This assignment focuses on the critical role of recruitment and selection processes in business firms. It explores various methods, produces effective interview documentation templates, and provides insights from renowned studies to create an exhaustive research project.
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Recruitment and Selection in Business
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Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 P1. Identify how two organisations plan recruitment using internal and external sources.........1 TASK 2............................................................................................................................................2 P2. Impact of the legal and regulatory framework on recruitment and selection activities........2 TASK 3............................................................................................................................................4 P3. Prepare the documents used in selection and recruitment activities.....................................4 TASK 4............................................................................................................................................5 P4. Plan to take part in a selection interview..............................................................................5 P5. Take part in a selection interview.........................................................................................6 CONCLUSION................................................................................................................................7 REFERENCES................................................................................................................................8 .........................................................................................................................................................9
INTRODUCTION In this recent time period, most of the companies using smart recruitment and selection process inentire business life for hiring new candidates in organisation for selected position. With the help of recruitment and selection procedure easy to identify actual working capabilities and skills of persons, then as per the company's requirements HR manger will take corrective action towards them. In the addition of this, will be describing several recruitment methods and their major sources which divided into two parts such as internal and external. Moreover, impacts of legal and regulatory framework on this process will be elaborate in appropriate manner (Costen, 2012). Also, an effective documentation will produced which will be used in recruitment and selection activities. TASK 1 P1.Identify how two organisations plan recruitment using internal and external sources Within this assessment will be evaluating how external and internal are used during recruitment within both Bailey and IKEA. There are many different reasons why vaccines within a business occur, for example withinBailey it is likely that a job would be advertised for such reasons as: The company has had to fire and remove an employee for misconduct. An employee passes away (Shackleton, 2015). An employee has left for reasons such as retirement, new job opportunity etc.: Long term sickness leave or holiday results in a temporary vacancy that needs to be filled. An employee within Bailey has been promoted producing a new vacancy. Increase in demand of the product offered by this company may result in staff needing to be increased. The company has produced a large amount of profit resulting in them having the ability to invest in the increase in staff (Caers and Castelyns, 2011). Bailey is planning on expanding their business. Internal Recruitment Internal recruitment is the process of recruiting within the business through stages such as recruitment and re-training of staff. If a company is unable to find any suitable candidates they will progress on to external recruitment. The advantage of using internal 1
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recruitment compared to external is that it’s cheaper and quicker. The employees within Bailey's are also aware as to how the business operated and are familiar with any procedure, resulting in limited training being needed. The idea of being promoted also motivates staff to perform at their best which allows for a business likeBailey to operate to an excellent standard. A final advantageofinternalrecruitmentisthatthecompanyalreadyknowsthestrengthsand weaknesses of their employees (Brewster and Hegewisch, 2017). Illustration1: Recruitment and selection process, 2017 (Source- Recruitment and selection process, 2017) External Recruitment If Bailey or IKEA decided internal recruitment is not best fitted for them they will decide to progress on to external recruitment. A few advantages of this is the fact the company has more options, the ideas may be fresh and a new person may be more motivated compared to someone who’s been in the organisation for years. However, there are many disadvantages of external recruitment such as the fact it’s expensive, time consuming and the company may be unable to find someone suitable for the job (Ofori and Aryeetey, 2011). TASK 2 P2. Impact of the legal and regulatory framework on recruitment and selection activities The Equality Act 2010 The Equality Act came into force on 1 October 2010 and it aims to provide a simpler, more consistent and more effective legal framework for preventing discrimination. The stated aim of the Act is to reform and harmonise discrimination law, and to strengthen the law to support progress on equality. It will replace the following equality legislation: the Equal Pay Act 1970 2
the Sex Discrimination Act 1975 the Race Relations Act 1976 the Disability Discrimination Act 1995 the Employment Equality (Religion or Belief) Regulations 2003 the Employment Equality (Sexual Orientation) Regulations 2003 the Employment Equality (Age) Regulations 2006 the Equality Act 2006, Part 2 the Equality Act (Sexual Orientation) Regulations 2007 It also introduces new measures that will have direct implications for higher education institutions (HEIs). Protected Characteristics:The Equality Act covers the same groups that were protected by existing equality legislation and now calls them `protected characteristics´: age disability gender reassignment race religion or belief sex sexual orientation marriage and civil partnership pregnancy and maternity Equality & Human Rights Commission (EHRC):Established on 1 October 2007, the EHRC brought together the work of the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission (Cabellero and Walker2010). It will enforceequalitylegislationongender,race,disabilityandhealth,age,religion,sexual orientation and transgender status and encourage compliance with the Human Rights Act 1998. It will campaign for social change and justice, has extensive legal powers and may take legal action on behalf of individuals. Eligibility to Work in the UK Legislation:the Immigration, Asylum and Nationality Act 2006 These provisions came into force on 29 February 2008 and aim to prevent illegal 3
migrant working in the UK. Failure to comply with these regulations can result in the University becoming liable to pay a civil penalty of up to £10,000 for every illegal worker. Further details on action required. Data Protection Legislation:The Data Protection Act 1998 The act defines certain types of information as "sensitive data" and restrictions are imposed on employers in relation to the collection and use of such data, including in the recruitment process eg seeking information on spent criminal records is restricted to certain posts. Businesses should consider this law and take the appropriate measures to ensure that personal data provided by applicants during recruitment and selection processes are only used for lawful purposes and kept only for matters relevant to employment (Klotz and et.al.,2013). In addition to this, all the information obtained should be confidentially and securely maintained. Employees must not disclose any candidate details and businesses should make sure that they do not possess these personal details for longer than necessary. The Sex Discrimination Act 1975/97:The Sex discrimination act 1975/97 states that employees should be protected from any sort of discrimination based on their gender or sexuality under the Equality Act 2010. To comply with this law, employers must ensure that recruitment and selection processes are free from discrimination and treat both men and women equally. Potential employees should not be affected and given unfair treatment and should gain access to training or promotion whatever their gender status (Timming, 2015). If an employment tribunal is presented with a complaint of sex discrimination, it can order the employer concerned to pay compensation to the victim and take several other actions. TASK 3 P3.Prepare the documents used in selection and recruitment activities Job Title:Administrative Assistant Department:HR Manager Responsible to:Sophie Okonedwas Scope of Post:To assist the main administrator Responsibilities: •Telephone enquires •Ordering once supplies 4
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•Assisting in arranging travel and accommodation •Helping with ad-hoc tasks and providing support to teams •Answering and dealing with projects that may arise Conformed by:(YOUR NAME) Date:1 April 2015 Personspecification:Performsadministrativedutiesforexecutivemanagement. Responsibilities may include screening calls; managing calendars; making travel, meeting and event arrangements; preparing reports and financial data; training and supervising other support staff and customer relations. Requires strong computer and Internet research skills, edibility, excellent interpersonal skills, project coordination experience, and the ability to work well with all levels of internal management and staff, as well as outside clients and vendors. Sensitivity to confidential matters may be required. This is a superb open door for a brilliant, all around introduced school/school or college graduate to work for a prestigious money related association. This association has numerous prominent customers so you will be required to welcome guests, make them feel welcome, give refreshments, set up board spaces for gatherings, organize snacks and so on, additionally verify everything runs easily (Furtmueller, Wilderom and Tate, 2011). TASK 4 P4.Plan to take part in a selection interview Step 1:Before I carry out the interview, I will shortlist the applications I have received from the candidates with a checklist, using the job description and person specification to create the criteria. Step 2:To be able to create the interview questions I will use the job description and person specification to help me create specific questions. I will consistently ask each candidate the same questions to be able compare their answers in the evaluations process. Step 3:Use the application forms to ask more detailed questions to specific candidates. For example, if they mention some previous work experience. I can use their application form to ask what skills they learned or experience they gained, this will help to gain a better insight on their work ethic. Step 4:Then I will check the availability of an appropriate venue, date and time. 5
Step 5:Invite the candidate to the interview. Step 6:Ensure there are beverages to offer and documentation to help the interview process, such as the candidate CV’s. Before I see them, I will review the documents to ask questions related to the candidate. For example, asking about the responsibilities they had at a previous job or work experience they had. Step 7:Structure the interview - Introduce yourself, asking general questions, then ask consistent questions about the job itself and the candidates personal experiences or skills, then give candidates a chance to ask questions. Step 8:Use the scoring/evaluation sheet to compare and evaluate the candidates, with the shortlist checklist. Step 9:Follow up the interview - offer job to successful applicants on the phone, because it is quick and gives them the opportunity to decline. Then send out letter of regret to unsuccessful applicants P5.Take part in a selection interview. In the process of the interview I will try to be at least 15 to 20 minutes early. This will allow me to use any waiting time to review my notes. Being late or just barely on time tends to cause stress and it can show during the interview. Before the interview process I researched the company and specifically the job description and how it its in the particular business unit. I also got as much background information as I could to show my abilities for doing the job responsibilities and duties. I had done this so that I wouldn’t get caught speechless. In the process I wrote down and practised at least I have questions to ask the interviewer, to show how much I cared about this kind to work. Questions I asked included: Is there room for growth? Who I'll be working with most closely? and Can I take extra courses to improve my ability on my job? These questions gave myself a way to reflect on the interview later, just in case I ended up having to decide between multiple positions later on in the future. My wardrobe is a sign of how profession I am for this reason I made sure I dressed smart and not too casual. If I was to get the job my dress sense wouldn’t change. This is because when my co-workers and customers look at me; they should immediately feel comfortable working with me. My phone was turned of because having my phone ring in the interview would of lowered my chances allot as it looks very unprofessional. Threw out the interview I will be remaining respectful, professional and 6
confident, I may smile a little but not with a pasted on grin as that could show I was nervous. I told the employer what my unique selling points are and how I can match their highlights to what they want. I will make sure I use plenty of examples as proof of my abilities. Just saying my skills wouldn’t be enough and for this reason I will quote real examples of when I used certain skills and capabilities. CONCLUSION From the above mentioned this research project it has been concluded that, recruitment and selection process played eminent role in every business firm. Because with the help of this, easy to chosen suitable and applicable candidates for an particular organisation. In this light, here has been produced a effective documentation which were used in business for conducting interview. 7
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REFERENCES Books and Journals Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis. 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. Caers, R. and Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The influences and biases of social network sites in recruitment and selection procedures. Social Science Computer Review. 29(4). pp.437-448. Costen, W. M., 2012. Recruitment and Selection. The Encyclopedia of Human Resource Management: Short Entries, pp.379-387. Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and selection in the digital age: e-HRM and resumes. Human Systems Management. 30(4). pp.243-259. Klotz, A.C., and et.al., 2013. The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior. 34(S1). Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium enterprises: Perspectives from Ghana. International Journal of Business Administration. 2(3). p.45. Shackleton, V., 2015. Recruitment and Selection. Elements of Applied Psychology, p.153. 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 6 Steps In Recruitment Selection IT Managers Often Miss, 2017. [Online]. Available through: <https://www.weareoptimize.com/blog/steps-in-recruitment-selection-it-managers- miss>. [Accessed on 21se August 2017] 8