aspects of discrimination in the workplace
including age, sex, orientation, race and religion. It also includes gender realignment and
pregnancy and maternity. The Equality Act covers 9 protected characteristics.; Victimisation
occurs when an employer treats an employee unfairly because they have brought a claim under
the Equality Act. The Sex discrimination act 1975/97 states that employees are protected from
discrimination on the basis of their gender or sexuality under the Equality Act 2010. Protection
from discrimination applies to recruitment; terms of employment; access to training and
promotion; access to benefits, facilities/services and dismissal. Sex discrimination occurs when
an employee or potential employee receives unfair treatment because of his/her sex.
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P3 Prepare the documents used in selection and recruitment activities
Documents Basis of selection and recruitment
Job Description The purpose of a job description is to give information about the job
responsibilities, the job function, the duties and what the expectations are
for a certain kind of job so the employee or the person who is applying
for this job. Every organization have their own job description because
every company has other responsibilities, duties and job
functions(Bhoganadam and Rao, 2014).
Significance As more and more businesses implement online ordering systems, the
Sales manager role is becoming an integral part of a company's success.
In the past, online ordering systems were limited to business-to-consumer
models; however, business-to-business companies have begun to utilize
online purchasing as a convenient and effective way to grow their market
share. The sales manager position is expected to grow 12 percent over
the next few years. As a result, Internet savvy job applicants have an
opportunity to enter the e-commerce industry at the beginning of its
growth (Padua and et.al., 2013).
Education To become an Sales manager, several things are required. First, a
bachelor's degree in marketing, Internet marketing, management
information systems or general management is necessary. In addition,
applicants should have a strong background in website design and
Internet marketing. Master's certificates with an emphasis in search
engine marketing, affiliate marketing or HTML coding can greatly
increase the odds of landing an e-commerce management position.
Moreover, an MBA degree with a concentration in information
technology, marketing or e-commerce is ideal (Fan, 2015).
Job Duties Due to the high potential of Internet marketing, Sales manager s often
have a vast array of job duties. Some of the specific duties a Sales
manager is responsible for include determining what website format to
use, reducing supply chain costs with regard to shipping, developing
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affiliate marketing programs, implementing online security and
coordinating all online transaction and marketing efforts. Essentially,
Sales manager s are asked to control all aspects of a company's online
business. Once more, when the initial online business plan (website,
transaction type) is implemented, Sales manager is must maintain the
plan. This involves website maintenance, renegotiating contracts with
suppliers and payment services and staying up to date on any software or
data management trends (Thompson, 2014).
Salary Because the Sales manager is required to oversee the majority of a
company's online business, the position is often compensated well. In
fact, an average Sales manager salary is €85,000. The low range (25th
percentile) earn closer to €67,000, while the high range (75th percentile)
earn above €95,000. Obviously, an Sales manager 's salary will vary
based on experience, the company and the location of the job. As a
general rule, most companies are willing to substantially compensate
managers with at least 5 years of experience.
Considerations As stated previously, the e-commerce industry will continue to grow in
the future. Therefore, it is a great opportunity for college students, recent
graduates or any Internet savvy individual to begin gaining experience.
Companies will normally look for candidates with several years of
managerial or project management experience as well as skills using
information technology systems or the Internet in general. To prepare for
this position, candidates should familiarize themselves with HTML
coding, study numerous e-commerce business models and consider
obtaining project management or other relevant certificates.
P4 Plan to take part in a selection interview
I have made plan for taking part in the selection interview so that sales assistant post can
be fulfilled. To ensure applicants selected for interview and final consideration are evaluated by
more than one individual to minimize the potential for personal bias, a selection committee is
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formed. The hiring manager will identify members who will have direct and indirect interaction
with the applicant in the course of their job. Each hiring manager should make an effort to
appoint a search committee that represents a diverse cross section of the staff. A member of the
committee will be appointed as the Affirmative Action and Compliance Liaison who will
monitor the affirmative action aspects of the search committee. Under-represented groups and
women are to have equal opportunity to serve on search committees and special efforts should be
made to encourage participation (Alves and Wada, 2014). Departments that lack diversity in
their own staff should consider appointing staff outside the department to search committees or
develop other alternatives to broaden the perspective of the committee.
For positions that are frequently recruited and utilize a search committee, the mix of
search committee members should change frequently as well to minimize the risk of “group
think” or collective bias. The Hiring Manager will determine the size (no more than 6) and
composition of the committee based on the nature of the position. It is highly recommended the
committee members include:
At least one individual who has a strong understanding of the role and its contribution to
the department.
A job specialist (technical or functional)
An individual who will interact closely with the position and/or serves as a main customer
P5 Take part in a selection interview.
Organization and Creed food services use different recruitment methods for employing
suitable and deserving candidates in the firm. Posh Nosh limited conducts job evaluation
process by taking assistance from line managers. It assists in getting proper details about
requirement of manpower in the enterprise and skills and qualification needed for performing a
specific job are also identified. A detailed advertisement is published in the news papers for
attracting more number of applicants to apply for the job.
HR department employees do a detailed inspection of resumes and screening of the best
candidates is done by them. All the selected candidates are called in the company and detailed
interview of candidates is taken by interview panel. Complex and difficult questions are asked
from the applicants for checking their knowledge and personality (Mahmood. 2015).
Recruitment process of the company involves financial investment that is used in doing
advertising. Conducting a systematic recruitment process aids in finding suitable candidates for
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the enterprise. On the other hand Creed food services use a cost effective method for meeting
manpower requirements in the company (The interview process -it could be worse!. 2017).
Existing employees are encouraged to take part in the employee referral scheme where they can
refer candidates for the job positions in the Creed food company. A transparent and fair system is
used in the recruitment process where equal opportunity is provided to all the job seeking
applicants. A written test is conducted which helps in checking knowledge level of the applicants
(Yaseen, 2016). The process used in the firm for employing new recruits is cost effective and
time saving.
CONCLUSION
From this project report it has been concluded company has used effective process of
recruitment and selection. Various leadership style and motivation techniques has possessively
impact on the managerial practices of cited venture. In the company, there team working is in
proper manner so every member and leader has effectively managed their responsibility towards
company objective. From the following context, a depth knowledge and understanding about the
recruitment methods and its process in the enterpriser with respect of Luton recruitment
company. Various key legal and ethical requirement of selection interview has been also discus
in this report. Furthermore, a systematic recruitment document has been also prepared and
comparison with other document of recruitment has been addressed in this report.
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REFERENCES
Books and Journals
Abraham, M. and et.al., 2015. A Review of Smes Recruitment and Selection Dilemma: Finding
a'Fit'. The Journal of Developing Areas. 49(5). pp.335-342.
Alves, T. S. S. and Wada, E. K., 2014. Areas of Hospitality Management and Stakeholders in
Recruitment and Selection Multiple Case Study: Estanplaza, Travel in and
Transamérica. Iberoamerican Journal of Strategic Management (IJSM). 13(2). pp.99-116.
Bhoganadam, S. D. and Rao, D. S., 2014. A study on recruitment and selection process of Sai
Global Yarntex (India) private limited. International Journal of Management Research
and Reviews. 4(10). pp.996.
Fan, C. Y., 2015. The Study of Connection between Recruitment and Selection.
Hunt, S. C. and Jones, K. T., 2015. Recruitment and selection of accounting faculty in a difficult
market. Global Perspectives on Accounting Education. 12. pp.23.
Kang, H. and Shen, J., 2013. International recruitment and selection practices of South Korean
multinationals in China. The International Journal of Human Resource
Management. 24(17). pp.3325-3342.
Mahmood. M., 2015. Strategy, structure, and HRM policy orientation: Employee recruitment
and selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources. 53(3). pp.331-350.
Padua, A., and et.al., 2013. Recruitment, habitat selection and larval photoresponse of
Paraleucilla magna (Porifera, Calcarea) in Rio de Janeiro, Brazil. Marine Ecology. 34(1).
pp.56-61.
Thompson, K. L., 2014. Recruitment and selection of immigrant professionals in Canada: A case
study.
Yaseen, A., 2016. Recruitment and selection process of higher education sector and its impact on
organizational outcomes. International Journal of Human Resource Studies. 5(4). pp.79-
94.
Online
The interview process -it could be worse!. 2017. [Online]. Available through:
<https://recruiterbox.com/blog/the-interview-process-it-could-be-worse/>. [Accessed on
16th August 2017].
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