Analysis of Recruitment and Selection Practices

The assignment involves analyzing various studies and research papers on recruitment and selection practices. It includes articles from journals such as Personnel Review, Journal of Business Ethics, and International Journal of Manpower, among others. The documents provide insights into different aspects of recruitment and selection, including applicant reactions, ethical leadership, e-recruitment, and program planners' perspectives. Additionally, it covers the challenges of principal recruitment, selection, and placement in education. This analysis is useful for understanding the current state of research on recruitment and selection practices and identifying areas for further study.

Recruitment and
Selection

Table of Contents
Introduction .....................................................................................................................................3
TASK 1............................................................................................................................................3
p1Identify how two organisations plan recruitment using internal and external sources...........3
P2Explain the impact of the legal and regulatory framework on recruitment and selection
activities......................................................................................................................................4
TASK 2 ...........................................................................................................................................5
P3Prepare the documents used in selection and recruitment activities.......................................5
M1 & D2 ....................................................................................................................................7
TASK 3 ...........................................................................................................................................7
P4. Plan to take part in a selection interview..............................................................................7
P5. Take part in a selection interview.........................................................................................8
M2 & D2 ....................................................................................................................................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................11

Introduction
The recruitment and selection process is important for new and established businesses alike.
Human resources department has the support and expertise of employment specialists who assist
hiring managers with the procedures to ensure your company's leaders are making wise hiring
decisions. There are several pieces to the recruitment and selection process: sourcing candidates,
reviewing and tracking applicants, conducting interviews and selection for employee (Akong'o
Dimba, 2010). Prudential is an international financial services group. they help to remove
uncertainty from life’s big events, providing our customers with the freedom to face the future
with greater confidence. Under this project we have identified that by using internal and external
sources how two organisation can plan recruitment.
TASK 1
p1Identify how two organisations plan recruitment using internal and external sources
When a vacancy arises the business must discuss and plan how they will advertise for
this, whether they will advertise the vacancy internally or externally. Internal advertising is
where a vacancy arises in a business and is given to an existing employee in the company.
Employees are informed about the vacancy by internal advertisements in the work place.
Finding a candidate to fill the vacancy can also be done externally; businesses should also
consider this option when deciding how to advertise the job vacancy. Businesses will probably
try and avoid this because of the costly and time consuming element, however they may be able
to reach a wider range of people by advertising this way.
If a business wants to recruit internally they will only advertise within the business so people
outside of the business are unaware of the vacancy and do not have the opportunity to apply.
If a business is looking for a candidate externally they will advertise to the general public, the
company will firstly need to decide what form of media to use, for example TV advert, radio,
newspaper, flyers or billboard, they could also advertise on an online job vacancy websites such
as indeed. Large companies could afford to spend a lot to broadcast their vacancy on radio
adverts in order to reach the largest audience possible, whereas this would not be an option for a
business

P2Explain the impact of the legal and regulatory framework on recruitment and selection
activities.
Equal Pay Act 1970:
Under law both men and women are entitled to equal pay when they are doing the same job,
equivalent jobs and jobs of an equal pay (Alič and Rusjan, 2010). In addition to basic salary or
wages pay is also deemed to include contractual benefits, such as pension contributions and
bonuses.
Data Protection Act 1998 Stop information being held about them Prevent the information
being passed on for marketing purpose Have compensation made and to ask the data control lerto
rectify errors. This Act stop businesses to give personal information of employee or candidates to
other businesses without having they permission. This affects application form because
candidates gave they all personal information on the application form which businesses can got
give to other businesses/organisations without their permission.
Ethical issues:
Interviewers not related to candidates It is not ethical for a member of staff to interview
candidates if they are related to them by marriage or if they are directly related. This is because
this personal link my cause a conflict of interview. Interviewers may also let their employers
know they cannot interview if they are friends or former colleagues of a person and therefore
may be biased, whether positively or negatively.
Gender and ethnic balance on panels: The final part of the process that needs examining
from an ethical perspective is making sure that the interview process, including the interview
panel, reflects a balance of employees or managers of both gender and different ethnic groups,for
example, white, black or Asian.
Asking candidates similar questions: The first ethical issue that has already been outlined is
making the candidates the same questions(Anderson, Salgadoand Hülsheger, 2010). This makes
it unfair for everyone as their answer can be compared more easily. It is only discriminatory to
ask different questions to candidates if they are unfair to those candidates, so this not a legal
obligation but an ethical one

TASK 2
P3Prepare the documents used in selection and recruitment activities
Job Description
Title: Receptionist
Reports to: Manager
Location: Sussex, Midlands
Job Summary:
Looking for someone to fulfil the job vacancy for a receptionist at Purple Peach Co. They need
to be approachable, friendly and punctual looking to exceed in giving customers advice and
helping with enquiries on a daily basis. They need excellent organisation and communication
skills. They will need to answer direct phone calls on a regular basis, and greet callers using
professional language and positivity, maintaining a high profile of knowledge.
Date: 06/06/2017
Receptionist duties and responsibilities:
Administrative work
Deliver customers and callers advice
Answer phone calls efficiently and positively
Mail and package deliver
Data entry
Manage and file documents
Organise and tidy paper work
Requirements:
Proven working experience in an office or something similar
Had experience with Microsoft Office Suite
Professional appearance
Ability to organize and multitask

Person Specification
Job Title: Receptionist
This candidate needs to be able to demonstrate the following core competencies to a high level
and use these to the full in their work. This is more important than having a great deal of direct
experience of the job content, and we will be looking for all the following requirements in a
candidate during the selection process, if you are short-listed.
Essential:
Customer focus
Ability to use computers and its software
Experience of office work
Communication skills
Ability to work unsupervised
Additional job requirements:
Experience of greeting guests and visitors and making them feel welcome
Experience of basic ICT duties and office skills
Ability to promote a positive image of the business
Approachable with interpersonal skills
General Intelligence: Above average
Physical Requirements:
Understandable speech
Good health record
No serious sight impairment
Pleasant appearance
Interests: No required interests

M1 & D2
Job advert
A job advert is a source or method used by a business or organisation to attract suitable qualified
experienced individuals suitable for a selected job role. Furthermore a job advert is an
advertisement source created by human resource professionals with the managers of the
department whom need to recruit stay.
Job Description A job description is a written statement/ document which has detail of a
specific job, based on the findings of a job analysis (Chan, McBey and Scott-Ladd, 2011) A job
description often includes duties, purpose, responsibilities, work conditions, job title, the
designation of which employees’ reports; a job description usually forms the basics and
fundamentals of which forms the job specification. Person’s speciation A person’s specification
refers to a description of the skills, experience, qualifications, knowledge along with other
attributes which a businesses or organisations employers expect a candidate to process in order to
perform the job role/ duties.
A person’s specification should reject and compare to the job description and forms the
foundation of the recruitment stages.
Application form An application form is a method used in collecting information from
individuals looking to be recruited; examples of information collected include gender, age,
housing location, full name, and education, qualification as well as other aspects which may be
beneficial or of relation to the following job.
Comparisons A job description is a formal document created by an employer describing the
responsibilities expected within the job vacancy; therefore a job description is important as a
business relies of this to explain a work role to potential applicants whom are and not acceptable
for the role.
TASK 3
P4. Plan to take part in a selection interview
planning process for employer
I set out a spacious office for my candidate; it was not too big or too small. It was enough
to make the candidate comfortable . As an employer I greeted my candidate courteously , this
shows respect for the person and will help put them at ease. I told them something about myself

and the company. This is the first impression the candidate will make will make of you, so I
presented a tidy office and turned off my mobile phone (Claus Wehner, Giardini and Kabst,
2012). I set the stages of the interview process. I did this by telling the applicant what to expect
for the next half of the hour or so. I did not want to take the interview too easy because the
applicant may take the interview less seriously. But being too serious will likely make the
candidate more nervous. I presented myself very smart intelligent as how you conduct yourself
during the interview must also reflect the image and values of my business (Rehman, 2012).
Lastly I gave my candidates a chance to ask questions, this allowed them to feel a sense of
friendship.
Planning process for employee
In setting up the meeting I needed to guarantee that I need to dress intelligently arrive on
time and research about the organisation. I am additionally going to to be setting up an
arrangement of inquiries which I am going to ask the questioner in regards to the employment
opening.
P5. Take part in a selection interview.
In the process of the interview I try to reach as early as I can so that no further delay will
be there. I have already collected the information about job role and about the job profile. I also
need to ask some question from the interviewer such as what will be the growth of my work, the
working environment . Now the time has come when I should look more professional so what I
wear is going to matter a lot. This will give my first impression to the panel. Showing most of
your intellectual skills and communication skill will surely make you the best performer in the
interview.
M2
Analysing my contribution during an interview with regards to a job in a theoretic
scenario. Prudential was the name of the interview within the interview, the venue at which it
took any place These types of interviews are important to acknowledge your strengths and
weaknesses due to the fact it will overall improve the individual in a positive way. During the
interview process Overall the interview process at which I contributed with was shown to be a
success( Crossan, Mazutis,Seijts and Gandz, 2013). This was due to the fact that I scored
between 4/5 within each of the rated questions throughout the interview. Upon analysing the
feedback received from the interview I am able to conclude my own personal strengths and

weaknesses and overall summarise my performance. To begin with, I was well organised at a
satisfactory level. Though I did not have any physical documentation and notes I was organised
and prepared with regards to the questions.
My overall attitude throughout the interview was kept professional, this is proved
by the fact no “slang” words were used and each answer was well presented with good English.
The questions asked within the interview were all relevant to the job that I was applying for
concluding that the overall interview was kept in a professional manor, and personal conflicting
opinions and interests were not an issue. Both the interview and interviewee showed good body
language throughout with regards to posture and hand movements, all body language used was
appropriate for the scenario set. The listening skills and tone of voice were also performed with
relevance and successful, which meant that each person involved within the interview felt
acknowledged and not intimidated.
D2 Stages of recruitment and selection A human recourse department (HR for short) specialises
in the recruitment and training of employees. Most businesses will have a specific set of people
dedicated to this aspect of their business. Within the company “prudential ” there will be a set of
people specialising in HR (Doyl and Locke,2014). When recruiting new employees this
department will split the process into few steps to ensure they employ they employ someone
suited for the company.
 The first stage consists of the HR department creating a job description. This
document/information will be used to inform potential candidates about the job and the
type of tasks they are expected to perform,
 The second stage consists of the creation of a person specification. This will be used to
describe the type of person the company wants to employ.
 The next stage requires the HR to begin advertising for the position. This can be through
such job websites as Gum tree as well as advertisement through newspapers. The
prudential advertises all their positions through their website.
Conclusion
This report has been designed to select the best method of the recruitment and selection
for managing the human resources in the organization. In general there are two methods of the
recruitment such as Internal and External. It is advisable for the organization to select Internal
Method of recruitment for managing the human resources in the organization. TO conclusion all

above report we would help to creating effective recruitments and selection process here and will
help places right person to right job at the right times.

References
Books and journals
Akong'o Dimba, B., 2010. Strategic human resource management practices: effect on
performance. African Journal of Economic and Management Studies. 1(2). pp.128-137.
Alič, M. and Rusjan, B., 2010. Contribution of the ISO 9001 internal audit to business
performance. International Journal of Quality & Reliability Management. 27(8). pp.
916-937.
Anderson, N., Salgado, J.F. and Hülsheger, U.R., 2010. Applicant Reactions in Selection:
Comprehensive meta‐analysis into reaction generalization versus situational specificity.
International Journal of Selection and Assessment. 18(3). pp. 291-304.
Celani, A. and Singh, P., 2011. Signaling theory and applicant attraction outcomes. Personnel
Review. 40(2). pp. 222-238.
Chan, C.C., McBey, K. and Scott-Ladd, B., 2011. Ethical leadership in modern employment
relationships: Lessons from St. Benedict. Journal of Business Ethics. 100(2). pp. 221-
228.
Claus Wehner, M., Giardini, A. and Kabst, R., 2012. Graduates' reactions to recruitment process
outsourcing: A scenario‐based study. Human Resource Management. 51(4). pp. 601-
623.
Crossan, M., Mazutis, D., Seijts, G. and Gandz, J., 2013. Developing leadership character in
business programs. Academy of Management Learning & Education. 12(2). pp. 285-
305.
Doyle, D. and Locke, G., 2014. Lacking Leaders: The Challenges of Principal Recruitment,
Selection, and Placement. Thomas B. Fordham Institute.
Fong,et. al., 2011. HRM practices and knowledge sharing: an empirical study. International
Journal of Manpower. 32(5/6). pp. 704-723.
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.
Koskan, et. al., 2013. Program planners' perspectives of promotora roles, recruitment, and
selection. Ethnicity & health. 18(3). pp. 262-279.
Rehman, S., 2012. A study of public sector organizations with respect to recruitment, job
satisfaction and retention. Global Business and Management Research. 4(1). p.76.
Sangeetha, K., 2010. Effective recruitment: a framework. IUP Journal of Business Strategy.
7(1/2). p.93.
Snell, S. and Bohlander, G.W., 2010. Principles of human resource management. South-Western
Cengage Learning.
van den Born, F. and Peltokorpi, V., 2010. Language policies and communication in
multinational companies: Alignment with strategic orientation and human resource
management practices. The Journal of Business Communication (1973). 47(2). pp. 97-
118.
Online

What is project management. 2014. [Online]. Available through :
<http://www.bbc.co.uk/schools/gcsebitesize/business/people/recruitmentrev1.shtml>.
[Accessed on 6th June 2017].