Recruitment and Selection - Sainsbury Assignment

RECRUITMENT
AND SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Identification of how companies plan recruitment using internal and external sources.........1
P.2. Impact of the Legislation on the Recruitment......................................................................3
P.3. Job description and person specification..............................................................................4
P.5. Selection process..................................................................................................................6
P.5. Adopt role of interviewee and prepare plan for interview....................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Recruitment is the positive process to search for candidate with required skills for the
current opening in the company. Recruitment is procedure of searching for capable employees
and encourage them to apply for job in the organization to improve the productivity of the
company. This report is giving the information of the student tour in the company which operates
the different recruitment procedure for different company.
This report is explaining the recruitment process for Sainsbury and Samaritans UK and
this information is given to the children. The Sainsbury is the third largest supermarket chain in
the United Kingdom. It was established in year 1869 in Holborn, London. Samaritans is a charity
aimed organization and providing the emotional support the people who are in distress,
struggling and facing emotional breakdown.
This is registered organization for the charity work in United Kingdom and Ireland. The
report is explaining the recruitment process of two organization by using internal and external
recruitment process. This report is explaining the influence of the legislation on the recruitment
process. The documents required in the process of the recruitment are given in the report. The
different aspects of the interview are explained in the report.
TASK 1
P1 Identification of how companies plan recruitment using internal and external sources
The interview processes used for Sainsbury and Smartians are explained to the students
who came in an education tour at a recruitment consultancy company to know the interview
procedure for the different companies. The process of internal and external recruitment is
explained to the students.
Recruitment and selection are two essential elements of human resource management. it
aids the firm in hiring talented people for business unit.
There are so many reasons of occurrence of vacancies such as growth of company,
leaving of existing employee, transfer of current workers, demotion etc. In such condition
enterprise has to recruit new candidates to fill that unoccupied post. Promotion is another reason
of occurrence of vacancy, if one employee gets promoted to higher post then entity has to recruit
other person on this post (Karpuz, Kim and Ozkan, 2016). For the Sainsburry and Smartians UK
the need of recruitment can be different. For the Sainsburry the interview is conducted to fill the
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job openings. This jobs opportunity are generated to manage the work load in the company. In
the Smartians the job openings are generated due to transfers and promotion of employee.
There are many factors that influence recruitment process of organization to great extent.
These elements are such as supply and demand, labor market, cost of recruitment, size of
organization etc. The different factors that affect the recruitment process for Sainsbury are the
recruitment policy and the size of organization. The factors affect the recruitment process of
Smartians are growth and expansion of company and market condition.
Each company implements different recruitment process and methods to fill the
unoccupied post. Recruitment process involves: identification of vacancy, preparation of job
description, advertisement, arranging interview, conducting interview, final selection decision,
appointment of deserving candidate (7 steps to a foolproof recruitment process, 2018) and this is
the general way of interview process and the individual process of the companies are explained
below.
Internal recruitment sources
Sainsbury is the leading retail firm that provides wide range of goods and services to
consumers across the world. It takes support of internal recruitment method. Concern department
inform to HR team about vacant post and accordingly human resource team conduct appropriate
tests in order to select deserving person (Mullally, 2015). It takes support of promotion, job
transfer. One of the main benefit of internal recruitment is that it supports the firm in minimizing
recruitment cost, as person is already working in organization thus, no need to give training
related to company’s polices or others. For the position in senior management and leadership the
internal interview process are used.
The recruitment process of Sainsburry is different from Smartians. The internal interview
process is conducted as per the educational and skill qualification. The higher educated and
skilled employees are preferred for promotion. This is beneficial in order to save time and
minimize operational cost of business unit. Sainsbury takes feedback from supervisors and
analyses their working efficiency. Accordingly, higher authority takes decision of promotion.
This helps in motivating people and making them positive towards the brand. But internal
recruitment method is unable to bring fresh talent in organization. Apart from this, it sometime
creates complexity or jealousy feeling among rest other candidates those who do not receive that
promotion.
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So the internal recruitment for the different posts is conducted by certain skill tests and the
best qualified person is provided with the promotion. The methods used by the Sainsbury for
advertisement of the job openings is by posting on the online platform and social media. And for
the internal recruitment the management directly decided the selection process. The internal
interview process in more cost efficient because the data of the individual employee is stored and
accessible to the management. There in no budget is needed for the internal recruitment and it is
based on the performance of employee.
External Recruitment Sources
SAMARITANS UK uses external sources for hiring talented people in organization. It
takes support of staffing agencies, newspaper advertisement, website, job fair methods for
selecting the best candidate (Smith, Callaghan and Fellin, 2018). SAMARITANS UK makes
connection with external recruitment agencies and make them aware with qualification and skills
that require in person for particular post. According to their description, recruitment agencies
sent candidates on interview and human resource manager selects candidates out of them. This is
helpful in bringing fresh talent in business unit and developing competitive spirit. But firm has to
invest huge amount as agencies charge for their consultancy services and entity has to give
additional training to new candidates for making them aware with actual working environment or
polices of the company. It is quit time consuming process as well (Islam, 2018). For the
department of operation and production Sainsbury uses the external interview where only few
skills are required and expertise is not much focused. The advertisement sources are used for the
job openings are posted on the company website and templates are given in the News Papers.
For the external selection process the funds are required for different procedure. The
budget for the external interview is decided as per the process. The funds are spent in
advertisement in news papers, campus recruitment charge, invitation call cost, the charges for
online platforms to inform the candidates and other expenses.
Type of expenses Amount
Advertisement Charge 150 Euros
Interview 26 Euro/ Candidate
Online Platform expenses 1800 Euros
Call Invitation 20 Euros
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Other Expenses 200 Euros
Both these sources are helpful in planning recruitment process and selecting deserving
candidates on particular job or post.
P.2. Impact of the Legislation on the Recruitment
The legislation has huge impact on the selection of the company. These laws are made to
protect the rights of the employees. This acts made by the legal body of the nation and to follow
them actively important and compulsory for the organization. This acts are known as
employment acts. This acts are as follows-
Sex Discrimination act 1975
The gender discrimination should not be their in the organization. This act protects the
right of the men and women in the organization. In the selection process it is responsibility of the
recruiter to provide the equal opportunity to both men and women. If the number of men is
higher in the company then the recruiter should give priority to the women. This law protects the
rights of the both male and female candidate. This act influences the interview process by forcing
the recruiter to provide the equal opportunity to the females and males. The priority of the
candidate depends on the current ratio of men and women in the organization (Ekwoaba, Ikeije
and Ufoma, 2015). This act influences the interview process by forcing to provide the equal
opportunity to the women. The selection process should be based on their quality not on gender.
Race Relation Act 1976
This act is made by the government of the UK in the 1976 to stop the racism in the
employment procedure. This act is protecting the right of equality by preventing the racism in the
recruitment procedure. The racism is main issue in the UK and this act is preventing racism in
the recruitment and selection procedure. The Race relation act 1976 force the interviewer to
provide equal opportunity to the candidates and prevent the action of racism in the interview
process. The racism is prevented on the base of color, religion and culture. The interviewer
should only focus on the qualities of candidate. The cultural gaps and religious question should
be ignored.
Disability Discrimination Act 1995
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The disability discrimination act 1995 is protecting the rights of the people who are
specially able. Through this act there should be equal opportunity provided to the specially able
people. The interview selection procedure is also influenced by this act, according to this act the
interviewer should have treated the all people equally and teat them as per their qualification not
on their physical capability. This act is preventing the discrimination on the base of disability of
individual in the organization.
Employment Equality Regulations 2003
This act is to protect the rights of individual for religion and beliefs. All people are free to
follow any religion as they want. The personal beliefs can not effect any person or organization.
In the interview process the interviewer can't discuss their religion and beliefs and this influences
the interview process. The interviewer must need to be ethical all the time (Sarma, 2017)..
P.3. Job description and person specification.
Job advertisement.
Sales assistant
find great candidates today
sales assistent jobs are opened in sainsbury. Interested candidtaes please apply in official
website. All conditions and requirement available on website of orgabnization. Limited
vacancies are vacant. So please contact with recruiter of organization that contact number given
on web site.
Required qualification:-
Good communication skill
knowledge in technology
curious skill
Please hurry up.
Job description.
Job tittle Sales assistant
Report to Head of Human resource
Qualification required  10th and 12th (with above 60%)
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 graduation with commerce (60%)
 Master's degree in commerce related to
HR. (MBA & Mcom)
Roles and responsibilities  Communicate to peoples.
 Establish relationship with customers in
market.
 Conveyance technique and skills
 Understand needs and wants of
customers.
 Full and complete knowledge about
gods and services of organization.
Skills required  Effective Communication skills.
 Problem solving skills.
 Coordination skills.
 Leadership skills.
 Establish public relation skills.
Experience required  2 years experience in sales of any
organization.
 6 months experience of internship.
Job timing 9:30 a.m. To 6:00 p.m.
Person specification
Objective :- to build career in well reputed organization in sales department and become head
of sales department and provide full efforts for achieve target and increase profit of organization
through conveyance peoples and efficient employees.
Essential Desirable
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Qualification  10th full time with above
60 %
 12th full time with first
devision.
 graduation b.com (full
time)
 master's (Mcom)
*
*
*
*
Additional
qualification
 Computer course
 course and training in
management
*
*
Skills  Communication skills
 problem solving skills
 leadership and
management skills
 coordination skills
 motivation skills
 expert skills
*
*
*
*
*
*
Hobbies  Long drive
 listening music
 driving
 reading novels
*
*
*
*
Experience  3 years in human
resource department.
 1 year experience of
internship.
*
*
Personal
characteristics
 Honest
 responsible
 helpful
 professional
*
*
*
*
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P.4. Selection process.
Selection is the process that use by Sainsbury and through that human resource
department hire right candidate for right job according to required qualification, skills and
experience. It is a process of fill vacant post and hire skilled and efficient candidate that helps in
increase profit and revenue of organization. Selection process include process and it start from
preliminary interview and complete on selection process. So through this process organization
shortlisting to candidates and hire for fill job post. Following steps are included in this process
that follow in selection process by interviewr.
Preliminary interview :- Human resource function take preliminary interview for
eliminate and select of candidate that fit for job and it is select firstly through resume than take
basic interview. This step helps in select and choose potential candidates that they do work with
full efforts and fill vacancies (Gardner, 2017).
Receiving application :- after complete pre interview human resource department collect
application of potential candidates and provide information about interview dates, experience
required and hobbies. So it also very important step.
Screening application :- members of HR department collect application that they
evaluate and analyze all application and match with job description like experience, qualification
and skills are match with required criteria or not. All applications are screen by committee that it
specially authorized for that work and they call for interview to selected candidate.
Employment test :- after complete above all steps of selection process that they take test
from candidates for test their efficiency, intelligence and personality test because all test are also
important for do work effectively. So through this test human resource evaluate that candidate
capable or not for do work (Matson and Williams, 2015).
Employment interview :- interview is main process for select candidate and after est of
employment HR of organization conduct interview. So candidate interacts face to face with HR.
through this step organization find that capability and knowledge. It majorly evaluates their body
language and confidence level. Through this process it selects right candidates for right post and
analyze that they do work with full efforts and contribute efforts and not for increase profit and
revenue.
Checking references :- Human resource members has to keep and take full information
about employees. So it takes full knowledge about family background, experience and
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capabilities of employees from referee who sent to employers for jobs. So they check references
through referee about relationship with past employer and managers as well as colleagues so all
information helps in increase motivation about employees and make perception for them (Zeng,
2016).
Medical examination :- it is important step of selection process after interview because
through this process recruiter give order to employees for to medical test. Employer has to know
about their physical and mental health that means employees of organization always become
healthy. So it checks of that employees has sound mind, major and not suffer any physical illness
and mental illness also not present in them like depression. So through this employer assure
about health and fitness that helps in reduce risk and turnover in organization (Kursunoglu and
Onder, 2015).
Final selection :- it is a final step of selection process and it is conduct after complete of
all steps like written test, interviews and medical test. Through this process HR of organization
provide offer letter to employees. So this letter contain complete detail about salary, time, leave
and allowance etc. so through these employees do join job finally (Arvanitou, 2016).
P.5. Adopt role of interviewee and prepare plan for interview.
Interviewers prepares many things before take interview because that is a choice of
candidate that they want which type of job so it follows seven steps for preparations:-
Research of candidates :- interviews firstly research of candidates according to their
choice of work, quality and skills so it is very basic step taken by every job searcher.
Compare skills and qualification :- interviewers compare required skills and
qualification with job description of organization that is important for take interview for jobs.
According to their match of all things with job description and give form for fill job.
Prepare response :- interviewers prepares for take response because they have to prepare
all things about do calls for interviewer candidates and talk with them with effective
communication that helps in give opportunity of interview.
Give information to wear :- they give information about dress that they wear in
interview because in interview candidates has to wear formal dress and this type of dress give
professional look to employees.
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Give information for bring :- they give information that they bring documents like
resume, passport size photos, mark sheets, experience certificate that review by interviewer and
its important for evaluate and analyze by interviewer.
Pay attention during communication :- interviewer also has to pay attention to
communication with interviewee and give answer of questions after understand and listen of all
tings of interviewee.
CONCLUSION
This report is conducing the impact of different employment laws on the recruitment
procedure of an organization. The impact of different employment acts on the recruitment has
been learned through the report. The report is explaining about the required document for an
interviewer which helps him to conduct the interview with efficiency. The process of the
interview has been learned through this report. Selection and recruitment is most important for
organization in hire skilled and efficient employees that helps in improve work and profit
through create new ideas.
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REFERENCES
Books and Journals
Karpuz, A., Kim, K. and Ozkan, N., 2016. Employment protection laws and corporate liquidity
management. Unpublished working paper, University of Bristol.
Mullally, S., 2015. Migrant domestic workers in the UK: Enacting exclusions, exemptions and
rights. In Care, Migration and Human Rights (pp. 69-99). Routledge.
Islam, T., 2018. Recruitment And Selection Process of Janata Bank Ltd (Doctoral dissertation,
Daffodil International University).
Sarma, J., 2017. Recruitment And Selection In Assam Carbon Products Limited. Deliberative
Research. 35(1). pp.27-32.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Rabin, R., 2018. Recruitment and selection process of Rangs Industries Limited.
Gardner, A.K. And et.al., 2017. Selection bias: examining the feasibility, utility, and participant
receptivity to incorporating simulation into the general surgery residency selection
process. The American Journal of Surgery. 213(6). pp.1171-1177.
Matson, J.L. and Williams, L.W. 2015. The curious selection process of treatments for autism
spectrum disorders. Research in Autism Spectrum Disorders. 9. pp.21-25.
Zeng, Q. 2016. Democratic procedures in the CCP's cadre selection process: implementation and
consequences. The China Quarterly. 225. pp.73-99.
Kursunoglu, N. and Onder, M. 2015. Selection of an appropriate fan for an underground coal
mine using the Analytic Hierarchy Process. Tunnelling and Underground Space
Technology. 48. pp.101-109.
Arvanitou, E.M. And at.al., 2016. Software metrics fluctuation: a property for assisting the
metric selection process. Information and Software Technology. 72. pp.110-124.
Smith, L., Callaghan, J.E. and Fellin, L.C., 2018. A qualitative study exploring the experience
and motivations of UK Samaritan volunteers:“Why do we do it?”. British Journal of
Guidance & Counselling, pp.1-11.
Online
7 steps to a foolproof recruitment process, 2018. [Online]. Available through :
<https://www.reedglobal.com/blog/2017/06/7-steps-to-a-foolproof-recruitment-process>
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