Human Resource Management Recruitment and Selection

The provided assignment is a detailed study on human resource management (HRM) focusing on recruitment and selection. It encompasses different types of recruitment and selection sources, legal issues affecting this process, and the importance of identifying major factors or issues in HRM. The document references various books, journals, and online sources to support its findings. A summary of key points from these resources is provided, including studies on the impact of HRM practices on corporate performance, work readiness in graduate recruitment, and internship as a recruitment and selection perspective.

Recruitment and Selection in
Business

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 How two organisation plan recruitment using internal and external sources........................1
P2 Impact of legal and regulatory framework.............................................................................2
TASK 2............................................................................................................................................3
P3 Documents used in selection and recruitment activities........................................................3
TASK 3............................................................................................................................................4
P4 Plan for selection interview...................................................................................................4
P5 Take part in a selection interviews.........................................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In the current market trend, for selecting best and applicable person for a selected job or
position in organisation, so there is using different methods and techniques. Recruitment and
selection is one the major source, it helps to identify actual capabilities and working skills in a
person. In recruitment and selection process collect application of new candidates after that
determine the actual suitable candidates then they will selecting for final interview which is
taking by higher authority of the company (Brewster and Mayrhofer, 2012 ). In this research
project will be discussed about different sources of recruitment and selection as well as defined
various factors which can be impacts in the negative and positive manner. Sainsbury is one of the
famous and largest retail company in UK, which is dealing with different types of products and
goods.
TASK 1
P1 How two organisation plan recruitment using internal and external sources
Within this assessment, will be evaluating how external and internal are used during
recruitment within both Sainsbury’s and IKEA. There are many different reasons why vaccines
within a business occur, for example within Sainsbury’s it is likely that a job would be advertised
for such reasons as:
 The company has had to fire and remove an employee for misconduct.
 An employee passes away (Van den Brink, 2010).
 An employee has left for reasons such as retirement, new job opportunity etc.:
 Long term sickness leave or holiday results in a temporary vacancy that needs to be
filled.
 An employee within Sainsbury’s has been promoted producing a new vacancy.
 Increase in demand of the product offered by this company may result in staff needing to
be increased.
 The company has produced a large amount of profit resulting in them having the ability
to invest in the increase in staff.
 Sainsbury’s is planning on expanding their business.
Internal Recruitment
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Internal recruitment is the process of recruiting within the business through stages such as
recruitment and re-training of staff. If a company is unable to find any suitable candidates they
will progress on to external recruitment. The advantage of using internal recruitment compared
to external is that it’s cheaper and quicker. The employees within Sainsbury’s are also aware as
to how the business operated and are familiar with any procedure, resulting in limited training
being needed (Zhao and Liden, 2011). The idea of being promoted also motivates staff to
perform at their best which allows for a business like Sainsbury’s to operate to an excellent
standard. A final advantage of internal recruitment is that the company already knows the
strengths and weaknesses of their employees. However, there are also limitations involved with
regards to internal recruitment. For example, internal recruitment limits the number of potential
candidates. The potential for new ideas to arise within the business is also restricted due to the
fact the company is using the same employees. Finally, though the idea of promotion tends to
motivate employees, those who are unsuccessful in the process will be disappointment and may
result in resentment and demotivation amongst workers (Cabellero and Walker, 2010).
External Recruitment
If Sainsbury’s or IKEA decided internal recruitment is not best fitted for them they will
decide to progress on to external recruitment. A few advantages of this is the fact the company
has more options, the ideas may be fresh and a new person may be more motivated compared to
someone who’s been in the organisation for years. However, there are many disadvantages of
external recruitment such as the fact it’s expensive, time consuming and the company may be
unable to find someone suitable for the job (van Dijk, van Engen and Paauwe, 2012).
P2 Impact of legal and regulatory framework
In this task, will be explain the impact of the legal and regulatory framework on
recruitment and selection activities. There are various laws which may be recruitment and
selection activities in a business which include both legal and ethical factors (Fine, 2012). There
are a number of legal issues presently in favour of the public and businesses have to ensure that
these laws are respected during their activities. If employers are found breaching these laws, they
could risk heavy penalties. Businesses have to comply with the law to uphold customer trust, be
seen as compliant and avoid potential embargo on the business.
Legal Issues
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The Data Protection Act 1998: It defines laws on the processing of data on identifiable
living people and it is one of the main legislations which govern the protection of personal data
in the UK. Businesses should consider this law and take the appropriate measures to ensure that
personal data provided by applicants during recruitment and selection processes are only used for
lawful purposes and kept only for matters relevant to employment (Chan and Kuok, 2011). In
addition to this, all the information obtained should be confidentially and securely maintained.
Employees must not disclose any candidate details and businesses should make sure that they do
not possess these personal details for longer than necessary. If an organisation is found to be in
breach of the Data Protection Act 1998, this can incur possible loss of business and brand
damage. The business could also be subject to penalties from the UK Information
Commissioner’s Office. Amongst its powers, the ICO can prosecute and issue fines of up to
£500,000 and undertake proceedings that can lead to prison sentences (Zibarras, and Woods,
2010).
The Sex Discrimination Act 1975/97: It states that employees should be protected from
any sort of discrimination based on their gender or sexuality under the Equality Act 2010. To
comply with this law, employers must ensure that recruitment and selection processes are free
from discrimination and treat both men and women equally. Potential employees should not be
affected and given unfair treatment and should gain access to training or promotion whatever
their gender status. If an employment tribunal is presented with a complaint of sex
discrimination, it can order the employer concerned to pay compensation to the victim and take
several other actions.
TASK 2
P3 Documents used in selection and recruitment activities
Job Vacancy in Sainsbury
Job type: Full-time
Required education: High school or equivalent Required
Company is looking to recruit an experience person to work in our brand enterprise on a
full-time basis. Sainsbury is focused on bringing the public good quality of products at
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affordable prices. Cited firm is one the famous and largest retail company in UK, that is already
set an brand image in customer's mind as well as in external market place. This organisation
wants to impalement a new plan in action that helps to increase standard of living of society and
effectively full fill customer requirements. For achieving the decided mission and mission
should be working in unity so have to be build an appropriate team of workers. Therefore it is
the perfect time to join the team and become one of the Sainsbury family.
Responsibilities for the job
 High standard customer service and interaction
 Developing new and innovative ideas for completing the decided task
 Careful for quality for products and goods.
Required skills:
 Leader capabilities
 Management skills
 Innovative ideas
 Communication skills
 positive attitude
TASK 3
P4 Plan for selection interview
For effectively select better and applicable candidates for particular job profile in cited
company so there will be explained a significant plan. Interview is a process in which having
some structured and unstructured questions its all are decided by the employer of the firm. It
includes some stages which all are sated under following (Lee, Lee and Wu, 2010).
Step 1: Before carry out the interview, will shortlist the applications have received from
the candidates with a checklist, using the job description and person specification to create the
criteria.
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Step 2: To be able to create the interview questions will use the job description and
person specification to helps create specific questions. It 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. Employer 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 employer will check the availability of an appropriate venue, date and time.
Step 5: Invite the candidate to interview. Because interview is one of the best method
that is conducted by higher authority of company as per their rules and polices they appoint some
selected persons for selected profile in cited company (Kelemenis, Ergazakis and Askounis,
2011).
Step 6: Ensure there are offer and documentation to help the interview process, such as
the candidate CV’s. Before see them, employment 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 (Densley, 2012).
Step 8: Use the scoring/evaluation sheet to compare and evaluate the candidates, with
the shortlist check. These both methods helps to provide actual and reliable information
regarding candidates as per that employers will take corrective action towards participants.
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. Then send out letter of regret to
unsuccessful applicants (Boohene and Asuinura, 2010).
P5 Take part in a selection interviews
Cover letter Dear Mr XXX
I am applying for the job in Sainsbury, because its one of the largest retail company please find
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my application attached.
If you need any more information from me please contact me.
I look forward to hearing from you soon.
Yours Sincerely
ABC
Interview
Hello,
Good Morning sir.
Tell me about your self?
My name is ABC, I belongs to London and I graduated from Cambridge University in
specialisation is Marketing.
What are your strengths?
I work well as a team, happy to work in a busy environment without getting stressed, I am a
people person and not afraid to speak to people I don’t know.
Do you have experience in retail sector?
Yes, Sir, I have experience in retail industry as well as I have knowledge about marketing
sectors because in I completed my gradation in marketing.
What would you do if a customer was unhappy with their products?
Ask them what the problem is, whether they would like a replacement or a different brand of
same products as well as provide proper information related to their features and so more.
Are you available to work full-time?
Is there any times you cannot work? Yes I am available at any time.
Why should I consider employing you?
I am a hard working individual, I will be able to work at any time, I have past experience in
retail sectors and also I have specialisation in marketing field. I am able to do my job to the
highest standard even when internal environment of firm is busy and stressful.
Why do you want to work here?
I enjoy interaction with the public, I want a job that doesn’t have 9-5 hours, I enjoy working
behind a retail firm and providing customers with whatever they may need. Also Sainsbury
seems like a nice place to work with friendly staff.
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What is your salary expectation?
I would like to be on at least £6 per hour.
OK Thank You, we will call you in 2 days.
Thank You sir.
CONCLUSION
As per above mention research project on recruitment and selection in business, so it
includes various types of activities with the help of planning and methods can easy to identify
actual and reliable capabilities and skills in a person as per that employer of the firm can take
corrective action against them. There has been discussed about different types of recruitment and
selection sources as well as legal issues which can be impacts on this process. So it is very
essential to identify and properly evaluate the major factors or issues.
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REFERENCES
Books and Journals
Boohene, R. and Asuinura, E. L., 2010. The effect of human resource management practices on
corporate performance: a study of graphic communications group limited. International
Business Research. 4(1). p.266.
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.
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.
Densley, J. A., 2012. Street gang recruitment: Signaling, screening, and selection. Social
Problems .59(3). pp.301-321.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters.1(4). pp.1-9.
Kelemenis, A., Ergazakis, K. and Askounis, D., 2011. Support managers’ selection using an
extension of fuzzy TOPSIS. Expert Systems with Applications. 38(3). pp.2774-2782.
Lee, F. H., Lee, T. Z. and Wu, W. Y., 2010. The relationship between human resource
management practices, business strategy and firm performance: evidence from steel
industry in Taiwan. The International journal of human resource management. 21(9).
pp.1351-1372.
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.
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Zibarras, L. D. and Woods, S. A., 2010. A survey of UK selection practices across different
organization sizes and industry sectors. Journal of Occupational and Organizational
Psychology.83(2). pp.499-511.
Online
Walmart’s HRM: Recruitment, Selection, Employee Retention, 2017. [Online]. Available
through:<http://panmore.com/walmart-human-resource-management-recruitment-
selection-employee-retention>. [Accessed on 14th July 2017]
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