Recruitment and The Selection Process : Doc

Finding the most suitable
applicant for one vacant position:
a Recruitment consultant.

Executive Summary
This report is based on the topic “ finding the most suitable candidate for the vacant
position of the Recruitment Consultant. The main aim of the report is to determine and analyse
how to properly conduct and recruitment and the selection process. Prior selecting the
prospective applicant human resource manager within the respective organisation should
properly draft the advertisement in newspaper and social media tools where individuals are more
active. This is the best way to create awareness regarding the job opportunities. Moreover it is
the responsibility of the the manager or leader within the organisation to draft proper job
description and personal specification to make the applicants clear before applying for the job.
Manager within the organisation should draft a proper acceptance and rejection letter to the
applicant when they are being selected or rejected for the job position. Apart from this necessary
training should be provided to the candidate to enhance their skills and knowledge and to make
them retain in the organisation for a long period of time.

Table of Contents
INTRODUCTION...........................................................................................................................1
Main body........................................................................................................................................1
RECCOMENDATIONS..................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
In order to run business successfully and effectively, organisations need effective
manpower who have superior knowledge and skills and can manage the business tasks
effectively and efficiently (Amin and et.al., 2014). This report is based on the Marriot hotel
which is one of the prestigious hotel groups in the world and has a well established brand image
in the world because of the consistency in the quality of service provided. This report will throw
lights on finding the most suitable candidate for the vacant position of the recruitment consultant.
It will include all the stages involved in the recruitment and selection process.
Main body
As being the leader of the Human Resource Management team of the Marriot Emporium
has a vacancy of the position of the Recruitment Consultant, main purpose is to find the most
prospective candidate by following the following recruitment and selection process.
Mission of the Marriott Emporium is to provide good quality service to its customers so as to
enhance its market share.
Vision is to remain competitive in the market by providing good quality service and target large
number of customers.
In order to run attract and retain the prospective candidate for the position of Recruitment
Consultant, leader of the human resource team needs to follow the proper recruitment and
selection process which is disused as follows-
 Job Analysis- It is the first step regarding attracting the prospective candidates. Job
Analysis is the process to identify and provide in detail the job duties and responsibilities
along with the requirement an candidate must pose in order to perform the job
effectively. It helps in the proper recruitment of the candidates. Here the respective
organisation is conducting job analysis for the position of the recruitment consultant.
They are mainly responsible for attracting the candidates for the job and making positive
relationship with the clients. It is the basic requirement for the proper recruitment and
selection process (Arulrajah Opatha and Nawaratne, 2015).
Leader within the Human Resource Team of the Marriott Emporium has the main task of
attracting the candidates by proper drafting of advertisements in newspaper and on social media
tools as well as screen the candidates and interview them. As proper drafting of the
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advertisements will definitely attract the candidates and allow organisation to work effectively
with the help of the prospective and qualified candidates.
 Job Description- After conducting the job analysis, the next step is to prepare job
description for the vacant position for the recruitment Consultant. It is a written statement
of the specific job based on the findings of the job analysis. It generally includes duties,
responsibilities, purpose, scope and working conditions of the job. It may specify the
functionary to whom the position reports (Ash Hodge and Connell, 2013).
Being the leader at the Marriot Emporium there is a vacant position for the position of the
Recruitment Consultant which include following following under the position of Recruitment
Consultant.
Job Brief
Marriot Emporium is looking for the position of the Recruitment Consultant to help and assist
the clients in attracting the best candidate towards the company. Their basic role will include
attracting candidates, screening them and matching them to the appropriate positions. Their job
role will also include building recruitment strategies and creating relationship with the clients.
Job Responsibilities
 Attracting the prospective candidates and making long term relationships.
 Evaluate resumes and applications of the candidates
 Assume responsibility of the pre interview screening
 Facilitate and finalise agreements between candidate and employer.
 Employing recruiting methods to attract candidates.
 Source candidates using data bases, social media etc.
Requirements
 Well experience as a recruitment consultant or a HR consultant for around 5 years.
 Have a proper knowledge of sourcing and recruiting techniques.
 Requirement of the proper Customer Service skills.
 Should have a confident and a pleasant personality.
 Should have a outstanding communication skills and able to take sound judgements and
decisions.
 M.B.A BBA, B.com in HR and Marketing Field.
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This is in detail the job description for the position of the recruitment consultant within the
Marriott Emporium. When the HR team within the respective hotel industry presents a proper job
description it becomes easy for the candidates to apply towards the job and moreover becomes
easy for the candidate to apply towards the job without any problems of difficulties. By
understanding the proper requirements candidates could apply towards the vacant position as
well as leader within the HR team of the Marriot can easily screen the candidates according to
their vacant positions. This is a effective step regarding attracting and retaining the prospective
candidates (Beh, 2013).
 Person Specification- Person Specification is the description of the qualifications, skills,
experience,. Knowledge and other attributes which a candidate must pose in order to
perform the effective job duties. It is therefore derived from the job description and
basically forms the foundation of the recruitment process. In simple terms Person
Specification can be outlined as the educational requirements, training experience as
well as other personal qualifications that a candidate must pose in order to effectively
complete the job. This document is very important regarding the recruiter's tool box as it
allows them to recruit and select the most appropriate candidate.
PERSONAL SPECIFICATION
JOB TITLE:- Recruitment Consultant
Experience Necessary Demanding
Working experience as a
Recruitment or HR
consultant.
4-5 years Minimum of 4Years
Skills/knowledge/cognition Necessary Demanding
Skills regarding sourcing and
recruiting techniques.
Should be well versed with the
recruitment and selection
Certified experience in the HR
and the marketing area.
A+ Grade
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methods.
Qualifications needed in
educational sector
Necessary Demanding
 Masters in Business
administration
 Bachelor in Business
Administration.
 Any other
specialisation in HR
and marketing field.
 An excellent working
knowledge of Microsoft
Office products e.g. Word,
Excel and PowerPoint
A+ Grade
Personal skills Requirements Demanding
 Should be able to make
effective decisions on
time and recruit the
effective candidates.
 Requirement is of the
proper communication
skills as well and a
well pleasant and
confident personality.
 Should have the ability
to work under pressure
and meet the targets.
 Excellent presentation
and communication
skills.
Should have proper
communication skills and
effective time management
skills to perform the task
effectively.
English(UK), (US) and (AUS),
Spanish and French
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Interested candidates please send their resume at [e-mail]
Time of reporting: 10:30 am to 06:30 pm
Therefore by proper design of the person specification it helps the candidate towards
effective applying towards the job and makes the task easy for the recruiter to easily attracts and
selects the candidate.
After proper preparation of the job analysis and job description and presenting person
specification, it becomes easy for the candidates to apply towards the job. The next step under
the Recruitment and selection process includes attracting the most prospective candidates.
 Attracting the Candidates- This is the most important steps in which the leaders of the
HR team at the Marriott Emporium should follow necessary steps and conducts various
practices in order to attract the clients. These are described as follows-
◦ Marriott Emporium should build a powerful Employer brand and creates a strong
identity in the market, moreover HR within the respective company should post
employee videos, client testimonials, awards and creates a proper company culture
and provides a attractive compensation (Darwish Singh and Mohamed, 2013).
◦ Use the most effective recruitment Channels- HR within the Marriot Emporium
should adopt and use the most effective recruitment channels in order to attract large
number of applicants and easily attracts active talent within the organisation. For
example HR within the respective hotel industry should use the social networking
sites where people are more active and can use professional networks and trusted
career networks to attract large number of applicants.
From such methods HR within the respective organisation can attract and retain the most
qualified candidates and remain competitive in the market place.
Moreover in order to attract the most qualified candidate and selects them according to the
requirement within the organisation HR should make attractive advertisements for the vacancy
within the organisation, it leads to effective selection of the prospective candidates. Company
should make effective advertisements in the newspaper and in the various social networking
sites to attract the qualified candidates.
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 Selection- After attracting the candidates through various sources this step is concerned
with the proper selection of the applicants . This step includes preliminary screening of
the candidates according to their qualification against the requirement within the
organisation. Selection of the qualified candidates could be done by the proper
development of the selection criteria as well as short listing of documentations. Moreover
HR within the Marriot Emporium could conduct various tests of the candidates so as to
judge their knowledge, skills and capabilities prior selecting them towards the job.
In context to the vacancy in the Marriot Emporium for the position of the Recruitment
Consultant. HR leader before selecting the applicants can properly conduct the interview in
which applicant can be asked questions regarding to their educational qualification as well as
well as can judge their skills and capabilities (EkwoabaIkeije and Ufoma, 2015).
Interview questions for the position of Recruitment Consultant
 What is your experience as a Recruitment Consultant?
 Are you comfortable with cold calling?
 What screening techniques are you aware of ?
 Do you use social media for attracting the candidates and how would you use them for
finding the qualified candidates.
 Could you tell about a situation where you find difficulty in screening the candidates but
finally you succeeded in retaining the best possible candidate for the organisation.
By proper conducting of interview questions it helps in proper selection of candidates and
assists in proper running of business organisations. Along with the proper interview tests it is the
duty of the leader within the respective industry to conduct various tests of the employee so as to
judge their skills capabilities and qualifications. Various aptitude test can be conducted by the
HR within the respective organisation so as to judge the candidates skill before selecting them
for the vacant position. This assist in the better selection of the applicants for performing its job
responsibilities. Under the selection process leader within the respective organisation should be
very effective in taking the appropriate decisions so as it a very complex process of selecting the
most appropriate candidate. After the proper selection of the employee it is the duty of the HR
manager within the Marriot Emporium to provide offer letter to the candidate and if the
candidates skills are not up to the requirements then the manger has to provide reason against
their rejection (EkwoabaIkeije and Ufoma, 2015).
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 Appointment- After the candidate is being selected by carefully analysing its educational
qualifications, their skills and capabilities. It is the duty of the leader within the respective
organisation to offer appointment letter to the organisation regarding the confirmation of
their joining. Moreover when the candidate is not selected, leader of the human resource
team has the responsibility of giving rejection to the applicant when the organisations
doesn't feel the applicants qualification according to the skill. Under the recruitment and
selection process when the appointment letter is being offered to the organisation, the
candidate is finally being selected by the respective organisation.
Appointment Letter which is been provided to the employees is described below-
Ensuring all legal compliance and implications have been considered- After
completing all the above recruitment and selection process it is the duty of the HR manager to
ensure that all the legal compliance and implications have been considered towards fulfilling the
basic requirements before selecting the candidate for job. This legal compliance includes that
whether the respective organisation fulfills all its necessary legal compliances such as whether
following the proper salary, wage and bonus structure and moreover it consider the normal
working hours to the employee when performing the job. Hence it is the duty of the Human
Resource leader within the Marriot Emporium to properly ensures and considers all the legal
compliance within the organisation has been fulfilled so as to run the business effectively and
efficiently. There are the five steps to ensure that policies and procedure are created and followed
effectively within the respective organisation.
 Determine the best format of the policies for the different audiences.
 Make policies and procedures easily accessible to the employees.
 Set deadlines for each policy and procedures to be acknowledged.
 Determine the best way to measure the understanding employees have of the policies
and procedures.
Evaluation of your proposed plan- After being ensuring that all the legal compliances
have been fulfilled by the organisation, it becomes necessary for the manager of human resource
within the respective organisation to have proper evaluation of the proposed plan so as to check
whether all the procedures have been effectively followed and if any deviations are found
necessary changes should be made while evaluating the plan. Therefore evaluation is the the
process of examining the whole process. It involves collecting and analysing information about
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the programs activities (Granovetter, 2018). The main purpose of the the evaluation step is to
improve the effectiveness of the whole recruitment and selection process. Hence manager of the
HR Team at Marriott Emporium should properly conducts the evaluation process and make
necessary changes regarding proper recruitment and selection of the candidates. This is the most
effective step in order to properly conducts recruitment and selection process. For example when
the advertisements and documentation regarding the vacant position of the recruitment
consultant is not meeting the requirements then the human resource manager has to carefully
makes the changes in the plan so as to attract prospective candidates and remain competitive in
the market place.
Ensuring the employees are retained in the organization- This is the major step in
which the manager of the Marriott organisations should take effective decision and frame
effective strategies and policies regarding attracting the best possible candidates. In order to
reduce the turnover within the respective organisation it is the duty of the manager of the
respective organisation to create a harmonious work place environment and involve employees
in all its decision making process so as to make them feel as an valuable part of the organisation.
This will enhance employees morale and makes them remains in the organisation for a long time
period (Hunter and et. al.,2017).
RECCOMENDATIONS
After preparing the project it is recommended to the Human Resource managers of the
Marriot Emporium to effectively conducts the interview process and judge the employees skills,
capabilities and qualifications before selecting them for the final position. Moreover managers
should provide necessary training to its its candidates which motivates them to work effectively
and enhances brand image of the company. It is also been recommended to the manager of the
respective organisation to properly check the employees skills and educations before getting
them selected for the job and effective process of recruitment and selection should be followed
so as to select right person for the right job. Apart from this attractive job advertisement should
be created so as to attract the prospective and the qualified candidates.
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CONCLUSION
From the above project it has been concluded that it is the responsibility of the manager
within the organisation to properly conducts the recruitment and the selection process by
properly analysing the requirements within the organisation. It is therefore analysed that in order
to attract the effective candidates it is the duty of the manger to properly draft the advertisements
properly so to get the applicants attracted to apply for the job. Proper recruitment and selection
of the employees hence is very important for the organisation so as to effectively run in the
competitive market place. Apart from this various HR policies and procedures should be
explained to the candidates and proper training and induction should be provided to the
employee so that they can be made aware with the organisations environment and can perform
job duties in a effective manner. This assist the organisation to retain the employees for a long
period of time.
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REFERENCES
Books and Journals
Amin and et.al., (2014). The impact of human resource management practices on performance:
Evidence from a Public University. The TQM Journal.26(2), 125-142.
Arulrajah, A. A., Opatha, H. H. D. N. P., & Nawaratne, N. N. J. (2015). Green human resource
management practices: A review. Sri Lankan Journal of Human Resource Management.
5(1).
Ash, R., Hodge, P., & Connell, P. (2013). The recruitment and selection of principals who
increase student learning. Education. 134(1). 94-100.
Beh, L. S., & Loo, L. H. (2013). Human resource management best practices and firm
performance: A universalistic perspective approach. Serbian Journal of Management.
8(2), 155-167.
Darwish, T. K., Singh, S., & Mohamed, A. F. (2013). The role of strategic HR practices in
organisational effectiveness: an empirical investigation in the country of Jordan. The
International Journal of Human Resource Management. 24(17). 3343-3362.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Granovetter, M. (2018). Getting a job: A study of contacts and careers. University of Chicago
press.
Hunter and et. al., (2017). Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist, 72(3), 242.
Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection
process fairness and job pursuit intentions. International Journal of Hospitality
Management. 31(4). 1276-1282.
APPENDIX
Interview Questions
Interview questions for the position of Recruitment Consultant
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 What is your experience as a Recruitment Consultant?
 Are you comfortable with cold calling?
 What screening techniques are you aware of ?
 Do you use social media for attracting the candidates and how would you use them for
finding the qualified candidates.
 Could you tell about a situation where you find difficulty in screening the candidates
but finally you succeeded in retaining the best possible candidate for the organisation.
Job Description
Job Brief
Marriot Emporium is looking for the position of the Recruitment Consultant to help and assist
the clients in attracting the best candidate towards the company. Their basic role will include
attracting candidates, screening them and matching them to the appropriate positions. Their job
role will also include building recruitment strategies and creating relationship with the clients.
Job Responsibilities
 Attracting the prospective candidates and making long term relationships.
 Evaluate resumes and applications of the candidates
 Assume responsibility of the pre interview screening
 Facilitate and finalise agreements between candidate and employer.
 Employing recruiting methods to attract candidates.
 Source candidates using data bases, social media etc.
 Formulating effective strategy towards selecting the right person for the right job.
Requirements
 Well experience as a recruitment consultant or a HR consultant for around 5 years.
 Have a proper knowledge of sourcing and recruiting techniques.
 Requirement of the proper Customer Service skills.
 Should have a confident and a pleasant personality.
 Should have a outstanding communication skills and able to take sound judgements and
decisions.
 M.B.A BBA, B.com in HR and Marketing Field.
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 Should be well worse with the different languages in order to have interaction with the
clients.
Job Advertisement
We are the best leading recruiting experts and works across the wide spectrum of specialised
industries and professions. We wish to add a Recruitment Consultant at Marriott Emporium in
UK.
Working here will enable to become a recruiting expert. This role focusses on developing the
business relationships through telephone calling and visiting clients. Candidates work will be to
manage the whole recruitment process by bringing right person together with the right job.
Upon Joining candidate will participate in learning and development programmes to enhance
their knowledge in recruitment technology. We will give you the opportunity to advance your
career and fulfil the potential to transform lives and business.
We offer-
£20,000- £24000 basic salary and a attractive commission.
Extensive Benefits package
Opportunity to transfer overseas.
To apply candidate need an exceptional record of achievement and a experience in
corporate sales environment and education to a graduate level is mandatory.
Job Acceptance Letter
XYZ
Address
Date
Respected Sir/Mam
I have received the offer letter and pleased to accept the position of a Recruitment Consultant at
Marriot Emporium. Thank you again for the opportunity. I am eager to join and make a positive
contribution to the company .
I look forward to join on May 1, 2019. If there is any additional information or paper work,
please let me know for the same.
Thank You
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ABC
Rejection Letter
Date
Address
Respected Sir/Mam
Thank you for coming in to interview for the position of Recruitment Consultant at Marriott
Emporium. As you are aware we have interviewed a number of candidates. This letter is to let
you know that you have not been selected for the position.
Thank you for taking time to Marriot to meet our interview team.
We wish you success with ongoing job search. Thank you for your interest in our company.
Best Wishes,
XYZ
Interview Evaluation Form
Candidate's Name Date
Interviewed By-
Scoring
Candidate's evaluation form is to be completed by the interviewer to rank the candidates overall
qualifications for the position. Under each heading interviewer should give the candidate a
numerical rating and write specific job related comments in the space provided. Numerical
rating system is based on the following-
5- Exceptional 4- Above average 3- Average 2- Satisfactory 1- Unsatisfactory
Educational Background- Does the candidate have the appropriate educational qualification or
training for this position?
Rating 1 2 3 4 5
Prior Work Experience- Do the candidate have the necessary skills or qualifications through
past work experiences?
Rating 1 2 3 4 5
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Technical Qualifications- Does the candidate have necessary technical skills for the position
Rating 1 2 3 4 5
Leadership Ability- Does the candidate posses necessary leadership skills for the position?
Rating 1 2 3 4 5
Comments
Communication Skills- Do the candidate posses necessary communication skills during the
interview?
Rating 1 2 3 4 5
Comments
Overall Impression and Recommendation- Provide final comments and recommendations for
proceeding with this candidate.
Rating 1 2 3 4 5
Comments
HR policies and Practices
Company's policies and procedures needs to effectively communicated among the employees so
as to avoid the uncertain issues. Some of the top HR policies at Marriott Emporium are-
 Attendance- Regular attendance is compulsory, in case of any urgency should contact
with the HR Department. Their would be working hours from 10:a.m. to 7 p.m.
 Behaviour- Employees need to behave in a very polite and humble manner with the
employees as well as with the customers and creates a harmonious environment at the
work place.
 Safety- Employees should work within the organisation with proper safety and by the
use of various safety equipments. In case of any injury should report to the immediate
supervisor.
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 Anti harassment and Non discrimination- Discrimination or harassment of the
employee will not be accepted, employees would be terminated if found doing so.
 Leave and time off benefits- Employees are provides 24 annual leaves In the form of
PL, SL and CL as well as leaves should be prior applied within 7 days before taking.
Recruitment Timeline
It includes the timeline for hiring the vacant position of the Recruitment Consultant.
 In order to search and attract large number of candidates it will require 2-4 weeks.
 In order to evaluate the candidates application and conducts the interview process it will
require 4 weeks of time.
 In order to finalise the candidates it require almost 1 week of time.
 For offering the job offer letter to the candidates and sending all the necessary
documents it requires almost 1 week of time.
 Then it come to finally on boarding of employees.
Employee Induction Checklist
Employee Name
Start Date
Position
Reports to
Induction
 Nature and the type of business.
 JOB description , roles and responsibilities.
 Working hours and Breaks
 Salary allowances and leave benefits
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