Human Resource Management and Recruitment

This assignment discusses the significance of human resource management in today's business organizations. It highlights the shift towards HRM, where employees are encouraged to participate in major decisions. The performance of an organization depends on the efficiency of its employees. Various references from books and journals are provided to support the discussion.

RECRUITMENT AND
SELECTION IN
BUSINESS

Table of Contents
INTRODUCTION ...............................................................................................................................3
Task 1....................................................................................................................................................3
P 1 Identify how two organisations plan recruitment using internal and external sources..............3
TASK 2 ................................................................................................................................................4
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities...........................................................................................................................................4
TASK 3.................................................................................................................................................5
P 3 Prepare the documents used in selection and recruitment activities..........................................5
TASK 4 ................................................................................................................................................7
M1 Compare the purposes of the different documents used in the selection and recruitment
process of a given organisation........................................................................................................7
TASK 5.................................................................................................................................................8
D1 Evaluate the usefulness of the documents in the interview pack for a given organisation, in
facilitating the interview process.....................................................................................................8
TASK 6 ................................................................................................................................................9
P 4 Plan to take part in a selection interview...................................................................................9
TASK 7 ..............................................................................................................................................10
M2: Analyse your contribution to the selection process in a given situation................................10
Task 8..................................................................................................................................................11
D2 Evaluate your experience of planning and participating in the recruitment and selection
process. ..........................................................................................................................................11
TASK 9 ..............................................................................................................................................11
P 5 Take part in a selection interview.............................................................................................11
CONCLUSION.................................................................................................................................12
REFERENCES ..................................................................................................................................13

INTRODUCTION
Employees are one of the most important resources of any business, and so it is important
for organisations to have a thorough recruitment and selection process. This is to ensure that the
best possible candidate is recruited to the post. There are many different aspects to consider during
the recruitment and selection process, and this essay considers the issues that an organisation should
consider as they search for candidates to recruit. The responsibility for recruitment and selection
lies predominantly with a Human Resources (HR) department. organisations also face the decision
as to whether it is preferable to recruit internally or externally, and there are advantages and
disadvantages to both approaches. There are also legal considerations associated with recruitment
and selection which it is imperative that an organisation adheres.
Task 1
P 1 Identify how two organisations plan recruitment using internal and external sources
House of Fraser (HOF)
House of Fraser is a British, national organisation within the retail industry, that sell an array
of products under 5 main departments in-store store from Handbags to Televisions to Make-up and
Men’s Shoes (Almeida and Fernando, 2017).
Reason Why vacancy occurs
At House of Fraser, there is a great labour turnover, and currently there are 5,200 HOF
employees and 11,000 concession staff. However, it can occur that employees leave for reason such
as:
 Long-term sickness, which would require a temporary employee to cover the position until
the member of staff is able to work again (Blount, Butler, and Gay., 2017).
In these cases, HOF would need to employ new members of staff to fill these positions so
that no loss is made to the store financially or physically in terms of stock
Internal and External sources used to recruit
HOF usually recruits internally, as this is a cost-effective and time-saving method. If they
choose to advertise internally, posters are situated within the staff room and locker room where
employees are most likely to see the advertisements. However, they do also advertise their
vacancies clearly on their intranet site for current employees if they wish to look, but these
vacancies can also be found by members of the public ‘externally’ on the House Of Fraser website
too which is also a fairly cheap process as it does not require a third party input, which would

usually be a job centre or newspaper, who could advertise on behalf of the company (Furnham,
2017).
Land Rover
Land Rover is a British car manufacturer which specialises in four-wheel drive vehicles, and
are famously renowned for the creation of ‘off-road’ vehicles such as the Defender, Freelander and
now more recently the exclusive Range Rover collection (Marie Ryan and Derous., 2016).
Why do vacancies occur at Land Rover?
It is unlikely that Land Rover have a high labour turnover as the manufacturing of cars is a
costly process.
 A member of staff is transferred to another Land Rover Showroom.
 A member of staff retires; this position will need to be permanently filled.
If vacancies do for any of the above reasons occur within the business, Land Rover can
choose to recruit their staff internally or externally.
Internal and External sources used to recruit
Land Rover recruits internally and externally, depending on the vacancy available. However,
it is true that when recruiting internally, it saves time and it is a cost effective method to recruit, so it
is likely that Land Rover would prefer to recruit internally, if they had the choice. By recruiting
internally, they can post advertisements on their Intranet for their current employees to see, and also
‘in-store.
TASK 2
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities.
The key points in relation to recruitment, however, are as follows:-
The Sex Discrimination Act 1975:- (amended 1986) makes it unlawful to discriminate –
directly or indirectly –between the sexes in recruitment policy, job advertisements and application
forms. This includes discrimination on the grounds of change of sex and marital status.
The Race Relations Act 1976:- (amended 1996, 2000 and 2003) makes similar provisions
in regard to colour, race, nationality or ethnic or national origin.
The Employment Equality Regulations 2003:- Make similar provision in regard to sexual
orientation, religion and belief

The Disability Discrimination Act 1995:-Makes it unlawful to discriminate against a
disabled person in deciding whom to interview or whom to employ or in the terms of an
employment offer (Rahim, 2016).
A disabled person is defined as a person who has a physical or mental impairment that has a
substantial and long-term (more than 12 months) effect on his or her ability to carry out normal day-
to-day tasks. (This effect may include: mobility; manual dexterity or physical co-ordination; and
impaired ability to lift, speak, hear, see, remember, concentrate, learn or understand.)
Age diversity
The Employment Equality (Age) Regulations 2006:- ban unjustified direct and indirect
discrimination on the basis of age in recruitment (Rudolph and et.al., 2017).
It is not unlawful to treat candidates differently on the basis of their age if:
 There is an objective justification for doing so (e.g.it may be necessary to fix a maximum
recruitment age to reflect the training requirement of the post, or the need for a reasonable
period of employment before retirement).
 The candidate is older than, or within six months of, the employer's normal retirement age
(or 65 if the employer doesn't have one).
 There is a 'genuine occupational requirement' (e.g.dramatic roles for older or younger
characters)
TASK 3
P 3 Prepare the documents used in selection and recruitment activities.
Job Description Office Manager
Responsibilities.
 To develop and (where necessary) adjust the files and employee records responsibility.
 The contributions and co-implementation of projects.
 Translating online files works and solve employee problems related to working.
 Identifying trends in the market.
 Increasing of the online brand awareness.
 Making marketing projects.

Job requirements.
 Working and thinking.
 HBO.
 2 to 5 years relevant work experience.
 Knowledge and experience with official work.
 Experience in official working environment is a plus.
Working conditions.
 Employment:Year contract (With proven performance permanent).
 Working hours:Full-time. (36 hours per week)
 Salary:€72.000 year based.
 Other benefits:Lease car, Public traffic Travel Card.
Person Specification
Post Title : Office Manage
Grade: HBO
Criteria Essential Desirable
Qualification/Knowledge
 MBO BTEC ND
 Affinity with and knowledge of computer.
 Knowledge and experience with reputed company
 Results-oriented, persuasive, communicative
 Able to draft and to provide concrete business case.
 Work-related Experience Working and thinking.
 2 to 5 years relevant work experience
 Cooperate,organization sensitive.
 Good skills in Microsoft Office
 Team-working ability

 Previous experience to work in stressfully work conditions.
Job Advertisement
Job Advert:- This is as a paid advertisement which is in a newspaper or another place
where vacancies are placed. The advertisement is designed to attract people to see the job advert
and want to apply for the job available. It is designed to attract suitable qualified candidate for a job.
An effective advert reduces the time businesses spend interviewing unsuitable candidates by
providing a precise statement of job requirements.
TASK 4
M1 Compare the purposes of the different documents used in the selection and recruitment process
of a given organisation
Within this report I will be comparing the purposes of the different used within the selection
and recruitment process of Tesco.
Job Description- The purpose of a job description is to mainly ensure you are picking the
right candidate for your chosen vacancies available. These should be well-written and very carefully
thought out as this is the basic of all recruiting and selection processes (Rahim, 2016).
Person Specification- The purpose of a job specification is to show the candidates a list of
qualifications, previous experience, skills, knowledge and other aspects that they should have to be
appropriate for this chosen job.
Job Advert- This is as a paid advertisement which is in a newspaper or another place where
vacancies are placed. The advertisement is designed to attract people to see the job advert and want
to apply for the job available.
Application Form- The purpose of an application form is to find out information that
unnecessarily wouldn’t be included in a CV. There also used to make a first impression such as
checking spelling, punctuation and grammar.
CV- The purpose of a CV is to give a summary of your academic qualifications, aspirations,
hobbies, previous experience and various other important information recruiters look for.
Cover Letter- The purpose of a cover letter is to give an extra chance to show the recruiter’s
how your qualifications will make you suitable and why you should get this job.
Comparisons
A person specification and a CV are both used to show individuals traits, skills and various
other things. This helps the interviewer a great deal because the person will only write applicable

and compatible information because they would have read the job description and have written stuff
that was required (Almeida and Fernando, 2017).
A cover letter and a CV are alike in many ways because they both give you a chance to show
employers everything you have to offer. They both give you a chance to show your qualifications,
skills and achievements to prove they are right for the vacancy.
A job description and a person specification are similar as both are currently up to date and
help give employees guidelines. They are to ensure you pick the right candidate for the job.
TASK 5
D1 Evaluate the usefulness of the documents in the interview pack for a given organisation, in
facilitating the interview process.
Cover Letter
This is a letter or an email which is sent along side a job application. It is a brief introduction
to give a first impression on the employer. The candidate should research into the specific job role
and the business before writing a cover letter, in order to maintain as much knowledge as possible
and to be as accurate as can be (Jeske, and Shultz, 2016).
Curriculum Vitae
This is a brief account of a candidates qualifications, previous occupations, education. It is
often sent alongside a job application to show bit about you. It provides a summary and is usually
around two or three pages, depending on how much experience a person has. The CV will be your
first impression on an employer because its a direct reflection of who you are. Within the interview
process, CV's are useful because they allow an employer to judge whether or not you have the
appropriate skills, qualifications and experience for the job (Rahim, 2016).
Application Form
This is a template for employers to use when giving to candidates in order to fill out with
previous positions held, education and contact information. They are usually submitted online
which is extremely useful because millions of people can have access to them and it is a lot easier
than being e.g. in a physical store.
TASK 6
P 4 Plan to take part in a selection interview
Preliminary Interview :-The applicants received from job seekers would be subject to

scrutiny so as to eliminate unqualified applicants. This is usually followed by a preliminary
interview the purpose of which is more or less the same as scrutiny of application, that is, eliminate
of unqualified applicants.
Selection Test:- Job seekers who pass the screening and the preliminary interview are called
for tests. Different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant‟s ability, aptitude and personality (Blount,
Butler, and Gay, 2017).
The following are the type of tests taken:
 Ability tests
 Aptitude test
 Intelligence test
 Interest test
 Personality test
 Projective test
 GK test
 Medical test
Interview :- The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to evaluate the applicant‟s acceptability. It is considered to be
excellent selection device. It is face-to-face exchange of view, ideas and opinion between the
candidates and interviewers. Basically, interview is nothing but an oral examination of candidates.
Interview can be adapted to unskilled, skilled, managerial and profession employees.
Types of interview: -
 Informal Interview
 Formal Interview
Reference Check:- Many employers request names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining additional background
information on an applican
Selection Decision:- After obtaining information through the preceding steps, selection
decision- the most critical of all the steps- must be made. The other stages in the selection process
have been used to narrow the number of the candidates. The final decision has to be made the pool
of individuals who pas the test (Marie Ryan, and Derous, 2016).

Job Offers:- he next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointed. Such a letter
generally contains a date by which the appointee must report on duty. The appointee must be given
reasonable time for reporting (Rudolph. and et.al., 2017).
TASK 7
M2: Analyse your contribution to the selection process in a given situation.
Within this assignment I will be analysing the contribution I had in the selection process
within a given situation.
I prepared far ahead of my interview for a sales assistant to make sure I stood out and knew
what I was talking about. I had a confident manner in my knowledge which benefited me as when I
got asked questions by the interviewer I was prepared and on the bull and knew off by heart my
answers for the questions I was asked.
Before the interview started, I shook the interviewers hand to show a level of
professionalism and respect. Not every candidate does this, which means that I would have stood
out. This also creates a positive first impression which is extremely important because it stays with
the interviewer (Mügge, 2016).
The comments I received from the interviewers were that I was calm and collective during
my interview which is positive. They also said I maintained eye contact with them which is a very
important skill to obtain. This benefitted my because I was able to look determined when I
answered questions. I was able to back up my original points that I made and show evidence for
them. From my experience in an interview I have learnt to practise my confidence level to make
sure my speech is clear and persistent (Blount, Butler, T. and Gay, 2017).
However, there were definitely areas for development. One of them was that I was
extremely nervous as I found it hard to deliver my words clearly and elegantly. My pronunciation of
words throughout my interview were not great and next time I should be much clearer when I am
pronouncing my words, because this will make it easier for the recruiter to understand me and it
will make me sound more professional (Mügge, 2016).
Overall, the interview was a pleasant and useful experience in which I have learnt a lot from.
I have identified the areas in which I need to develop and work on ready for the new interview I
obtain, in order to make it a better chance of me securing the job.

Task 8
D2 Evaluate your experience of planning and participating in the recruitment and selection process.
Within this assignment I will be evaluating the experience of planning and participating in
the recruitment and selection process.
Before we participated in our interviews, we had to create and bring along documents into
the interview, such as; a CV, a cover letter, and other documents that should be included within an
application pack. By having these documents in my interview with me, it helped me to stoa dour
and score points with the interviewer (Almeida, and Fernando, 2017).
Preparing for an interview is handy and very convenient, this is because you will be in good
shape when the interview comes around. You should go into an interview feeling extremely
confident, and having all the knowledge and answers to potential questions they could ask you. This
is done by doing preparation, which I ensured I undertook. I gave off an excellent first impression,
which is extremely important when trying to impress an interviewer.
I composed a set of questions in which I would like to ask the interview at the end of the
interview. I came up with 8 questions I had in mind, that I felt would make me look really interested
in the business and the job role specifically which was really beneficial. In the actual interview.
I personally feel the recruitment planning process could be improved by having two or three
interviewers, as this means there will be more opinions and different views on each applicant. This
would've given me a higher chance to get the job, because its not just based on one person's
opinion.
I personally think I was dressed inappropriately, because I was too casual for the job I was
applying for. Compared to the other 3 candidates who were also waiting for their interview for the
job role, I was the least formal dressed out of them. Two of them were women, who were wearing a
shirt and a skirt, with low heels. The other candidate was a man, who was wearing a suit.
TASK 9
P 5 Take part in a selection interview.
Through advertisement application are than the Human resource department to take part in
selection process. The human resource manager plays a significant role in selection process. The
selection process is consists of several sequential task (Rahim, 2016).
How the human resource department of take part in selection process is given below:-
Short listing

 In most cases, once a job vacancy has been advertised and reached the close date, we will
shortlist candidates using the job description and person specification.
 As soon as a decision has been reached, we will contact shortlisted applicants to arrange
interviews. Normally, you would expect to hear from us within two weeks of the close date
if you are to be interviewed.
Interviews of the candidates
 Interviews are normally conducted by a panel which will include the line manager, and
perhaps more senior members of a Department or School.
 Candidates will often be asked to give a presentation on a relevant topic as part of the
interview, which will be explained in the invitation to interview letter.
 In some cases, there may be second or even third interviews. Some interviews may need to
be conducted by telephone.
Job Offers
 Once the interviews are complete, we will select a preferred candidate and may issue a
conditional offer of employment - conditions may include satisfactory references, medical,
etc.
 We will also ask you to take part in a pre-employment health screen process which may be
simply completing a form or may need further information to make sure you are fit to
undertake the duties of the job.
 UK citizens and members of the European Union will need to have provided evidence, e.g. a
passport, of their right to work in the UK.
CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of this
realization upon the present day business organizations, there appears to be a major shift
towards human resource management. In fact, the employees of today are encouraged to
participate in the major decisions and thus play a vital role in the management of the firm.
The performance of the organization depends on the efficiency that its employees exhibit.

REFERENCES
Books and Journals
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the information
technology and accounting occupations in regional Australia. The International Journal of Human
Resource Management. 28(6). pp.880-912.
Blount, T. A., Butler, T. and Gay, H., 2017. How Student Recruitment and Selection Can Impact
Reentry Outcomes: Lessons from the Michigan Department of Corrections and Jackson College
Journal of Prison Education and Reentry.4(1).
Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection Research.
International Journal of Selection and Assessment.24(1). pp.1-3.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of the
Psychology of Recruitment, Selection and Employee Retention. p.202.
Hunter, S. T. and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist.72(3). p.242.
Jeske, D. and Shultz, K. S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection research
and practice. International Journal of Selection and Assessment.24(1). pp.54-62.
Mügge, L. M., 2016. Intersectionality, recruitment and selection: Ethnic minority candidates in
Dutch parties. Parliamentary Affairs.69(3). pp.512-530.
Rahim, S. A., 2016. Measurement of levels of satisfaction of staff about the recruitment and
selection process of Mutual Trust Bank Limited: an exploratory study. The Business & Management
Review.7(3). p.282.
Rudolph, C. W. and et.al., 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 UK.