Effective Employee Recruitment and Selection

This assignment delves into the crucial process of employee recruitment and selection within organizations. It examines the significance of a well-structured process in attracting and hiring the best talent. The analysis covers various recruitment and selection techniques, their advantages and disadvantages, and how they contribute to achieving organizational goals. The document highlights the importance of considering factors like job specifications, candidate qualifications, work experience, and testing methods for effective decision-making.

Recruitment and Selection

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Internal and external sources used during the recruitment process.......................................3
P2 Rules and regulation which affect the process of recruitment and selection.........................4
TASK 2............................................................................................................................................4
P3 Qualification or ability required for Sales Assistant..............................................................5
M1 Documents required during the recruitment and selection process......................................5
D1 Importance of documents given during the interview...........................................................6
TASK 3............................................................................................................................................6
P4 making plan to Select candidate via interview.......................................................................6
P5 Planning of interview done by interviewee............................................................................7
M2 Contribution of HR assistant in selection process.................................................................7
D2 Experience regarding the recruitment and selection process.................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Recruitment is the process of searching the suitable employees and giving them offer to apply in
the organization for job. Selection means to select the appropriate candidate for an organization
from group of people according to the quality and the ability of people. Both recruitment and
selection process it time consuming process but the best and suitable candidate can be found out
by doing this process. This case is related to a recruitment company in Luton. As students from
secondary school are visiting an educational trip to the recruitment company .Students wants to
know about the how the recruitment and selection of candidates are taken place as per the
required vacancy.
TASK 1
P1 Internal and external sources used during the recruitment process
Recruitment is the process of finding or hiring the best suitable candidate for an
organization by seeing the needs of job requirement and the person ability to fulfill that
requirement. Recruitment process includes various steps. There are two sources through which
recruitment process take place .This two sources are internal sources or external sources. Internal
sources means hiring the employee within the organization by transferring the employee from
one department to another or from one place to another or by promoting the employees to higher
level.(Rudolph, Toomey and Baltes, 2017). This process is cost effective and require
less time as employees are selected within the organization. External sources mean hiring the
employees from outside the organization .External sources are time consuming and are not cost
effective. External sources include hiring of candidate through advertisement via media or
newspaper, through recruitment agency and from educational institutions (unter, Shortland,
Crayne and Ligon, G.S., 2017). Whenever vacancy occurs in an organization, recruitment
process takes place. Vacancy occur in organization due to the termination of employees,
promotion of employees or employees leaving the job.

In Luton there are many agency which are providing the services of recruitment some of them
are Randstand Education Recruitment Agency, Capita Education Recruitment, supply Teaching
limited. All the companies have their own criteria to recruit peoples. Sainsburys and Tesco is the
top most retailer of United Kingdom. Whenever vacancy arise in these large organization ,it
goes for recruitment process as Firstly the organization will go for internal source of recruitment
company will try to hire the employees from within the organization. Sometimes in big
companies they have no time to recruit peoples within the organization than it will go for
external source of recruitment (Jeskeand Shultz, 2016). As big companies hire the
recruitment agency to work behalf of them and to recruit the employees in their organization.
P2 Rules and regulation which affect the process of recruitment and selection
Before going for any process there are some rules and regulations regarding that process
which an organization has to follow. By keeping in mind that rules recruitment will take place,
these rules include rules regarding the equality, discrimination, and other ethical issues which an
employee face during the work (Furnham, 2017). Government of United Kingdom has make
may laws regarding this. The Equality Act introduced in October 2000.This law is the
compilation of all the old laws. This law covers the various act related to sex discrimination, race
discrimination, equality, disability discrimination. Sex discrimination means giving opportunity
to males candidate as compared to female candidate. Race discrimination means discrimination
based on color, caste. Equality implies to treat all the people equally that means selecting the
candidates for job on equal bases (Almeida and Fernando, 2017). Impact of all this laws
make the recruitment and selection process quite complicated as now the process of selecting the
employees should be unbiased as the candidates should be judge on their ability and on the bases
of their qualification not on the bases of sex, color of employees. If an organization is violating
this act than organization shall be punishable under the act.
TASK 2

P3 Qualification or ability required for Sales Assistant
Before selecting a candidate for job he has to fulfill the requirement and need of a job. As in this
case company wants to recruit the sales assistant to the various shops in the United Kingdom. So
the company has to follow the process of recruitment. At the first stage company will create the
job description. Job description means the task or type of job they will.Job description will
include the following details about job like, having a friendly nature, can easily handle the query
of customer, minimum salary 245 pound per month (Derous and De Fruyt, 2016). After
completing the job description, person specification will be created, in this what kind of a person
company wants to employ is determined. Person specification include the personal details about
the candidate like education qualification, skills, his strengths and weak points, experience if any
and his personal interest. After completing this now company will advertise for the vacancy. In
advertisement company will give full information about the requirement for job. After seeing the
advertisement interested candidate will apply. And than selection process will be done,
candidates are selected on the bases of the job description and than full information regarding job
will be given to candidates.
M1 Documents required during the recruitment and selection process
In selection and recruitment process organization wants some documents from candidates
as a proof that, what they are introducing themselves is correct or not. And many times in the
organization, some documents were given by organization to candidates to be fill by them at the
time of interview. Sometimes these documents are given to see the writing capability or to know
the personal information about candidate (Marie Ryan and Derous, 2016).So that
organization has written proof of candidates. And candidates are also required to give their
personal documents to organization like their passport size photo , their original mark sheets,
caste certificate if there, their marital status. Key documents that are given by organization are
job bulletin or job announcement .Job bulletin or job announcement is very close to each other as
job bulletin is a short report or a summary about our organization or Jon announcement is a brief
and coves whole organization it lays down the rules regarding the work, regarding the leaves etc.
This documents are provided by organization to candidates in order to aware the candidates
about the rules of the organization.

D1 Importance of documents given during the interview.
In every organization a set of documents is given to candidate in order to make him\her familiar
with the organization. Documents of organization will contain the information about
organization and rules and regulation made by organization regarding the employment like rules
regarding salary, leaves etc. These documents are signed by the candidate before the joining so
that afterwards candidate cannot claim the organization for anything (Srivastava, Shukla,
and Basma,2016). Apart from these Candidates also has to give a set of copy of his personal
documents in form of curricular vitae (CV).Curricular vitae is the short biography of a candidate
personal details.As this documents include candidate person personal information like name,
email id, contact number, education qualification, hobbies and any other extra skills. On the
requirement of the organization candidate have to submit the other documents also like original
mark sheet of 12th,experience letter if any. On the bases of documents given by candidates
organization will give job title or work to them.
TASK 3
P4 making plan to Select candidate via interview
Before taking the interview selection of candidates will take place. Candidates are shortlisted on
the bases of job description and person specification. And than the structure of interview will
prepare. Firstly the list of questions will be prepared to be asked to candidate during interview.
Interview score sheet, covering letter or score pack is also prepared before taking the interview
of candidate (Mügge, 2016). Questions should be according to his curricular vitae and based
upon the organization or the work profile for which candidate has applied. Questions asked by
interviewer should be like this why candidate want this job? , if he has any experience than why
he has leave his previous job , what salary he is expecting from this organization or either
candidate is able to work in the stress or not. After making list of questions proper date time and
venue will be decided for interview. And if a candidate has given good response in the interview
than he\she will be eligible for next round (Mittarand Mathew, 2016). In next round a
computer test will be held to check the accuracy and typing speed of candidate. And in final

candidate salary will be decided by HR. At every stage score of the candidate will be recorded in
the score sheet, on the bases of candidate score job profile or his pay will be decided.
P5 Planning of interview done by interviewee
As on part of interviewee firstly i will reach on time as per the venue decided by interviewer. I
will dressed up properly proper ironed or polished shoes as dressing sense tells much more about
my personality. I will put my phone on silent mode if phone rings between the interview it’s
unprofessional. Before the interview take place i will go through the details of the organization
and make myself confident to face the interview (Kozlov and Käkelä, 2017). Before
entering into the cabin of interviewer I will wish them firstly and will give introduction about
myself. I will confidently and politely answers all the questions asked by interviewer. I will try
my best to impress the HR nut will not do buttering with them, and will behaved properly. I will
make sure that I have carried all the documents and my curricular vitae along with me so that if
in case interviewer ask for any document i will confidently show them my documents. After my
interview was completed I will give regards to the interviewer.
M2 Contribution of HR assistant in selection process
Human resource manger by name it is clear that the person who take care of all the
processes relating to the selecting or hiring the candidate for the prescribed job. Selection of
candidates as per the job specification is done by human resource only. There is big contribution
of HR in hiring the right candidate for the prescribed job. From the process of selecting till the
offering the letter of job to the candidate all the work is done by the HR only
(Resend and Fernandes,2016). As the sorting of candidates as per the job requirement is
done by HR only and the interview of candidate is also taken by HR only.HR has the ability to
judge the person on the bases of his dressing sense and the way he talks. HR has tricks to re
frame the mind of candidates.

D2 Experience regarding the recruitment and selection process
AS an human resource department is responsible and specialized in recruiting peoples
but it is quite lethargic and long process of selecting and recruiting the candidates. As this
process involves many steps as firstly we have to analyze the vacancy in the organization than
we have to opt for recruitment method whether internal source of recruitment is better or external
source of recruitment. Than suitable candidates are shortlisted from the group of candidates.
Short listing of candidate as per the job description is very complicated process as from so many
applications HR has to select few. At the time of selecting the applications he should be unbiased
in nature. After the selection process interview will be taken by HR only and all the documents
like interview score sheet, covering letter or score pack is made by HR only. But in all selecting
and recruiting the candidates is good process as we come across the various kinds of peoples
who are specialized in their various fields. As we got to know about the positive and negative
feedback about our organization.
CONCLUSION
As by keeping in mind above task it is clear that for getting best employee recruitment and
selection process if very important. As by doing this process Human resource manager can hire
the best candidate for our organization. In this process organization has many choice of selecting
the best candidate as per the job specification. In selection test we can compare candidates on the
bases of various factor like qualification, work experience etc. And if the organization is hiring
the candidates within the organization than it is cost effective and it does not require that much
time.

REFERENCES
Books and Journals
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the information
technology and accounting occupations in regional Australia. The International Journal of
Human Resource Management. 28(6).pp.880-912.
Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retentio .p.202.
Hunter, S. T. and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist.72(3). p.242.
Jeske, D. and Shultz, K.S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, Employment & Society. 30(3). pp.535-546.
Kozlov, A.V. and Käkelä, J., 2017. INVESTIGATION OF RECRUITMENT AND
SELECTION PHASE TESTING: CASE OF TECHNICAL UNIVERSITY GRADUATES.
Austrian Journal of Humanities and Social Sciences.(1).
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment. 24(1). pp.54-62.
Mittar, S. and Mathew, S.K., 2016. Influence of Recruitment and Selection Practices on
Organisational Performance in Garment Manufacturing Firms In Delhi/Ncr. Indian Journal
of Applied Research. 5(10).

Mügge, L.M., 2016. Intersectionality, Recruitment and Selection: Ethnic Minority Candidates in
Dutch Parties. Parliamentary Affairs. 69(3).pp.512-530.
Research. International Journal of Selection and Assessment.24(1). pp.1-3.
Resende, I. and Fernandes, E., 2016. Recruitment and Selection in the Expatriation Process:
Comparing Perceptions between Organizations and Individuals. In Organizational
Management (pp. 132-149). Palgrave Macmillan UK.
Rudolph, C.W., Toomey, E.C. and Baltes, B.B., 2017. Considering Age Diversity in Recruitment
and Selection: An Expanded Work Lifespan View of Age Management. In The Palgrave
Handbook of Age Diversity and Work (pp. 607-638). Palgrave Macmillan UK.
Srivastava, R., Shukla, S. and Basma, P., 2016. An Analysis on Recruitment and Selection
Process of Agent adopted by Various Life Insurance Companies. Adhyayan: A Journal of
Management Sciences.5(2).