Recruitment and Selection in Business

This document provides insights into recruitment planning using internal and external sources, the impact of legal and regulatory framework on recruitment and selection activity, and the documents used in selection and recruitment activities. It also includes a job description, person specification, job offer letter, and application document for the vacant job positions of tutors in business management courses at Grimsby Institute.

Recruitment and
Selection in business

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1) Recruitment planning using internal and external sources .................................................1
TASK 2 ...........................................................................................................................................3
2.1) Impact of legal and regularity framework on recruitment and selection activity................3
TASK 3............................................................................................................................................4
3.1) Documents used in selection and recruitment activities......................................................4
TASK 4............................................................................................................................................8
4.1) Plan to take part in selection interview ...............................................................................8
4.2) Take part in selection interview...........................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Recruitment is basically a process of identifying the staff needs of an organisation to
employ some talented candidates for a vacant job through making appeal and attracting
individual for applying for the vacant job (Picardi, 2019). On the other hand, selection is a
process that consists several methods and assessment test to choose and select most competent
applicant from the individuals applied for the vacant job position. The organisation selected for
this report is Grimsby Institute of Further and Higher education that is basically a further and
higher education university centre located in North East Lincolnshire, England (Grimsby
Institute, 2020). This assignment includes a description about recruitment planning together with
the legal and regulatory framework. Further, various documents used in selection and
recruitment activities are also form as a part of this assignment along with planning for selection
interview.
TASK 1
1.1) Recruitment planning using internal and external sources
Recruitment planning is mainly associated with timely analysis of vacant job position
exists in the organisation and involves process of identifying and attracting a pool of qualified
and skilled job seekers to fill up these job vacancy. Grimsby Institute is a well known further and
higher education university located in England and providing higher education in a wide range of
subjects that includes Food and Fashion, Science and mathematics, Engineering, Management
and business studies, School of art, Humanities, etc. The recruitment officer of Grimsby Institute
is having all the responsibility to analyse and find the vacant positions in the university together
with employing most competent and qualified individuals to keep a balance in supply and
demand of staff in the organisation (Rakib, 2019). A job vacancy for tutors in business
management courses is analysed by the recruitment officer therefore, effective planning is
required to fill up these vacant position. Use of any one of the two methods of recruitment can be
made by recruiting officer of Grimsby Institute, a description of which is provided below:
Internal recruitment- It is a method of filling vacant job position from the existing
workforce or with the internal sources of organisation. Planning for internal recruitment includes
strategy of promotion, job rotation and other policies to fill job vacancy by making use of
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existing employees. Use of internal method of recruitment facilitates following advantages and
disadvantages for Grimsby Institute:
Advantages Disadvantages
The advantages of using internal recruitment
method by Grimsby Institute is that it offer a
cost effective way of recruitment as no cost of
external advertisement or orientation process
are involved. Internal recruitment method also
facilitates better motivation in employees of
Grimsby Institute as yield better growth
opportunity for existing employees through
means of promotions, etc.
The disadvantage of internal requirement
method includes availability of lower pool of
candidates as avoids the arrival of fresh
candidates for recruitment purpose and also
lead to lack of diversity in the organisation that
hinder the creativity level of an organisation
(Carrero, Krzeminska and Härtel, 2019).
External recruitment- It is a process that involves searching a sufficiently skilled and
qualified candidates from outside the organisation other than its existing staff to fill vacant job
position (Hossain, 2019). The advantages and disadvantages lead by External method of
recruitment for Grimsby Institute are as follows:
Advantages Disadvantages
The biggest advantage of external recruitment
process for Grimsby Institute is that it provide
assess and increased chances for selection of a
fresh skill and qualified candidates which
facilitates generation of new and creative ides
within an organisation through providing a
wider and better pool of candidates for
selection
The disadvantage of external recruitment that
can be encountered by Grimsby Institute is
associated with high costs and time consuming
process (Khatun, 2019). Besides this, an
internal disputes in existing employees can also
be faced by Grimsby Institute as external
recruitment limit the growth opportunity of
existing employees.
On the basis of above discussion about methods of recruitment, the recruiting officer of
Grimsby Institute has planned to adopt use of external recruitment method as it facilitates larger
group of candidates to select a skilled and more qualified individual for the post of tutors in
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business management courses. It has been planned by recruiting officer to make advertisement
for vacant positions through making use of newspapers, social media platforms and other digital
channels like official website of university of Grimsby Institute to deliver and transfer
information about vacant position to a larger number of qualified job seekers. While making
advertisement and during whole process of recruitment, proper consideration to various laws and
acts are made by recruiting officer to remove the chances of biasness or any legal consequences
(Kavuri and et. al., 2019).
TASK 2
2.1) Impact of legal and regularity framework on recruitment and selection activity
In every nations there are some legal framework and regularity polices and acts that are
lead by government or other legal authority of the nation to protect the rights of individuals and
provide them a fair and equal chance of job. The different legal and regularity framework that
must be followed and meet up by Grimsby Institute while its recruitment and selection process
are as follows:
The Equal pay act, 1970- This act was introduced by the parliament of UK to prohibit all
kind of discrimination in pay and eliminated less favourable treatment between men and women
in terms and conditions of employment. The main aim of equal pay act, 1970 is to prevent all
kind of discrimination while recruitment and selection process as it has made it illegal to pay
someone less or more on the basis of their gender (Anwar, 2019). Thus, Grimsby Institute must
follow all the provisions and key elements of equal pay act, 1970 and should not encourage any
kind of discrimination or favouritism for any specific individual or gender to remove the chances
of legal consensuses in future. The Equal pay act has lead an impact on Grimsby Institute as it
become necessary to provide fair job opportunity and equal level of pay and other terms and
conditions for all similar job vacancy while its recruitment and selection process.
Minimum wage act, 1998- This act is a flagship policy of Labour party of UK that set a
criteria for minimum wage across all the organisation of UK. From 1 of April 2019, it was £8.21
for people belongs to age group of 25 and over, £7.70 for the individuals of age group 21- to 24-
year old, £6.15 for people of 18- to 20-year, £4.35 for people under the age of 18 and £3.90 for
individuals who are working as apprentices. Thus, impact of Minimum wage rate is seen on
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Grimsby Institute as it become must to keep this minimum wage rate in minds while making and
setting job contracts and salary package for recruited individuals during the process of
recruitment and selection (Alam, 2019).
Data protection act, 1998- This act was introduced and executed by the UK act of
parliament with the aim of protecting and securing the personal data of individuals stored in
electronic form or organised paper filling system. Data protection act provides a legal right to all
British individuals to have a control on information about themselves and no one can make use
of their personal information without their prior consent. While recruitment and selection
process, various personal data and information about the applicants and candidates is obtained by
Grimsby Institute therefore, it become necessary for this university to keep this information safe
and should make ethical use of this personal information of applicant. The data protection act has
lead to an impact and influence over Grimsby Institute as it become necessary for this
organisation to have a lawful process and obliged by this act to have proper collection, storage
and use of personal data of applicant more significantly and ethically while conducting
recruitment and selection process.
TASK 3
3.1) Documents used in selection and recruitment activities
There are various documents that are made used while selection and recruitment activities
to provide all the relevant information about the specific job vacancy together with documents
that are providing information about the candidates who had applied for the vacant job to
analysis their suitability for that particular job (Rozario, Venkatraman and Abbas, 2019). A range
of these documents that are used in requirement and selection process of Grimsby Institute are
provided below:
Job Description
It is a written narrative document that describes and provide information about all the
general task, duties and responsibilities related with the a specific job position and also includes
an analysis of various knowledge and abilities needed to perform a particular job efficiently.
Following job description document is prepared by Grimsby Institute for the vacant job
positions of tutors in business management courses, providing information about the role and
responsibility of specific job together with job duties and tasks:
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Job Description
Organisation: Grimsby Institute of Further and Higher education
Division: Management and business studies division
Job Title: Tutor in business management course
Job Location: Grimsby Institute Nuns Corner, Grimsby DN34 5BQ, North East Lincolnshire,
England, United Kingdom
Working conditions : Able to work 6 days in a week
Job Summary
To prepare and deliver lectures to undergraduate and graduate students on the topics related
with business management course including financial accounting, operation management,
principles of marketing, etc. together with regular participation in faculty and administrative
meetings and academic committees.
Role:
 Facilitating a positive learning climate that is open and non threatening for students to
provide a comfortable atmosphere for gaining knowledge over various topic.
 To guide students for progressive learning and a backdrop for evaluation that meet the
learning objectives of both units and the college programmes as a whole.
 Encourage and support students for critical thinking and ensures that knowledge of
students is probed and challenged for their betterment and better learning.
 Recognise and identify the evolving and innovative processes of group development
and different roles that act as a facilitator for students in learning.
Responsibility:
 Timely attending orientation sessions and regular meetings arranged and organised by
institution for tutors.
 Determining and evaluating the group structure and rules of tutorials provided by
university.
Job Duties and Task:
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 Travel to libraries, home of students, collage, university to conduct tutoring sessions.
 Timely scheduling tutoring appointments with students and also with their parents.
 Conducting research or recommanding textbook, software, equipment or other learning
materials to complete a tutoring and learning process.
 Review class material and monitor performance of students and assist them for better
learning in academic environment.
Person specification
A person specification is generally a written document that provides a detailed profile of
an ideal new employees and includes information about skills, attributes, experiences and other
qualifications required by an individuals to apply and secure a specific job in an organisation (He
and Makarchev, 2019). Following person specification document is prepared by Grimsby
Institute for the vacant job positions of tutors in business management courses:
Person specification
Job Title : Tutors in business management courses
Service area: Management and business studies
Grade: A
Criteria Essential Desirable
Skills required Excellent Communication
skills.
Team and class management
skills.
Conflict resolution skills.
Established Proficiency in
related subject.
Planning skills
Computer skills
Dedication and creativity skills
Attainment/ Qualification Level 5 diploma in Education
and training.
A degree in business
management course for
A postgraduate teacher training
course from a recognised
university.
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postgraduate study.
Knowledge Effective management skills
to properly manage and
motivate students for learning.
Assisting and guiding students
to set goals and plans for
progress and effective
learning.
Evolving new ways to help
students to improve their
study methods.
Maintaining effective
discipline and decorum in class
while teaching.
Relevant experience Between 2-5 years -
Other attributes Polite and calm nature
Disciplined and punctual
-
Job offer Letter
Grimsby Institute Nuns Corner, England, United Kingdom
Dear Sofia jospeh
We are grateful to inform you that you have been selected for job role of Tutor in business
management courses in our university.
Job responsibilities-
 Facilitating a positive learning climate for students
 Review class material along with monitoring performance of students
 Assist and guide students for better learning in an academic environment
Reporting- HR supervisor.
Basic salary- $ 20000 per month.
Compensation and other benefits- Benefits will include various Health care facilities,
conveyance, Insurance and other perks based on efficiency and performance.
Sincerely,
7

Kane Abraham.
Application document
Application document includes all supporting documentation that are required by a job
applicant to file and provide to the organisation in which they are applying for a job. The
supporting or application documents requited by a candidate to apply in Grimsby Institute for the
vacant job positions of tutors in business management courses includes resume or CV of
applicant, cover letter, reference list, Letters of recompensation, Transcript, Portfolio, etc. that
are essential and required to get understanding about the skills and qualification of applicant
(Picardi, 2019). An applicant need to provide all these supporting and application documents for
applying in Grimsby Institute and it is also necessary that the information provided should be
authentic and true otherwise, the application is rejected. Theses documents and information is
used by recruiting officer of Grimsby Institute to evaluate and analyse the skills and qualification
of applicant with the job role and task of vacant position to make a final decision and short-
listing candidates for interview process.
TASK 4
4.1) Plan to take part in selection interview
Interview is basically a formal meeting between an interviewee and interviewer where
questions are asked by an interviewer from an individual (interviewee) to find out and estimate
the level of knowledge and skills of candidates for filling a specific job position. Use of
interview method facilitates best approach for Grimsby Institute to select most competent and
qualified individual for the post of tutors in business management courses through providing a
direct interaction and communication with the applicant. The various types of interview that can
be used by Grimsby Institute to choose and select tutors in business management courses are as
follows:
Screening Interview- The first interview inducted by Grimsby Institute is screening
interview that aim at ensuring that prospective candidates meet the essential and most basic
requirement of vacant job position (Types of Interviews, 2020). Use of a telephonic interview is
made by Grimsby Institute to evaluate the basic qualifications and knowledge of applicant
together with getting information about interest of applicant in job position (Rakib, 2019). The
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candidates who are found suitable for job of tutor are shortlisted for next round of Interview by
the recruiting officer of Grimsby Institute.
Selection interview- It is typically conducted at on-site and within the business premises
of hiring company. The main purpose of selection interview conducted by Grimsby Institute is to
determine whether a candidate is most suitable and having all the attributes required for filling
the vacant position thus, selection interview in more rigorous and includes several questions to
test and validate the qualification and skills of an applicant before hiring them.
4.2) Take part in selection interview
Interview protocol are the basic rules and official procedure and system that must be
followed by an Interviewer while conducting an interview. The questions asked by the recruiting
officer and other HRM mangers should be ethical and whole process of interviews is based on
the set protocol and guidance of Grimsby Institute to provide a positive and healthy atmosphere
for conducting and leading interview for the vacant position of tutor of business management
(Carrero, Krzeminska and Härtel, 2019). A description of interview conducted and participated
by recruiting officer of Grimsby Institute is provided below:
Interviewer: Tell me something about yourself?
Interviewee: I am Sofia jospeh from North East Lincolnshire, England.
Interviewer: What are your qualification and teaching experience?
Interviewee: I have done a Level 5 diploma in Education and training and also having a
degree in business management course for postgraduate study. Further, I have also worked as a
teacher in a primary school of England for around 2 years.
Interviewer: Why you have left your previous job?
Interviewee: I have learnt so many good experience and knowledge from my past job but,
to boost my career and to get better professional direction, I have quit that job to join some new
institution for better growth opportunity.
Interviewer: What are your biggest strengths that makes you better than other
candidates?
Interviewee: I am very punctual and disciplined kind of person together with a good
communication and management skills that makes me better than other and suitable for job of
Tutor.
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Interviewer: How you will motivate the students for better performance and learning
perspective?
Interviewee: With the help of my good communication and interpersonal skill I will try to
make study and learning programmes more interactive and interesting to motivate students.
CONCLUSION
On the basis of above assignment, it can be concluded that an organisation can make use
of internal or external recruitment method to fill up its vacant position in the organisation.
Internal recruitment method is cost effective but limit the number of candidates where as external
method is expensive but provides a larger number of applicant. Beside this, it can be concluded
that there are various laws and legislation that must be followed while conducting recruitment
and selection process. Use of various document like job description and person specification are
made together with job interview to select most competent individual for the organisation.
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REFERENCES
Books and Journals
Alam, S., 2019. INTERNSHIP REPORT on Impact of Employee Recruitment and Selection
Process on HR Performance-A survey on Kazi Farms Groups (2).
Anwar, S., 2019. An Internship Report on The Recruitment and Selection Procedures followed
by the Human Resource Department of Dutch Bangla Bank Limited.
Buil, I., Catalán, S. and Martínez, E., 2020. Understanding applicants’ reactions to gamified
recruitment. Journal of Business Research, 110. pp.41-50.
Carrero, J., Krzeminska, A. and Härtel, C. E., 2019. The DXC technology work experience
program: disability-inclusive recruitment and selection in action. Journal of
Management & Organization. 25(4). pp.535-542.
He, Y. and Makarchev, N., 2019. Neither Fair nor Efficient, but More Elitist: Meritocracy in
Chinese Petroleum Firms’ Graduate Recruitment and Selection. Journal of
Contemporary China, 28(116). pp.308-325.
Hossain, M., 2019. Recruitment & Selection Process to Export Manpower: A study on The
Intralink.
Kavuri, S. P., and et. al., 2019. Understanding the factors that influence brand-image of a
business school brand: a recruiters prospective. In 24th Annual Conference of the Asia
Pacific Decision Sciences Institute: Full Papers (pp. 312-321). APDSI Asia Pacific.
Khatun, M., 2019. Project on Factors Affecting Recruitment and Selection Process in
Bangladesh.
Picardi, C. A., 2019. Recruitment and Selection: Strategies for Workforce Planning &
Assessment. SAGE Publications.
Rakib, M. A., 2019. Recruitment and selection process of BanglaCAT and the possibility of
adopting e-recruitment.
Rozario, S. D., Venkatraman, S. and Abbas, A., 2019. Challenges in Recruitment and Selection
Process: An Empirical Study. Challenges, 10(2). p.35.
Shanker, M., 2019. Recruitment process and its impact on retention of commercial pilots in
Indian aviation industry. Business Process Management Journal.
Online:
Grimsby Institute. 2020. [Online] Available through:<https://grimsby.ac.uk/>.
Types of Interviews. 2020. [Online] Available through:<https://www.oriontalent.com/military-
job-seekers/transition-resources/interviewing/types-of-interviews.aspx>.