Strategic Priorities and Talent Acquisition

This assignment delves into the critical role of strategic priorities in positioning an organization competitively and attracting the right talent. It explores internal and external recruitment sources, the importance of legal compliance (including competition law, harassment prevention), and the need for thorough candidate verification documents to mitigate potential litigation.

RECRUITMENT AND
SELECTION IN
BUSINESS

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Types of recruitment..............................................................................................................1
P2 Legal framework....................................................................................................................2
P3 Job description.......................................................................................................................3
M1 Purpose of Different Documents Used in Selection Process................................................4
D1 Evaluation of Usefulness of the Documents in the Interview...............................................4
P4 Plan to take interview.............................................................................................................5
P5 Taking Part in Selection Interview........................................................................................5
M2 Contribution to the Selection Process...................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment and selection of right candidate is an important factor for the growth of the
organization. Luton company is an example who follows internal source of recruitment process.
Available employees find right kind of talent who is efficient enough to work on a particular
portfolio (Berman and et.al., 2012). Sainsbury is an example who follows external source of
recruitment and assess the available job candidates to find best and fresh talent for the company.
The report discusses legal framework that is required to be considered while doing recruitment.
In the end, it ponders on importance of evaluating useful documents during the interview
process.
P1 Types of recruitment
There are various type of recruitment approaches that are internal and external sources. In
regard to this Luton and Sainsbury are both retailer company adopts different recruitment
sources which are as describe as follows-
 Luton Company (Internal sources) - The assessment of an employer's current staff to
ascertain if any current employees are sufficiently skilled or qualified to perform required
job vacancies. When a business engages in internal recruitment, a current employee
might be reassigned to the new position by giving them either a promotion or an internal
transfer. Luton Company adopts internal recruitment approaches are promotions in which
refers to promoting or upgrading an employee who is already existed in the pay roll and
contributed for organizational performance. Whereas, there is transfer approach in which
the process of interchanging the job duties and responsibilities of employees from one
place to another or from one department to another.
 Sainsbury company( External sources)- It is the assessment of an available pool of job
candidates, other than existing staff, to see if there are any sufficiently skilled or qualified
to fill and perform existing job vacancies. It is the process of searching outside of the
current employee pool to fill open positions in an organization. Sainsbury adopts external
sources are advertising is one of the most common and popular methods of external
recruitment under which the job vacancy is announced through different print and
electronic media (Bolier and et.al., 2013).
1

P2 Legal framework
It is the necessary for each HR manager of any company have to consider all the legal and
regulatory framework on recruitment and selection process. These are as describe as follows- Equality act 2010: The Equality Act 2010 brings together a number of old legislations
together into one law. This covers all aspects of discrimination in the workplace
including age, sex, orientation, race and religion. It also includes gender realignment and
pregnancy and maternity. The Equality Act covers 9 protected characteristics.
Victimisation occurs when an employer treats an employee unfairly because they have
brought a claim under the Equality Act (Cross and Katz, 2013).
 Sex discrimination act 1974: The Sex discrimination act 1975/97 states that employees
are protected from discrimination on the basis of their gender or sexuality under the
Equality Act 2010. Protection from discrimination applies to recruitment; terms of
employment; access to training and promotion; access to benefits, facilities/services and
dismissal. Sex discrimination occurs when an employee or potential employee receives
unfair treatment because of his/her sex.
 Direct discrimination: Direct discrimination occurs when someone is treated less
favourably than another person because of a protected characteristic they have or are
thought to have or because they associate with someone who has a protected
characteristic.
 Indirect discrimination: Indirect discrimination can occur when you have a condition,
rule, policy or even a practice that applies to everyone but particularly disadvantages
people who share a protected characteristic.
 Discrimination by association: This is direct discrimination against someone because
they associate with another person who possesses a protected characteristic (Fine, 2012).
 Perception discrimination: This is direct discrimination against an individual because
others think they possess a particular protected characteristic. It applies even if the person
does not actually possess that characteristic.
 Victimization: Victimization occurs when an employee is treated badly because they
have made or supported a complaint or raised a grievance under the Equality Act; or
because they are suspected of doing the same.
2

 Harassment: Harassment is "unwanted conduct related to a relevant protected
characteristic, which has the purpose or effect of violating an individual´s dignity or
creating an intimidating, hostile, degrading, humiliating or offensive environment for that
individual.”
P3 Job description
Significance:
As more and more businesses implement online ordering systems, the Sales manager role
is becoming an integral part of a company's success (Greiner, 2015). In the past, online ordering
systems were limited to business-to-consumer models; however, business-to-business companies
have begun to utilize online purchasing as a convenient and effective way to grow their market
share.
Job Description:
The purpose of a job description is to give information about the job responsibilities, the
job function, the duties and what the expectations are for a certain kind of job so the employee or
the person who is applying for this job. Every organization have their own job description
because every company has other responsibilities, duties and job functions.
Job Duties:
Due to the high potential of Internet marketing, Sales manager s often have a vast array
of job duties. Some specific duties a Sales manager is responsible for include determining what
website format to use, reducing supply chain costs regarding shipping, developing affiliate
marketing programs, implementing online security and coordinating all online transaction and
marketing efforts (Holm, 2012).
Education:
To become an Sales manager , several things are required. First, a bachelor's degree in
marketing, Internet marketing, management information systems or general management is
necessary. In addition, applicants should have a strong background in website design and
Internet marketing.
Salary:
Because the Sales manager is required to oversee the majority of a company's online
business, the position is often compensated well. In fact, according to IT management.com, an
3

average Sales manager salary is €85,000. The low range (25th percentile) earn closer to €67,000,
while the high range (75th percentile) earn above €95,000.
M1 Purpose of Different Documents Used in Selection Process
Recruitment in organizations is a systemic process which has a number of stages and
each of these stages need to be completed for the process to become a successful one. When a
staff leaves the job, it is very essential to do a job analysis prior to approval of appointing and
advertising the same post. It is important to check whether there are any changes required for the
specific role. Job analysis is a procedure done to obtain detailed and objective information about
the post before any advertising is done for a replacement. Some of the information required to do
a job analysis may include the tasks the previous post holder carried out, the level of these tasks,
whether the reporting lines are still, whether any new tasks need to be added for the post and/or
whether the working hours are suitable or need to be changed. In addition to the above, there are
other essential documents that need to be prepared in the process of recruiting or hiring a new
employee. For example the job description, person specification, application form, monitoring
form and applicant's resume (Schuler, Farr and Smith, 2013).
D1 Evaluation of Usefulness of the Documents in the Interview
Interviewing is a fundamental methodology for both quantitative and qualitative social
research and evaluation. Interviews are conversations between an investigator (interviewer) and a
respondent (‘interviewees’, ‘informants’ or ‘sources’) in which questions are asked in order to
obtain information. Interviews seek to collect data and narrative information in order to better
understand the respondent’s unique perspectives, opinions, and world-views. Justify actions a
business might take when experiencing cash flow problems? At first, the owners of business
need to start a cash flow analysis for current month and the future. The owners should know and
find out what’s wrong with the company and check which areas result the most money to get out
of their company. However, the receivables are always a big problem. Because the owners are
engaged with their business so that they forget to send the money for a long time. Secondly, they
can use loan to solve the cash flow problem, they can borrow a great deal of money from the
bank or other personal organizations, they can just give these organizations little interest per
month but they get a pretty long-term support for the whole business.
4

P4 Plan to take interview
I have made plan for taking part in the selection interview so that sales assistant post can
be fulfilled. To ensure applicants selected for interview and final consideration are evaluated by
more than one individual to minimize the potential for personal bias, a selection committee is
formed. Each hiring manager should make an effort to appoint a search committee that
represents a diverse cross section of the staff. A member of the committee will be appointed as
the Affirmative Action and Compliance Liaison who will monitor the affirmative action aspects
of the search committee. Under-represented groups and women are to have equal opportunity to
serve on search committees and special efforts should be made to encourage participation.
Departments that lack diversity in their own staff should consider appointing staff outside the
department to search committees or develop other alternatives to broaden the perspective of the
committee (Siavelis, 2012).
For positions that are frequently recruited and utilize a search committee, the mix of
search committee members should change frequently as well to minimize the risk of “group
think” or collective bias. The Hiring Manager will determine the size (no more than 6) and
composition of the committee based on the nature of the position. It is highly recommended the
committee members include: At least one individual who has a strong understanding of the role
and its contribution to the department.
A job specialist
An individual who will interact closely with the position and/or serves as a main
customer
P5 Taking Part in Selection Interview
Organization and Creed food services use different recruitment methods for employing
suitable and deserving candidates in the firm. A detailed advertisement is published in the
newspapers for attracting more number of applicants to apply for the job.
HR department employees do a detailed inspection of resumes and screening of best
candidates is done by them. All the selected candidates are called in the company and detailed
interview of candidates is taken by interview panel. Complex and difficult questions are asked
from the applicants for checking their knowledge and personality. Recruitment process of the
company involves financial investment that is used in doing advertising. Conducting a
systematic recruitment process aids in finding suitable candidates for the enterprise. Existing
5

employees are encouraged to take part in the employee referral scheme where they can refer
candidates for the job positions in the Creed food company. A transparent and fair system is used
in the recruitment process where equal opportunity is provided to all the job seeking applicants.
A written test is conducted which helps in checking knowledge level of the applicants. The
process used in the firm for employing new recruits is cost effective and time saving.
M2 Contribution to the Selection Process
It is said that if you do not know where we are going any road will take you there. As
such, for an organization to be successful, it is of utmost importance that the relevant strategies
are employ to will drive the company to success. Luton professional posited that strategic
priorities are a broad term which is commonly used to describe any thinking that foresees the
future or bigger picture of the organizations (Smith, 2015). He further added that this is how an
organization positions itself towards the market in which it operates and it competes. Generally
speaking it is the blueprint that an organization formulates to gain a sustainable competitive
advantage over its rivals. These priorities are the driving force behind the organization's vision
and will ultimately impact the success of any organization.
CONCLUSION
From the above report, it can be concluded that, the company should use effective
strategies In order to attract right kind of talent for the given portfolio. There are two sources of
recruitment, internal and external. The company uses these sources based upon the suitability.
Further, legal framework has been issued by the government which are required to be flowed by
the entities such as, competition act, Victimization, Harassment, Sex determination act, etc. The
recruiter should have all the documents which reveals the educational qualification, work
experience and id proof in order to avoid any litigation.
6

REFERENCES
Berman, E. M. and et.al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.\
Bolier, L. and et.al., 2013. Positive psychology interventions: a meta-analysis of randomized
controlled studies. BMC public health. 13(1). p.119.
Cross, W. P. and Katz, R. S. eds., 2013. The challenges of intra-party democracy. OUP Oxford.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association.1(1). pp.114-125.
Holm, A. B., 2012. E-recruitment: towards an ubiquitous recruitment process and candidate
relationship management. German Journal of Human Resource Management. 26(3).
pp.241-259.
Schuler, H., Farr, J. L. and Smith, M. eds., 2013. Personnel selection and assessment: Individual
and organizational perspectives. Psychology Press.
Siavelis, P. M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Smith, P. H., 2015. Labyrinths of power: political recruitment in twentieth-century Mexico.
Princeton University Press.
7