The Importance of Recruitment in Organizations

This assignment delves into the crucial role of recruitment within organizations. It examines the multi-stage process involved in hiring qualified personnel, highlighting key aspects such as interviewing and evaluating candidates. The document emphasizes the importance of recruitment for acquiring a skilled workforce, ultimately contributing to an organization's growth and effectiveness.

RECRUITMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASKS ............................................................................................................................................1
P1 Planning of recruitment using internal and external sources...............................................1
M1...............................................................................................................................................2
P2. Impact of the legal and regulatory framework on recruitment.............................................3
M2 & D2.....................................................................................................................................4
P3 Prepare the documents used in selection and recruitment activities.....................................5
P4. Plan to take part in a selection interview..............................................................................5
D1 ...............................................................................................................................................6
P5. Take part in a selection interview.........................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................8

INTRODUCTION
The process of finding and hiring the best-qualified candidate (from within or outside of
an organization) for a job opening, in a timely and cost effective manner (Jenkins and et. al.,
2011). The recruitment process includes analysing the requirements of a job, attracting
employees to that job, screening and selecting applicants, hiring, and integrating the new
employee to the organization. The present report is based on the recruitment of workers. In this
project, the impact of the legal
and regulatory framework on recruitment and selection activities are described.
TASKS
P1 Planning of recruitment using internal and external sources
Within this assessment I will be evaluating how external and internal are used during
recruitment within both Sainsbury’s and IKEA. There are many different reasons why vaccines
within a business occur, for example within Sainsbury’s it is likely that a job would be advertised
for such reasons as:
 The company has had to fire and remove an employee for misconduct.
 An employee passes away.
 An employee has left for reasons such as retirement, new job opportunity etc.:
 Long term sickness leave or holiday results in a temporary vacancy that needs to be
filled.
 An employee within Sainsbury’s has been promoted producing a new vacancy.
 Increase in demand of the product offered by this company may result in staff needing
to be
 increased.
 The company has produced a large amount of profit resulting in them having the ability
to invest
 in the increase in staff.
 Sainsbury’s is planning on expanding their business.
Internal Recruitment
Internal recruitment is the process of recruiting within the business through stages such as
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recruitment and re-training of staff. If a company is unable to find any suitable candidates they
will progress on to external recruitment (Greene and et. al., 2012). The advantage of using
internal recruitment compared to external is that it’s cheaper and quicker. The employees within
Sainsbury’s are also aware as to how the business operated and are familiar with any procedure,
resulting in limited training being needed. The idea of being promoted also motivates staff to
perform at their best which allows for a business like Sainsbury’s to operate to an excellent
standard.
M1
Documents Purpose of documents
Job Advertisement The purpose of a job advertisement is to
advertise the job and what the role/hours/pay
and description of the role. Another purpose
for a job advertisement is to bring in the ideal
candidates for the job role and this allows more
compatible candidates for the job and it reduce
time interviewing candidates who don’t have
the right skill according to the job description.
The other purpose of a job advertisement is to
give an opportunity for a variety of people and
experiences.
Job Description The purpose of a job description is to provide
prospective employees with a description of
specific job expectations and functions.
A job description also serves as the starting
point for employee recruitment. A job
description is usually a two-to-four-page
document which outlines the requirements and
details of a specific position. An overview of
the job as well as specific duties that the job
entails is provided in the job description.
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Person Specification The purpose of a specification is to describe
the qualifications, skills, experience,
knowledge and other attributes (selection
criteria) which a candidate must possess to
perform the job duties. The specification
should be derived from the job description and
forms the foundation for the recruitment
process.
Cover letter The purpose of the cover letter is to introduce
yourself to an organization, demonstrate your
interest in the company or a specific vacancy,
draw attention to your resume and motivate the
reader to interview you. Often this letter is the
first contact you have with a prospective
employee.
Application form The purpose of an application form is to allow
pre-screening the job applicants. Contact
information, employment history, educational
information, employment history, educational
background and references are standard pieces
of information communicated from applicant
to employer on job application forms. The
other purpose of the job application form is
that it allows the employer to get a better
picture of the applicant with the hobbies,
interests, skills and employment history.
Curriculum vitae The purpose of the CV is to be used when
applying for a job.
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P2. Impact of the legal and regulatory framework on recruitment
Legislation is one of the biggest factors to affect the way a business is operated. They are
laws from the government meaning they have to be abided, if not, the firms can face
consequences including fines and prosecution. It is important in the recruitment process
because it provides protection for employee rights, insurance and job security, if someone is
wrongfully terminated, or discriminated against, the laws are put in place to help them.
 Sex Discrimination Act 1975 : Discrimination is when people act on their judgements of
certain individuals. When a person is treated less favourably than a person of the opposite
sex.
 The Sex Discrimination act : Specifically protects men and women from discrimination
based on their gender and promotes equality in the workplace. It covers equal pay for
men and women who have the same or similar job (Dawson and et. al., 2011). It was
amended in 2004 to also protect transgender individuals.
 Direct discrimination : is when an employer treats a woman less favourably than a
man. For example; a woman is not considered for a job because they are able to have
children, which means they will have to take maternity leave and the employers have to
find someone to substitute them in the meantime (Chambers and Trippel, 2012). For
example, a man and a woman may have equal qualifications for a job, but the man would
be promoted because he is perceived as better suited as he is less likely to have time off
work.
 Indirect discrimination : can occur when a firm changes their policies or rules, which
apply to everyone, but mainly affect a particular sex. This will likely put them at a
disadvantage. An example of this is when a firm introduces a rule where every employee
has to work full-time but more women have to take care of their children, which makes it
difficult or unable to follow this rule.
M2 & D2
In this task, I will be analysing my contribution to the selection process in a given
situation. Firstly, I will be analysing the comments which I received from the interviewer for my
interview. In terms of strengths comes the fact that I was calm, confident in myself and also
maintained constant eye contact with the interviewer. This benefited me as when I was asked
questions, even though it demanded a lot of thoughts, I managed to do so effectively by stating
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and backing up my points. Moreover, from previous research, I had a strong knowledge of the
skills set required of sales personnel and thus I was able to reply to questions with appropriate
answers, demonstrating that I indeed have an interest in the job position. However, next time, I
would like to provide more in-depth and detailed responses. For instance, instead of simply
saying that I’ve got the required skills and listing them, I could also quote real examples when I
have actually used such skills to strengthen my points and impress interviewers.
P3 Prepare the documents used in selection and recruitment activities
Required experience: Hospitality and Bartending of 1 year
We are looking to recruit an experiences Bartender to work in our brand new restaurant on a full-
time basis. With us you will enjoy your job and have fun whilst working in a professional and
busy environment. Ego is focused on bringing the public excellent Mediterranean food at
affordable prices. We currently have 11 restaurants across England (quickly growing); this is a
company which you will be excited and proud to work for (Breaugh, 2017). Ego Cannock is our
newest restaurant, having been open for only 4 weeks, therefore it is the perfect time to join the
team and become one of the Ego family!
Responsibilities for the job:
 Cocktail making
 High standard customer service and interaction
 Bar service (maintaining a high standard of hygiene)
 Coffee making
 Cellar maintenance (barrel changing)
P4. Plan to take part in a selection interview
The steps involved in selection interview are listed below:
 Step1: Before I carry out the interview, I will short list the applicants I have received
from the candidates with a checklist, using job description and person specification to
create the criteria.
 Step 2: To be able to create interviews questions I will use the job description and person
specification to help me create specific questions. I will consistently ask each candidate
the same questions to be able compare their answers in evaluations process.
 Step 3: Use the application forms to ask more detailed questions to specific candidates.
For example, if they mention some previous work experience. I can use their application
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form to ask what skills they learned or experience they gained, this will help to gain a
better insight on their work ethic.
 Step 4: Then I will check the availability of an appropriate venue, date and time.
 Step 5: Invite candidates to interview
 Step 6 : Ensure there are beverages to offer and documentation to help the interview
process, such as candidates CV's . Before, I see them , I will review the documents to ask
questions related to the candidates.
 Step 7: Structure the interview - Introduce yourself, asking general questions, then ask
 consistent questions about the job itself and the candidates personal experiences or skills,
 then give candidates a chance to ask questions.
 Step 8: Use the scoring/evaluation sheet to compare and evaluate the candidates, with the
 shortlist checklist.
 Step 9: Follow up the interview - offer job to successful applicants on the phone, because
it is quick and gives them the opportunity to decline.
D1
The job description is a useful report in the fact that it gives the candidates a review of the part of
the employment and the tasks and obligation's they will complete. This is valuable to the
candidates on the grounds that it informs them about the main things that they will partake in
during the course of the job role they are accepting and they can make a judgement on whether to
request the employment or not. The job description also outlines what the job contains and is a
brief description of what is expected of the candidate and gives them an idea of what they are
applying for. It also gives the candidate the chance to see whether it’s part time or full time and
the capabilities that are required for the part therefore providing with applicants whether they are
qualified and suitable for the job.
P5. Take part in a selection interview
In this assignment I’m going to take part in a selection Interview. In the process of the
interview I will try to be at least 15 to 20 minutes early. This will allow me to use any waiting
time to review my notes. Being late or just barely on time tends to cause stress and it can show
during the interview. Before the interview process I researched the company and specially the
job description and how its in the particular business unit. I also got as much background
information as I could to show my abilities for doing the job responsibilities and duties. I had
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done this so that I wouldn’t get caught speechless. In the process I wrote down and practised at
least five questions to ask the interviewer, to show how much I cared about this kind to work.
Questions I asked included: Is there room for growth? Who I'll be working with most closely?
and Can I take extra courses to improve my ability on my job? These questions gave myself a
way to reject on the interview later, just in case I ended up having to decide between multiple
positions later on in the future. My wardrobe is a sign of how profession I am for this reason I
made sure I dressed smart and not too casual. If I was to get the job my dress sense wouldn’t
change. This is because when my co-workers and customers look at me; they should
immediately feel comfortable working with me. My phone was turned of because having my
phone ring in the interview would of lowered my chances allot as it looks very unprofessional.
Threw out the interview I will be remaining respectful, professional and confident, I may smile a
little but not with a pasted on grin as that could show I was nervous. I told the employer what my
unique selling points are and how I can match their highlights to what they want.
CONCLUSION
From the above based report it has been concluded that recruitment is a very important
part of any organisation as this allows them to hire skilled work force. This is done in a long
process of taking interviews. After the interview the result is announced and selection of skilled
workers gets completed.
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REFERENCES
Books & journal
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. p.12.
Chambers, R.C. and Trippel, E. eds., 2012. Early life history and recruitment in fish populations
(Vol. 21). Springer Science & Business Media.
Dawson, M.A., and et. al., 2011. Inhibition of BET recruitment to chromatin as an effective
treatment for MLL-fusion leukaemia.
Greene, A.W., and et. al., 2012. Mitochondrial processing peptidase regulates PINK1
processing, import and Parkin recruitment. EMBO reports. 13(4). pp.378-385.
Jenkins, S.J. and et. al., 2011. Local macrophage proliferation, rather than recruitment from the
blood, is a signature of TH2 inflammation. Science, 332(6035).pp.1284-1288.
Kolaczkowska, E. and Kubes, P., 2013. Neutrophil recruitment and function in health and
inflammation. Nature reviews. Immunology. 13(3).p.159.
Png, K.J., and et. al., 2012. A microRNA regulon that mediates endothelial recruitment and
metastasis by cancer cells. Nature. 481(7380). p.190.
Smith, P.H., 2015. Labyrinths of power: political recruitment in twentieth-century Mexico.
Princeton University Press.
Online
Recruitment and selection. 2017. [online]. Available through :
<https://www.ahri.com.au/assist/recruitment-and-selection>. Accessed on 17th August
2017.
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