Recruitment and Selection Methods

The provided assignment discusses the company's recruitment and selection process, focusing on internal and external methods. It emphasizes the need to follow legal rules and collect necessary documents for effective planning. The summary also highlights real-life examples of skills used in recruitment and selection processes, as well as references to relevant studies and journals.

RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Identify how two organisation plan recruitment using internal and external sources..........3
P2. Impact of the legal and regulatory framework on recruitment and selection activities.......5
TASK 2............................................................................................................................................5
P3. Prepare the documents used in selection and recruitment activities.....................................5
M1. Compare purposes of the different documents used in the selection and recruitment
process ........................................................................................................................................6
D1. Usefulness of the documents in the interview pack in facilitating the interview process....7
TASK 3 ...........................................................................................................................................8
P4. Plan to take part in a selection interview..............................................................................8
P5. Take part in a selection interview.........................................................................................8
D2. Evaluating experience of planning and participating in the recruitment and selection
process.......................................................................................................................................10
CONCLUSEN................................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Recruitment is refer to as the enlisting some of the candidates for an organisation.
Selection signifies to hire all such person into a firm to attain all objectives in a significant
manner. Hence recruitment and selection is a major task which is performed by the human
resource manager of an entity. This is one of the most essential work which should have to be
done in an appropriate manner (Rao, 2010). If any type of discrimination took place against this
procedure then it directly lead to affect the productivity of a business organisation. This present
report is completely reflect upon on the recruitment and selection procedure of Vodafone which
is one of the largest telecommunication company.
TASK 1
P1. Identify how two organisation plan recruitment using internal and external sources
Recruitment selection refers to your organization's hiring processes the recruitment of
applicants and selection from viable candidates for jobs within your company. Recruitment and
selection can be looked at separately, but looking at the entire process of hiring employees is
effective in gauging the success of a recruitment selection process.
Recruitment can be divided into 2 types,
 Internal Recruitment
 External Recruitment
Internal Recruiting: An internal source of recruitment involves recruiting candidates internally.
Employees currently working in their own company are departed to other department or higher
position. If the employees’ performance are excellent and up to the mark, they are given chance
to occupy higher level from the current post (Renwick, Redman, and Maguire, 2013). If extra
skills required, organization are ready to provide training. This is one of the easiest ways of
selecting candidates as the performance of their work already known by management.
Methods of Internal Recruitment:
 Selecting top talents within an organization to higher level
 Promotions
 Internal Advertisement
 Temporary employees to contractual period
 Contract employees to temporary

 Temporary employees to permanent
 Retired employees for freelancer position
Advantage of Internal Recruitment
 Easiest
 Less time consuming
 No deep interview required
 Employees stay for a long period in the company when they are promoted to higher
position.
 Competition among employees to occupy high level when co-employee gets promoted.
External Recruiting: An external source involves recruiting candidates externally for better
performance. External employees always feel young and innovative for new companies, more
active enough to find business problems and fix it (Chan, and Kuok, 2011). Though recruiting
external candidates might be tougher but it has more positive effect on business compared to
internal source.
Sources of External Recruitment:
 Job portals.
 Social media recruitment.
 Newspaper Ads and Magazines
 Website.
 Campus recruitment.
 Direct Walk In.
 Recruitment agencies.
 Internal employee referrals.
Advantage of External Recruitment
 Create new opportunities for job seekers and experience employees.
 Branding increases externally.
 More applicants from external employees resulting pool of rich source of candidates of
unique employees.
 Increases business strategy as external candidates of unique skills can take business to
extra mile.
 Ability to recruit the candidates with special skills employer need.

 New innovative ideas and improvement.
 High productivity
P2. Impact of the legal and regulatory framework on recruitment and selection activities
The Equality Act came into force on 1 October 2010 and it aims to provide a simpler,
more consistent and more effective legal framework for preventing discrimination (Chanda,
Trapti, and Chanda, 2010). The stated aim of the Act is to reform and harmonise discrimination
law, and to strengthen the law to support progress on equality. It will replace the following
equality legislation:
 Equal Pay Act 197
 Sex Discrimination Act 1975
 Race Relations Act 1976
 Disability Discrimination Act 1995
 Employment Equality (Religion or Belief) Regulations 2003
 Employment Equality (Sexual Orientation) Regulations 2003
 Employment Equality (Age) Regulations 2006
 Equality Act 2006, Part 2
 Equality Act (Sexual Orientation) Regulations 2007
TASK 2
P3. Prepare the documents used in selection and recruitment activities
Documents should be collected by the hiring department for reporting and auditing
purposes and uploaded on to the following sections located in the organisation:
Attachments Tab (viewable by all associated with the recruitment)
 Approved advertisement plan
 Proof of advertisement and invoices
◦ Ad copy of job posted to non UCR sponsored job boards such as DICE.com or other
niche site
◦ Ad copy of job posted to diversity sites
◦ Ad copy of job posted to newspaper or other media including LinkedIn Groups
 Interview Schedules

 Interview Questions Template
documents within the interview pack I formed for it are:
 Job Description
 Person Specification
 Job Advertisement
 Application Form
 Letter of Application
Following documents should be verified at the time of Recruitment and Selection
 Qualification Certificate
 Experience certificate
 Last month Salary Slip
 Reliving certificate from previous Employer
 Or U can check reference provided by the candidate
M1. Compare purposes of the different documents used in the selection and recruitment process
Documents Purpose of this document
Purpose of this document The purpose of a job advertisement is to advertise the job and
what the role/hours/pay and description of the role (Lievens,
2015). Another purpose for a job advertisement is to bring in the
ideal candidates for the job role and this allows more compatible
candidates for the job and it reduces time interviewing candidates
who don’t have the right skill according to the job description.
Job Description The purpose of a job description is to provide prospective
employees with a description of specific job expectations and
functions. A job description also serves as the starting point for
employee recruitment. A job description is usually a two-to-four-
page document which outlines the requirements and details of a
specific position.
Person Specification Provided in the job description. Person Specification The purpose
of a specification is to describe the qualifications, skills,
experience, knowledge and other attributes (selection criteria)

which a candidate must possess to perform the job duties. The
specification should be derived from the job description and
forms the foundation for the recruitment process.
Cover Letter The purpose of the cover letter is to introduce yourself to an
organization, demonstrate your interest in the company or a
specific vacancy, draw attention to your resume and motivate the
reader to interview you (Densley, 2012). Often this letter is the
first contact you have with a prospective employer
Application Form Employer Application Form The purpose of an application form
is to allow pre-screening the job applicants. Contact information,
employment history, educational background and references are
standard pieces of information communicated from applicant to
employer on job application forms. The other purpose of the job
application form is that it allows the employer to get a better
picture of the applicant with the hobbies, interests, skills and
employment history.
Curriculum Vitae (CV) The purpose of the CV is to be used when applying for a job. The
CV illustrates several
D1. Usefulness of the documents in the interview pack in facilitating the interview process
The job description is a useful report in the fact that it gives the candidates a review of
the part of the employment and the tasks and obligation's they will complete (Van den Brink,
Benschop, and Jansen, 2010). This is valuable to the candidates on the grounds that it informs
them about the main things that they will partake in during the course of the job role they are
accepting and they can make a judgement on whether to request the employment or not. The job
description also outlines what the job contains and is a brief description of what is expected of
the candidate and gives them an idea of what they are applying for. It also gives the candidate the
chance to see whether it’s part time or full time and the capabilities that are required for the part
therefore providing with applicants whether they are qualified and suitable for the job.

TASK 3
P4. Plan to take part in a selection interview
Many small businesses depend on the expertise of their human resources department to
make important hiring decisions on behalf of the company. Selecting the right candidates to fill a
job position within a company can be challenging, but some common factors exist that influence
the HR selection method (Cordner, and Cordner, 2011). A business owner and her HR staff
should understand and value the same factors so that employees they hire meet the qualifications
and fit within the company’s culture.
 Relevant Experience
 Education
 Relocation
 Salary Requirements
 Budget
 Expertise
 Recruiting Distance
 Line Managers
These factors have to be manage by analysing it. The all will impact in making the
planing of the selection and recruitment activity.
P5. Take part in a selection interview
Hiring the right sales person is critical. Done well, sales managers are able to focus their
time and energy on development and coaching (Greiner, 2015). Done poorly, you spend time
dealing with problems. John Dieseth of Business Performance Group shared the nine steps for
the sales person recruitment and selection process during the Fall Session of the 6 Pillars of Sales
Productivity Workshop . 9 Steps in the Recruitment and Selection Process
Step 1: Advertise the sales position. Be clear and highlight the capabilities needed for the job.
Step 2: Resume screening. The goal is to eliminate the applicants who definitely don't fit the
profile you are seeking. John recommends using a screening tool to ensure you have an objective
process to narrow the pool of resumes.

Step 3: Phone interview. Use the phone interview as the second screening device. Keep it to ten
minutes.
Step 4: Face-to-face interview. This should last about an hour and be held in a neutral place, not
your office (example: conference room). Use the same, predetermined questions with each
applicant. Questions should focus on the capabilities required for the job.
Step 5: Assessment. Use a predictive assessment tool.
Step 6: Secondary face-to-face interview. The goal is to clear up any discrepancies, sell the
candidates on the position, and broadly explain the compensation package.
Step 7: Job Shadow. The purpose is to see if the applicant is a good cultural fit. It also helps you
identify whether the applicant is comfortable with the actual job.
Step 8: Reference Check. Ask about their capabilities as it relates to the job. Also ask about
attribute match.
Step 9: Job Offer. Make sure the compensation plan offered is clear and unambiguous.
M2. Analyse your contribution to the selection process in a given situation
In this assignment I will analyse the contribution of the interview and selection process
that leads to the position of Classroom Assistant. I took part both as an interviewee and observer
therefore I am able to compare how the different roles have contributed to the process (Eaton,
and Kessler, L.G. 2012). Before being selected through for the position, there are three stages
that each applicant must face: the pre interview, the interview itself and the post-interview. Each
of these stages plays their part in allowing the employer to carefully select the
potential candidate.
Pre-interview: When applying for a position or job role, it is essential that an application form is
presented and that the candidate must meet the criteria as identified in the person specification in
order that they have the required skills and qualifications to get offered the job (Alonso, 2015).

Interview: This is the process where the interviewer has a formal meeting with the interviewee
finding out why they want the post and what makes them a good staff member compared to the
others. As an interviewee I needed to make a good impression to boost my chances by arriving
early, dressing smart, showing my personality through being formal and smiling and stating why
I would really love to work for them.
Post-interview: After the interview, this is the final stage of the process in which some
candidates are rejected and others are offered the post. It is also referred as recruitment because
the candidates are gives a response based on their interview and therefore then judgement is
made as to who gets picked.
D2. Evaluating experience of planning and participating in the recruitment and selection process
In this task, I will be analysing my contribution to the selection process in a given
situation.
Firstly, I will be analysing the comments which I received from the interviewer for my interview.
In terms of strengths comes the fact that I was calm, confident in myself and also maintained
constant eye contact with the interviewer (Bhoganadam, and Rao, 2014). This benefited me as
when I was asked questions,
even though it demanded a lot of thoughts, I managed to do so effectively by stating and backing
up my points.
Moreover, from previous research, I had a strong knowledge of the skills set required of
sales personnel and thus I was able to reply to questions with appropriate answers, demonstrating
that I indeed have an interest in the job position. However, next time, I would like to provide
more in depth and detailed responses. For instance, instead of simply saying that I’ve got the
required skills and listing them, I could also quote real examples when I have actually used such
skills to strengthen my points and impress interviewers.
CONCLUSEN
In the company recruitment and selection is very important. This have been don in two methods
this is internal and external method. There are some legal rules that have to be follow while
doing the recruitment and selection For that some documents have to be collected. This will help
in making the effective planing. Then the process have to be conducted properly.

REFERENCES
Book and Journals
Alonso, R., 2015. Recruitment and selection in organizations.
Bhoganadam, S.D. and Rao, D.S., 2014. A study on recruitment and selection process of Sai
Global Yarntex (india) private limited. International Journal of Management Research
and Reviews, 4(10), p.996.
Chan, S.H. and Kuok, O.M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism, 10(4), pp.421-441.
Chanda, A., Trapti, B. and Chanda, R., 2010. Strategic integration of recruitment practices and
its impact on performance in Indian enterprises. Research and Practice in Human
Resource Management, 18(1).
Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and
retention of women police. Police Quarterly, 14(3), pp.207-226.
Densley, J.A., 2012. Street gang recruitment: Signaling, screening, and selection. Social
Problems, 59(3), pp.301-321.
Eaton, W.W. and Kessler, L.G. eds., 2012. Epidemiologic field methods in psychiatry: the
NIMH Epidemiologic Catchment Area Program. Academic Press.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE.
Journal of the Economic Science Association, 1(1), pp.114-125.
Lievens, F., 2015. Diversity in medical school admission: insights from personnel recruitment
and selection. Medical education, 49(1), pp.11-14.
Rao, P., 2010. A resource-based analysis of recruitment and selection practices of Indian
software companies: A case study approach. Journal of Indian Business Research, 2(1),
pp.32-51.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), pp.1-
14.
Van den Brink, M., Benschop, Y. and Jansen, W., 2010. Transparency in academic recruitment:
a problematic tool for gender equality?. Organization Studies, 31(11), pp.1459-1483.
Online
Recruitment and selection. 2017. [Online]. Available Through:
<https://www.ahri.com.au/assist/recruitment-and-selection> . [Accesses On 7 June
2017].