Recruitment and Selection Practices in SMEs

This assignment focuses on the recruitment and selection practices in small and medium-sized enterprises (SMEs). It delves into the various studies and research papers related to HRIS applications, employee recruitment, and retention issues in different industries, including hospitality, tourism, manufacturing SMEs in Japan, and Saudi Arabian Family Owned Small and Medium Scale Enterprises. The assignment also examines the impact of recruitment and selection criteria on organizational performance and the use of social media content for screening in recruitment and selection. It provides a comprehensive overview of the topic and serves as a valuable resource for students and professionals interested in HR management.

RECRUITMENT AND
SELECTION IN
BUSINESS

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Recruitment plan of organisations.........................................................................................3
P2 Impact of the legal and regulatory framework ......................................................................5
TASK 2............................................................................................................................................7
P3 Documents used in selection and recruitment activities........................................................7
TASK 3..........................................................................................................................................10
P4 Plan to take part in a selection interview.............................................................................10
P5 Take part in a selection interview........................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employees are an integral part of an organisation who provides their efforts and
contribution to the organisation in achieving the organisational goals and objectives. The
organisations needs to hire the suitable people having right mix of skills and knowledge so that
they can perform the work properly. Recruitment and selection is a strategic function for HR
department for recruiting the suitable candidates. The taken firm for this assessment is Tesco
which is a retail firm of UK providing different types of products and services to customers such
as retailing of books, clothing, electronics, furniture, toys, petrol, software, financial services,
telecoms and internet services. This report will discuss the recruitment plan of organisations
along with the impact of the legal and regulatory framework on Recruitment and selection.
Further this report will cover the documents used for selection and recruitment activities. In the
end, this report will cover the selection interview of organisation.
TASK 1
P1 Recruitment plan of organisations
The recruitment process of the organisation depends upon several factors through which
they select and hire the suitable candidates for the vacant job role. There are various recruitment
processes used by the organisation for determining the suitable and appropriate candidates to be
recruited for the vacant positions at the workplace. The recruitment processes of organisations
varies with each other based on the size and requirement of the organisation. Tesco is a retail
chain of the United Kingdom having a wide range of operations throughout the world. The
company is operating the business operations in more than 13 countries outside the UK in which
more than 492,000 employees are employed by the organisation (Chan and Kuok, 2011). The
values of the Tesco is ‘Treat people how we like to be treated’. Due to operating at global level,
Tesco needs highly skilled and qualified staff who are capable of bringing their maximum efforts
to the organisation by performing their job role and responsibilities in proper and effective
manner. Tesco and Marks & Spencers are the two firms which is taken for this assessment for
identifying the recruitment process used as well as the requirements of the recruitment of
candidates.
Recruitment at Tesco

Tesco conducts the recruitment in order to satisfy the needs of different functions and
operations of the business. The recruitment process is done by the HR managers of Tesco in
order to select suitable candidates having high knowledge and skills for performing their work
effectively. Tesco has their own step to step process for recruiting the candidates in order to fill
the vacant job positions. There are various factors such as employees turnover, reduced
performance and productivity, reduced sales and profit etc. which forces the company to recruit
new candidates (Dmour and et. al., 2015). Tesco looks for the internal recruitments before the
people from outside for the vacant job position. When internal options are not suitable then
company advertise the vacancy on online platforms such as Tesco careers, job platforms etc.
Then the HR managers of Tesco took the interview of the external candidates which are
interested in store-based jobs. After the interview, company conduct the skills and aptitude test
for determining the knowledge and skills of the candidates. The store prepares a waiting list of
employees who will be selected.
After these steps, the company releases the wait list for the selected employees. The
company also provides the training to the new employees in order to make them aware regarding
the culture and environment of stores (Ekwoaba and et. al., 2015). The company also provides
the orientation session to new employees so that they can understand the aim, vision and
objectives of the company so that they can perform their work for achieving them. Tesco uses
the external recruitment sources such as promotions of vacancy on job portals and career portal
of Tesco. For the internal sources, Tesco is using the notice boards and email of their employees
in order to make them aware regarding the vacant positions and job roles.
Recruitment at M&S
M&S is also a big company having a wide range of operations across several countries.
The company is using the hierarchy process for their recruitment process in which they promote
their existing employees to higher levels and recruits new employees at the vacant positions in
order to fill the occurred gap. The company mainly recruits the employees when the sales of the
company becomes low as well as when the existing staff is not performing their work with the
required efficiency and performance. The company is using several steps in order to recruit the
talented and skilled candidates which are capable enough to bring their maximum outputs to the
business for achieving the desired organisational goals of the company (Gamage, 2014). The
company is using the interview and tests methods for recruiting the candidates for vacant job

roles. The company fist take interview of the candidates and then the passed candidates opt for
the aptitude and physiology test. The passed candidates are provided with training sessions so
that they can understand the existing culture and environment at the workplace. M&S is using
the internal source such as Referrals, notice board of company etc. for hiring the employees
within the organisation. For external sources, company is using the methods such as job posting
on social media and careers at M&S in order to attract the candidates from outside of the
organisation (Heilman and et. al., 2015).
Internal recruitments are beneficial for the organisations as the abilities of the employees
are known as well as the workers stay motivated for getting the promotions. This method is also
less expensive for the organisation as compared to external sources. However, the external
recruitment provides a larger choice of well-qualified applicants which brings in ‘new blood’
with new ways of thinking.
P2 Impact of the legal and regulatory framework
There are various types of legal and regulatory frameworks which are formed by the
government and should be followed by the organisations in performing their business operations
in an effective manner. These laws and regulatory frameworks should be considered by both of
the companies in order to avoid the penalty and punishment from the government while hiring
the employees for the vacant seats. These laws and regulations should be strictly followed by the
business firms so that they can perform the business activities without any interference from the
government (Jeske and Shultz, 2016). M&S and Tesco both are following several legal and
ethical laws developed by the UK government such as Equality act, 1992, Anti-discrimination
act, 1998 etc. Some of these laws which should be followed by the business firms in hiring the
employees are discussed below:
Legal laws
National Minimum Wages Act, 1998 was developed by the government of United
Kingdom in year 1998 for deciding the minimum wage to be given to the professionals who are
working in the business organisations. According to this act, the companies needs to provide the
£7.83 per hour to the workers having age more than 25 years, £7.38 per hour to the workers
having age between 21 to 24, and £5.90 per hour for the workers having age between the 18 to
20. This law is followed by the Tesco and M&S in their recruitment and selection process
through which they are providing the salary and pay to the selected employees properly which

are also more than the wages set by the government in this act which is legally and positively
impacting the firms.
Health and Safety at Work Act, 1974 was introduced by the Parliament of the United
Kingdom in the year 2011 which states that the organisations needs to convey the danger
associated with the health and safety at the workplace to the new candidates while selecting them
for the vacant job position. The companies needs to promote the health and safety at the
workplace in order to avoid any danger and incidents. Both of the M&S and Tesco are following
this act so as to avoid any chances of miss-happenings at the workplace (Klotz and et. al., 2013).
These companies are also providing the training to the new employees in order to make them
aware regarding the danger involved in their working.
Ethical laws
Equality act, 1991 was introduced in the year 1991 by the UK government which states
that the equal preferences should be given to all of the persons who are applying for the vacant
job position. It is the responsibility of the organisation to provide the equal opportunities and
chances to the candidates for hiring them. Tesco and M&S are treating the new recruits and
employees without any discrimination in their recruitment and selection process so as to avoid
the government interference. This act is used by the organisations for being equal or fair with
everyone when the people are applying for the opportunities or job (Masutha and Rogerson,
2015). This act is essentially followed by both of the firms so as to treat each and every person as
a suitable one for the job position. When firm treat the employees equal without any
discrimination then they can take their feedbacks and responses in an effective manner so that
the recruitment and selection process can be performed ethically.
Anti-discrimination act, 1998 was introduced in the year 1998 by the government of UK
in order to protect the basic right and interest of the people so that they can work effectively for
bringing effective results through their working. This act should be essentially followed by the
business firms in their recruitment or selection process in order to avoid the involvement of
being unfair based on the caste or creeds, religious matter, age, gender, caste etc. If such
discrimination happens during the recruitment and selection process of the Tesco and M&S, then
they may fail in recruiting talented and skilled persons which can impact their business activities
too (Melanthiou and et. al., 2015). However, both of the firms are following this act in order to
perform the hiring process in an ethical manner.

Both of the Tesco and M&S are following these above discussed laws and regulations so
that any influence and pressure from the government can be eliminated. These laws are
positively impacting both of the firms in terms of improved brand image, hiring the suitable
employees, maintaining good relations with new employees etc. which are providing better and
improved output to the organisation. Through these benefits, both of the companies can sustain
in the market for a long period of time as right skilled employees are working for accomplishing
the goals effectively. Also these laws and information related to these laws should be conveyed
to the candidates during the interview if they got selected for the job position.
TASK 2
P3 Documents used in selection and recruitment activities
There are various documents such as job description, person specification and a job
advert which are required in the selection and recruitment activities of Tesco. Through these
documents, HR managers can determine the job requirements, expectations from the employees
as well as the roles to be played by the candidates upon selection. These documents are also
essential for the vacancies of sales assistants at the Tesco which are discussed below:
Job advertisement: It is the document in which the vacancy of the vacant position is
posted on different online channels in order to attract the customers. It contains information
about the job position, company and the benefits offered by the company to the selected
candidates (Mohammad, 2015). Through this document, companies can save their time and
money as it will target and attract the perfect candidates for the job position. The job
advertisement for the Tesco is as follows:
Job Advertisement
Attention everyone
Tesco, one of the leading retail firms in United Kingdom is looking for the individuals for the
position of sales assistants in the city of London. The candidates applying for the position
should have the proper and strong skills such as communication ability, problem solving,
people engagement and ability to impress people for selling the products of company to the
customers in an effective and appropriate manner. The interested candidates should also have
the high productive capability in order to develop or modify the sales strategies according to the
requirements and situations. The candidates have to undergo the face to face interview as well

as aptitude tests in order to get selected. The selected candidates needs to join the firm as soon
as possible i.e. on urgent basis and also will undergo training of almost 6 months. Both freshers
and experienced candidates are welcomed for the vacant position. The selected candidates are
also provided with incentives, travelling allowances and maternal as well as paternal leaves.
APPLY NOW FOR BEING RECRUITED
Job Description: It is the document which discuss the assigned tasks, related duties, and
responsibilities of a position. This document provides the information to the candidates applying
for the vacant job role such as to whom the position reports, specifications such as the
qualifications or skills needed by the person in the job along with a salary range (Ofori and
Aryeetey, 2011). This document is prepared by analysing the job position, work to be carried out
on the position, skills and competencies required etc. Job description for the Tesco is given
below:
Tesco
Job code: 493502
Job title: Sales Assistant
Date: 17.5.2019
Report to: General manager
Location: London, UK
Summary: Candidate should have the required skills and capabilities for generating leads and
prepare the databased to be used in future for sales purpose. The candidates are also required to
make cold calls and make sales meetings for developing strong and improved working at the
required time. The candidates are also responsible for recording the sales leads as well as should
maintain effective relations with the existing customers of firm in order to enhance their
satisfaction as well as to influence the interest of the customers for purchasing the products
provided by the company.
Roles and responsibilities includes:
 To make cold calling for generating sales lead for the company in order to enhance the
sales of products
 To develop effective long term relationship with the existing clients and customers.

 To improve the profitability and sales on a quarterly basis.
 Should have the experience of managing the people as well as leading the people in
different projects.
 To maintain the data of generated leads in order to use them in future.
Job Specification: It is also known as the also known as employee specifications. It is the
written document in which the information associated with educational qualifications, specific
qualities, level of experience, physical, emotional, technical and communication skills required
for performing a job roles is mentioned (Ployhart and et. al., 2017). It also includes general
health, mental health, intelligence, aptitude, memory, judgement, leadership skills, emotional
ability, adaptability, flexibility, etc. which assist the candidates in determining whether they are
suitable for the role and position or not.
Job code: 493502
Job title: Sales Assistant
Date: 17.5.2019
Report to: General manager
Location: London, UK
Education
 Candidate should have minimum graduate degree in commerce field and masters in the
management studies Candidates should have a valid internship certificate from reputed company.
Expertise
 Candidate should have minimum 2 years experience in the field and corporate sales. Minimum 1 year of experience with masters preferred.
Skills
 Strong communication skills
 Accuracy and team building skills
 Problem solving skills Business development efficiency
Information/Knowledge

 Candidate should have knowledge regarding the marketing techniques and concepts
 Candidates should have strong knowledge of sales or distribution
 Candidate should have the ability to make cold calls for influencing the clients
TASK 3
P4 Plan to take part in a selection interview
Interview refers to the process in which interviewer asks the questions and answers are
provided by the interviewee. This process executes in rounds in which the candidates provides
the information associated with personal life, education completed, certain critical question
regarding the way through which the individuals pursue their career and job (Russell and
Brannan, 2016). The plan for taking the selection interview for the position of sales assistant of
Tesco is discussed below:
 The interview panel should consist of minimum 4 higher level members of the
organisation which are having experience and knowledge in the field of sales.
 The interview should be scheduled and conducted at the premises of office only so that
the candidates appearing for the interview should reach the proper destination for giving
the interview.
 Questions to be asked by the interviewer should be developed before the interview in
order to avoid any discrepancy in the interview process.
Apart from these, there are several other aspects of a successful interview such as the
different types of the question whose answers and reactions from the interviewee varies based on
situation or questions. The interviewer needs to ask the questions associated with the field of
sales so as to determine the knowledge and skills of the interviewee for the vacant sales position.
The aspects of the interview also involves the various types of resources and equipments in order
to conduct the interview in an effective manner (Zide and et. al., 2014). The company should
assign the interview to a responsible person having suitable information and knowledge
regarding the concepts and methods of the sales so as to determine the negotiation skills of the
candidates appearing for the interview. These aspects should be considered by the HR managers
in taking the interview for ensuring that the skilled and talented candidates are recruited by the
company.

P5 Take part in a selection interview
Role play in an interview process which is performed for determining the manner in
which the interview will be conducted. The selection of the candidates are done on the spot in the
interview after contacting with the Human Resource department. It is essential requirement of
the interview to have both interviewer and the interviewee. The candidates before the interview
process has to go through screening in which the background of the person is checked. If the
candidate is referred by internal employees, then the reference will also be checked (Tabassum,
2011). Role play is essential for the effective recruitment of the companies as through this role
play, interviewer can consider the formal practices of the interview process which will be
undertaken for conducting a effective interview. Also the interviewee needs to have the required
documents when coming to interview so that these can be provided to the interviewer in case
they ask for verification of details. For the role play, I am acting as interviewee and questions
will be asked from the prescribed interviewer. This role play is as follows:
Me: May I come in sir ?
Interviewer: Yeah sure, Have a seat
Me: Thank you, Sir
Interviewer: Very well, make yourself comfortable so that we can initiate the interview
Me: Sure sir, I am ready
Interviewer: Could I can have a look on your CV?
Me: Of-course, sir. Here it is.
Interviewer: OK, so tell me something about yourself?
Me: Sure sir, I am Xyz applied for the position of sales assistant in our company. I also have
working experience of two years from ABC company.
Interviewer: Okay, so why do you want to join our company at this position?
Me: I think that I am suitable for this job position i.e. Sales assistant as I had previously worked
at the same position in my last company. Also the required skills and capabilities for the sales
position exist in me through which I can negotiate with the customers and clients for purchasing
the products and service provided by the firm. I am also quick learner, due to which I can
execute my assigned work in an effective manner for bringing more efforts in achieving the
organisational goals and objectives.

Interviewer: Okay, so why did you leave your previous firm? Tell me about your past work
experience at ABC?
Me: I worked as the sales associate at the previous firm where my work is to manage and record
the data of the generated sales by the sales department. I leave the previous company so that I
can gain further growth and success in my career. My last firm was also operating at niche
market and this firm is working in global market due to which I have various things to learn.
Interviewer: So, Are you comfortable for performing the work of sales assistant?
Me: Yes, I am prepared for the job position of sales assistant in your firm.
Interviewer: Very well, Do you have any questions.
Me: Yes sir, is there anything in my CV that bothers you?
Interviewer: Well, I am seeing none and I am impressed with your answers. You may leave,
your offer letter is on the way to your personal Email id.
I have contributed my maximum efforts in the interview process so that the company can
hire me for the vacant position of Sales assistant. However, there are several other candidates too
who appeared for the interview process and I know that if I am selected for the vacant position
then it will be based on my answers and qualifications. I know that competition exists for this job
position but my efforts and performance in the interview will assist me in getting the selection.
CONCLUSION
It has been concluded from the above discussed report that there are various type of
recruitment methods which can be used by the organisation for selecting and hiring suitable and
talented candidates. These recruitments can be done by using two methods such as internal and
external recruitments. The organisations needs to determine the legal and ethical requirements
and laws which can impact the recruitment and selection process of the companies. These laws
should also be considered by the HR managers during the interview process so that suitable
candidates can be obtained. The organisations should also consider the documents such as job
description, person specification and a job advert in the interview for hiring appropriate
candidates on vacant job positions.

REFERENCES
Books and journals
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.
Dmour and et. al., 2015. The practice of HRIS applications in business organizations in Jordan:
An empirical study.
Ekwoaba and et. al., 2015. The Impact of Recruitment and Selection Criteria on Organizational
Performance.
Gamage, A.S., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An
analysis of the link with business performance. Ruhuna Journal of Management and
Finance. 1(1). pp.37-52.
Heilman and et. al., 2015. Presumed incompetent: Perceived lack of fit and gender bias in
recruitment and selection. Handbook of gendered careers in management: Getting in,
getting on, getting out. 90. pp.90-104.
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.
Klotz and et. al., 2013. The role of trustworthiness in recruitment and selection: A review and
guide for future research. Journal of Organizational Behavior. 34(S1). pp.S104-S119.
Masutha, M. and Rogerson, C. M., 2015, June. Business incubation for small enterprise
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Springer Netherlands.
Melanthiou and et. al., 2015. The use of social network sites as an e-recruitment tool. Journal of
Transnational Management. 20(1). pp.31-49.
Mohammad, A. Q., 2015. Employee Recruitment, Selection and Retention in Saudi Arabian
Family Owned Small and Medium Scale Enterprises (SME'S). Kuwait Chapter of
Arabian Journal of Business and Management Review. 33(2581). pp.1-16.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
enterprises: Perspectives from Ghana. International Journal of Business Administration.
2(3). p.45.
Ployhart and et. al., 2017. Solving the Supreme Problem: 100 years of selection and recruitment
at the Journal of Applied Psychology. Journal of Applied Psychology. 102(3). p.291.
Russell, S. and Brannan, M. J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management Journal.
34(2). pp.114-124.
Tabassum, A., 2011. The process of recruitment and selection in a developing country: Case
study of a bank in Bangladesh. ABAC Journal. 31(1).
Zide and et. al., 2014. LinkedIn and recruitment: How profiles differ across occupations.
Employee Relations. 36(5). pp.583-604.