Recruitment and Selection Practices

This assignment examines recruitment and selection practices within organizations. It delves into various aspects, including process mapping techniques like flowcharting, the distinction between internal and external recruitment sources, and the impact of employer branding on the selection process. Students are encouraged to analyze real-world examples and research current trends in recruitment strategies.

RECRUITMENT AND
SELECTION IN BUSINESS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 organisations plan recruitment using internal and external
sources........................................................................................................................................1
TASK 2............................................................................................................................................6
P2 Impact of the legal and regulatory framework.......................................................................6
TASK 3 ...........................................................................................................................................7
P3 Document used in the process of selection and recruitment..................................................7
TASK 4..........................................................................................................................................10
P4 Planning to take part in interview process...........................................................................10
TASK 5..........................................................................................................................................12
P5 Take part in a selection interview........................................................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Every business use the recruitment and selection process in order to fill their vacancies
which will help them to increase their efficiencies. The report will cover the organisation plan
with internal and external sources. The rules and regulatory framework impact on recruitment
and selection activities associated with documents used in the recruitment and selection process
will be discussed in this report. Job description, person specification and job advertisement with
a resume will be assessed to take part in the interview process will be discussed. Finally the
report will cover the selection process for office manager in Bailey Bus and Coach Company.
TASK 1
P1 organisations plan recruitment using internal and external sources
Tesco is a large retail sector firm and provide products and services to the customers in
the market such and clothing and accessories effectively (Process mapping. 2015). The
recruitment and selection process for office manager post in the firm is formulated by the
management in order to find the best office manager to control different activities within the
business.
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Illustration 1: Process flow charting Sainsbury
(Source: Process mapping)

Sainsbury is also a large business towards retail market provide home and clothing
accessories specially for women effectively. The recruitment and selection plan for office
manage post in Sainsbury is very simple (Explore flowchart., 2015). According to the plan
existing employees leaves and needs authorise replacement. Job advertisement offered by the
firm in which candidates apply for the post and get shortlisted (Basak and Khanna, 2017). The
final part considered interview process after that the eligible candidate selected for the post.
There are two types of sources to recruitment such as internal and external sources. The
process for recruiting a office manager for Bailey Bus and Coach Company in order to manage
different activities in the office department will be in the form form internal external resources
recruitment effectively and efficiently.
INTERNAL SOURCE OF RECRUITMENT Every organisation try to find the best
employees in the firm in order to manage the internal resources and recruitment. This will help to
motivate employees for the openings within the business. Openings for the job is informed to the
employees. The internal resources for the recruitment is provided below:
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Illustration 2: Internal source of recruitment
(Source: Trivikram 2017)

Transfer: Employees transferred by the management to the similar job in different department.
This will not include the change in responsibilities, role or salary effectively.
Promotions: Promotion refers to filling the vacancies in the firm by promoting skilled
employees within the firm for the suitable work accordingly. This will help to motivate
employees towards position, status and increased salary (Chandor, 2017).
Demotions: Demotion is also a recruitment but in the lower position within the firm. For an
example, sometimes managers needs to take decision regarding workers to recruit them at the
lower position due to the inefficient work.
Employees within the firm: Employees communicate the vacancies offered by the firm to their
friends and family and allowed referring suitable candidates.
ADVANTAGE
 When the existed employees are given a chance to get the higher positions of the
organization then the employee loyalty increases towards the organization.
 It highly motivates the employees and helps in maximizing the job satisfaction.
DISADVANTAGE
 Internal sources of recruitment reduce the scope of finding skilled and more efficient
people.
 The introduction of new methods and strategies may not always possible with this
approach.
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EXTERNAL SOURCES OF RECRUITMENT
External source of recruitment refer to motivate candidates externally to apply for the
vacancies offered by Bailey Bus and Coach Company effectively (Trivikram 2017). The sources
of recruitment externally are provided below:
Advertisement: Advertisement is the best method to find skilled employees for the vacant job of
office manager. This will help to attract candidates towards the firm in order to maximise the
brand image.
Business websites: Human resource need is increasing day by day that company can use its own
website in order to find the best and skilled worker for the vacant job.
Social media: Social media platform will also help firm to advertise the office manage post
towards candidates (Cheng, 2017). Skilled and appropriate candidates will apply for the post.
Campus interview: The method is economical and easy as well in order to find eligible
candidates for the post. The method is beneficial for both company and candidates.
Job portals: Job portals are playing a major role in order to find the best candidates. The
technology used in the job portals reduce the efforts to find appropriate candidates.
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Illustration 3: External sources of recruitment
(Source: Trivikram 2017)

Above is a information sheet from which the organisation is able to give point to the
candidates according to their performance towards the interviews and selection process
effectively.
TASK 2
P2 Impact of the legal and regulatory framework
English legal system includes civil and criminal law which is applied in England and
Wales effectively. Both criminal and civil laws have their own branches, courts and procedures
to solve the claims provided by ordinary people. In respect to this, court of appeal and court of
justice considered by the civil laws. United Kingdom has not separate legal system that it is
formulated by the political unions which is developed by previous independent countries
efficiently.
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Illustration 4: Information sheet
(Source: Recruitment matrix 2010)

Law from the EU: The law from EU are the common laws which is managed by the members
of European Union countries and this is also assessed with rules and regulation to be followed by
the organisations in their operations at markets of European countries effectively. There are some
laws which is originated with law from EU such as Employment act, Trade union act and rules
for import and export (Furtado, 2016).
Recruitment and selection is a crucial part for Bailey Bus and Coach company in order to
recruit a new office manager. There are many regulations and legislations which affect the
process of recruitment. All the necessary regulatory documents should be managed by the
administrative office to ensure the legislation and safety accordingly.
Employees within the firm should be protected from the harassment, discrimination,
inequality and other activities. The Race Relation Act considered the direct and indirect
discrimination.
Equality Act 1970: The act protect employees towards their equality in all activities within the
firm effectively. The equality should be in age, sex, gender, religion and allowances. All the
employees should be paid equally by the firm.
Disability Discrimination Act 1995 and 2005: The act protect employees with several
disabilities to be treated less favourably by the firm effectively. Discrimination will help them to
pay attention towards any illegal activity and the differentiation between them.
Data Protection Act 1998: According to this law, business should take appropriate measures to
ensure the data and information provided by the employees personally during the selection and
recruitment process effectively.
The Sex discrimination Act 1975/97: The law is based on the discrimination activities towards
employees in terms of their sexuality or gender. This will help employees to protect against any
discrimination activity within the firm under the Equality Act 2010 effectively.
Apart from this, Health and Safety act is also a important part of legislation towards
employees formulated by the UK government (Gibbs, MacDonald and MacKay, 2015). The act
will help employees to ensure their health and safety at workplace towards any harmful
machineries or activities effectively and efficiently. It can be aid that the act provide security
towards the life of an individual working in the firm. Thus, the report will help Ahmed Fawzi the
human resource manager to ensure the process of selecting and recruiting office manager for the
firm is completely legal with all documentations effectively. This will help to select the best
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candidate for the office manager post in order to manage and control office activities and also the
process is managed legally.
TASK 3
P3 Document used in the process of selection and recruitment
JOB ADVERTISEMENT
BAILEY BUS AND COACH COMPANY LOOKING FOR A OFFICE MANAGER FOR
ITS BRANCH AT EUROPE.
POST- OFFICE MANAGER
WORK PLACE- Bailey Bus and Coach Company, Europe
SALARY- $20000
POLICIES
 2 YEARS BOND
 SECURITY AMOUNT WILL BE DEDUCTED $2000
 LEAVES APPLICABLE WITH RULES AND REGULATIONS
 TERMS AND CONDITIONS APPLY
JOB SPECIFICATION
JOB PURPOSE
The business expansion increased the responsibilities and liabilities that a office manager
is required to manage the business activities. The office manage will help organisation by
managing and controlling the work of employees with the help of communication, strategies and
plans effectively.
DUTIES AND RESPONSIBILITIES
 Performance management
 Employees development, training and keeping the personal information and records
 Employees relationship management
 Participation in committee meetings
 Compensation and administration benefits
 Health and safety at work place and issues solution, welfare and health reporting
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 Maintain workers files and organisation report
 Assist with operational and day to day activities
 Management of development and training programs within the firm
 Experience, knowledge and skills regarding working conditions
 Management of employees performance and capabilities
 Participation in training programs and meetings
 Advertisement of employees requirement within Bailey Bus and Coach Company
 Manage business activities such as social media and internal resources effectively
PERSON SPECIFICATIONS
QUALIFICATIONS AND SKILLS
 A working knowledge of desktop publishing
and database
 The superior image of company must be maintained
 Knowledge of BB&CC policies and products
 Motivation and development Skills
 Written and verbal skills with strong communication at all levels
 Strong customer relationship management
 IT skills including, good knowledge
of word processing, presentations and spreadsheets
 Attractive personality
 Good knowledge of finance and accounts activities
 Delegating work towards staff members and managing their workload
EXPERIENCE
 Experience as a leadership management towards employees in the firm
 Experience of Office manager at least 1 year mandatory
RESUME
JORGE BAILEY
Amanda road near Europe bank, Europe
9856254512
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OBJECTIVE
My goal is to become an effective manager or leader in a firm where I can perform my expertise
in managing and controlling business activities effectively and efficiently.
QUALIFICATION
 Passed 10th with 74%
 Passed 12th with 88%
 Masters from UK university in business management
 Degree in business management
 Diploma in Human Resource Management
SKILLS
 Leader with leadership qualities
 IT skills including, good knowledge
of word processing, presentations and spreadsheets
 Knowledge of finance and accounts activities
 Strong written and verbal skills with strong communication
 Knowledge of business products and policies
 Motivator
Interview and selection process: The process for the selection is based on the final interview
where the present manager and HRM will shortlist some best and appropriate candidates for the
post of office manager (Khalid and Tariq, 2015). Candidates will be called for the interview
process and judged according to their skills and knowledge required for the office manager post
effectively. The best skilled and knowledgable candidate for the post will be selected and
recruited by the HRM and manager effectively and efficiently. The new manager will ensure to
manage his roles and responsibilities towards the firm.
Thus, the above documents will help Ahmed Fawzi to move forwards towards the
process of recruiting and selecting office manager for the firm in order to manage the business
activities effectively and efficiently. The process is time-consuming that the recruitment should
be done fast in order to manage the business of BB&CC at Europe branch. The new office
manager will replace the present manager MS. Frances Duggan and all the management,
operations and activities will be handover by her (Tripathi and Agrawal, 2014).
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TASK 4
P4 Planning to take part in interview process
A interview process should be effective enough to select the best candidate for the office
manager post in the firm. There are some recommendations and steps provide below to plan a
interview process effectively.
Step 1 Establish specific requirements
The functions of a office manager should be analysed and after that the determination is
required such as skills, knowledge, capability and abilities required by the applicant to fill each
function effectively. Such requirements should be categorised in behaviour and nature. Technical
requirements such as experience, skills and expertise etc. behaviour requirements such as self-
motivation, awareness and attentive etc.
 What must an candidate know?
 What must she or he will be?
 What must she or he have?
 What are the special skills?
HRM consult: Human resource manager of the firm Ahmed Fawzi plays an important role that
he will suggest the special requirements regarding to the post. Interview questions and the
process will be approved by the HRM in BB&CC.
Selection committee: The selection committee members will help to pick the best and
appropriate candidate for the firm. Committee members will be selected on the basis of
following criteria:
 Working relationships (Kotabe and Helsen, 2014).
 Interaction with business activities
 Knowledge of objectives and goals
 supervisory responsibility
Plan: The description of Office manage post should be reviewed in order to identify the essential
requirements such as abilities, skills and knowledge. A set of interview questions should be made
by the committee members on the basis of selection criteria.
Contact candidates: The committee members will invite candidates for the interview process
and provide them time, date and place of interview. The interview process required the additional
information which candidates like to share such as performance appraisals, reference letters etc.
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The interview setting will be comfortable, quite and free of distractions and interruptions.
Each candidate should arrive 10-15 minutes before the interview process started. A 15 minutes
gape should be placed between interviews which will help committee members to evaluate the
response provided by candidates to the questions.
Let candidate do the talking: The candidates are allowed to talk after defining the job roles and
responsibilities. It is important for the committee members to listen what he or she is saying that
they carry almost 80% of the conversion. Committee members input should be limited to keep
candidate on the track. Ask questions only related to the post of Office manager and the use of W
must be followed by the members (Maillet, 2017). Here are some questions provided below
which are useful for the process of interview:
Direct questions: Why did you applied for the post? This will help members to get actual
information and answer from candidates.
Open-ended question: Tell us about your experience? This will help to know the behaviour,
skills and knowledge of candidates towards their existing works.
Behavioural question: What is your strength in difficult situations? For an example: committee
members will put a situation towards candidates and will try to evaluate the behaviour of
candidates in various situations.
Probing question: What do you mean by? This will help committee members to identify the
candidates view effectively.
During the silence of asking questions or candidates thinking process the members are
able to motivate them by encouraging such as take your time and be specific effectively.
 Ask question that focus on previous employment performance.
 Questions related to your listed skills, abilities, knowledge or experiences requirement.
Close on a paper note: After exploring all the performance factors, members can ask candidates
whether they had any question, views or thought to add. After completing the process of
interview decisions will be made and a second interview process will be organised to the final
candidate. Thanks for coming, shaking hands and smile will help to motivate employees before
leaving the interviews effectively and efficiently.
Final selection: The information and data collected from the interview process should be kept
confidential. The information, skills, knowledge and experience provided by the candidates
should be analysed well and effectively by the committee members (Miles and Sadler-Smith,
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2014). The final selection will be made for the candidate who have appropriate and best skills
and knowledge among all of them.
Completing the recruiting process
 Successful candidate will be called for the office manager post.
 Follow with the confirmation letter, acceptance, starting date and salary etc.
 Candidate's who are not selected has rights to know the reason behind that effectively.
 Justifications for hire and non hire to withstand external or internal audit.
TASK 5
P5 Take part in a selection interview
The recruitment and selection process and interviews are managed. Time to take part in
the interview process in order to evaluate various aspects effectively and efficiently. The
interview panel will be Derrick Bailey, Administrative officer and Ahmed himself. The interview
process will be begin with the above process of taking interview of a candidate.
Establishing specific requirements for candidate's
The functions of a office manager should be analysed and after that the determination is
required such as skills, knowledge, capability and abilities required by the applicant to fill each
function effectively. Such requirements should be categorised in behaviour and nature. The
candidate's will fill these specific requirements in order to pass the criteria effectively.
The candidates are allowed to talk after defining the job roles and responsibilities. It is
important for the committee members to listen what he or she is saying that they carry almost
80% of the conversion. Committee members input should be limited to keep candidate on the
track. The candidate will will answer all the questions asked by panel in order to show their skills
and knowledge to achieve the post of Office manager in the firm.
Direct questions: Why did you applied for the post?
Answer: I am sure about my skills and knowledge which is very good and capable to manage
the post of Office manager effectively.
Open-ended question: Tell us about your experience?
Answer: I was working in a IT firm as a manger from last two years but they are unable to pay
me timely and also the negative environment blows my mind.
Behavioural question: What is your strength in difficult situations?
Answer: I just evaluate all the aspects of the situation and try to make a effective solution for
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the problem or issues within the firm. It will be done by other employees providing appropriate
suggestions (Slocum, Lei and Buller, 2014).
Probing question: What do you mean by?
Answer: I know who I am that there is no problem if you are able to understand your purpose,
strengths and skills then this will led you towards the success effectively. This can possible if
you are confident and help other to face the situations effectively and efficiently.
NOTES: It can be said that these answer will help the committee to decide whether he is
applicable for the post or not. As a administrative manager I would like to provide my
suggestion to the committee that the candidate is liable for the post and filling all the
requirements needed. The candidate showed his skills and knowledge in different situation
which is impressive thing noted by members.
Paper note: After exploring all the performance factors, members can ask candidates whether
they had any question, views or thought to add. After completing the process of interview
decisions will be made for the final candidate. Thanks for coming, shaking hands and smile will
be provided by the members after completing the process of interview effectively and efficiently.
DISADVANTAGES
Incomplete process: Suitable candidate can not be selected by interview only. The written test is
more important than the interview.
No record: In the case of the interview some confusion may be arisen in the future as, there is no
evidence actually that have been discussed at interview.
Lack of attention: Much attention is required for a good interview. But sometimes it is observed
that both the interviewer and the interviewee are less attentive. In this case the correct
information lost.
ADVANTAGES
Collection of primary information: Interview can help to collect the fresh, new and primary
information as needed.
Sufficient information: Enough information can be collected through the process of interviews..
Because the interviewer can ask any question to the interviewee.
Time saving: Interview can help to save time to select the best suitable candidate. Within a very
short time communication can be accomplished with the interview (Taneja and Arora, 2015).
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Thus, it can be said that finally the passed candidate will provide a witness statement for
Bailey Bus and Coach Company as a officer manager he will agree to all the policies and
agreements made by the firm effectively.
CONCLUSION
It can be concluded from the above report that recruitment process is different for all the
organisations that the flowchart of Tesco and Sainsbury shows various strategy and plans to
recruit employees in the firm. The Bailey Bus and Coach Company include internal and external
sources method to recruit and select a office manager. There are rules and legislation associated
with selection programs in which the UK and EU legislations are playing a major role
effectively. There are different documents such as job description, person specification and job
14
Illustration 5: Witness statement Template
(Source: Statement of Witness)

advertisement required to manage the recruitment and selection activities. Interview process will
help committee to find the best and appropriate candidate for the firm in order to fill the
responsibilities of office manager.
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REFERENCES
Books and Journals
Basak, A. and Khanna, K., 2017. A Study on the Selection Criteria of Different Hotels of Delhi
NCR in Accordance to the HR Policies and Market Trends. International Journal of
Social Sciences and Humanities (IJSSH) 1(1) pp.27-38.
Chandor, A., 2017. Choosing and keeping computer staff: Recruitment, selection and
development of computer personnel. Taylor & Francis.
Cheng, F., 2017. Study on Career Planning of Chinese College Students Based on Online
Recruitment Information. Creative Education 8(15) p.2455.
Furtado, J., 2016. An investigation of recruitment and selection practices within SMEs in the
Irish IT sector (Doctoral dissertation, Dublin Business School).
Gibbs, C., MacDonald, F. and MacKay, K., 2015. Social media usage in hotel human resources:
recruitment, hiring and communication. International Journal of Contemporary
Hospitality Management 27(2) pp.170-184.
Khalid, S. and Tariq, S., 2015. Impact of Employer brand on selection and recruitment
process. Pakistan Economic and Social Review 53(2) p.351.
Kotabe, M. and Helsen, K., 2014. Global marketing management.
Maillet, S., 2017. Recruitment and selection in canada. Relations Industrielles/Industrial
Relations 72(1) pp.210-213.
Miles, A. and Sadler-Smith, E., 2014. “With recruitment I always feel I need to listen to my
gut”: the role of intuition in employee selection. Personnel Review 43(4) pp.606-627.
Slocum, J., Lei, D. and Buller, P., 2014. Executing business strategies through human resource
management practices. Organizational Dynamics 43(2) pp.73-87.
Taneja, A. and Arora, Y., 2015. The Recruitment of Intuitive Managers. European Journal of
Business and Management 7(4) pp.305-308.
Tripathi, K. and Agrawal, M., 2014. Competency based management in organizational. Global
Journal of Finance and Management 6(4) pp.349-356.
Online
Explore flowchart., 2015. Recruitment and selection flowchart. [Online]. Available
through:<https://www.pinterest.com/pin/464011567836788520/>
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Process mapping. 2015. Process flow charting. [Online].Available through:
<http://www.lindsaysherwin.co.uk/project_framework/htm_6_tools/process_mapping.htm/
Trivikram 2017. Internal source of recruitement. [Online]. Available
through:<http://myventurepad.com/internal-external-sources-recruitment//>
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