Recruitment and Selection Process Analysis

The provided document is an analysis of the recruitment and selection process in business. It discusses different types of recruitment and selection sources, as well as legal issues that can impact this process. The assignment includes a role-play scenario where a candidate is being interviewed by a potential employer. This scenario covers topics such as salary expectations, reasons for wanting to work with the company, and past experience.

RECRUITMENT

Table of Contents
Introduction ..........................................................................................................................................3
Task 1.....................................................................................................................................................3
P1 Identify how two organisation plan recruitment using internal and external sources................3
Task 2.....................................................................................................................................................4
P2 the impact of the legal and regulatory framework on recruitment and selection activities........4
Task 3.....................................................................................................................................................5
P3 Prepare the documents used in selection and recruitment activities..........................................5
Task 4.....................................................................................................................................................6
P4 Plan to take part in a selection interview....................................................................................6
P5 Take part in a selection interview................................................................................................7
Conclusion ............................................................................................................................................9
REFERENCES.........................................................................................................................................10

Introduction
Recruitment and Selection is an important operation in HRM, designed to maximize
employee strength in order to meet the employer's strategic goals and objectives. In short,
Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the
right candidates for the filling the required vacant positions (Boohene and Asuinura, 2010).
will discuss the various aspects of Recruitment and Selection such as the recruitment process,
the factors affecting recruitment, recruitment planning, methods of recruitment, recruitment
interviews, selection process and making an offer. This report based on Primark which is one
of the leading retail corporation in the United Kingdom.
Task 1
P1 Identify how two organisation plan recruitment using internal and external sources
or any organization, recruitment is a crucial part of developing and maintaining an effective
and efficient team. A good recruitment strategy will cut down the wastage of time and
money, which would have incurred for extensive training and development of unqualified
resources.
Internal recruitment for Primark
Internal sources of recruitment refer to hiring employees within the organization internally. In
other words, applicants seeking for the different positions are those who are currently
employed with the same organization.
Promotions: Promotion refers to upgrading the cadre of the employees by evaluating their
performance in the organization (Brewster,and Mayrhofer, 2012). It is the process of shifting
an employee from a lower position to a higher position with more responsibilities,
remuneration, facilities, and status. Many organizations fill the higher vacant positions with
the process of promotions, internally.
Transfers: Transfer refers to the process of interchanging from one job to another without any
change in the rank and responsibilities. It can also be the shifting of employees from one
department to another department or one location to another location, depending upon the
requirement of the position.
Recruiting Former Employees: Recruiting former employees is a process of internal sources
of recruitment, wherein the employees are called back depending upon the requirement of the

position. This process is cost-effective and saves plenty of time. The other major benefit of
recruiting former employees is that they are very well versed with the roles and
responsibilities of the job and the organization needs to spend less on their training and
development.
External recruitment for Tesco
External sources of recruitment refer to hiring employees outside the organization externally.
In other words, the applicants seeking job opportunities in this case are those who are
external to the organization (Cabellero and Walker, 2010).
Employment Agencies: Employment agencies are a good external source of recruitment.
Employment agencies are run by various sectors like private, public, or government. It
provides unskilled, semi-skilled and skilled resources as per the requirements of the
organization. These agencies hold a database of qualified candidates and organizations can
use their services at a cost.
Employee Referrals: Employee referrals is an effective way of sourcing the right candidates
at a low cost. It is the process of hiring new resources through the references of employees,
who are currently working with the organization. In this process, the present employees can
refer their friends and relatives for filling up the vacant positions. Organizations encourage
employee referrals, because it is cost effective and saves time as compared to hiring
candidates from external sources (Chan and Kuok, , 2011). Most organizations, in order to
motivate their employees, go ahead and reward them with a referral bonus for a successful
hire.
Task 2
P2 the impact of the legal and regulatory framework on recruitment and selection activities
Human Resources (HR) Law is related to Labor and Employment law and encompasses the
various laws and regulations specific to HR professionals. It deals with the issues that HR
professionals must contend with in the majority of their work functions, predominantly in
overseeing and managing duties related to hiring, firing, employee benefits, wages,
paychecks, and overtime. It may also pertain to workplace safety, privacy; and preventing
discrimination and harassment.

Anti-Discrimination: This act prohibits discrimination against employees on the basis of
"race, color, religion, sex, or national origin." The regulations apply to employers who had 15
or more employees on the payroll, every day for at least 20 weeks during the current or prior
calendar year (Densley, 2012). Employers cannot refuse to hire an employee, dismiss him
from employment, or otherwise discriminate against the employee for one of these reasons.
Wage and Hour: The Fair Labor Standards Act (FLSA) establishes the amount of the federal
minimum wage, which is revised on a periodic basis. Because several states have legislation
establishing a minimum wage higher than the federal minimum, HR professionals should
continuously verify the accuracy of the amount paid to employees.
Medical and Disability: Various federal laws dictate how the employer must treat an
employee with a disability or medical condition. The Americans with Disabilities Act
prohibits an employer from discriminating against employees on the basis of a disability or
perceived disability. The Act also requires employers to make reasonable accommodations to
allow employees to perform their job duties and provide accommodations
Advertisements: Advertisements are the most popular and very much preferred source of
external source of recruitment. The job vacancy is announced through various print and
electronic media with a specific job description and specifications of the requirements. Using
advertisements is the best way to source candidates in a short span and it offers an efficient
way of screening the candidates’ specific requirements (Fine, 2012). Let’s take an example.
Assume that there is a Primark which has got a new project of selling a product in a short
span of time, as the competition is very high. In this scenario, choosing the specific
recruitment plays a vital role. Here the ideal type of recruitment which should be chosen is
Advertisement.
Campus Recruitment: Campus recruitment is an external source of recruitment, where the
educational institutions such as colleges and universities offers opportunities for hiring
students. In this process, the organizations visit technical, management, and professional
institutions for recruiting students directly for the new positions.
Task 3
P3 Prepare the documents used in selection and recruitment activities
Job Vacancy in Sainsbury

Job type: Full-time
Required education: High school or equivalent Required
Company is looking to recruit an experience person to work in our brand enterprise
on a full-time basis. Sainsbury is focused on bringing the public good quality of products at
affordable prices. Cited firm is one the famous and largest retail company in UK, that is
already set an brand image in customer's mind as well as in external market place. This
organisation wants to impalement a new plan in action that helps to increase standard of
living of society and effectively full fill customer requirements. For achieving the decided
mission and mission should be working in unity so have to be build an appropriate team of
workers. Therefore it is the perfect time to join the team and become one of the Sainsbury
family.
Responsibilities for the job
 Strong effective communicator.
 Highly developed, demonstrated teamwork skills.
 Ability to coordinate the efforts of a large team of diverse creative employees.
 Demonstrated ability to increase productivity and continuously improve methods,
approaches, and departmental contribution. Commitment to continuous learning.
 Expert in the internet and social media strategy with a demonstrated track record on
Facebook, Twitter, and other social media outlets that are significant in company
outreach.
 Demonstrated effectiveness in holding conversations with customers, customer
evangelism, and customer-focused product development and outreach.
 Demonstrated ability to see the big picture and provide useful advice and input
across the company.

Task 4
P4 Plan to take part in a selection interview
The selection process refers to the steps involved in choosing people who have the right
qualifications to fill a current or future job opening. Usually, managers and supervisors will
be ultimately responsible for the hiring of individuals, but the role of human resource
management (HRM) is to define and guide managers in this process (Kelemenis Ergazakis,
and Askounis 2011). There are following recruitment process for Primark as mentioned
below:
Criteria development: All individuals involved in the hiring process should be properly
trained on the steps for interviewing, including developing criteria, reviewing résumés,
developing interview questions, and weighting the candidates. The first aspect to selection is
planning the interview process, which includes criteria development. Criteria development
means determining which sources of information will be used and how those sources will be
scored during the interview. The criteria should be related directly to the job analysis and the
job specifications.
Application and résumé review: Once the criteria have been developed (step one),
applications can be reviewed. People have different methods of going through this process,
but there are also computer programs that can search for keywords in résumés and narrow
down the number of résumés that must be looked at and reviewed.
Interviewing: After the HR manager and/or manager have determined which applications
meet the minimum criteria, he or she must select those people to be interviewed. Most people
do not have time to review twenty or thirty candidates, so the field is sometimes narrowed
even further with a phone interview (Lee, Lee and Wu, 2010).
Test administration: Any number of tests may be administered before a hiring decision is
made. These include drug tests, physical tests, personality tests, and cognitive tests. Some
organizations also perform reference checks, credit report checks, and background checks.
Making the offer: The last step in the selection process is to offer a position to the chosen
candidate. Development of an offer via e-mail or letter is sometimes a more formal part of
this process. Compensation and benefits will be defined in an offer.
P5 Take part in a selection interview.
Cover letter Dear Mr XXX

I am applying for the job in Primark, because its one of the largest retail company please
find my application attached.
If you need any more information from me please contact me.
I look forward to hearing from you soon.
Yours Sincerely
XYZ
Interview
Hello,
Good Morning sir.
Tell me about your self?
My name is XYZ, I belongs to London and I graduated from Cambridge University in
specialisation is Marketing.
What are your strengths?
I work well as a team, happy to work in a busy environment without getting stressed, I am
a people person and not afraid to speak to people I don’t know.
Do you have experience in retail sector?
Yes, Sir, I have experience in retail industry as well as I have knowledge about marketing
sectors because in I completed my gradation in marketing.
What would you do if a customer was unhappy with their products?
Ask them what the problem is, whether they would like a replacement or a different brand
of same products as well as provide proper information related to their features and so
more.
Are you available to work full-time?
Is there any times you cannot work? Yes I am available at any time.
Why should I consider employing you?
I am a hard working individual, I will be able to work at any time, I have past experience in
retail sectors and also I have specialisation in marketing field. I am able to do my job to the
highest standard even when internal environment of firm is busy and stressful.
Why do you want to work here?
I enjoy interaction with the public, I want a job that doesn’t have 9-5 hours, I enjoy
working behind a retail firm and providing customers with whatever they may need. Also
Sainsbury seems like a nice place to work with friendly staff.
What is your salary expectation?

I would like to be on at least £8 per hour.
OK Thank You, we will call you in 5 days.
Thank You Sir.
Conclusion
As per above mention research project on recruitment and selection in business, so it includes
various types of activities with the help of planning and methods can easy to identify actual
and reliable capabilities and skills in a person as per that employer of the firm can take
corrective action against them. There has been discussed about different types of recruitment
and selection sources as well as legal issues which can be impacts on this process. So it is
very essential to identify and properly evaluate the major factors or issues.

REFERENCES
Books and Journals
Boohene, R. and Asuinura, E. L., 2010. The effect of human resource management practices
on corporate performance: a study of graphic communications group limited.
International Business Research. 4(1). p.266.
Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human
resource management. Edward Elgar Publishing.
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.
Chan, S. H. and Kuok, O. M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism.10(4). pp.421-441.
Densley, J. A., 2012. Street gang recruitment: Signaling, screening, and selection. Social
Problems .59(3). pp.301-321.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters.1(4). pp.1-9.
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.
Lee, F. H., Lee, T. Z. and Wu, W. Y., 2010. The relationship between human resource
management practices, business strategy and firm performance: evidence from steel
industry in Taiwan. The International journal of human resource management.
21(9). pp.1351-1372.