Recruitment and Selection in Business

This document provides information on the process of recruitment and selection in business. It includes tasks such as understanding the recruitment process, implications of regulatory framework, documents required for selection and recruitment activities, and participating in a selection interview. The document also discusses the impact of legal and regulatory framework on recruitment and selection activities.

BM307: Recruitment and Selection in Business
BM307:

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BM307: Recruitment and Selection in Business
DECLARATION OF AUTHENTICITY
This declaration must be completed and signed by the learner and
countersigned by the assessor.
Learner Name
Course
Employer (If applicable)
(If applicable)
Learner statement of authenticity
I confirm that the attached portfolio of evidence is all my own work and does not
include any work completed by anyone other than myself with the support of my
assessor. I confirm the evidence has been generated from my workplace and
within my occupational role.
Signature Date
Assessor confirmation of authenticity
I confirm the evidence presented by the learner demonstrating competence, was
assessed in line with the Awarding Body guideline and that the evidence is the
learner’s own work and assessed in the work place/study centre.
Signature Date
Name
Quality Assurer confirmation of authenticity
I confirm that I have sampled the both assessment decisions and the work of the
above mentioned learner. To the best of my knowledge, I am satisfied the
learner is the sole author of the completed evidence portfolio attached and the
assessments have been completed in accordance with laid down policy.
Signature Date
Name Title
Evidence
Sampled

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BM307: Recruitment and Selection in Business
Project Title Recruitment and Selection in Business
Task 1: Understand the process of recruitment
In small groups you could research the recruitment process of a range of organisations. This
could be local businesses and/or organisations where you work. Each group could produce
labelled diagrams to show the recruitment process, these could be discussed with you
identifying how the processes may vary across organisations. You could investigate the
different ways that jobs are advertised. You could use examples from business recruitment
website pages, recruitment agencies, local and national press, JobCentre Plus etc. A group
discussion could then follow, with your identifying the internal and external methods used and
the advantages and disadvantages of each.
1.1: Describe how organisations plan to use internal and external sources
for recruitment
(You are looking for a job in human resources and feel that if you find out about how
organisations go about recruiting and selecting staff this will give you an advantage over other
applicants.
Task: Research two different organisations and identify and describe how each organisation:
● plans its recruitment
● advertises jobs
● asks applicants to apply for jobs.)
Each organization has its own way of planning recruitment process using both
internal and external sources. Two companies chosen for explanation of recruitment
plan using both intern and external sources are: Sainsbury and Tesco. Tesco need to
recruit more staff members as their business is expanding continuously. Sainsbury is
one of the main competitors of Tesco who is also focusing upon expanding their
business in order to gain competitive advantage. Both the companies have its own
reasons of recruiting new employees and because of those reasons they plan their
recruitments using both internal and external resources.
Reasons for planning recruitment
Tesco has fired approximately 10 percent of its employees because due to
Covid-19 their business was impacted drastically. But now as the business is growing
again, requirement of new vacancies has increased again and in order to fill those
vacancies, Tesco has started its recruitment process. But however, reason of planning
of Sainsbury is different. Due to employee misconduct, Sainsbury had fired
approximately 20 employees. Increasing business has created requirement of new
vacancies so that overall revenue and profitability can be increased and business can
be expanded easily.
Usage of internal resources of recruitment planning
Tesco uses both interna and external resources for recruitment planning but
Sainsbury uses internal or external resources as per their need and requirement.
Tesco specifically uses transfer and promotion as internal sources for recruitment.
Tesco uses internal resources like training and development programs, appraisal and
incentive method. Other than promotion and transfer, Sainsbury also focuses upon
reaching retired or trenched. Internal recruitment method chosen by Sainsbury are
web portals, recruiting employees who have left the company again.
Usage of external resources of recruitment planning
External resources used by Tesco are contact job centres, recruitment

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BM307: Recruitment and Selection in Business
agencies, social media advertisement, newspaper advertisement. But Sainsbury only
uses externa resources for recruitment if they cannot fill vacancy from internal
source. Same external resources are also used but Sainsbury as well for planning
recruitment.
Task 2: Understand the implication of regulatory framework for the process of
recruitment and selection
You should have an understanding of the current UK and EU legislation, and the implications
these have within the process of recruitment and selection. Each group could then present
their findings, and you could produce a comprehensive chart to document current UK and EU
legislation.
Alternatively, you could organise a team debate and analyse the advantages/disadvantages of
adhering to legislation, with the aim being to develop an awareness and sensitivity to
employee and employer standpoints. Case studies from tribunals where legislation has been
broken or challenged could be used. ACAS (ERA) and CIPD provide material and examples that
could assist with this subject.
2.1: Explain the impact of the legal and regulatory framework on
recruitment and selection activities
There are various kinds of legal and regulatory frameworks that can influence the
recruitment and selection process. Some of them are UK based legislation and some
of them are EU based legislation.
 National minimum wages: it is a minimum pay act in which minimum wages
workers should be paid per hour. It is one of the main acts that can impact
recruitment and selection process because companies need to adhere national
minimum wages Act and offer salaries or pay to old or new employees accordingly.
 Disability Discrimination act: As per this act, disabled people must be treated fairly
and they should be provided equal opportunities as others. As per this act,
companies cannot discriminate candidates on the basis of their disabilities even at
the time of recruitment. So, this act is also important for companies to be adhered
and plan their recruitment process accordingly.
 European working time directives: As per this directive, employees will be working
maximum 48 hours per week and they will be getting at least 4 weeks holidays per
year. This has a positive impact upon companies because they need not to hire
more employees as they can make their employees work for 48 hours a week and
on the basis of this, they can identify number of vacancies for which they need to
conduct recruitment and selection process.
Task 3: Know the documents available in selection and requirement activities
In order to prepare the documentation used in the recruitment process, you must firstly
understand what documents are required. You could utilise their knowledge and
understanding gained from learning outcomes 1 and 2 to help them identify the
documentation used. This could be from the perspective of a business’s recruitment process
and from a legal point of view. In small groups you could study a variety of person
specifications and identify the common or reoccurring items/criteria they contain. You could

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BM307: Recruitment and Selection in Business
then produce a template for a person specification, including the relevant items/criteria, and
ensure that it meets the recruitment process/UK and EU legislation.
3.1: Describe documents required for selection and recruitment activities
(Scenario and task: You have been successful in securing a job in a Human Resources
department. Your manager asks you to prepare documents used in selection and recruitment
activities. Using a specific job title, produce a:
● person specification
● job description
● job advertisement.
You must provide the relevant documents with explanations, were applicable, of the impact of
the legal and regulatory framework on the documents used.)
Vacancy: Front desk Administrator
Job Description: Afront desk administrator is required whose main responsibilities will
be to answer customer’s queries, do paperwork, make appointments with guest or
clients, develop schedule. They will also be carrying out certain other office duties as
directed by senior management.
Experience: At least 2 years’ experience is required so that candidate can carry out all
the roles and responsibilities easily and can manage workload.
Skills required: Candidates required to have good communication skills both written
and oral, time management skills, should be multitasking, team working skills, should
be comfortable with working on MS Word, Excel and PowerPoint. Candidate should
also have good understanding of office administration and should know book keeping
practises.
Working time and joining: Candidate will be required to join as soon as possible and
will be required to work for 48 hours per week.
Qualification: candidates should be graduate in any degree
Task 4: Be able to participate in a selection interview
You must then take part in a selection interview. It is unlikely that you will be able to take part
in a real-life selection interview. Therefore, a role play with relevant HR personnel, interview
panel, and independent ‘interviewee’ could be used. To develop your knowledge and
understanding you must analyse your performance as part of the panel for a selection
interview. Plus, evaluate the strengths and limitations of the process undertaken for carrying
out the selection interview. It will also raise the importance of verbal and non-verbal
communication skills such as volume, pitch, tone and modulation of voice, clarity, question
and answer, listening, body language, signs and gestures, appearance, and written or
electronic communication.
4.1 Plan and take a part in selection interview
(You must prepare and take part in a selection interview. You could produce documents used
during the planning process, notes on how the interview will be conducted; details about the
interview process, and explanations, where applicable, of the impact of the legal and
regulatory framework when preparing and conducting the interview.)
Here are few interview questions that will be asked to candidate in interview selection
process:
● What do you know about our organization?
Sainsbury is a second largest chain of supermarkets in the United Kingdom. Its

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BM307: Recruitment and Selection in Business
headquarter is in London, UK. Sainsbury has approximately 600 supermarkets and
800 convenience stores.
● Do you know roles and responsibilities of the job role for which you have applied?
My main responsibilities will be answer customer’s queries, do paperwork, make
appointments with guest or clients, develop schedule and carry out all kinds of task or
responsibilities provided by employer.
● Why do you think you are suitable for this job role?
I am a graduate in B.Com. and have good knowledge and hands on working
experience of working on MS Word, Excel and PowerPoint. I have good communication
skills, multitasking and good at problem solving.
● What are your main key strengths?
I am a team player and has an ability to carry out multiple tasks simultaneously in a
proper manner. I can work under pressure also. I can also organize all kinds of work
quickly and easily.
● What are your main weaknesses in relation to the job role for which you have
applied?
I do not have 2 years working experience for this job but I am eager to learn new
things and will pay attention to all kinds of detail from minute to major.