Exploring the Impact of Brexit on Recruitment Practices in Mc-Donald's

The provided content discusses various aspects related to Brexit, recruitment, and employment practices. It includes academic articles on globalisation, globalization and health, social business review, and tourism. Additionally, it features online articles discussing the impact of Brexit on recruitment and diversity in the workplace. The questionnaire consists of 7 questions that assess the respondents' opinions on how Brexit will affect McDonald's recruitment processes, skilled personnel shortage, external recruitment practices, and organizational growth. Respondents are also asked about their satisfaction with the UK's decision to leave the EU and whether they believe there is a positive relationship between recruitment practices and organizational performance.

RESEARCH PROJECT

Table of Contents
1.1 Background of the study........................................................................................................1
1.2 Rationale (150)......................................................................................................................2
1.3 Aims and Objectives..............................................................................................................2
1.4 Approach, ethical issues and limitation................................................................................3
CHAPTER 2 LITERATURE REVIEW..........................................................................................4
2.1 Understand the concept of Brexit..........................................................................................4
2.2 Recruitment practices of fast food industry...........................................................................4
2.3 The impact of Brexit on the recruitment process in the organization....................................5
2.4 Impact of Brexit on the recruitment process in the organization...........................................6
CHAPTER 3 RESEARCH METHODOLOGY..............................................................................7
3.1 Research philosophy..............................................................................................................7
3.2 Research plan and approach..................................................................................................7
3.3 Data collection.......................................................................................................................8
3.4 Sampling................................................................................................................................9
3.5 Data analyses.........................................................................................................................9
3.6 Reliability and validity:.......................................................................................................10
3.7 Ethical considerations:.........................................................................................................10
3.8 Research limitations:...........................................................................................................10
CHAPTER 4: DATA ANALYSIS AND FINDINGS...................................................................12
CHAPTER 5 CONCLUSION AND RECOMMENDATION......................................................19
5.1 Conclusion...........................................................................................................................19
5.2 Recommendation.................................................................................................................19
REFERENCES..............................................................................................................................21

Research title: An analysis of the recruitment practices and impact of Brexit on the
recruitment process: a Case study on McDonald
Chapter 1 Introduction
1.1 Background of the study
Recruitment practices is that process of human resource management that helps the
organization to selects the best candidates from inside or outside the firm. The main purpose of
recruiting the skilled workforce into a vacant job position is that to enhancing the organisation's
productivity. For this, the company is required to prepared a clear job description of specific job
role for the advertisement into the newspaper, social media websites such as Facebook, Twitter,
Instagram, magazines etc. It is an external recruitment practices which is the best way to pooling
out the fresh or new talented workforce from outside the firm. It is the lengthy process for
recruiting the highly qualified skilled labour that put them into the right job position at right
time. Thus,they are those people who put their effective contribution to perform its job role that
will enhancing the organisation's productivity and improves sales turnover. Apart from this, it
will also improve the production level and customers satisfy level effectively. Beside this, the
other recruitment practices is an internal approach through which the company can able to fill the
job position from internally. In the competitive world, it has been analysed that there will be a
difficulty arises in finding the best talent. Therefore, at that time when there is the shortage of
skills and increases in the market competition. In that particular situation, it is necessary for the
company to adopts the best recruitment practices that is strong employer branding strategy. It is
the best way to leverage the organisation culture towards the job seekers that helps them to
sorting out the best talent among the applicants It has been analysed that there is an impact on the
recruiters after the Brexit is that attracting the highly qualified talent is one major challenge for
any industry. Thus, at that time most of the companies they are struggling with the shortages of
skills. It will affected on the company is that their ability to compete in the market will be
declining to compete. The employer are now faced a huge challenge is that they will now require
to reconsider its capability to attracts and retains the best skilled labour in the European union.
There is also impacting on the job market is that they suffered dramatically that becomes
impossible for the food industry to recruit the best people outside the firm. For this, the biggest
impacts on the industry of Britain leaving the European Union on recruitment practices is that
there will be fluctuation of free movement of labour.. Further, it becomes more difficult for the
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fast food industry to recruiting the European Union Worker. The candidates applying for the jobs
are minimum that resultant into shortage of skills within the UK industry. In that scenario, there
is a needed of retaining the existing workers as the youth people within the European Union will
not be able to fill the gaps. Thus, to fill the gaps of shortage skills it will be required for the
business and government to spend some amount of money to provide training to the workers. In
the present research project the main aim for the study is to understand the concepts of Brexit
and recruitment practices of fast food industry. Further, there will be also discussion on how the
Brexit impacts on the recruitment practices of McDonald. Thereafter, there will be study to
determine the relationship among the Business performance and recruitment procedure.
Thereafter, there will be suggesting on the ways that are required to finding out the improvement
in the recruitment process of McDonald.
1.2 Rationale (150)
What is an issue?
The main issue of Research project is to identify the impact of Brexit on the recruitment
practices of fast food industry. The research study has been carried out by identification of
consequences of recruiting process of an organisation that helps the scholar to resolve the key
research issue.
Why it is an issue?
The Brexit continuously compliance a new policy and regulation on employment that
directly affecting on the fast food industry's recruitment practices.Why it is an issue now?
The main purpose of research project is an issue is that it with the “Brexit” there is a
shortage of labour market due to which it directly impacts on the recruitment practices of fast
food industry. For this, it is essential to identification of recruitment process of McDonald's so,
they can make changes as per the new policies after Brexit. It also helps the researcher to
develop the effective ways to enhancing the hiring process of company so, they can improves
their productivity.
1.3 Aims and Objectives
Aim
“To analysis the recruitment practices and impact of Brexit on the recruitment process: A study
of McDonald”.
Objectives
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 To understand the concept of Brexit.
 To identify the recruitment practices adopted by fast food industry..
 To determine the impact of Brexit on the recruitment process in the organization
 To understand the relationship between recruitment practices and business performance.
 To find ways for improving the recruitment process in the McDonald
1.4 Approach, ethical issues and limitation
 Research approach: The research approach is adopted by the investigator to understand
the research problem in depth manner so, they can able to generalize the conclusion of
research study. It involves mainly two types of research approach are deductive and
inductive approach. It can be selected by the scholar that are based upon the nature of
research study whether it is qualitative or quantitative. In the present research study, the
investigator adopts the inductive approach that is based upon the qualitative nature of
information.
 Ethical issues: It is the most important part that are required for the scholar to carry out
the whole research study in ethical manner. In the present case study, the researcher carry
out the investigation effectively without harming to the participants at the time of
conducting the survey. The protection and privacy is the first aim for the scholar at the
time of conducting the research study. Therefore, the study is based upon the secondary
data the investigator will obtain the information about the research topic which is not
copy paste and there is proper depth study done in ethical manner.
 Research limitation:
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CHAPTER 2 LITERATURE REVIEW
2.1 Understand the concept of Brexit
As per the view of O'Donnell, Minehan and Blake (2015) it can be stated the Brexit
categorise into two terms are “ Brexit” and “ Exist” which means the people were voted for the
British existence from the European Union. Thus, their existence has been held after the 23, June
in the referendum. It will highly impact on the British economy negatively that are the main
issue for the country. Most of the people were argued on the existence of British with the
European Union as they said that stay with the union is the better for the economy of British. It
can be possible at that moment when the people's of Britain make decision to voted for the
British existence and European Union leave forever. The ending of 2017, the people who vote
for Brexit will decide whether its country remaining a part of the EU. Therefore, the citizens of
UK have been remains doubtful of the European Union but this suspicion has not established to
bring out the country to free from the association. According to Filimonau and Mika (2017) it
has been seen that Brexit directly having an impact negatively on its business but other firms are
in more confident that they accept the change and survive. Before, the people voted for Brexit
the Britain economy is stronger as the most of UK businessmen have a contract with the
European Union. It has been founded that Britain leaving the European Union that it is also
affecting on the recruitment procedure of a Company due to shortage of labour market.
2.2 Recruitment practices of fast food industry
According to Aid (2015) fast food industry are continuously makes the great efforts to
attracting and hiring the talented skilled labour into the work environment. They select only
experienced candidates to fill the job position in their work environment of any restaurant from
all over the world. They spend a huge amount of money in hiring and training to their staff
members to build the knowledge of worker as well as choose the right people at the job position.
For this, they effectively identifying their essential skills for the job position accordingly they put
the right candidates to fill them into the job position. The recruitment policy of McDonald's is
that they used all types of recruitment avenues that involves into the advertisement in the
restaurant. Apart from this, they also used the career fairs, other local facilities and local job
centres to hiring the best candidates during the process. For this, the HR manager of McDonald's
conducting the interview process in that asked various questions to understand their technical
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skills, knowledge, capability etc. It will help the manager of human resource department to fit the
right person at the right job as per the organisation essential skills. As per Dobermann (2017) the
view of they also give opportunities to the younger generation by offers them a wide ranges of
career opportunities. It has been analysed that most of the crew in the restaurant are above 60%
who aged 20 or below. Therefore, the well interview are conducted by them assist the firm to
identification of a potential applicant from the number of applicants. For this, the employer of
fast food industry use their guidance during the interview process that helps them to make
prediction how the behaviour of an applicant affects on the future performance. They make
decisions that are based upon the facts that are used to look upon the actual situation rather than
to give the theoretical responses. In short, the Company only understand the applicant behaviour
at the time of interviewing process that helps them to fit into the vacant job position as per their
requirements. Apart from this, they also used the internal recruitment practices in which they
promote their existing employees to gives them a career growth opportunities. It can be possible
through that they paid them on the basis of hours to their existing worker by promote them
towards the future manager. In the view of fact it has a great success of fast food companies such
as McDonald, Starbucks, Pizza hut and KFC etc. The highly qualified staff workers provides a
high quality of services and cleanliness to their customers at each of their restaurants. Therefore,
they also trained their crew members and manager at the first stage to fulfil their objectives at the
required standards.
2.3 The impact of Brexit on the recruitment process in the organization
According to Bradbury-Jones and Clark, (2017) It has been analysed that after the Brexit
existence it will highly impact on the labour market due to which the recruitment practice of fast
food is changed. Thus, they are now more focused on its build a stronger position, required more
productive workforce, stay with the potential changes by alert on the skill required. They can
only done effectively through measurement, evaluation,strengthen its talent and recruitment
strategies. It is based upon the real understanding of its existing candidates profile and the
simplest way of measurement. It can be through tracking the turnover rate of new candidates,
monitor the performance of the new joining and also taking feedback from new employeesabout
its experience. It will help them to provide information to the company insight to retain and
attract people with the potential and best skills for its business. Thereafter, after the British
leaving the European Union it will also increase the number of question for both employees and
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employers. It will directly affects on the UK employment as a whole and their workplaces. It has
been also assessed that after exist of Brexit with the European Union, Most of the fast food
industry are required to concerned its recruitment strategies that assist them to securely accessing
the right people at right job. Although, they are still facing issue of recruiting the best talent with
the uncertainty as most of industry are remains in the competitive.
2.4 Impact of Brexit on the recruitment process in the organization
According to Charlie Knight, (2016) Brexit was the big issue that has affected overall
working of the companies those which were operating in the UK and Britain. Author has stated
that one of the biggest impact of Brexit was that now firms which are operating in the UK have
ability to recruit the candidates from EEA and they do not need immigration permission.
European government has made new legislation under which corporations have flexibility to hire
the candidates from any location. Rebecca Wilson, (2017) has stated that after Brexit issue many
people were worrying that whether they will get job or not. That has affected Immigration law as
well and it is found that after Brexit future of the UK firms have become brighter. Government
has made good legislation such as anti-discrimination rights, family leave entitlements, collective
consultation that impact positive on the employee. It helps the HR manager in bringing fresh
talent in the organization those who can contribute well in achieving common goal of the entity.
On other hand Angela Hood, (2016) has stated that fast food industry has been affected
by Brexit to great extent. That impacts negative on the recruitment practices of organizations.
There are lack of skilled people available, free movement of workers were the biggest problem
for the industry. That is why recruiter were facing the problem to source top talent from the EU
countries. According to Charlie Knight, (2016) economic slow down was another issue created
due to Brexit that is why companies were not able to spend much amount in the recruitment
process. That impacts on their overall business performance to great extent.
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CHAPTER 3 RESEARCH METHODOLOGY
3.1 Research philosophy
Research philosophy can be defined as belief of individual through which researcher
collects the information on the subject matter. It is the tool that focuses more on development of
knowledge and gather in-depth detail about the topic (Wiek and Lang, 2016). Research
philosophies are of two types interpretivism and positivism. Both these techniques are different
from each others. Positivism philosophy pays more attention on the objectives and gather the
information per the requirement of the subject matter. It helps in carrying out the study in
systematic manner so that no further confusion take place (Barquero and Bosch, 2015). In this
type of tool researcher needs not to include human being for gathering the data. Interpretivism is
another research philosophy which is different in nature. In this type of tool scholar takes support
of several theories and models in order to develop good understanding about the topic. In this
technique individual involve the human being in order to know their perception so that best
outcome can be come out.
Present report is based on the recruitment practices in the McDonalds and impact of
Brexit on the organization. For the current study researcher has taken support of interpretivism
philosophy (Eliasson,2016). With the help of this technique individual emphasized on the
research problems and become able to gather in depth information about the recruitment
practices and impact of Brexit on these practices.
3.2 Research plan and approach
Research approach is another technique that helps in carrying out the study in specific
manner. It can be defined as master plan that supports the researcher in collecting good
information about the subject matter so that individual can know real impact of Brexit on the
recruitment practices on the McDonalds. It is the best way hat can support the scholar in
improving knowledge and understanding about the research topic (Geschickter and Byrnes,
2016). There are mainly two types of approaches used in the research projects; inductive and
deductive. Inductive approach is the technique in which scholar has to develop new theories by
considering the available data. In this tool investigator needs not to form the hypotheses. On
other hand another tool of research approach is deductive approach in which hypotheses is
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developed by the scholar and on the bases of this, overall data are being collected by the
investigator.
In the present research project inductive approach is being used by the researcher that has
helped the scholar in determining the regularities. Thus, this approach helped the scholar in
conducting the good research so that overall aim of the study has been achieved (Gast and
Ledford, 2014 ). With the assistance of primary information individual has gathered the
meaningful results.
3.3 Data collection
Data collection is one of the great technique applied in the research projects. It is the
great tool that supports the scholar in gathering the in depth detail about the subject matter.
Primary and secondary are two methods of collecting the data on the subject matter. Primary data
collection is the tool in which scholar gather the information by own specific to the topic
(Azhdarzadeh and at.al., 2015). These details are first time collected, on other hand secondary
data collection is another method of gathering the information about the research topic. In the
secondary data collection researcher collects the data from the books, journals, internet articles
etc. These are such sources on which information are already available. Many other authors have
conducted deep studies on the subject matter so investigator can take their references in order to
develop its knowledge.
Researcher has collected data from primary and secondary sources with the motive to
analyze the extent to which Brexit will affect recruitment policies and practices. In order to
collect primary data scholar survey has been conducted by scholar on 20 managers of Mc-D. The
main motives behind the selection of such data collection method are that it helps in gaining
appropriate information through the means of questionnaire. By including both open and close
ended questions in questionnaire researcher has addressed aims and objectives in an effectual
way.
In the present study secondary data has been collected by the researcher. Individual has
gather information from the internet, books, journals and government publication. On the bases
of their point of views individual got to know about recruitment practice followed by McDonalds
and impact of Brexit issue on the cited firm (Vijay and at.al.,2016). Thereafter, the primary
research is also carried out by the investigator for this it will adopt a questionnaire method. For
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this, they can easily carry out the research by asked number of questions to the respondents that
are selected from the population.
3.4 Sampling
Determination of suitable sample is highly required for conducting investigation in the best
possible way. In research, probabilistic and non-probabilistic are the main two sampling types
that can be undertaken by the researcher to select suitable sample for study. In the case of
probabilistic technique researcher randomly selects respondents from identified population. Such
sampling technique includes simple random, cluster etc which in turn helps in selecting
appropriate sample without any biasness. On the other side, non-probabilistic techniques include
convenience, purposive etc. Hence, in this, scholar selects sample by taking into consideration
his/her convenience level. In the present investigation, 20 managers of Mc-D including HR
personnel and other senior authorities of firm has been selected by using simple random
sampling techniques. The reason behind the selection of manager is that they have better insight
about the impact of Brexit on recruitment policies and aspects over others.
3.5 Data analyses
It is that procedure of Research Methodology in which the Data that are collected by the
Scholar which is analysed by research method. It is that process in which there is cleansing,
inspecting, transforming as well as modelling data to get the valid conclusion and decision
making. There are mainly two types of data Analysis method are qualitative and quantitative
method. Thus, in the quantitative method the investigator done the experiments, focus groups
and interviews (Lambert,2016). It is that type of method in which there is an identification of
common patterns and it has been analysing critically for the purpose of attaining the research
objective and aims. Beside this there is a quantitative method in which it is also includes the
interpretation of number and figures, critically analysis etc. In the Absence of primary data
collection it included the common pattern of discussion and controversies under the secondary
information are regard to the particular research area.
In the present case scenario, the scholar collected the secondary data information from
the internet, books, journals and other publications. For this, they effectively carry out their
investigation about the Brexit impacts on the recruitment practices on the fast food industry.
Therefore, after the data collection from the secondary data there is a needed to analysed the
9

information that are gather from various sources (Isaacs,2014). In regard to this, the investigator
adopts the qualitative data analysis in which it examines, categorise, tabulate and recombine the
large data. They interpreting the data rather than the numerical data are summarized into
meaningful form.
3.6 Reliability and validity:
 Use of latest and authentic data sources: To make the study highly reliable and
appropriate authentic data sources have been used by scholar. Hence, all the articles
related to Brexit and its meanwhile impact on recruitment process of firm that published
after 2007 has been undertaken by researcher. Besides this, only those sources which are
protected through the means of copyright have been employed by the researcher.
Moreover, authentic sources present clear and suitable view of issue which is going to be
investigated.
 No alteration: For conducting study in an appropriate manner no alteration has been made
by the researcher in data gathered through survey. Hence, researcher has recorded and
analyzed data with the high level of accuracy.
3.7 Ethical considerations:
 Taking permission: In order to fulfil ethical aspects or consideration researcher has
taken prior permission from selected managers. Hence, after taking permission
researcher has sent questionnaire to respondents which in turn show that researcher has
not compelled anyone in relation to filling questionnaire.
 Inclusion of reference list: From evaluation, it also has been found that reference list
has been included by researcher in the project. Besides this, by doing proper citation
credit has been given by the scholar to authors of related sources.
All the above depicted aspects clearly show that all the ethical aspects have been met by the
researcher to a great extent.
3.8 Research limitations:
 Time: In order to carry out such study, researcher has provided with limited time frame.
Thus, by preparing schedule and specific time plan researcher has conducted study in a
prominent way.
10

 Resources: While doing research, researcher has faced several difficulties in relation to
accessing suitable site. Moreover, there are several sites which do not provide access to
each authority. Thus, researcher has made his best efforts in relation to assessing
suitable sources that provide information about Brexit and its impact on the recruitment
practices of firm.
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CHAPTER 4: DATA ANALYSIS AND FINDINGS
Data analysis is the process in which researcher makes evaluation of gathered data set by
undertaking suitable tools and techniques. In the present research, qualitative research design has
been selected by scholar. Hence, with the motive to assess the impact of Brexit on recruitment
process qualitative research design has been selected by scholar. On the basis of such aspect, by
preparing several themes according to questionnaire suitable solution of issue has been presented
by scholar.
Theme 1: Brexit has high level of impact on the recruitment process undertaken by Mc-
Donald’s
Particulars Views of
respondents
% of
respondents
Agree 7 35%
Highly
agree
5 25%
Neutral 5 25%
Disagree 2 10%
Highly
disagree
1 5%
Total 20 100%
Interpretation and analysis: Outcome of primary investigation shows that 35%
respondents agreed and 25% highly agreed with the aspect that Brexit will affect the recruitment
12

process of MC-D significantly. Besides this, 25% respondents neutrally agreed with such
statement. On the other side, 10% managers of MC-D disagreed and 5% highly disagreed that
Brexit will influence the recruitment approaches and practices of such fast food retail chain.
Responses of large number of managers approximately 85% managers can be supported with the
aspect that if Britain leaves EU then it may result into changes in the policy regarding free
movement of workers. This in turn places direct impact on the recruitment practices of business
unit. Moreover, now companies are in position to appoint personnel from EEA without
performing any legal formalities. The rationale behind this, in the case of Brexit business unit
will require immigration permission. By considering such aspect it can be stated that Brexit will
closely influence HR practices and framework.
Theme 2: Brexit will impose issue in front of recruiters to a great extent
Particulars Views of respondents % of respondents
Yes 15 75%
No 5 25%
Total 20 100%
Interpretation and analysis: Graphical presentation clearly shows that 75% managers
entail that after Brexit recruiters will face more difficulty in appointing personnel for job. From
assessment, it has been identified that now 2.1 million EU immigrants are currently working in
UK. In this regard, requirement in relation to immigration permission will impose difficulty in
13

front of recruiters. Besides this, compliance with legal aspects is another major aspect that has
great influence on recruiters. By keeping all such aspects in mind it can be said that practices of
MC-D and other recruiters will be influenced to the significant level. On the other side, 25
respondents not agreed that Brexit impacts recruitment practices significantly.
Theme 3: Brexit may result into unavailability of skilled personnel within the business
organization
Particulars Views of
respondents
% of
respondents
Agree 8 40%
Highly
agree
6 30%
Neutral 4 20%
Disagree 2 10%
Highly
disagree
- -
Total 20 100%
Interpretation and analysis: By doing survey or primary data investigation it has been
assessed that Brexit will create difficulty in front of Mc-D in relation to building highly skilled
workforce. The main reasons behind this, along with UK, personnel belonging from EU
countries are highly skilled and talented. Hence, after Brexit it will be highly difficult for Mc-D
to attract and retain talented personnel. By taking into such aspect, 90% respondents stated that
due to Brexit Mc-D will face problem in building highly competent team. However, 10%
14

respondents entailed that Brexit and aspect in relation to unavailability of workforce within Mc-
D are not highly associated with each other. Moreover, by organizing training session Mc-D can
build highly prominent team without including people from EU countries. One of the respondent
said that industries which are highly dependent on migrant workers include healthcare, education
and construction. By considering such aspect, 10% managers of Mc-D presented that Brexit will
not affect the aspect in relation to unavailability of skilled workforce.
Theme 4: External recruitment approaches of Mc-Donald’s will be affected after Brexit to a
great extent
Particulars Views of respondents % of respondents
To some extent 5 25%
To the middle extent 7 35%
To a great extent 8 40%
Total 20 100%
Interpretation and analysis: By conducting primary investigation, it has been identified
that 40% respondents gave their views that Brexit will place direct and high impact on external
recruitment approaches employed by Mc-D. Moreover, in the case of Brexit manager of firm
would not become able to attract individuals from EU through the means of advertisement.
Besides this, MC-D also would not become able to recruit individuals from educational
institutions related to EU countries. On the basis of such aspect, 35% respondents depicted that
15

external recruitment aspect or approaches undertaken by Mc-D will be affected to the middle
extent.
Further, 25% individuals who are selected as respondents show that Brexit will have
some influence on the external recruitment process of Mc-D. In survey, one of the respondents
presented that not only external but also internal recruitment approaches will be affected from
Brexit to a great extent. Moreover, Mc-d places high level of undertaking internal recruitment
techniques such as promotion, transfer etc. Hence, Brexit will also influence such approaches
because current workforce includes individual belongs from EU countries. In this, it would not
be possible for managers to build competent team through the means of promotion and transfer.
Thus, it can be stated that both internal and external recruitment approaches and practices will be
affected after Brexit.
Theme 5: Managers are not satisfied from UK decision in relation to leaving European Union
Particulars Views of
respondents
% of
respondents
Satisfied 2 10%
Highly
Satisfied
3 15%
Neutral 5 25%
Dissatisfied 6 30%
Highly
Dissatisfied
4 20%
Total 20 100%
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Interpretation and analysis: Results of survey clearly presents that 30% managers
dissatisfied and 20% highly dissatisfied with UK’s proposed decision in relation to leaving EU.
In addition to this, 25% respondents who are participated in survey neither satisfied nor
dissatisfied with the decision of UK regarding leaving of European Union. Moreover, such
decision has several negative consequences which in turn directly affect organizational growth.
Moreover, after Brexit wages will incline to the significant level which in turn imposes high
challenge in front of recruiters. In addition to this, Mc-D will also face difficulty in attracting
highly skilled and efficient personnel for job. Thus, by considering all such aspects it can be
presented that decision in relation to leaving EU will not prove to be beneficial form MC-d in
terms of recruitment and selection process.
Theme 6: Positive relationship takes place between recruitment practices and organizational
growth as well as performance
Particulars Views of respondents % of respondents
Yes 16 80%
No 5 20%
Total 20 100%
Interpretation and analysis: The above depicted tabular presentation shows that 80%
respondents presented their views that high and positive relation takes place between recruitment
approaches and organizational growth. This aspect can clearly be supported from secondary data
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investigation which in turn presents that recruitment is the process which is highly concerned
with placing suitable personnel on appropriate job. In addition to this, in the service sector,
productivity and profitability of personnel are highly influenced from the availability of talented
personnel. Moreover, Mc-D operates in service industry where individuals present the quality of
services in the mind of customers. On the basis of such aspect, if HR personnel fail to appoint
suitable personnel on job them it may result into loss of productivity and profitability. Thus, if
recruitment practices undertaken by MC-D are appropriate then it will place positive impact on
organizational growth as well as success and vice versa.
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CHAPTER 5 CONCLUSION AND RECOMMENDATION
5.1 Conclusion
From the above research report it has been concluded that there are mainly two types of
recruitment practices that adopted by most of the firms company for the purpose pooling out the
best candidates to fill the vacant job position. It has been analysed thatthe external recruitment
sources is the effective method for the company to pool out the fresh talent into the workforce. It
is a time consuming, expensive method but it is more effective method than the internal
recruitment sources. For this, most of the Company advertise in the social media websites,
newspaper and magazines etc. It is the longer process of hiring the best talent in the workforce
who put their maximum contribution towards the firm due to which it increases productivity. It
has been also analysed that the people voted for the Britain leave the European Union for which
it directly affects on the British economy. Further, there is a shortage of labour market due to
which the most of the Company raised the wage for the European worker due to shortage of
skills available in the market. In that particular situation, the company adopted the strong brand
employee strategy which is the most effective at the time of shortage of skills. It will direct
impacts on the Company to ability to compete. It has been also analysed from the above research
project the first aim is that to understand the concept of “Brexit”. In the June 23 on referendum
the Britain people voted for the leaving the European Union that affects on the Britain economy.
It will also impact on the labour market due to which most of the fast food industry change their
recruitment approach and some other firm accept the change and survive longer. Further, the
other objective is to understand the recruitment approach of fast food industry is thatthey hire
candidates on the basis of its experience in the restaurant. For which they can effectively able to
deliver a high quality of services to its customers. They effectively finding out the required skills
to fulfil the vacant position by putting them into the right position.
5.2 Recommendation
Brexit has affected overall working of entire industries and impact on practices of
organizations. There are several ways that can help McDonald in reducing negative impact of
Brexit and improving the recruitment practices of the company. These are described as
following:
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 McDonald should train its existing staff members so that they can perform better in the
workplace. By this way cited firm will be able to promote its existing employee to hire
position in order to fill the vacant post. Internal recruitment is the great strategy and skills
gap can be filled up by organizing training program. It will help the McDonald in
improving its recruitment practices and it will be able to retain the talented workers in the
organization for longer duration.
 McDonald should also prepare contingency plan so that if critical situation arise then
cited firm can be prepare to face such condition and can continue performing well
without any complexity.
 McDonald should create positive working environment in the company so that staff retain
in the organization for longer duration. It will help in holding the skilled people in the
workplace for longer duration thus, there would not be requirement to hire additional
staff. Cited firm will be able to manage its operations with the talented employees. These
workers will contribute well in accomplishing the goal of the cited firm.
20

REFERENCES
Books and journals
Gast, D.L. and Ledford, J.R., 2014.Single case research methodology: Applications in special
education and behavioral sciences. Routledge.
Eliasson, R., 2016. Studies on prostaglandin: occurrence formation and biological actions. Acta
Physiologica Scandinavica.46(Suppl 158).pp.1-73.
Wiek, A. and Lang, D.J., 2016. Transformational sustainability research methodology.
In Sustainability Science (pp. 31-41). Springer Netherlands.
Isaacs, A., 2014. An overview of qualitative research methodology for public health
researchers. International Journal of Medicine and Public Health. 4(4). pp.318-318.
Lambert, B., 2016. The frequency of mumps and of mumps orchitis and the consequences for
sexuality and fertility. Acta genetica et statistica medica. 2(Suppl 1). pp.1-166.
Vijay, S and at.al., 2016. Defaults among tuberculosis patients treated under DOTS in Bangalore
city: a search for solution. Indian journal of Tuberculosis. 50(4). pp.185-195.
Azhdarzadeh, M and at.al., 2015. Nanotoxicology: advances and pitfalls in research
methodology.Nanomedicine.10(18).pp.2931-2952.
Geschickter, C.F. and Byrnes, E.W., 2016. Factors influencing the development and time of
appearance of mammary cancer in the rat in response to estrogen. Archives of Pathology.
33. pp.334-356.
Barquero, B. and Bosch, M., 2015. Didactic engineering as a research methodology: From
fundamental situations to study and research paths. In Task design in mathematics
education (pp. 249-272). Springer International Publishing.
Rahmatian, A., 2017. Brief speculations about changes to IP law in the UK after Brexit. Journal
of Intellectual Property Law & Practice.
Nosrati, A., Soly, S.J. and Addai-Mensah, J., 2014. Limestone neutralization of high saline acidic
waste leach solution: Effect of particle size and process time. Chemeca 2014: Processing
excellence; Powering our future, p.1056.
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Bradbury-Jones, C. and Clark, M., 2017. Globalisation and global health: issues for
nursing. Nursing Standard.31(39).pp.54-63.
Dobermann, D., 2017. Insects as food and feed: can research and business work
together?. Journal of Insects as Food and Feed. pp.1-6.
Aid, R.G., 2015. Social Business Review Section. New Scientist. 28.pp.10-11.
Filimonau, V. and Mika, M., 2017. Return labour migration: an exploratory study of Polish
migrant workers from the UK hospitality industry.Current Issues in Tourism. pp.1-22.
O'Donnell, G., Minehan, D. and Blake, G., 2015. Paedophilia and online child exploitation
materials: Ethical and practice issues in psychological treatment. InPsych: The Bulletin of
the Australian Psychological Society Ltd. 37(2).p.14.
Online
Charlie Knight, 2016. How has Brexit impacted recruitment in the UK?. [Online] Available
through: <http://insight.vineresources.com/how-has-brexit-impacted-recruitment-in-the-
uk>. [Accessed on 9th June 2017]
Rebecca Wilson, 2017. Impact of Brexit on attracting talent main challenge for employers in
2017, says BPS World. [Online] Available through: <https://www.recruitment-
international.co.uk/blog/2017/01/impact-of-brexit-on-attracting-talent-main-challenge-
for-employers-in-2017-says-bps-world>. [Accessed on 9th June 2017]
Angela Hood, 2016. How Brexit Could Impact Diversity in Recruitment. [Online] Available
through: <https://www.thiswayglobal.com/blog/diversity/brexit-impact-diversity-
recruitment/>. [Accessed on 9th June 2017].
22

Questionnaire
Q.1 Do you agree that Brexit will highly affect the recruitment process and practices of Mc-
Donald’s?
 Agree ()
 Strongly agree ()
 Neutral ()
 Disagree ()
 Strongly disagree ()
Q.2 Do you think after Brexit will create difficulty in front of recruiters in relation to appointing
talented personnel?
 Yes ()
 No ()
Q.3 Do you agree that Brexit result into shortage of skilled personnel within Mc-Donald’s?
 Agree ()
 Strongly agree ()
 Neutral ()
 Disagree ()
 Strongly disagree ()
Q.4 In accordance with you, to what extent external recruitment practices of Mc-Donald’s will
be affected after Brexit?
 To some extent ()
 To the middle extent ()
 To a great extent ()
Q.5 Are you satisfied with the proposed decision of UK in relation to leaving EU?
 Satisfied ()
 Highly satisfied ()
 Neutral ()
 Dissatisfied ()
 Highly dissatisfied ()
23

Q.6 Is there any positive relationship takes place between recruitment practices as well as
organizational growth and performance?
 Yes ()
 No ()
Q.7 Do you want to give any suggestion regarding improvement .......Kindly specify with valid
reasons
24