HR Compliance in Recruitment and Selection Policies

This assignment delves into the critical role of the human resource department in ensuring compliance with various laws while developing recruitment and selection strategies. It explores the need for policies to adhere to regulations, considering references from prominent HR books and journals.

Recruitment and Selection
in Business

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Two organisations plan recruitment using internal and external sources..............................1
P2 Impact of the legal and regulatory framework on recruitment and selection activities.........2
TASK 2............................................................................................................................................3
P3 Documents used in selection and recruitment activities........................................................3
TASK 3............................................................................................................................................5
P4. Plan to take part in a selection interview..............................................................................5
P5. Take part in a selection interview.........................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The recruitment and selection process of human resource department is an source of
motivated employees in working culture. Recruitment is the process of attracting candidates
towards the available vacancies of firm. While the selection is serving of unqualified person
from the selected recruitment pool of participant and hiring of motivated and qualified personnel
for the firm (Brewster and Hegewisch, 2017). The Tesco and Landrover is following various
type of recruit process from the different sources available in the environment to hire and
passionate workforce for the profitability of venture.
In this particular assignment various internal and external source of recruitment are
studies that are followed in Tesco and Landrover. This report also discuss about the various
policies and legislation that affects the selection process of organisation.
TASK 1
P1 Two organisations plan recruitment using internal and external sources
The Tesco and Land Rover use different internal and external sources of recruitment.
Recruitment involves attracting the right standard of applicants to apply for vacancies. The
process varies depending on the job available.
Internal recruitment
Tesco first looks at its internal Talent Plan to fill a vacancy (Treweek, Mitchell and
Jones, 2010). This is a process that lists current employees looking for a move, either at the same
level or on promotion. If there are no suitable people in this Talent Plan or developing on the
internal management development programme, Options, Tesco advertises the post internally on
its intranet for two weeks.
External recruitment
For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-
careers.com or through vacancy boards in stores (Brewster and Mayrhofer, 2012). Applications
are made online for managerial positions. The chosen applicants have an interview followed by
attendance at an assessment centre for the final stage of the selection process. The store prepares
a waiting list of people applying in this way and calls them in as jobs become available.
For harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco
advertises externally:
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 through television and radio
 by placing advertisements on Google or in magazines such asThe Appointment
Journal.
 through its website and offline media.
Tesco will seek the most cost-effective way of attracting the right applicants. Tesco
makes it easy for applicants to find out about available jobs and has a simple application process
(Treweek,Mitchell and Jones, 2010). By accessing the Tesco website, an applicant can find out
about local jobs, management posts and head office positions. The website has an online
application form for people to submit directly.
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,
Freelancer and now more recently the exclusive Range Rover collection.
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’ for example in staff rooms, where their staff are likely to
see it (Siavelis, 2012). If Land rover chose to recruit externally, this may be time-consuming and
fairly expensive and an opportunity cost would be that Land Rover could invest this money
elsewhere for example in Bonus Schemes, but it would allow other people who may bring new
ideas and strategies, to join the company which may benefit them. Land Rover only advertise
externally using one method, which is on their website, on a specific page that is dedicated to
vacancies, which is the cheapest method of external recruitment, as it is their own website.
P2 Impact of the legal and regulatory framework on recruitment and selection activities
In Tesco, there are lots of different legal and ethical limitations the HR department within
a business has to consider during recruitment. The different laws involved during recruitment are
as follows:
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Sex Discrimination Act 1975 – This specific act makes it illegal to judge someone’s
potential based on their gender. This impacts recruitment because it means that companies are
now obliged to treat both men/women equally, and give them the same opportunities. This act
also forces companies to pay the employees equally regardless of gender, which is also involved
in the Equal Pay Act 1970.
Race Relations Act 1970 – This act was introduced by the parliament to ensure that
regardless of race, everybody would be offered the same opportunities. Just like the sex
discrimination act this means that during recruitment a company is obliged to treat each
candidate equally and is illegal for them to judge someone’s ability to do a job based on the
colour of their skin.
Disability Discrimination Acts 1995 and 2005 – This act is there to end discrimination
towards those who have a disability (Cabellero and Walker, 2010). This includes during
education, employment, licences, access to goods and renting land.
Data Protection Act 1998 – This act was endorsed by parliament to make it illegal for a
company to share their customers and employees data. This effects recruitment because it means
a company is not allowed to sell their candidates details to other companies but instead they have
to protect these detail.
European Working Time Directive – This is an act entitles employees to have a minim
amount of holidays, a rest breaks and gives a person the right to not work over 48hours if they do
not want to. This impacts recruitment because it means a company has to make the candidate
aware of their rights and the HR department also needs to decide if employing more people will
fit their budget range and they’ll have the ability to cover these rights their employees have
(Caers and Castelyns, 2011)
TASK 2
P3 Documents used in selection and recruitment activities
Tesco company prepares some documents which are used in recruitment and selection
activities. For vacancy of Human Resource Executive, this organisation prepares three
documents job description, person specification and job advertisement.
Job description
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Job Description
Title HR Executive
Company Tesco
Report to Human Resource
manger
Summary of position Candidate with smart
communication and with good
skills and abilities
Duties and responsibilities Dealing with employees and
their complaints, responsible.
Qualification Masters in Human resource work
Person Specifications
Attribute Essential
Education Good standard of literacy and numeracy
Communication Skills Friendly and approachable manner. Ability to interact well with
all customers and employees
Customer service Excellent customer service skills. Positive, helpful attitude
General Appearance Smart general appearance
Responsible Attitude Applicants are required to be reliable and responsible in their
dealings with other people and when handling money.
Job Advertisement
1. Experience – Minimum 1 to 2 years in the field of marketing
2. Location- Luton in United Kingdom
3. Salary- 4.25 lacs per annum
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4. Job Description- Human Resource Executive
5. Timings- 10 am to 6 pm
TASK 3
P4. Plan to take part in a selection interview
At the time of selection process, as a Human Resource assistant I am taking part in the
selection interview. There are few steps are followed in 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 (Chan and Kuok, 2011). 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.
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.
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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 (Fine, 2012). Then send out letter of regret
to unsuccessful applicants.
P5. Take part in a selection interview.
The Selection is very important process in the organisation. In selection, organisation
select the candidate according to his/ her capabilities or skills. Candidate should be able to
perform the task or job. 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 specially 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 (Keep and James, 2010). I had done this so that I wouldn’t get caught
speechless. In the process I wrote down and practised at least five 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?
In Tesco company, an interviewer is an important person of any business organisation.
As an interviewer , I will take care of all aspects or point which can affect the selection
interview in a positive as well as in a negative way . I will analyse the candidate on the basis of
his knowledge and skills so that most suitable employee can be chosen for betterment of the
company. The sequence of interviewer will be scheduled so that there will be no confusion about
questions to ask to candidate during selection interview. I will observe the gesture or body
language of candidates to see if he is honest regrading his vies and opinion which can affect
workplace of organisation.
Another role I will play that I will make efforts to market my company so that candidates
also make effort to get the job we are offering. As an interviewer I will make sure that I let
candidate to ask about offering in term of salary, incentives and other benefits which can affect
the chances of his desire to come in our company in future (Breaugh, 2017). I will be prepared
for interview in advance so tat I can represent my company in an attractive way in front of
candidate. Along with these, I will be clear about interview process so that no false offering can
be offered to candidates .As it might mislead them and disappointed them which can affect their
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performance in the long term. Thus as an interviewer, I will try not to conduct a lengthy selection
process for candidates.
CONCLUSION
It can be concluded from the above report, that recruitment is the major precess that
involves hiring of new individual in the existing working surrounding of company. The Tesco
basically focusses on the external recruitment process. While the Landrover developed an
recruitment process through selecting individual from wide range of candidates from online
sources. The various legislation defined by government like minimum wages act etc. affects the
recruitment and selection largely. So, the human resource department should compliance with
the different laws in practice while developing various policies and strategies of recruitment and
selection of personnel.
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REFERENCES
Books and Journal
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human
resource management. Edward Elgar Publishing.
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.
Chan, S.H. and Kuok, O.M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism. 10(4). pp.421-441.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Keep, E. and James, S., 2010. Recruitment and selection-the great neglected topic.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Timming, A.R., 2011. What do tattoo artists know about HRM? Recruitment and selection in the
body art sector. Employee Relations. 33(5). pp.570-584.
Van den Brink, M., 2010. Behind the scenes of science: Gender practices in the recruitment and
selection of professors in the Netherlands. Amsterdam University Press.
van Dijk, H., van Engen, M. and Paauwe, J., 2012. Reframing the business case for diversity: A
values and virtues perspective. Journal of Business Ethics. 111(1). pp.73-84.
Zhao, H. and Liden, R.C., 2011. Internship: a recruitment and selection perspective. Journal of
Applied Psychology. 96(1). p.221.
Online
Recruitment and selection. 2014. [Online]. Available through:
<http://www.bbc.co.uk/bitesize/higher/business_management/human_resource_manage
ment/recruitment_selection/revision/1/>. [Accessed on 17th July 2017].
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