Essay on Recruitment and Selection

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.