Recruitment and Selection Process

This assignment delves into the complexities of the recruitment and selection process. It examines various sources used in this process and provides insights into the roles played by different individuals. The document also outlines the responsibilities associated with each role, guiding potential participants on how to contribute effectively. Additionally, it aims to educate school children about the operational procedures within companies.

RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Organisations plan recruitment using internal and external sources....................................1
P2. Impact of the legal and regulatory framework on recruitment and selection.......................2
TASK 2............................................................................................................................................3
P3. Documents used in selection and recruitment activities.......................................................3
TASK 3............................................................................................................................................5
P4. Ways to take part in a selection interview............................................................................5
P5. Part in a selection interview..................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
“Human Resources isn’t a thing we do. It’s the thing that runs our business.”The aim of
this project is to introduce scholar to recruitment and the importance of ensuring that the best
people are chosen to work in organisations. Learners will study selection and recruitment method
and will set up, and take part in, a selection interview. This assignment consist of a study about
the visit of school's children to New staff Employment Services Ltd in Luton premises the
famous recruitment and selection advisor and how company brief to students about this process
and its working. This will help children to acknowledge about how New staff Employment
Services Ltd works.
TASK 1
P1. Organisations plan recruitment using internal and external sources
Reasons for vacancies:
 Long-term sickness of existing employee
 Maternity leave
 Retirement
 Transfer and Termination
HOUSE OF FRASER is a British, national organisation within the retail industry, that
sell an array of products under 5 main departments in-store store from Handbags to Televisions
to Make-up and Men’s Shoes. House of Fraser has over 60 stores in the UK and also has an
online store that ships internationally.
Internal and External sources used to recruit in HOF:
HOF usually recruits internally, as this is a cost-effective and time-saving method. If
they choose to advertise internally, posters are situated within the staff room and locker room
where employees are most likely to see the advertisements (Cordner, 2011). However they do
also advertise their vacancies clearly on their intranet site for current employees if they wish to
look, but these vacancies can also be found by members of the public ‘externally’ on the House
Of Fraser website too which is also a fairly cheap process as it does not require a third party
input, which would usually be a job centre or newspaper, who could advertise on behalf of the
company. Advertisements can also be found in shop windows which along with other external
methods of advertisements can be costly. It is known that advertising internally for a vacancy in-
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store is usually a quicker process than externally as the process consists of less filtration of
candidates and interviewing which as well can be costly to the company which could be an
opportunity cost, as this money could be spent on other expenditures such as bonus schemes and
better facilities for employees.
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, Free-
lander 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. 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 (Furtmueller, 2011). 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.
P2. Impact of the legal and regulatory framework on recruitment and selection Equal Pay Act 1970: The term pay is interpreted in a broad sense to include, on top of
wages, things like holidays, pension rights, company perks and some kinds of bonuses.
Under this act the companies have to take care about pay of employees it is selecting and
recruiting. Sex Discrimination Act 1975/1997 The Sex Discrimination Act is a act for men and
women to be treated equally. People must not be discriminated against their material
status, gender or sex whether it is Direct or Indirect discrimination.
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 Race Relations 1992: This Act makes it unlawful to discriminate against someone’s race,
colour, nationality, ethnic origin or national origin. This is also linked to the Direct and
Indirect discrimination. For example the Disability Discrimination Act 1995 and 2005: This Act makes it unlawful for disabled
persons to be treated inferior because they are disabled unless there is a good reason for
it. Reasonable adjustment must be made for disabled people so they can work a little bit
comfortable so they don’t get the feeling that they are inferior within the company. National Minimum Wage: The National Minimum Wage is the amount of money set by
the government as recommended by the Low Pay Commission. Each year the amount
goes up but it is the minimum amount that workers have to pay from an age of 16 and
older (Holm, 2012). The wage must be paid for doing a job these are minimum rates that
workers have to pay because they are working. And there are specific rates for different
ages 16,18,21 and 22 or over.
 Data Protection Act 1998: This act is to protect an individual’s right to privacy in
relation to their personal data. Personal data can be everything that other do not have to
know or are not allowed to know such as bank accounts, their living address, medical
information their salary, date of birth and training records.
TASK 2
P3. Documents used in selection and recruitment activities
Following are documents that are used to advertise, describe and specify vacancy of a job
in recruitment and selection activities:
This is requires to advertise the job to attract as many candidates possible.
JOB ADVERTISEMENT
Date: June 5, 2017.
Land Rover is inviting qualified candidate's for different roles in various:
Positions Number of vacancies
1. Financial Manager 2
2. Distribution Manager 1
3. Branch Manager 1
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4. Sales executive 2
Job Profile: The company is looking for experts in above vacancies.
Qualification: UG and PG degree for the specific field.
Skills: Communicative and confident.
Experience: Two year experience in big structure educational organisation.
Timings: 8 hour working
Pay scale: Starting from 8.20 to 10.60 thousand annually.
This is required to assist the candidate with job details (Siavelis, 2012).
Job Description
The candidate is require to have capabilities to manage department which is allotted to it.
Departments: Financial, Distribution, Branch Manager and Sales
Reports to: Head of Departments
Pay Scale: 8.20 – 10.60 Thousand annually
Main purpose of the job: To make researches and practical on the subjects and provide
learning to students on the basis of their courses.
Main duties and responsibilities:
 Management of work
 Have to monitor and control the employees
 Decision-making abilities
 Development of new technologies and idea for work
This is to assist the persons quality that the candidate who is applying must posses.
Person Specification
Candidate appointed which is likely have the qualifications, skills and experience listed below:
 Knowledge
Essential: A strong grip in their field and clear basics of the subject to support organisations
operations.
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 Skills
 Essential: Oral and written communication skill
 Desirable: Time management to achieve goals and objectives of organisation in time
limits.
 Qualifications
◦ Essential: UG and PG degrees
 Desirable: Intellectual person
 Experience
◦ Essential: Minimum two years experience of teaching in a college.
TASK 3
P4. Ways to take part in a selection interview
There are two ways to take part in an interview and a person has to plan according with
it. Either the person can be an interviewee or an interviewer (Kelemenis, 2011). Both have to
plan according to their role and these planning have been listed below:
As an Interviewer:
 Plan a interview basis on what the question would be asked from the candidate.
 Interview criteria also has to be prepared.
 A selection process like attracting the candidate, selection interviews, written test,
medical examination etc. have to be done. A complete study of candidate who have to be interviewed also needs to be done.
As an Interviewee:
 CV of the candidate has to be prepared.
 Gathering all the necessary information required.
 Check if it is capable for the job as per requirement.
 Prepare about company's information.
These are two ways to take part in a selection interview either one can be an interviewer
or an interviewee.
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P5. Part in a selection interview
In this process of interview I will take part as an interviewee. So I will try to 15-20
minutes early at the venue of the interview so as to have a revision of my notes for the interview.
Being late causes stress which impacts the performance in interview. Before the process of
interview I have researched about the company which helped to to get knowledge about the
company. This will also support me while interview as I wont be speechless. I have been given
questions by interviewer on which I have done a thorough study so that my efforts would be
recognised by the interviewer. I have also seen what is asked on interview. I have taken along
my CV and identity proof with two passport size photographs which was asked by Land Rover.
After I reached the venue of interview I switched off my phone as if it would rang that
would lower the chances of me to get selected. I told the employer that my unique selling point
are and how I can match their standards to what they want. I made sure to give plenty of
examples to prove my abilities to the interviewer (Lin, 2010). Presenting yourself in an interview
I a major point which increases your chances of getting selected so I have worked upon getting
selected in the company. I have been interviewed and that happened well. I have been asked
question about company and field which I have applied for as I have prepared for it before that is
why I was not left speechless in interview which helped me to have a good impression. I was
appreciated by interviewer about my flawless knowledge which happened to be the best part of
interview.
Overall it was a nice experience to prepare and plan for interview. As I have got to
experience it which made me to learn a lot of things about interview. It also gave me a chance to
represent my talent in front of those who require it. It got to utilise my learning for a better and
suitable career opportunity.
CONCLUSION
The above report concludes about selection and recruitment importance and how it helps
a company to have best personnel. As we know every company requires a personnel as there are
vacancies available from time to time so various sources to fill these are listed and illustrated in
this report which will help any company to hire the best employee. This assignment also includes
the roles which are there in selection and recruitment process and how a person can take part in
them according to that a justification is given what all a person need to do according to chosen
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role. New staff employment services id trying to provide school kids with appropriate knowledge
to learn about the process they follow in operations of company.
REFERENCES
Books and Journals
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.
Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and selection in the
digital age: e-HRM and resumes. Human Systems Management. 30(4). pp.243-259.
Holm, A.B., 2012. E-recruitment: towards an ubiquitous recruitment process and candidate
relationship management. German Journal of Human Resource Management: Zeitschrift
für Personalforschung. 26(3). pp.241-259.
Kelemenis, A., Ergazakis, K. and Askounis, D., 2011. Support managers’ selection using an
extension of fuzzy TOPSIS. Expert Systems with Applications. 38(3). pp.2774-2782.
Lin, H.T., 2010. Personnel selection using analytic network process and fuzzy data envelopment
analysis approaches. Computers & Industrial Engineering. 59(4). pp.937-944.
Reddy, S., Estrin, D. and Srivastava, M., 2010, May. Recruitment framework for participatory
sensing data collections. In International Conference on Pervasive Computing (pp. 138-
155). Springer Berlin Heidelberg.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People. pp.169-190.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Tabassum, A., 2011. The process of recruitment and selection in a developing country: case
study of a bank in Bangladesh. ABAC Journal. 31(1).
Timming, A.R., 2011. What do tattoo artists know about HRM? Recruitment and selection in the
body art sector. Employee Relations. 33(5). pp.570-584.
Van den Brink, M., Benschop, Y. and Jansen, W., 2010. Transparency in academic recruitment:
a problematic tool for gender equality?. Organization Studies. 31(11). pp.1459-1483.
Online
Recruitment and selection. 2017. [Online]. Available Through:
<http://businesscasestudies.co.uk/business-theory/people/recruitment-and-
selection.html>. [Accessed On 5 June 2017].
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