Recruitment and Selection Practices Analysis

This assignment requires an in-depth analysis of recruitment and selection practices. Students must examine different types of recruitment strategies, the influence of power dynamics on hiring decisions, and the challenges faced by diverse groups in the job market. The analysis should consider various theoretical perspectives and draw upon empirical evidence from academic sources to provide a comprehensive understanding of this crucial HR function.

RECRUITMENT AND SELECTION IN BUSINESS
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TABLE OF CONTENTS
Task 1 (P1)............................................................................................................................................3
Recruitment using internal and external sources ............................................................................3
Task 2 (P2)............................................................................................................................................4
Impact of legal and regulatory framework on recruitment and selection activities.........................4
Task 3 (P3)............................................................................................................................................4
Documents used in the selection and recruitment activities............................................................4
Task 4 (M1)..........................................................................................................................................5
Purpose of different documents.......................................................................................................5
Task 5 (D1)...........................................................................................................................................5
Usefulness of the documents in the interview pack.........................................................................5
Task 6 (P4)............................................................................................................................................6
Take part in selection interview.......................................................................................................6
Task 7 (M2)..........................................................................................................................................7
Contribution in the selection process...............................................................................................7
Task 8 (D2)...........................................................................................................................................7
Own experience of planning and participating in the recruitment and selection process ...............7
Task 9 (P5)............................................................................................................................................8
Take part in a selection interview....................................................................................................8
References............................................................................................................................................9
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TASK 1 (P1)
Recruitment using internal and external sources
In order to fill the position of Office Manager, following process of recruitment has been adopted.
BAILEY BUS AND COACH COMPANY
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PURPLE MAIL COMPANY
Sources of recruitment
 Internal sources like promotion, job rotation and changing job responsibilities are some of
the techniques that could be adopted by Bailey Bus and Coach Company for hiring new
person for the office manager (Evans, 2012). This can also reduce the cost of training.
 External sources are advertisement, reference groups and company placement through
which cited business can hire candidate for office manager.
Why vacancies occur
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 Vacancies occur especially when organization expand its operations and also during work
load.
 At Bailey Bus and Coach Company, job vacancy has occurred because the management has
expanded the operations and they do not have enough people to manage the work processes
(Gamage, 2014).
 Need of proficient people leads the organizations to recruit candidates.
 Recruitment is required so as to employ more people for the work management.
TASK 2 (P2)
Impact of legal and regulatory framework on recruitment and selection activities
 At the time of recruiting people, it is essential for Bailey Bus and Coach Company to
consider legal and ethical aspects.
 Under this process, equal opportunities should be delivered to all candidates and major
consideration should be given towards skills and competencies of the candidates (Garner,
2012). This is essential in promoting working standards of the company.
 Further, while recruiting people, equal preference should be given to males and females both
so that they can apply for the respective job profile.
 Discrimination should not exist in any process of the organization as that might hamper the
values of the organization (Kenny, 2013).
 Further, according to legal facets, Bailey Bus and Coach Company should avoid biasness so
that equal chances can be given to all the deserving candidates.
 Apart from this, at the time of conducting interview session, the manager should ask only
appropriate questions that are related to the job profile and personal questions should not be
asked.
TASK 3 (P3)
DOCUMENTS USED IN THE SELECTION AND RECRUITMENT ACTIVITIES
JOB ADVERTISEMENT JOB DESCRIPTION PERSON SPECIFICATION
The position of the Office
Manager can be filled through
advertising the vacancy from
sources like internet, television
and radio (Knechtges and Xiao,
2014). In the job advertisement,
specific information about
The entire job responsibilities
of office manager at Bailey Bus
and Coach Company should be
provided to candidates so that
they can have entire knowledge
about the working aspects.
Moreover, in terms of job
In order to apply for the
position of Office Manager, the
candidate must have experience
of more than 2 years in the
operational department
(Peterson and Bell, 2012).
Further, the candidate should
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company location and job
aspects should be provided so
that candidates can have brief
idea regarding the job profile.
description, manager should
specify the advantages of the
job profile. Along with this,
amount of salary should be
specified to the candidate
(McKim and et.al., 2012). Thus,
selected person will have to
receive phone calls so as to
provide tracking information to
the customers. Further to
manage administration process,
the person must have the ability
to access computer system so as
to record each and every aspect
of the service (Shen, 2015).
have good communication
skills so that they can interact
properly with the clients.
The person must be capable and
skilled enough to meet all the
requirements of Bailey Bus and
Coach Company.
TASK 4 (M1)
Purpose of different documents Job advert: Job advertisement is necessary in recruitment process as this aid in identifying
the areas which are vacant and where skilled people need to be recruited. With the help of
this aspect, range of people can be persuaded towards the profile of the office manager. Job description: It is essential for the interviewers to describe the job profile to the
candidate so that they can decide if they want to work with Bailey Bus and Coach Company
(Ward, Siegel and Davenport, 2012). Job description is useful to make the job roles clear. At
the initial stage, detailed information about the work should be provided to the candidates so
that they can conduct their roles and responsibilities in the prominent manner.
 Person specification: Bailey Bus and Coach Company must have to specify the necessities
which they look for the person. In the present case, experienced and qualified employee is
required; therefore the company should inform the candidates about these aspects.
All the above mentioned documents are essential for the organization since they help in
specifying each and every aspect of the job profile (Zaharie and Osoian, 2013). However, it has
several disadvantages also such as detailed job description sometimes creates burden and candidates
feel pressurised. Having specific requirements for the person can de-motivate candidates especially
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when they do not have such competencies.
TASK 5 (D1)
Usefulness of the documents in the interview pack
While conducting the interview session, the manager of Bailey Bus and Coach Company use
numerous documents so as to make everything clear about the job roles and responsibilities.
However, personal information about the candidates is also collected so as to get evidence about
every facet. Moreover, the company has saved time in recruitment process because due to person
specification, only experienced people have applied for the vacant position. Apart from this, person
specification has also helped the manager to identify how much the individual is capable in
handling all the roles and responsibilities (McKim and et.al., 2012). Further, job description was
also useful for the managers as they came to know about the interest level of the candidates. The
feedback of candidates has also been taken for identifying efficiency of the business processes.
TASK 6 (P4)
Take part in selection interview
At the time of conducting interview session, feasible questions will be asked to get proper
information about the candidates.
Recruitment plan
Name: Bailey Bus and Coach Company (company name)
Year of establishment: 2010
Recruitment plan for the year: 2016 (Plan is made for current year)
Positions to be filled:
Position 1 - Office Manager at Bailey Bus and Coach Company
Qualities that are essential in any new recruitment for the company
Person is capable enough so that all the administration processes can be managed adequately. For
this respect, Bailey Bus and Coach Company must mention each and every aspect about the
recruitment process.
Dates and location of the recruitment process
Date and Day: Friday – 26.08.2016
Location: Seminar hall of the Bailey Bus and Coach Company
Contact for more information
[e-mail]
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Interviewer is required to have an original CV of the candidates to get in-depth knowledge
about academic and professional qualifications of the candidate. With the help of CV, qualifications
can be identified and accordingly responsibilities can be decided for the candidate (Knechtges and
Xiao, 2014).
Further, cover letter is also required to be submitted by the candidates. This should include
request for the present vacant position and along with this candidates have to specify why they are
suitable for the job position.
The above documents should be attached with the application form which specifies that
candidate is applying for a specific job position.
Five interview questions:
Q1. Why you want to work with the company?
Q2. What are your expectations (in terms of growth) for the next six months?
Q3. Why should we select you?
Q4. How you are different from others?
Q5. Tell us something about the workplace time management?
TASK 7 (M2)
Contribution in the selection process
Along with the other people in interview committee, I also participated in the process and I
asked a few questions from the candidates related to their academic fields and qualifications
(Gamage, 2014). I was at the position in which I had to note down the responses of candidates in
different questions. Moreover, I also focused on experience level of the candidates as the company
desires to select only experienced people who have the knowledge regarding office work
management. Some of the panel members were quite satisfied with my performance as I asked a
few questions that helped all the interviewers to get knowledge about the candidates. Further, in
order to acquire feedback from the members of interview panel, I asked them to fill a sheet for me
and according to that, I came to realize that I performed well in the interview session (Recruitment
and selection, 2012). As mentioned in the above section, we all have asked similar questions only.
TASK 8 (D2)
Own experience of planning and participating in the recruitment and selection process
Strengths Weaknesses
The selection process conducted at Bailey Bus
and Coach Company was effective as each and
Some of the candidates were nervous; hence
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every aspect about recruitment was properly
defined and mentioned (Al-Adwani, 2014).
All the members in the panel maintained proper
coordination while asking questions from the
candidates.
Questions were related to the professional
aspects only.
they did not give proper response.
Lack of time for each interview hampered the
process.
People had difference in opinion; therefore
somewhere it contradicted the suggestions for
selection.
However, at the time of conducting market research, Bailey Bus and Coach Company should
emphasize on relevant sources so that all the processes can be managed in an adequate manner
(Edling, 2015). Germane sources should be utilized for the purpose of identifying market feasibility.
TASK 9 (P5)
Take part in a selection interview
WITNESS STATEMENT
P3 Documentation for an identified vacancy I have given information to the candidates
regarding the job roles and responsibilities to
avoid confusion and misunderstanding.
P4 Plan for an interview
(CV
Cover Letter
Application form
Five interview questions)
I have identified a few points of modifications
in the CV like earlier working experience and
strengths of the candidates. Question of
interview were good and were also easy to
respond.
P5 Comments for the candidate as
interviewer:
Was the learner prepared as an
interviewee?
I was all prepared prior conducting the
interview sessions.
P5 Comments for the candidate as an
interviewer
Was the learner prepared as an
interviewer?
While asking questions, I have prepared notes
where in I recorded response of each and
every interviewee.
M2 Learners should ensure that an
application pack is prepared and that all
the necessary documentation is provided
Application pack was ready for all the
interviewees.
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for the interviewee and the interviewers.
M2 Was the interview organised and
conducted in a professional manner?
Can you see the ability of the participant
to ask appropriate questions?
Quality of participation?
Communication and listening skills?
The quality of questions asked?
Interviewees have responded in a positive
manner and everything was discussed with
them regarding the job responsibilities.
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REFERENCES
Books and Journals
Al-Adwani, A. B., 2014. The Extent to Which Human Resources Managers in KNPC Believe in
Human Resource Investment. InternFational Business Research. 7(4). p.132.
Bleijenbergh, I. L., van Engen, M. L. and Vinkenburg, C. J., 2012. Othering women: fluid images
of the ideal academic. Equality, Diversity and Inclusion: An International Journal. 32(1).
pp.22-35.
Edling, M., 2015. A Radical Academy of Fine Art?: Power and social dimensions in recruitment to
the fine art professorships at the Royal College of Art in Stockholm, Sweden 1938-
2000. Passepartout-Skrifter for kunsthistorie. (36). pp.117-138.
Evans, E., 2012. Selecting the ‘right sort’: Patterns of political recruitment in British by-
elections. Parliamentary Affairs. 65(1). pp.195-213.
Gamage, A. S., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An
analysis of the link with business performance. Ruhuna Journal of Management and Finance.
1(1). pp.37-52.
Garner, E., 2012. Recruitment and Selection. Bookboon.
Kenny, M., 2013. Gender and political recruitment: Theorizing institutional change. Springer.
Knechtges, D. R. and Xiao, T., 2014. Wen Xuan or Selections of Refined Literature, Volume I:
Rhapsodies on Metropolises and Capitals (Vol. 1). Princeton University Press.
McKim, D. A. and et.al., 2012. Editors’ Selections From This Issue.
Peterson, J. M. and Bell, S. S., 2012. Tidal events and salt‐marsh structure influence black
mangrove (Avicennia germinans) recruitment across an ecotone. Ecology, 93(7), pp.1648-
1658.
Shen, Z., 2015. Study of Reasonable Selections of Chinese Peasants' in Situ Entrepreneurial
Projects. Canadian Social Science. 11(3). pp.101.
Ward, L., Siegel, M. J. and Davenport, Z., 2012. First-generation college students: Understanding
and improving the experience from recruitment to commencement. John Wiley & Sons.
Zaharie, M. and Osoian, C., 2013. Job Recruitment and Selection Practices in Small and Medium
Organizations. Studia Universitatis Babes-Bolyai. 58(2). pp.86-94.
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Online
Recruitment and selection. 2012. [Pdf]. Available through: <http://www.che.nl/~/media/Academie
%20Mens%20en%20Organisatie/MO/Timisoara2012/Paper%20IHRM%20Recruitment
%20%20Selection%20def.pdf>. [Accessed on 10th August 2016].
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