Recruitment and Selection Process in Business

The provided assignment is about the recruitment and selection process in a business organization. It covers various aspects such as internal and external sources of recruitment, the importance of following legislation in the selection process, and how to prepare for an interview. The document also mentions factors that influence an organization's decision to recruit, including job advertisement, description, and person specification. This assignment is likely from a business or management course and requires students to understand the principles of recruitment and selection.

Recruitment and
selection
in business

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Identification of two organisation plan recruitment using internal and external sources......1
P2 Impact of the legal and regulatory framework on recruitment and selection activities.........3
P3 Preparation of documents for identified post.........................................................................3
P4 Plan to take part in selection interview..................................................................................6
P5 Participation in selection interview........................................................................................6
CONCLUSION................................................................................................................................7
REFERENCE...................................................................................................................................8

INTRODUCTION
Recruitment and selection is the process of hiring the people and give them job
opportunity within business organisation. Recruitment and selection is procedure of generating a
pool of qualified people for performing task. Through this process HR manager of the business
industry conducts interview programme and select the candidates (Al Mamun and Hasan, 2017).
The present report will discuss about recruitment and selection process that help to hire right
person for right job. To understand the recruitment and selection Luton has been taken that is
recruitment agency which provides jobs to the candidates in business industries. The report will
contain external and internal sources of recruitment, legal and regulatory framework on
recruitment and selection activities, how to prepare job specification, person specification and
job advert that help to provide job opportunities to applied candidates. Additionally, report will
cover planning process or recruit in order to select well candidates.
P1 Identification of two organisation plan recruitment using internal and external sources
Employees are the ball park of every organisation who make efforts to run a business
successfully. The main aim of business organisation is to recruit and select best candidates who
matches with organisation need and wants. Such as Luton is a recruitment agency in UK who
provide jobs in Unilever and AIRDRI. Both of the company recruits the candidates from the
Luton agency which get the needs of company in which department and what qualification is
required to perform specific job and then provide candidates accordingly. There are number of
reason which creates the job vacancy that is defined as-
When employees go on paternity leave or maternity leave: This means if employees
goes for long leaves then organisation need to hire candidates that will help to run a business and
organisation can hire the best candidates from recruitment agency (Basak and Khanna, 2017).
In case of fire by employer: If employer of Running business fire any employees than
organisation need to hire the candidates in order to fill the vacant post within organisation.
Some factors which can affect the business organisation to recruit
Size of business: The size of business is the major factor that can influence the
recruitment within organisation. Like as:
1

AIRDRI is small size and not well known organisation that impacts on recruitment
process such as it face the problem in order to hire the employees (Factors which influences
organisation to recruit 2019).
Unilever is big in size and well known organisation that need to hire the candidates in large
number. It impacts on recruitment such as it need to hire in large number of employees through
interview process that consume high cost.
Budget of the business organisation: Budget is most influencing factor that can impact
on business enterprise such as AIRDRI is small size of business industry that impacts
recruitment such as it need to less amount for preparing budget for recruiting the person.
whereas Unilever is international company that provide online and offline products. It needs
candidates who are more experience and well knowledgeable in marketing and introducing
from new services. It need to spent high amount in order to recruit the candidates.
Every organisation recruits candidates through internal and external sources that help to
provide right person for right job (Ekwoaba., Ikeije and Ufoma, 2015). Such as Flip cart and
Unilever recruits the candidates by applying internally and externally-
Internal sources: This means organisation recruit the candidates from the organisation
that help to save the time and cost of business industries. For recruiting the person it consume
very less cost as around $ 50 and can recruitment instantly ore within a week.
Transfers: As AIRDRI is large size of organisation that run its business at different area
or location. It can recruits the candidates by transfer from one place to another place. This
process help to hire experienced and knowledgeable person who help to run a business
efficiently.
Promotions: AIRDRI recruits candidates by giving promotion to well performer
candidates. Such as it records the employee's performance and give promotion to well performer
that help to fill the vacant post.
Retired employees: Unilever can re-recruits the candidates who has retired and willing
to work more. This source helps to provide candidates internally (Gardner, 2018).
External sources: This means a business organisation recruits the candidates from
outside of the organisation that impacts on cost as well as times such as it consume more time
period approximately 2 or 3 month and at high cost to advertise the vacancy within organisation.
2

Campus placement: AIRDRI the candidates through campus placement such as it tie up
with Luton who provides the candidates to organisation according to demand. It is cost effective
process that consume high cost and more time.
Media advertisement: Unilever is multinational organisation who provide vacancy
information through print media, social media, own websites and in newspaper that consume
high cost and long period of time.
Job portals: Unilever has also another option to recruit the candidates through job portal
that help to give number of applicants for recruitment. The HR manager matches the profile with
demand and select the candidates within organisation. It is costly process because organisation
spent more money to purchase the portals (Mindell and et.al., 2015).
P2 Impact of the legal and regulatory framework on recruitment and selection activities
Equality Act 2010: This means an organisation should treat staff and customer equally
that help to motivate them and also interviewer should give equal opportunity to all applicants
who are eligible for applying the vacant post . There should not be any discrimination among
employees who has appeared for interview round. It impacts on AIRDRI and Unilever such as if
interviewer will give equal chance to all applicants without any discrimination then employees
will feel better that can help to achieve organisation's goals easier and smoothly. It give the
guidance to treat the all interviewee equally and give them equal opportunity to show their
ability and skills.
Disability Discrimination Act 1992: This act states that an interviewer should not
discriminate among applicants on the basis of disability. It should give equal opportunity to all
candidates who are capable and willing to work within organisation. Such as the interviewer of
Flip cart and Unilever recruits the candidates on the basis of skills and qualification that help to
increase the profits (van Rooij and Merkebu, 2015).
Race Relation Act 1992:
This act was the first legislation in United kingdom to prevent the racial prejudice in public
places. The act was prohibited on promotion of hatred on the grounds related to colour, race, or
national origins and deemed as an offence. It was present by the Government in response to the
increasing number of group who had moved to the UK from other countries.
European working Time Directive:
3

The working time directive is directed in European Union law that governs the law
related to employees working time period. As per this law, workers have right to demand at least
4 weeks in paid holidays each year, rest breaks, and take rest of at least 11 hours in any 24 hours.
It restricts excessive night work and provides for a right to work no more than 48 hours per
week.
Sex Discrimination Act 1995/97: It is a act of parliment of UK that protects men and
women from discrimination of sex or marital status. The Act is concerned employment,
harassment, the provision of goods and services, training, education and the disposal of premises.
Employment Act 2002: The Employment Act 2002 states that rules on maternity,
changes the tribunal system and paternity adoption leave and pay in the UK. Under this Act,
there were many factors such as equal pay, flexible working, and fixed-term work. The Act
introduced a mandatory minimum judgement of dismissal procedure for workers.
P3 Preparation of documents for identified post
Tesco is multinational retailer company that deals in variety of products and services at
global market. There is a vacancy for Sales Assistants across UK. For filling this vacancy it job
advertisement and job description that help to provide candidates through person specification
which is defined as -
Job Advertisement: This is written document that contains information about job
position as well as company. Moreover, it states the benefits which is offered by the
organisation. Its main purpose is to attract the right candidate for vacant post. It covered some
information such as company name, profile, job location, packages and experience of work that
make complete the document (Stoilkovska, Ilieva and Gjakovski, 2015).
Job opportunity in Tesco
Tesco is hiring number of candidates for Retail sale assistants who are interested please visit its
site and share CV with this id- [e-mail]
Required
Above than 5 year experienced in retail industry
Able to communicate with customer and team members
Can work with rotational shift
London location
4

9 hours as working hour
Strongest knowledge about product and industry.
Please share CV with this mail id- [e-mail]
Job description: This is the summary of important features of a specific job. Its main
purpose is to highlights the main roles and responsibilities which is needed in a particular job. It
includes job title, main role and responsibilities, location, working hours, business and
remuneration (Rudolph, Toomey and Baltes, 2017).
JOB DESCRIPTION
Company Name: Tesco
Post: Sale Assistants
Department: Marketing Department
Roles and Responsibilities
 Able to make competitive strategies in order to develop best policies for attracting
customers to come at stores and purchase products.
 establish efficient and best policies to introducing a new product or services successfully
in target area.
 Should have attractive qualities that help to sale the products in large number.
 Able to coordinate with team members and give them right direction to sustain
marketing activities.
Required Qualification
Graduation from affiliated collage and university
Master degree in Marketing
Experience required
At least 5 year
Person specification: This is the description of qualification, skills, experience,
knowledges and attributes of candidates that a applicant have. Its main purpose is show own
skills and capability in order to perform the job. In contains candidate's personal qualification,
skills and experience of person.
5

PERSON SPECIFICATION
Name: Otis Cullen
Address: Luton, UK
E-Mail: Otis [e-mail]
Contact: 2314569
Objective: To show effectively own abilities and get more experiences in order to improve the
weakness. Moreover, increase the productivity of a retail industry by using talents and
capabilities.
Qualification:
Class University/ Board Grade Passing Year
12th Class ABC School 70% 2013
Graduation in
Commerce
ABC College 72% 2016
MBA( in Marketing) uk University A 2018
Experience:
6 year experience: Worked with retail industry as an sales assistant
Roles and Responsibilities:
 Assured high level of customer satisfaction by giving excellent sales services.
 Able to attract and convince customers in order to sale products and services.
 Maintain good store condition and commercial standards.
 Executed customer rebate and co-operative advertising programs.
 Able to describe product features and benefits that help to attract customer easily.
 Track record of achieving targets and goals of organisation.
Personal Skills:
 Digital marketing skill
 Managerial skills
Declaration:
Hereby, I declared that all information is true and valid.
Date: 28/06/ 19
6

P4 Plan to take part in selection interview
Tesco plc has prepared the job advertisement and description that help to gather the
candidates for vacant post. After getting the application HR assistant of Tesco need to select the
candidates who matched with organisation's demand. This contains planning process in order to
select the best candidates for retail sector (Interview aspects 2019). The planing process for
interview aspects are described as-
To know what organisation wants in a candidate before interview: The HR assistant
of Tesco should know the needs of organisation that what skills are required to perform a
particular job. Such as it get the information there is need to have strong knowledge about
market and high experience.
Know the job and its responsibilities: Tesco's HR assistants need to review the job
description that will help to select the candidates.
See the applicant's resume: The HR assistant should review the candidate's resume and
should make note of anything that stand out and mark red for any confusion.
Plan a set of standard question for all applicants: The HR assistant of Tesco should
prepares the standard question that need to ask from candidates in interview round.
Conduct the interview: After setting the question the organisation should conduct the
interview process that help to select the candidates as organisation wants.
P5 Participation in selection interview
The HR assistant of Tesco company has asked following question from interviewee that
is stated as-
1) What is retail sector and how it deals?
Ans.) Retail sector contains all shops and stores that sales goods to ultimate customers at
retail prices and it deals in multiple products in order to attract the customers.
2) What are the qualities of good sale assistant?
Ans.) A good sale assistant should have ability to sell the soft and hard product through
attracting the customers.
3) Why do you want to work with this organisation?
Ans.) As your organisation has great track record and world's largest company which
deals in multiple product. It will be pleasure for every one to work with your organisation that
gives growth opportunity.
7

CONCLUSION
From the above report it can be concluded that recruitment and selection is the process of
getting best people within organisation that help to perform particular task in order to achieve
goals. Internal sources is used to recruit within industry or external sources is used to hire
candidate from outside of the organisation. Business organisation should follow legislation that
help to select well candidate in interview round. Additionally, report has covered interview
aspect by preparing job advertisement, description and person specification.
8

REFERENCE
Books and journal
Al Mamun, C. A. and Hasan, M. N., 2017. Factors affecting employee turnover and sound
retention strategies in business organization: A conceptual view. Problems and
Perspectives in Management. 15(1). pp.63-71.
Basak, A. and Khanna, K., 2017. A Study on the Selection Criteria of Different Hotels of Delhi
NCR in Accordance to the HR Policies and Market Trends. International journal of
social sciences and humanitie.1(1). pp.27-38.
Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Gardner, A. K., 2018. How can best practices in recruitment and selection improve diversity in
surgery?. Annals of surgery. 267(1). pp.e1-e2.
Mindell, J. S., and et.al., 2015. Sample selection, recruitment and participation rates in health
examination surveys in Europe–experience from seven national surveys. BMC medical
research methodology. 15(1). p.78.
Rudolph, C. W., Toomey, E. C. and Baltes, B. B., 2017. Considering age diversity in recruitment
and selection: An expanded work lifespan view of age management. In The Palgrave
handbook of age diversity and work (pp. 607-638). Palgrave Macmillan, London.
Stoilkovska, A., Ilieva, J. and Gjakovski, S., 2015. Equal employment opportunities in the
recruitment and selection process of human resources. UTMS Journal of Economics.
6(2). pp.281-292.
van Rooij, S. W. and Merkebu, J., 2015. Measuring the business impact of employee learning: A
view from the professional services sector. Human Resource Development Quarterly.
26(3). pp.275-297.
Online
Factors which influences organisation to recruit. 2019. [Online]. Available through:
<https://smallbusiness.chron.com/internal-external-factors-influencing-recruitment-11905.html>
Interview aspects. 2019. [Online]. Available through:
<https://www.peoriamagazines.com/ibi/2010/nov/planning-and-conducting-perfect-interview>
9