Sources of Recruitment for Employees

This assignment provides a comprehensive overview of the various sources of recruitment for employees, including internal and external sources. It discusses the importance of effective employee recruitment in HR management and explores the different methods used to attract and select candidates. The assignment also touches on the impact of technology on employee recruitment and selection processes.

Recruitment and Selection

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Two organisations plan recruitment using internal and external sources.........................1
TASK 2............................................................................................................................................4
P2 Impact of legal and regulatory framework on recruitment and selection activities..........4
TASK 3............................................................................................................................................6
P3 Prepare a document used in recruitment and selection activities......................................6
TASK 4............................................................................................................................................8
P4 Plan to take part in a selection interview...........................................................................8
TASK 5..........................................................................................................................................11
P5 Take part in a selection interview...................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
HR manager of a company play an important role in order to facilitate recruitment and
selection process. Recruitment is define as process which facilitate to determine an individual for
required and potential job vacancy (Brewster and Hegewisch, 2017). Although, on the basis of
recruitment a person get selected whom have potential to deal with various kind of task properly.
This project is based on Bailey Bus coach services whom looking for a person which can handle
out their expansion related activities. For this aspect, they initially determine two organisation
internal and external recruitment source which enable and support them to do such activity. With
this consideration, they will also going to determine the legislative and regulatory framework
which suppose to be determine by manger in order to mange their operations. Such individual
also will have to understand about the documentation while doing any recruitment and selection
process. Such aspect need to be included by manager or an individual which going to handle
such operations.
TASK 1
P1 Two organisations plan recruitment using internal and external sources
Each type of company using recruitment procedure as per their own and this will get
understand by the following description:
Bailey Bus and Coach Company: Workforce planning: According to this, business future will examined in words of
individuals (Timming, 2015). Organisation is operating at large level; therefore, it is
required for them to fill vacant position within certain period of time. Workers leave
enterprise due to number of reasons, such as pregnancy, retirement, fired etc. Therefore,
to recruit staff members, proper planning need to be done by superior effectually. Planning process: Firm review their planning on quarterly basis; hence, they will analyse
that they are attaining coveted targets and objectives significantly. It is must for an
enterprise to accomplish requirements of workers as this works as a motivation for them.
Manager needs to cater work to employees as per their skills and competencies as this
enables to improve their knowledge and experience. Job description and person specification: This is like a statement which will comprise
job title, roles, duties, responsibilities and so forth. Person specification is entirely
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distinctive from job description because this will include attitude, skills etc. of a person
(Aravamudhan and Krishnaveni, 2015). Skills and behaviour: It is essential for enterprise to follow a particular framework as this
enables to fulfil needs and wants of clients. If work is given to individuals as per their
skills and abilities then, they will complete task within certain time span. Attracting and recruiting: Manager has to use advertise about the vacant position; thus,
they will gain attention of right candidate. This will assist to fill place in firm so that
work will get finished without facing any obstructions. Selection: As indicated by this, it is must for organisation to choose suitable candidate for
firm. For above stated aim, they need to examine their CV effectually. As there is vacant
position of office manager so that, there are some required skills which need to be
possessed by him, like presentation, spreadsheets, laws and regulations etc. Screening: In this stage, individual needs to be examined by superior closely that he is
suitable for the job or not. Thus, he will complete entire task or duty in an effective way. Assessment centre's: Applicant who get passed in screening phase, will come into this
process. In this, some issues will render to individuals to examine their problem solving
abilities. As a result, manager will know that he is appropriate for job or not (Stariņeca,
2015).
Scottish Citylink: Introduction: It is must for company to choose suitable candidate for business and this
will get done with support of recruitment procedure. They are much popular in UK so
that it is not very difficult for them to fill the vacant place. Career opportunities: There are numerous kinds of jobs will be offer by firm to people.
This will differ as per level of job. But they are providing many job offers to individuals;
as a result, unemployment get reduced. Human resources: This department needs to appoint best and suitable candidate. It is
required for them to know about each laws or acts which need to be applied at workplace
(Greiner, 2015). They need to make environment free from any sort of discrimination. Recruitment: It is needed for manager to appoint people for job according to their skills
and abilities. Therefore, they will complete their work within limited period of time.
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 Skills and competencies: If an individual is having appropriate abilities, then he will get
motivated towards his work and will achieve goals within provided time limit. It is
required for person to do work in a creative way as this will help to make product and
services more effective.
 Selection: Person who has creative capabilities and know about new methods to complete
work will be selected for them job. Along with, individual needs to manage entire team in
a proper manner. Therefore, they will be able to organise overall business operation in an
effective manner.
To recruit best and suitable candidate, both Bailey Bus and Coach Company and Scottish
Citylink will use utilize internal and external sources (Ozcelik, 2015). This will be stated as
beneath:
Internal sources: With help of this methodology, individual will get appointed within the
company. There are some techniques which will comprise into this, stated as below: Transfer: It means, an individual will get shift from one place to another for the same
position. In this, there is no enhancement in roles, responsibilities or duties. Promotions: It defines, person will get hike into occupation because of their superior
skills and knowledge. It aids to increase motivation amongst staff members and they will
do their work with maximum effectiveness.
External sources: It will contain high cost or maximum time, there are some major methods
liked with this, these are described as below: Advertisement: This is considered as most effective or efficient tool. Manager will give
an advertisement in the newspapers or any social site or website. This enables to gain
attention of people in high range. If it is given more creatively then this will attract
numerous individual towards firm (Marie Ryan and Derous, 2016). Campus placement: Organisation will get people from many colleges or universities.
With assistance of this, they will gain new talent in firm and they all will complete their
task in an innovative manner. Along with, through this method of recruitment, enterprise
will acquire knowledgable people. Former employees: Some staff members will leave firm before due to their personal
reasons. Manager will contact them and ask to rejoin again.
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 Casual callers: This kind of technique is much famous as employer will call people on
random basis and ask to them for the interview. This is considered as most economical
tool which is related with recruitment (Melanthiou, Pavlou and Constantinou, 2015).
Illustration 1: Source of recruitment
(Source: Sources of recruitment of employees, 2018)
TASK 2
P2 Impact of legal and regulatory framework on recruitment and selection activities
It is the main responsibility of European Union to formulate proper laws and legislation
for country. This needs to be implement in company so that they will be able to complete their
work within limited period of time. There are various laws and legislation which will provide
impact to recruitment and selection activities either in a direct or indirect way and these are
stated as beneath:
Equal pay act 1970: As indicated by this, it is must for superior to give similar wages or
salaries to staff members as per their working. Superior has no right to make any kind of
discrimination regarding gender, age etc. Individuals who are doing job at same level have
privilege to get equal amount (Boxman and Flap, 2017). To make it more easier, regulatory body
will alter this timely.
Sex discrimination act: It is must for company to treat women as well as men equal
basis. They cannot discriminate amongst people due to their marital status, nationality, gender
and many others. This will be termed as a either direct or indirect kind of differentiation.
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 Direct discrimination: If any male is less qualified then he is not able to get job over a
much qualified or talented women.
 Indirect discrimination: If requirement for the job is good shaped men then, a skinny
individual will not be able to do that occupation.
It has been analysed that, sex discrimination act will provide impact to recruitment and selection
process so that it is must to treat each candidate in a similar manner.
Race relation act: This act is formulated by the government to reduce discrimination
regarding colour, race, nationality and so forth. It has been evaluated that this is also associated
with direct as well as indirect discrimination. For instance: Direct discrimination: If any job specify that work will be given to only white man then,
this will considered like a direct difference (Mahmood, 2015).
 Indirect discrimination: If slim person is appoint for a job, instead of skinny.
This will provide impact to recruitment and selection process because company will not deny a
black person to give interview.
Disability discrimination act: If any individual is disable and working with organisation
then, this act will help them to protect from any kind of discriminative activity. Manager of firm
will not write on their job advertisement that, any disable person will not give interview. It is
also necessary for firm to make proper arrangement for disable individual so that he will easily
enter into premises. Henceforth, it has been understood that, each people have right to treated
equally at workplace.
National minimum wages: This amount is decided by the government which need to be
given by association to their staff members. This will be differ as per the age and nation and it is
must for every manager to respect this. They cannot do any difference while paying salary to
workers for their working (Almeida and Fernando, 2017).
Data protection act: With help of this law, organisation will able to secure their data as
well as information from any external use. This info will be associated with bank account,
medical history, date of birth, salary and many others. This act will consist various rights which
are stated as beneath:
 Use the information
 Ask to controller of data to modify any kind of data etc.
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TASK 3
P3 Prepare a document used in recruitment and selection activities
Job Description
Title: Office manager
Report to: Human resource manager
Location: London, United Kingdom
Job Summary: Looking for an individual who will fulfil vacant place for Office manager in
Bailey Bus and Coach Company. It is must for him to know how to manage team and
accomplish work within limited time. Must know to give presentation to superiors. Along with,
he has to possess knowledge about each laws or legislation. He has to deal with each kind of
situation, so that work will get complete without any delay.
Date: 31st March 2017
Duties and responsibilities:
 Manage workload.
 Provide qualitative services to clients.
 Delegate work to subordinates.
 Professionalism.
 Organise meetings on weekly basis.
 Resolve issues timely.
Requirements:
 Know to give presentation.
 Knowledge about spreadsheets.
 Multitask.
 Working experience in office.
 Knowledge about laws and legislation
 Motivate workforce.
Person Specification
Job Title: Office Manager
Work will get completed within provide period of time so that task will get done without any
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delay. It is required to possess entire skills and abilities which are associated with job. Person
needs to be highly motivated for work as this enables to improve working performance of
candidate.
Essential:
 Client focus
 Know to use computer and software
 Communication abilities
 M.A. In English
 MBA in management
 Expertise in legislation and regulations
 Leadership skills
Additional Job requirement:
 Certificate course in IT
 Certificate course in English
Experience:
 Skills to promote positive atmosphere in company
 2 years experience as a office manager in National express coaches
 Effective interpersonal skills
General intelligence: Above average
Extra needs:
 Listening abilities
 Pleasant appearance
 Need to implement proper laws and acts in firm
Job Advertisement
Bailey Bus and Coach Company is looking for motivated and competent candidate for the
vacant position in London:
OFFICE MANAGER
Required qualification and experience:
 MBA in Finance and management
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 2 years experience in the fields of Office Manager
 Must be competent in MS Office
To apply for the job, interested candidate will mail their CV or apply through website of
company within 15 days from date of publishing the advertisement.
E- mail: [e-mail]
Website: Baileybuscoachcompany.co.uk
TASK 4
P4 Plan to take part in a selection interview
There are various kinds of interview methods which will be used by company to appoint
office manager. Some of best methods are described as beneath:
Personal interview: This will comprise many things, such as:
 Choose workers
 Promotion of staff members
 Resignation or retirement of any worker
This sort of interview is developed to gather data and information by making appropriate
discussion and in addition observation of people (Leverhulme, 2017).
Evaluation interview: As per this, manager will take interview of staff members by
review their working performance on yearly basis. This is basically done amongst employer and
employee. Fundamental target of using this technique is to determine shortcoming as well as
strengths of staff members.
Persuasive interviews: This kind of interview is conduct to sell product or any thought to
individuals. Whenever a sales person is selling their products and services to purchaser then it is
required for employee to convince them to purchase that merchandise.
Structured interview: Basically it is followed by manager of company because it is
formal in nature. Hence, it is must for interviewer to follow a particular set of question.
Unstructured interview: In this, there is no set of rules which are following by firm.
Discussion will be flow on freely basis and this will be highly associated with interest of
interviewee as well as interviewer (Nickson, Warhurst and Witz, 2017).
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Counselling interview: This kind of session will take place to determine problems which
are facing by staff members and in addition, with support of this, it will be identified that why
employees are not taking interest in working.
Disciplinary interview: It will organise by superior if any employee is not accomplishing
their task or work by following rules. In other words, they are breaking regulations which are set
by managerial department or government.
Stress interview: Interviewer will put interviewee at the position of stress so that he will
easily observe their reaction about that particular circumstance.
Informal or conversational interview: There is no set of questions or to conduct this type
of interview manager never decide questions which he want to ask interviewee. In this type, they
just go with the flow (Derous and De Fruyt, 2016).
Closed or fixed response interview: As indicated by this method, questions are pre
decided by interviewer and they always ask similar kind of alternatives from interviewee. It is
much helpful for those people who are not practised interview.
Selection method: There are several types of selection which are stated as beneath: Application forms and CVs: This is considered as a traditional technique which will be
used by an firm. By getting application form, manager will easily short list the candidates
as per their requirement. Along with, CV will also assist superior to select suitable people
for the job. If person fill the application form then, superior will easily know about their
past experience, education, age etc. Online screening and short listing: An organisation will acquire online application from
candidates through two way, one is via e- mail and another is website. It is required to
evaluate individual's application so that they will be able to know that their qualifications
are suitable for the vacant position. With assistance of this process, several number of
form will be examined in an effective way. People will get short list according to their
skills, knowledge as well as experience. This method is considered as most effective
because it aids to reduce unwanted time or cost from the procedure of recruitment and
selection (Cook, 2016) (Marsden, 2017). Interviews: Amongst all types of interview, structured is the one which is most effective.
Questions for interview is basically formulated as per the job profile. People who
involved in procedure of interview, need to be much skilled and trained.
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 Psychometric testing: This will be termed as confusing but with support of this, ability of
a person will be examined. Ability and aptitude tests: There are many skills which will comprise into this, verbal,
clerical, spatial and so forth. Personality profiling: Personality of an individual will get influenced suitability of some
jobs. If there is any requirement for occupation regarding this, then it has to be written as
a characteristics into the advertisement. Presentations: This kind of skills are essential for the job if it is related to senior post. A
specific topic will be provided to candidate on which he has to give presentation in front
of management. Group exercise: With aid of this, manager will easily observe skills or capabilities of
applicant in a significant manner (El Ouirdi and et. al., 2016).
 References: This needs to be include into the process of selection because it may affect
selection of decision of candidate.
From above methods, CV is considered as a most effective method to select suitable candidate
for the job.
Curriculum Vitae
Name – James bond
Phone no. - 1234567890
E-mail id – [e-mail]
2. Qualification
MBA London university 80%
BBA London university 76%
Higher education Cambridge school. 77%
Secondary education Cambridge school 74%
5. Personal details:
Father name – Romeo Bond
Mothers name- Juliet Bond
Date of birth - 12th may 1994
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Achievement –
1st prize in basketball competition
Experience:
2 years experience as a office manager in National express coaches
Interview Questions
Q1. What are your hobbies. Please state why they are important to you?
Q2. Tell me something about yourself about you likes, dislikes etc.
Q3. Give the basic elaboration about strength and weakness of yours?
Q4. Why do you like to go in this line of stream?
Q5. What are you expectation from an organisation in near future course?
TASK 5
P5 Take part in a selection interview
Selection process of every company get vary by each and every organisation. Such
selection lead to take place on the basis of define interview by follow all stages in a determine
manner. Thus, an active participation of consultant or manager at the time of selection process is
must so that better and suitable outcome lead to drawn out. This will bring out effectiveness and
efficiency. Although, selection need to be based on quality, ability, attitude and aptitude of an
individual. This will bring down effective and efficient outcome in form of section of a candidate
(Brewster and Hegewisch, 2017). Thus, for a manager, mainly several questions lead to crafted
by employer of Bailey Bus and Coach services. An interviewee need to answer such questions
properly so that its selection could become possible.
Thus, for determine and take active part in selection interview, there is a need to respond
on the quick task properly. This will lead to bring down appropriate and suitable consideration
which facilitate growth and development of an organisation by taking a potential individual or
candidate. The four major qualities which required to assess at the time of interview process are:
 Numerical ability
 Experience in the fields to deal out with clients
 Conscientiousness which signify that how responsible and caring an individual really is
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 Interpersonal skills which evaluate about ability of an individual to deal with others.
These actions and asking questions to an individual enable them to determine and select such
individual whom have potential to do things properly. The purpose of the interview need to get
complete and fulfil properly and effectively which is to determine and select such candidate
whom have potential to handle out new and diversified area of network. If an individual able to
answer all such questions in an appropriate manner with quick response, then it facilitate chances
of gaining and deriving better options (Timming, 2015).
Although, by asking such questions and evaluate hobbies, skills, strength and weakness
with expectations, appropriate candidate get selected. This will contribute the most in made
things appropriate and suitable in nature. With this aspect, potential candidate get selected which
enable and facilitate an organisation to grow and diversified their operations as well. A manager
have an ability to deal with any diverse and negative situation properly and provide appropriate
direction with optimum utilisation of resources. This interview major purpose is to select such
kind of individual (Aravamudhan and Krishnaveni, 2015).
CONCLUSION
It get derive from this project that HR manager is a important individual in an
organisation for selecting a potential candidate for define job position. This assist and support
them to evaluate all skills and abilities of a person which facilitate appropriate growth and
development to a business. In this consideration, there are several definite methods and
techniques which required to understand and going on. For this, recruitment process required to
followed up. With using appropriate method of recruitment suitable candidate lead to reach out
which enable in gaining and determine better results. Moreover, by evaluating all major skills
and aspects, suitable candidate get selected. Moreover, manager need to understand about all
legal and regulatory requirement as well for selecting a potential person. All documentation need
to complete properly which includes about the information related to recruitment and selection
consideration.
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REFERENCES
Books and Journals
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the
information technology and accounting occupations in regional Australia. The
International Journal of Human Resource Management. 28(6). pp.880-912.
Aravamudhan, N. R. and Krishnaveni, R., 2015. Recruitment and selection building scale:
Content validity evidence. SCMS Journal of Indian Management. 12(3). p.58.
Boxman, E. and Flap, H., 2017. Getting started: the influence of social capital on the start of the
occupational career. In Social capital. pp. 159-181. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cook, M., 2016. Personnel selection: Adding value through people-A changing picture. John
Wiley & Sons.
Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection
Research. International Journal of Selection and Assessment. 24(1). pp.1-3.
El Ouirdi, M. and et. al., 2016. Technology adoption in employee recruitment: The case of social
media in Central and Eastern Europe. Computers in human behavior. 57. pp.240-249.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association. 1(1). pp.114-125.
Leverhulme, L., 2017. Choosing and keeping computer staff: Recruitment, selection and
development of computer personnel. Routledge.
Mahmood, M., 2015. Strategy, structure, and HRM policy orientation: Employee recruitment
and selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources. 53(3). pp.331-350.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment. 24(1). pp.54-
62.
Marsden, P. V., 2017. Interpersonal ties, social capital, and employer staffing practices. In Social
capital. pp. 105-125. Routledge.
Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-
recruitment tool. Journal of Transnational Management. 20(1). pp.31-49.
Nickson, D., Warhurst, C. and Witz, A., 2017. The labour of aesthetics and the aesthetics of
organization. In The Aesthetic Turn in Management. pp. 89-110. Routledge.
Ozcelik, G., 2015. Engagement and retention of the millennial generation in the workplace
through internal branding. International Journal of Business and Management. 10(3).
p.99.
Stariņeca, O., 2015. Employer brand role in HR recruitment and selection. Economics and
Business. 27(1). pp.58-63.
Timming, A. R., 2015. Visible tattoos in the service sector: a new challenge to recruitment and
selection. Work, Employment and Society. 29(1). pp.60-78.
Online
Sources of recruitment of employees. 2018. [Online]. Available through:
<http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-
internal-and-external-sources-recruitment/25954>.
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