Human Resource Recruitment and Selection Process

This report explores the main functions of a human resource department, including remitment and selection. It discusses various recruitment processes, both internal and external, and examines the impact of legal and regulatory structures on these activities. The company prepares documents for a sales assistant vacancy, which includes a job description, person specification, and job advertisement. As a recruitment assistant, it is essential to participate in the selection interview process.

RECRUITMENT AND
SELECTION IN BUISNESS

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Two organizations plan recruitment using internal and external sources .............................4
Internal recruitment...........................................................................................................4
TASK 2............................................................................................................................................6
P2 Impact of legal and regulatory framework.............................................................................6
TASK 3............................................................................................................................................7
P3 Prepare documents used in selection and recruitment...........................................................7
TASK 4............................................................................................................................................8
P4 Plan to take part in selection interview .................................................................................8
P5 Take part in Selection interview ...........................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................12
.........................................................................................................................................................1

INTRODUCTION
Recruitment and Selection both are main part or functions of human resource
management. Recruitment is a process of finding and hiring the best and qualified candidate. The
candidate can be from within organisation and can be outside an organisation. And it is positive
process. In selection, HR manager select best employee who have good skills and abilities to
perform job. Tesco is a multinational grocery company. It is the third largest retailer in the
world. This company deals in books, electronics, clothes, toys etc. in this report, mentioned that
two organisations plan recruitment by using internal and external sources. There are some impact
of legal regulatory on recruitment and selection activities (Zhao and Liden, 2011). Company
prepare documents which are used in the activities related to recruitment and selection. The
organisation, conduct interviews of candidates in various ways like telephonic, face to face,
panel, walk in interview etc.
TASK 1
P1 Two organizations plan recruitment using internal and external sources
The Tesco and Land Rover use different internal and external sources of recruitment.
Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco
advertises jobs in different ways. The process varies depending on the job available.
Internal recruitment
Tesco first looks at its internal Talent Plan to fill a vacancy (Treweek, Mitchell and
Jones, 2010). This is a process that lists current employees looking for a move, either at the same
level or on promotion. If there are no suitable people in this Talent Plan or developing on the
internal management development programme, Options, Tesco advertises the post internally on
its intranet for two weeks.
External recruitment
For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-
careers.com or through vacancy boards in stores. Applications are made online for managerial
positions. The chosen applicants have an interview followed by attendance at an assessment
centre for the final stage of the selection process. People interested in store-based jobs with

Tesco can approach stores with their CV or register though Job centre Plus. The store prepares a
waiting list of people applying in this way and calls them in as jobs become available.
For harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco
advertises externally:
 through television and radio
 by placing advertisements on Google or in magazines such asThe Appointment
Journal.
 through its website and offline media.
Tesco will seek the most cost-effective way of attracting the right applicants. Tesco
makes it easy for applicants to find out about available jobs and has a simple application process
(Treweek,Mitchell and Jones, 2010). By accessing the Tesco website, an applicant can find out
about local jobs, management posts and head office positions. The website has an online
application form for people to submit directly.
Land Rover
Land Rover is a British car manufacturer which specialises in four-wheel drive vehicles,
and are famously renowned for the creation of ‘off-road’ vehicles such as the Defender,
Freelancer and now more recently the exclusive Range Rover collection.
Internal and External sources used to recruit
Land Rover recruits internally and externally, depending on the vacancy available.
However it is true that when recruiting internally, it saves time and it is a cost effective method
to recruit, so it is likely that Land Rover would prefer to recruit internally, if they had the choice.
By recruiting internally, they can post advertisements on their Intranet for their current
employees to see, and also ‘in-store’ for example in staff rooms, where their staff are likely to
see it (Siavelis, 2012). If Land rover chose to recruit externally, this may be time-consuming and
fairly expensive and an opportunity cost would be that Land Rover could invest this money
elsewhere for example in Bonus Schemes, but it would allow other people who may bring new
ideas and strategies, to join the company which may benefit them. Land Rover only advertise
externally using one method, which is on their website, on a specific page that is dedicated to
vacancies, which is the cheapest method of external recruitment, as it is their own website. In
terms of recruitment, it is clear that the more cost-effective and time-effective method of

recruitment is Internal, but it seems that with External recruitment other benefits can be gained
too.
TASK 2
P2 Impact of legal and regulatory framework
In Tesco company, there are lots of different legal and ethical limitations the HR
department within a business has to consider during recruitment.
The different laws involved during recruitment are as follows:
Sex Discrimination Act 1975 – This specific act makes it illegal to judge someone’s
potential based on their gender. This impacts recruitment because it means that companies are
now obliged to treat both men/women equally, and give them the same opportunities (Osoian
and Zaharie, 2013). This act also forces companies to pay the employees equally (depending on
the job rank) regardless of gender, which is also involved in the Equal Pay Act 1970.
Race Relations Act 1970 – This act was introduced by the parliament to ensure that
regardless of race, everybody would be offered the same opportunities. Just like the sex
discrimination act this means that during recruitment a company is obliged to treat each
candidate equally and is illegal for them to judge someone’s ability to do a job based on the
colour of their skin.
Disability Discrimination Acts 1995 and 2005 – This act is there to end discrimination
towards those who have a disability. This includes during education, employment, licences,
access to goods and renting land. This impacts recruitment because it means it is against the law
for a company to not allow someone a job even though they are perfectly able and qualified.
National minimum wage – This is the minim amount a company can pay an employee
based on their age (Ofori and Aryeetey, 2011). This effects recruitment because it means that
they are obliged to offer all employees equal pay, this means that before the HR department
decides they need new employees they will have to consider the added expenditure.
Employment Act 2002 – This act is specifically allows the right for parents to request
flexible working hours, and such time off as maternity leave. During recruitment a company will
firstly have to specify the hours they are advertising. The will also have to be aware of the
candidates schedule and try work with them to meet a mutual agreement that will fit both parties.
This act limits the control a business has of just refusing the person a job if they can’t fit the

hours advertised. They are also no aloud to not employ women based on the fact she might
become pregnant in the future.
TASK 3
P3 Prepare documents used in selection and recruitment
Tesco company prepares some documents which are used in recruitment and selection
activities (Forstenlechner, Madi and Rutledge, 2012). For vacancy of Sales Assistant,
organisation prepares three documents job description, person specification and job
advertisement.
Job description
Job Description
Title Sales Assistant
Company Tesco
Report to Sales manger
Summary of position Candidate with smart
communication and with good
skills and abilities
Duties and responsibilities Dealing with customers and
their complaints, responsible, Stocking shelves with merchandise.
Qualification Masters in marketing field
Person Specifications
Attribute Essential
Education Good standard of literacy and numeracy
Communication Skills Friendly and approachable manner. Ability to interact well with
all customers and visitors

Customer service Excellent customer service skills. Positive, helpful attitude
General Appearance Smart general appearance
Responsible Attitude Applicants are required to be reliable and responsible in their
dealings with other people and when handling money.
Job Advertisement
1. Experience – Minimum 1 to 3 years in the field of marketing
2. Location- Luton in United Kingdom
3. Salary- 4.5 lacs per annum
4. Job Description- Sales Assistant
5. Timings- 10 to 6
TASK 4
P4 Plan to take part in selection interview
At the time of selection process, as a Human Resource assistant I am taking part in the
selection interview. There are few steps are followed in selection interview:
Step 1: Before I carry out the interview, I will shortlist the applications I have received
from the candidates with a checklist, using the job description and person specification to create
the criteria.
Step 2: To be able to create the interview questions I will use the job description and
person specification to help me create specific questions (Fletcher, 2013). I will consistently ask
each candidate the same questions to be able compare their answers in the 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 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 the candidate to the interview.

Step 6: Ensure there are beverages to offer and documentation to help the interview
process, such as the candidate CV’s. Before I see them, I will review the documents to ask
questions related to the candidate. For example, asking about the responsibilities they had at a
previous job or work experience they had.
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 (Dipboye, Macan and Shahani-Denning, 2012).
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. Then send out letter of regret to
unsuccessful applicants.
P5 Take part in Selection interview
The Selection is very important process in the organisation. In selection, organisation
select the candidate according to his/ her capabilities or skills (Cordner and Cordner, 2011).
Candidate should be able to perform the task or job. So, company conduct the selection interview
to select or choose the best candidate for vacant positions. In this interview, I will take part as a
Human Resource assistant. In Tesco company, an interviewer is an important person of any
business organisation. As an interviewer , I will take care of all aspects or point which can affect
the selection interview in a positive as well as in a negative way . I will analyse the candidate on
the basis of his knowledge and skills so that most suitable employee can be chosen for
betterment of the company. The sequence of interviewer will be scheduled so that there will be
no confusion about questions to ask to candidate during selection interview. I will observe the
gesture or body language of candidates to see if he is honest regrading his vies and opinion
which can affect workplace of organisation.
Another role I will play that I will make efforts to market my company so that candidates
also make effort to get the job we are offering. As an interviewer I will make sure that I let
candidate to ask about offering in term of salary, incentives and other benefits which can affect
the chances of his desire to come in our company in future (Breaugh, 2017). I will be prepared
for interview in advance so tat I can represent my company in an attractive way in front of
candidate. Along with these, I will be clear about interview process so that no false offering can

be offered to candidates .As it might mislead them and disappointed them which can affect their
performance in the long term. Thus as an interviewer, I will try not to conduct a lengthy selection
process for candidates.
CONCLUSION
It is concluded from the above report that remitment and selection are the main functions
of human resource department. Appoint the candidates according to their skills, capabilities. In
this report, studied that there are different process of recruitment in two different organisations
whether, the recruitment is internal or external. In the organisations, there are some impact of
legal and regulatory structure on the activities of recruitment and selection. The company
prepares the documents for the vacancy of sales assistant. The documents are job description,
person specification and the job advertisement. As a recruitment assistant, I will take part in the
selection interview of company.

REFERENCES
Books and Journals
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, p.12.
Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and
retention of women police. Police Quarterly. 14(3). pp.207-226.
Dipboye, R.L., Macan, T. and Shahani-Denning, C., 2012. The selection interview from the
interviewer and applicant perspectives: Can’t have one without the other. The Oxford
handbook of personnel assessment and selection, pp.323-352.
Fletcher, C., 2013. 1 6 IMPRESSION MANAGEMENT IN THE SELECTION INTERVIEW.
Impression management in the organization, p.269.
Forstenlechner, I., Madi, M.T. and Rutledge, E.J., 2012. Emiratisation: determining the factors
that influence the recruitment decisions of employers in the UAE. The International
Journal of Human Resource Management. 23(2). pp.406-421.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
enterprises: Perspectives from Ghana. International Journal of Business Administration.
2(3). p.45.
Osoian, C. and Zaharie, M., 2013. Job recruitment and selection practices in small and medium
organisations. Studia Universitatis Babes Bolyai-Oeconomica, (2), pp.86-94.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Treweek, S., Mitchell, E. and Jones, R., 2010. Strategies to improve recruitment to randomised
controlled trials. The Cochrane Library.
Zhao, H. and Liden, R.C., 2011. Internship: a recruitment and selection perspective. Journal of
Applied Psychology. 96(1). p.221.
Online
Key Legislation regarding Recruitment and Selectio, 2017.[Online]. Available through:
<https://www.sheffield.ac.uk/hr/recruitment/guidance>. [Accessed on 6th June 2017].