Impact of the Legal and Regulatory Framework on Recruitment

UNIT 13

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Organisations plan recruitment using internal and external sources....................................1
P2. Impact of the legal and regulatory framework on recruitment.............................................2
TASK 2............................................................................................................................................3
P3. 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
Recruiting the right people is the key to the success of many organisations. In this unit,
learners will develop an understanding of the impact of the regulatory framework on the
recruitment process. Potential applicants may decide to apply for a post based on the quality of
information that they receive (Kang and Shen, 2017). It is important that interviewers are well
organised and prepared. They will need to use effective communication and listening skills
during the interview. In this unit, learners will gain experience of the interview process through
taking part in an interview. Organisations with effective recruitment and selection processes and
practices in place are more likely to make successful staffing appointments.
TASK 1
P1. Organisations plan recruitment using internal and external sources
If the businesses expands they will need new employees to cover different areas or
machinery, a company may need to employ new people if existing staff go on
maternity/paternity leave or if someone leaves due to sickness, they would have to be replaced.
When a vacancy arises the business must discuss and plan how they will advertise for this,
whether they will advertise the vacancy internally or externally (Guedes, 2015). Internal
advertising is where a vacancy arises in a business and is given to an existing employee in the
company. Employees are informed about the vacancy by internal advertisements in the work
place. Another internal source which the business should consider when a vacancy arises is a
promotion; this is when an employee shifts to a different position which carries better prestige,
more responsibilities and higher pay.
If somebody in the business receives a promotion their present position will be vacant, if
employees see their colleagues get a promotion it will motivate them so they can do the same.
There are many methods of externally advertising for a job vacancy, for example informing
schools, colleges and universities about the vacancy so they can inform students or graduates
about jobs which they have the qualifications required for, this will lead to the best skilled people
applying for the job (Timming, 2015). Businesses could also inform job centres and recruitment
agencies about the vacancy they have, who could then propose the information to individuals
who have visited either a job centre or agency if the job role suits them, this will also mean a
wide range of people will apply for the job and therefore the business can analyse everyone’s
application and offer the job to the best. If a business is looking for a candidate externally they
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