Recruitment and Selection Process Analysis

The assignment provides an in-depth analysis of the recruitment and selection process, highlighting its significance in business organizations like Cycle King Luton and Pieroth Ltd. It emphasizes the need to fulfill legal and ethical requirements for a company's long-term success.

RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P 1 Organisations plan recruitment using internal and external sources....................................1
P 2 Impact of the legal and regulatory framework on recruitment and selection activities........2
TASK 2............................................................................................................................................3
P 3 Preparation of the documents used in selection and recruitment activities.........................3
TASK 3 ......................................................................................................................................5
P 4 Planning to take part in a selection interview .................................................................5
P 5 Taking part in selection interview as interviewer of Cycle king Luton................................6
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................8

INTRODUCTION
Today competitive market environment changes time to time which affect the
performance of all business organisations like Cycle King Luton which is a cycle organisation
and Pieroth Ltd which is wine wholesaler company. These companies have efficient and
effective process of recruitment (Bangerter, Corvalan and Cavin, 2014). There are many aspects
which play a role of foundation for these companies. One of these important aspects, selection
and recruitment is very crucial part which affects the performance of employees and
consequently accomplishment of objectives and goals in the long term in future. To conduct an
profitable interview , the company has to make sure of fairness and honesty on th part of
interviewer as well as interviewee. In the following report different aspects of selection and
recruitment and its important will be discussed.
TASK 1
P 1 Organisations plan recruitment using internal and external sources
The recruitment plan is very crucial as well as critical for every enterprise in Luton of
United Kingdom. Vacancy are first stage of recruitment and selection process in Cycle King
Luton . These are occurred due to some reasons. One of the most important reason is Long term
sickness of any employee who is at higher position. As it can hinder the business , there is
compulsory need to have a temporary employee to cover the designation of that sick employee.
Another reason is maternity leave of any female employee of the company. This leave is to be
fulfilled by new vacancy opening and it lasts for approximately 6 to 12 months. If any current
employee is not coming after leave then there is need to recruit new candidate on that specific
position in future which leads to vacancy.
Transfer is another reason of vacancy in Pieroth Ltd at permanent as well as temporary
basis (Cabellero and Walker, 2010). The transfer makes a permanent vacant seat in organisation
which required a new human resource in future. If there is any illegal act found on the part of
current employees then he can be terminated in future for good. So to fulfil this vacant seat , the
mentioned wine corporation will conduct a vacant recruitment and selection. So these two
organisation have their own different reasons for new vacancy.
Sources of recruitment and section also vary from to organisation. In Cycle King Luton,
prefers internal sources to recruit and select new candidates as it it is very cost effective process.
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The business organisation saves its time by using this type of source. Higher level officers in
human resources use intranet site of the company. On the other hand, Pieroth Ltd prefers
external sources for new selection and recruitment process of future time. External sources
include third party input in which that particular third party selects new employees and sends
them to the mentioned wine company.
Advertisement is the most important sources in external category for business
organisation. For this, media plays a critical role in recruitment with effective and efficient
methods. Media connects with maximum numbers of people , so it captures a lot of new
unemployed candidates who need job (Dineen and Soltis, 2011) .Consequently, it helps in fast
and accurate recruitment and selection process enterprise. Thus the media is important in
external advertisement.
P 2 Impact of the legal and regulatory framework on recruitment and selection activities
All business organisation need to fulfil every single law and its regulations to survive in
the long term in market of Luton in United Kingdom. There are some aspects which hum,an
resource manger as well as company has to keep in mind while conduct selection interviews or
job interview. Some legal and regulatory frameworks are employment act 2002, sex
discrimination act 1995,equal pay act 1970, race relation act 1992 and European working time
directive and national minimum wages. One of the major requirement in term of legal and
regulatory thing is that there should not be any type so discrimination during selection
interviews. The candidate must not be asked any inappropriate question related to his religion or
preferences. Another recruitment according to legal and regulation of law is that no candidate
will not be selected on the basis of his skin colour or his gender. Women should bot be rejected
to select male candidate whether they both haver same qualification and skills.
Some ethical requirement should also be considerer while selecting new candidates for
vacant seat in Cycle King Luton (Dipboye, Macan and Shahani, 2012). These requirements
make sure that all employees are encourages their moral and increase the skills and contribution
in company business in market. One of the most important legal requirement of human resource
manger is that the selection of employee should not include an kind of prejudice about some
particular region. European Union is the main regulatory body to make a well mannered
structure in business organisation of United Kingdom. So this company of Luton also has to
make sure that it contributes in employment in society to develop it in future.
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These ethical requirement include mobility of employees and improvement in job and
working condition quality. These requirements are fulfilled by the company and these all have
positive impact on act ivies related to selection and recruitment process. Some impacts include
better perform of employees sue to boosting their morale by treating them equally at workplace.
There are many cases when the business organisation in Luton like Cycle King Luton pays
different amounts to female and male employees .This can demotivate them .So to prevent this
condition there are many provision according to law in United Kingdom (Leekha and Sharma,
2014). Thus there are many good impact of legal and regulatory framework on selection and
recruitment activities before and after process in the organisation.
TASK 2
P 3 Preparation of the documents used in selection and recruitment activities
Documents are very important part of selection and recruitment activities in cycle king
Luton. For vacant seat of a sales assistant in the company includes three most crucial elements
like job description, person specification and job advertisement. Following is an explanation of
these.
Job Description-
Job Description
Title Sales Assistant
Company Cycle king Luton
Report to Sales manger
Summary of position A friendly person with smart
communication and polite tone
Duties and responsibilities Maintain and develop a
computerised customer and prospect
database
Qualification Post graduate in marketing business
administration field
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Person specification-
EDUCATION &
TRAINING
 Good numerical and
literacy which may be
subject to assessment
 Formal customer
service course/training
Essential
YES
NO Application form
EXPERIENCE,
KNOWLEDGE &
UNDERSTANDING
 Proven experience of
dealing with customers
 Knowledge of social
media
YES
Application form & interview
SKILLS & ABILITIES
 Ability to work
effectively and respond
well under pressure
 Organised and efficient
administrative skills
YES Application form & interview
PERSONAL QUALITIES &
ATTRIBUTES
 Well presented,
friendly and
approachable
 Co-operative and
supportive team player
YES
YES
Application form & interview
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Job advertisement-
SALES ASSISTANT
Required by Cycle king Luton with salary of 3000 pound per month.
Minimum two years field experience as dealing with distributors and new marklet
identification.
Location is Luton town of United Kingdom
Send CV with supporting documents like last salary slip recent photographs to P.O. Box
number.533, XYZ commercial tower,gram street , Luton latest by 1 June 2017.
TASK 3
P 4 Planning to take part in a selection interview
A selection interview is very crucial aspect of every business organization as it provides
the most suitable candidate of particular designation. There are few types of selection interviews
like group interviews and individual or team interviews. Another kind of interviews are panel,
telephone and multi-stage interview which are conducted by human resource manger or
interviewer of Cycle king Luton company (Rees and Rumbles, 2010). Some tests are conducted
to analyse skills and ability of candidates like aptitude test and IQ test as intelligence quotient
test which are based on some basic concepts or common sense in general point of view.
In selection interviews , a set of people which are expert in designation field is selected.
They ask some questions to candidate to evaluate his capacity to handle all work or
responsibilities related to the position he will possess. These question help in selecting the most
bale candidate for better performance of business of the company in the long term. Some major
requirements of selection interviews are abiding by protocol of standard
interview ,confidentiality related to candidate information and fairness in selecting them. Body
language is also a major gesture which can affect the result of selection interview whether of
interviewer or in interviewee. Some techniques can also be used business organisation to make
maximum positive result from this interview process and right person can be placed on right
position.
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Different communication skills and listening skills of candidates are also analysed by
interviewer to get the best of him and find the best person to achieve organisational goals and
objectives in the long term (Schweyer, 2010). Some barriers also affect the interview in selection
process in a negative way. A checklist should be made in interview to conduct in a well manner
way to avoid any confusion about questions to be asked. So as a interviewer, I will keep these all
above points in mind to get effective and efficient skilled person for the company. It leads to
accurate and fast performance of the business organization in cycle market of Luton in the long
term.
After the selection interview is done, some post interview work should be done on the
part of interviewer or interviewee. If the candidate is selected or not, he will be sent and
information letter of rejection or selection. Another aspects of post interview are job offer
whether in verbal way or non verbal way. In wage or salary rate information , the interviewer
tells about how much amount of salary he will be given by company (Siavelis, 2012). Another
miscellaneous essential of selection interview are expense claims, references,candidate’s
feedback,taking up and checking and police and/or medical checks. Thus for taking part in
selection interview is very critical role and it needs above planning.
P 5 Taking part in selection interview as interviewer of Cycle king Luton
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 (Simula and Vuori, 2012). 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. 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
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their performance in the long term. Thus as an interviewer , I will try not to conduct a lenghty
selection process for candidates.
CONCLUSION
From the above report it can be concluded that selection and recruitment process is like a
game changer for every business organisation as it can foster or hinder the progress of the
company in business market of Luton of United Kingdom. There are many important resources
whether they are internal or external, play a vital role in business of the organisation like Cycle
King Luton and Pieroth Ltd. Legal and ethical requirements should be fulfilled by employees to
make sure success of company in the ling term.
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REFERENCES
Books and journals
Bangerter, A., Corvalan, P. and Cavin, C., 2014. Storytelling in the selection interview? How
applicants respond to past behavior questions. Journal of Business and Psychology.
29(4). pp.593-604.
Cabellero, C.L. and Walker, A., 2010. Work readiness in graduate recruitment and selection: A
review of current assessment methods. Journal of teaching and learning for graduate
employability. 1(1). pp.13-25.
Dineen, B.R. and Soltis, S.M., 2011. Recruitment: A review of research and emerging
directions.
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.
Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving employer
attractiveness. International Journal of Organizational Analysis. 22(1). pp.48-60.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp.169-190.
Schweyer, A., 2010. Talent management systems: Best practices in technology solutions for
recruitment, retention and workforce planning. John Wiley & Sons.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Simula, H. and Vuori, M., 2012. Benefits and barriers of crowdsourcing in B2B firms:
Generating ideas with internal and external crowds. International Journal of Innovation
Management. 16(06). p.1240011.
Stybel, L.J., 2010. Managing the inner contradictions of job descriptions: A technique for use in
recruitment. The Psychologist-Manager Journal. 13(2). pp.105-110.
Van den Brink, M., 2010. Behind the scenes of science: Gender practices in the recruitment and
selection of professors in the Netherlands. Amsterdam University Press.
ONLINE
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Definition of the Recruitment & Selection Process,2017. [Online].Avalibale through:
<http://smallbusiness.chron.com/definition-recruitment-selection-process-2526.html>.
[Accessed on 5th may 2017].
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