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Recruitment and Selection Process

   

Added on  2020-01-28

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RECRUITMENT ANDSELECTION
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Identify how two organisations plan recruitment using internal and external sources.........1P2. Explain the impact of the legal and regulatory framework on recruitment and selectionactivities.......................................................................................................................................2TASK 2............................................................................................................................................3P3. Prepare the documents used in selection and recruitment activities.....................................3M1. Compare the purposes of the different documents used in the selection and recruitmentprocess of a given organisation....................................................................................................5D1. Evaluate the usefulness of the documents in the interview pack for a given organisation, infacilitating the interview process.................................................................................................6TASK 3............................................................................................................................................6P4. Plan to take part in a selection interview...............................................................................6P5. Take part in a selection interview..........................................................................................6M2................................................................................................................................................7CONCLUSION................................................................................................................................8REFERENCES................................................................................................................................9
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INTRODUCTION Recruitment and selection process is one of the most important HR function which makesa great impact on the revenue growth and the profit margins of a company as compared to othertasks such as retention, on-boarding, leadership development and managing talent. An effectiverecruitment and selection process reduces turnover (Bamberger, Biron and Meshoulam, 2014).These processes match up the right person with the right job skills. The present report willidentify how two organisations plan recruitment using internal and external sources. It will alsoexplain the impact of the legal and regulatory framework on recruitment and selection activities.Further it will evaluate the experience of planning and participating in the recruitment andselection process.TASK 1P1. Identify how two organisations plan recruitment using internal and external sourcesRecruitment at Sainsbury Internal Sources: When a vacancy arises in the organisation, it may be given to an employee who is already onthe pay-roll. Internal sources include promotion, transfer and in certain cases demotion (Boellaand Goss-Turner, 2013). The various internal sources used by Sainsbury are:Promotions: Promotions refer to shifting of persons to positions carrying better prestige,higher responsibilities and more pay. The higher positions falling vacant may be filled upfrom within the organisation (Bridle, 2010).Present Employees: The present employees of a concern are informed about likely vacantpositions. The employees recommend their relations or persons intimately known tothem.External sources Campus Recruitment: The organisation conducts interviews in the campuses ofManagement institutes and Engineering Colleges. Final year students, who're soon to getgraduate, are interviewed. Suitable candidates are selected by the organisation based ontheir academic record, communication skills, intelligence, etc. (Camelo-Ordaz and et.al.,2011). This source is used for recruiting qualified, trained but inexperienced candidates.1
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Management Consultants: Management consultants are used for selecting higher-levelstaff. They act as a representative of the employer (Dimba, 2010). They make all thenecessary arrangements for recruitment and selection. In return for their services, theytake a service charge or commission. Recruitment at ArgosInternal sources Transfers: Transfer involves shifting of persons from present jobs to other similar jobs.These do not involve any change in rank, responsibility or prestige (Guest, 2011).Retired Managers: Sometimes, retired managers may be recalled for a short period. Thisis done when the organisation cannot find a suitable candidate.Internal Advertisements: Here, the vacancy is advertised within the organisation. Theexisting employees are asked to apply for the vacancy. So, recruitment is done fromwithin the organisation.External sources Advertisement: Advertisement can be given in newspapers and professional journals.These advertisements attract applicants in large number of highly variable quality.Recommendations: The organisation may also recruit candidates based on therecommendations received from existing managers or from sister companies (Claydonand Beardwell, 2010).P2. Explain the impact of the legal and regulatory framework on recruitment and selection activitiesActs of Parliament and Legislation are created in order for businesses and people to co-operate effectively whilst adhering to specific rules that prevent discrimination, inequality andvictimisation (Jackson and et.al., 2011). Legislation is created to set a fair and secure relationshipbetween employees and employers. Equality Act 2010: The Equality Act 2010 is legislation which enables anybody with specificcharacteristics to have equal rights and protection from discrimination and victimisation.Characteristics may include: Race, religion, sexuality, disability (Oke, 2016).2
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