Recruitment and Selection Process

This assignment provides a detailed overview of the recruitment and selection process, including its importance in selecting appropriate and suitable candidates for an organization. It discusses different types of recruitment and selection methods, such as online and offline recruitment, and highlights the significance of using various assessment methods to evaluate candidate suitability. The assignment also touches on the importance of maintaining professionalism during the interview process, ensuring that one's attire and demeanor are suitable for a job interview.

Recruitment and Selection

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Identify how two organisations plan recruitment using internal and external sources..........1
TASK 2............................................................................................................................................3
P2 Impact of the legal and regulatory framework on recruitment and selection activities.........3
TASK 3............................................................................................................................................4
P3 Prepare the documents used in selection and recruitment activities......................................4
TASK 4............................................................................................................................................5
P4 Plan to take part in a selection interview...............................................................................5
P5 Take part in a selection interview..........................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
.........................................................................................................................................................8

INTRODUCTION
In this modern scenario, for identifying and selecting appropriate candidates in an
particular organisation using several recruitment and section methods and techniques. With the
help of them, easy to identify and determine working skills and capabilities of an individual
person. This research project will be define several internal and external sources of recruitment
and selection (Chaneta, 2014). In the addition of this, will be explaining impacts of legal and
regulatory framework on recruitment and selection procedure. Moreover, an effective
documentation will be produced, which is used in recruitment process. Also will be developing
a significant plan which will be used in selection interview. In this assessment, Bailey Bus and
Coach Company has chosen, it is established in 1996 in UK.
TASK 1
P1 Identify how two organisations plan recruitment using internal and external sources.
Bailey seeks to fill many vacancies from within the company. It recognises the
importance of motivating its staff to progress their careers with the company. Bailey practices
what it calls ‘talent planning’. This encourages people to work their way through and up the
organisation. Through an annual appraisal scheme, individuals can apply for ‘bigger’ jobs.
Employees identify roles in which they would like to develop their careers with Bailey (Caers
and Castelyns, 2011). Their manager sets out the technological skills, competencies and
behaviour necessary for these roles, what training this will require and how long it will take the
person to be ready to do the job. This helps Bailey achieve its business objectives and employees
to achieve their personal and career objectives.
Illustration 1: Recruitment and selection, 2017
(Source- Recruitment and selection, 2017)
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Reasons for leaving
Someone leaves
If someone decides to leave Bailey, it is because they do not like the job that they are
doing or that they have found a different job which they will enjoy more or that pays more with
more benefits to the employee.
Different work: A reason why employees might leave is that they have found
themselves a better job which is better for them or pays more this is why they will leave the
company.
Maternity cover: If someone has had a child it is vital that the company gives them a
maternity leave. When you take time off to have a baby you might be eligible for: Statutory
Maternity Leave. Statutory Maternity Pay. Paid time off for antenatal care. Extra help from the
government. It is important that the company replace the employees as they can be off for more
than a year.
Sickness cover: Stress-related illness is a major problem in the UK and is now the
second most common cause of long-term sickness. This obviously creates difficulties for an
employee returning to work from a long-term absence, as well as for an employer recruiting an
individual who they believe has had long-term ill health (Garner, 2012).
Decisions to recruit: Bailey first look at its internal talent plan to fill a vacancy. This is
a process that lists current employees looking for a move, either at the same level or on
promotion Then Bailey advertise the post internally on its internet for two week.
New store: One of the reasons for recruiting is that there is a new store. This would
mean that there would lots of new jobs for Bailey. As the company would need managers,
drivers, stock takers, accountants and employees.
Recruiting is the act of attracting, engaging, assessing, and on boarding talent for work.
At the strategic level, it involves the identification of the skills and qualifications demanded, the
development of an employer brand, the implementation of recruiting technologies, as well as, the
establishing the hiring teams’ budgets and responsibilities. Bailey would use the internal method
by getting store managers to either select a handful of people that they think would be good for
the role or by putting up a notice of the new job role that needs to be filled on the briefing board
and putting one in the staff room as well as letting the employees know of the available position
in the next store meeting. They would use the external method by letting the job centre know
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they are hiring and ask them to send the appropriate candidates to the group meeting, they also
put up application forms for the job.
TASK 2
P2 Impact of the legal and regulatory framework on recruitment and selection activities.
Legal Issues The different laws involved during recruitment are as follows:
Sex Discrimination Act 1975: This specific act makes it illegal to judge someone’s
potential based on their gender. This impacts recruitment because it means that companies are
now obliged to treat both men/women equally, and give them the same opportunities. This act
also forces companies to pay the employees equally (depending on the job rank) regardless of
gender, which is also involved in the Equal Pay Act 1970.
Race Relations Act 1970: This act was introduced by the parliament to ensure that
regardless of race, everybody would be offered the same opportunities. Just like the sex
discrimination act this means that during recruitment a company is obliged to treat each
candidate equally and is illegal for them to judge someone’s ability to d o a job based on the
colour of their skin (Brewster and Hegewisch, 2017).
Disability Discrimination Acts 1995 and 2005: This act is there to end discrimination
towards those who have a disability. This includes during education, employment, licences,
access to goods and renting land. This impacts recruitment because it means it is against the law
for a company to not allow someone a job even though they are perfectly able and qualified.
Employment Act 2002: This act is specifically allows the right for parents to request
flexible working hours, and such time off as maternity leave. During recruitment a company will
firstly have to specify the hours they are advertising. The will also have to be aware of the
candidates schedule and try work with them to meet a mutual agreement that will fit both parties.
This act limits the control a business has of just refusing the person a job if they can’t fit the
hours advertised. They are also no aloud to not employ women based on the fact she might
become pregnant in the future.
National minimum wage: This is the minim amount a company can pay an employee
based on their age. This effects recruitment because it means that they are obliged to offer all
employees equal pay, this means that before the HR department decides they need new
employees they will have to consider the added expenditure.
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Data Protection Act 1998: This act was endorsed by parliament to make it illegal for a
company to share their customers and employees data. This effects recruitment because it means
a company is not allowed to sell their candidates details to other companies but instead they have
to protect these details.
TASK 3
P3 Prepare the documents used in selection and recruitment activities.
Job Description: Office manager
Responsible to: Sophie Okonedwas
Scope of Post: To assist the main administrator
Responsibilities:
 Telephone enquires
 Ordering once supplies
 Assisting in arranging travel and accommodation
 Answering and dealing with projects that may arise
Conformed by: (YOUR NAME)
Date: 1 April 2015
Person specification
Performs administrative duties for executive management. Responsibilities may include
screening calls; managing calendars; making travel, meeting and event arrangements; preparing
reports and financial data; training and supervising other support staff; and customer relations.
Requires strong computer and Internet research skills, flexibility, excellent interpersonal skills,
project coordination experience, and the ability to work well with all levels of internal
management and staff, as well as outside clients and vendors. Sensitivity to confidential matters
may be required (Ofori and Aryeetey, 2011). This is a superb open door for a brilliant, all around
introduced school/school or college graduate to work for a prestigious money related association.
This association has numerous prominent customers so you will be required to welcome guests,
make them feel welcome, give refreshments, set up board spaces for gatherings, organize snacks
and so on, additionally verify everything runs easily.
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TASK 4
P4 Plan to take part in a selection interview.
Step 1: Before I carry out the interview, I will shortlist the applications I have received
from the candidates with a checklist, using the job description and person specification to create
the criteria.
Step 2: To be able to create the interview questions I will use the job description and
person specification to help me create specific questions. I will consistently ask each candidate
the same questions to be able compare their answers in the evaluations process.
Step 3: Use the application forms to ask more detailed questions to specific candidates.
For example, if they mention some previous work experience. I can use their application form to
ask what skills they learned or experience they gained, this will help to gain a better insight on
their work ethic.
Step 4: Then I will check the availability of an appropriate venue, date and time.
Step 5: Invite the candidate to the interview.
Step 6: Ensure there are beverages to offer and documentation to help the interview
process, such as the candidate CV’s. Before I see them, I will review the documents to ask
questions related to the candidate. For example, asking about the responsibilities they had at a
previous job or work experience they had.
Step 7: Structure the interview - Introduce yourself, asking general questions, then ask
consistent questions about the job itself and the candidates personal experiences or skills, then
give candidates a chance to ask questions.
Step 8: Use the scoring/evaluation sheet to compare and evaluate the candidates, with the
shortlist checklist (Cabellero and Walker, 2010).
Step 9: Follow up the interview - offer job to successful applicants on the phone, because
it is quick and gives them the opportunity to decline. Then send out letter of regret to
unsuccessful applicants.
P5 Take part in a selection interview.
In the process of the interview I will try to be at least 15 to 20 minutes early. This will
allow me to use any waiting time to review my notes. Being late or just barely on time tends to
cause stress and it can show during the interview. Before the interview process I researched the
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company and specifically the job description and how it fits in the particular business unit. I also
got as much background information as I could to show my abilities for doing the job
responsibilities and duties. I had done this so that I wouldn’t get caught speechless. In the
process I wrote down and practice at least have questions to ask the interviewer, to show how
much I cared about this kind to work (Timming, 2015). Questions I asked included: Is there
room for growth? Who I'll be working with most closely? and Can I take extra courses to
improve my ability on my job?
These questions gave myself a way to reflect on the interview later, just in case I ended
up having to decide between multiple positions later on in the future. My wardrobe is a sign of
how profession I am for this reason I made sure I dressed smart and not too casual. If I was to get
the job my dress sense wouldn’t change. This is because when my co-workers and customers
look at me; they should immediately feel comfortable working with me. My phone was turned on
because having my phone ring in the interview would of lowered my chances allot as it looks
very unprofessional (Furtmueller, Wilderom and Tate, 2011). Threw out the interview I will be
remaining respectful, professional and confident, I may smile a little but not with a pasted on
grin as that could show I was nervous. I told the employer what my unique selling points are and
how I can match their highlights to what they want. I will make sure I use plenty of examples as
proof of my abilities.
CONCLUSION
From the above mentioned this research project it has been concluded that, recruitment
and selection is an effective procedure. With the help of this, easy to has been chosen appropriate
and suitable candidates in organisation. It has been defined several kind of recruitment and
selection methods and techniques, which used by Bailey to select candidates.
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REFERENCES
Books and Journals
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cabellero, C. L. and Walker, A., 2010. Work readiness in graduate recruitment and selection: A
review of current assessment methods. Journal of teaching and learning for graduate
employability.1(1). pp.13-25.
Caers, R. and Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The influences and
biases of social network sites in recruitment and selection procedures. Social Science
Computer Review. 29(4). pp.437-448.
Chaneta, I., 2014. Recruitment and Selection. International Journal of Management, IT and
Engineering. 4(2). p.289.
Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and selection in the
digital age: e-HRM and resumes. Human Systems Management. 30(4). pp.243-259.
Garner, E., 2012. Recruitment and Selection. Bookboon.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
enterprises: Perspectives from Ghana. International Journal of Business Administration.
2(3). p.45.
Timming, A. R., 2011. What do tattoo artists know about HRM? Recruitment and selection in
the body art sector. Employee Relations. 33(5). pp.570-584.
Timming, A. R., 2015. Visible tattoos in the service sector: a new challenge to recruitment and
selection. Work, employment and society. 29(1). pp.60-78.
Online
Recruitment & Selection Training, 2017. [Online]. Available through:
<https://www.siliconbeachtraining.co.uk/human-resources-training-coaching/
recruitment-selection>. [Accessed on 18th August 2017]
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