Creed Food Company Recruitment Practices

This assignment analyzes the recruitment and selection practices employed by the Creed Food Company. It examines various leadership styles and motivational techniques utilized within the company's managerial framework. The analysis also explores the effectiveness of teamwork and how each member and leader contribute to achieving organizational objectives.

RECRUITMENT
AND
SELECTION

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

INTRODUCTION
In every business organisation recruitment and selection is utmost aspect by which
corporation can recruit and select the talented and skilled employees. As human resource plays a
very crucial role in every business enterprise thus their selection and recruitment is very
important. It is a process under which management of firm invite the candidate by either external
or internal technique of recruitment and analyse their efficiency, talent and knowledge and
recruit them according to the organisation requirement. In a simple word it can be said that
recruitment is a process of finding and hiring the candidate for the required positions or vacancy
within corporation (Flood, 2011). In this manner, manager of firm plays a very crucial role
because he/she is responsible to analyse and select candidate skill, efficiency and knowledge.
There are major two kinds of recruitment that is internal and external recruitment. The following
report provides a depth knowledge and understanding about the recruitment methods and its
process in the enterpriser with respect of Luton recruitment company. Various key legal and
ethical requirement of selection interview has been also discus in this report. Furthermore, a
systematic recruitment document has been also prepared and comparison with other document of
recruitment has been addressed in this report.
P1 Identify how two organisation plan recruitment using internal and external sources
Tesco and Cancer Research have similar source of recruitment:
 Transfers: employees in both businesses may be transferred from shop to another
according their skills and experience.
 Promotions: many employees in both organisations get promoted from one
shop/department to another with more benefits and better responsibilities based on
their skills, qualification and experience.
 Re-employment of ex-employees who were made redundant in the past couple of
years, this is one of the internal source of recruitment in which workers can be
called and appointed to fill vacancies in the concern. Retired workers can also be
recruited once again in case of shortage of qualified and experienced staff.
 Press advertisement: both of the businesses can use this method to tell others that
they have a vacancy. The main benefit of this method is that it has a wide reach.
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 Employment Exchanges: the government sets up public employment exchanges
within the country. This gives job information to people who are looking for a job
and also can help employers of both Tesco’s and Cancer Research’s to identify
suitable candidates.
 Employment referrals/recommendations: firms like Tesco and Cancer Research
have a well-planned system where the current employees can refer their friends or
relatives for some position in their organisation.
Tesco advertising method: Tesco mainly advertises jobs externally on their official
website and also on other websites like reeds.com etc. On their official website they have an
application form which you can fill online and the company will send you an email informing
you about the latest job offers and whether you are suitable or not this job.
P2 Impact of legal and regulatory framework on recruitment and selection activities
The legal, regulatory and ethical is implies the responsibility of company. Selection and
recruitment of the candidates on the basis of their ability and qualification. They should not
select on the basis of caste, gender, region, or other disability. As per the equality act,
organization should not involve in any kind of discrimination in the process of selection and
recruitment of candidates (Mehta and et.al., 2015). The Luton company has followed legal and
regulatory consideration in the process of recruitment. They should be selected on the foundation
of equality and capability. Furthermore, the formal training must be given to every individual so
that he or she become flexible to work in the organizational environment. The main objective of
regulatory framework is to provide the job security, appropriate labor rate and fair promotion of
employees in the corporation. As per the regulatory consideration of personnel, he/she can not
fire at any time from the organization. The job offer made by the cited venture should be written
and also time should be provided to respond about the proposal. The Equality Act 2010 brings
together a number of old legislation's together into one law. This covers all aspects of
discrimination in the workplace including age, sex, orientation, race and religion. It also includes
gender realignment and pregnancy and maternity. The Equality Act covers 9 protected
characteristics.; Victimisation occurs when an employer treats an employee unfairly because they
have brought a claim under the Equality Act. The Sex discrimination act 1975/97 states that
employees are protected from discrimination on the basis of their gender or sexuality under the
Equality Act 2010. Protection from discrimination applies to recruitment; terms of employment;
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access to training and promotion; access to benefits, facilities/services and dismissal. Sex
discrimination occurs when an employee or potential employee receives unfair treatment because
of his/her sex.
P3 Prepare the documents used in selection and recruitment activities
Job Description.
The purpose of a job description is to give information about the job responsibilities, the job
function, the duties and what the expectations are for a certain kind of job so the employee or
the person who is applying for this job. Every organization have their own job description
because every company has other responsibilities, duties and job functions (Mondy and
Martocchio, 2016).
Significance
As more and more businesses implement online ordering systems, the Sales manager role is
becoming an integral part of a company's success. In the past, online ordering systems were
limited to business-to-consumer models; however, business-to-business companies have begun
to utilize online purchasing as a convenient and effective way to grow their market share.
According to Getdegrees.com, the Sales manager position is expected to grow 12 percent over
the next few years. As a result, Internet savvy job applicants have an opportunity to enter the e-
commerce industry at the beginning of its growth (Mathis, and Meglich, 2016).
Education
To become an Sales manager, several things are required. First, a bachelor's degree in
marketing, Internet marketing, management information systems or general management is
necessary. In addition, applicants should have a strong background in website design and
Internet marketing. Master's certificates with an emphasis in search engine marketing, affiliate
marketing or HTML coding can greatly increase the odds of landing an e-commerce
management position. Moreover, an MBA degree with a concentration in information
technology, marketing or e-commerce is ideal (Hendry, 2012).
Job Duties
Due to the high potential of Internet marketing, Sales manager s often have a vast array of job
duties. Some of the specific duties a Sales manager is responsible for include determining what
website format to use, reducing supply chain costs with regard to shipping, developing affiliate
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marketing programs, implementing online security and coordinating all online transaction and
marketing efforts. Essentially, Sales manager s are asked to control all aspects of a company's
online business. Once more, when the initial online business plan (website, transaction type) is
implemented, Sales manager is must maintain the plan. This involves website maintenance,
renegotiating contracts with suppliers and payment services and staying up to date on any
software or data management trends (Armstrong and Taylor, 2014).
Salary
Because the Sales manager is required to oversee the majority of a company's online business,
the position is often compensated well. In fact, according to IT management.com, an average
Sales manager salary is €85,000. The low range (25th percentile) earn closer to €67,000, while
the high range (75th percentile) earn above €95,000. Obviously, an Sales manager 's salary will
vary based on experience, the company and the location of the job. As a general rule, most
companies are willing to substantially compensate managers with at least 5 years of experience.
Considerations
As stated previously, the e-commerce industry will continue to grow in the future. Therefore, it
is a great opportunity for college students, recent graduates or any Internet savvy individual to
begin gaining experience. Companies will normally look for candidates with several years of
managerial or project management experience as well as skills using information technology
systems or the Internet in general. To prepare for this position, candidates should familiarize
themselves with HTML coding, study numerous e-commerce business models and consider
obtaining project management or other relevant certificates.
P4 Plan to take part in a selection interview
I have made plan for taking part in the selection interview so that sales assistant post can
be fulfilled.
To ensure applicants selected for interview and final consideration are evaluated by more
than one individual to minimize the potential for personal bias, a selection committee is formed.
The hiring manager will identify members who will have direct and indirect interaction with the
applicant in the course of their job (Bennett and Ho, 2014). Each hiring manager should make an
effort to appoint a search committee that represents a diverse cross section of the staff. A
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member of the committee will be appointed as the Affirmative Action and Compliance Liaison
who will monitor the affirmative action aspects of the search committee. Under-represented
groups and women are to have equal opportunity to serve on search committees and special
efforts should be made to encourage participation. Departments that lack diversity in their own
staff should consider appointing staff outside the department to search committees or develop
other alternatives to broaden the perspective of the committee (Purce, 2014).
For positions that are frequently recruited and utilize a search committee, the mix of
search committee members should change frequently as well to minimize the risk of “group
think” or collective bias.
The Hiring Manager will determine the size (no more than 6) and composition of the
committee based on the nature of the position. It is highly recommended the committee members
include:
At least one individual who has a strong understanding of the role and its contribution to
the department (Jiang and Baer, 2012).
A job specialist (technical or functional)
An individual who will interact closely with the position and/or serves as a main customer
P5 Take part in a selection interview.
Organization and Creed food services use different recruitment methods for employing
suitable and deserving candidates in the firm. Posh Nosh limited conducts job evaluation
process by taking assistance from line managers. It assists in getting proper details about
requirement of manpower in the enterprise and skills and qualification needed for performing a
specific job are also identified (Mondy and Martocchio, 2016). A detailed advertisement is
published in the news papers for attracting more number of applicants to apply for the job.
HR department employees do a detailed inspection of resumes and screening of the best
candidates is done by them. All the selected candidates are called in the company and detailed
interview of candidates is taken by interview panel. Complex and difficult questions are asked
from the applicants for checking their knowledge and personality. Recruitment process of the
company involves financial investment that is used in doing advertising. Conducting a
systematic recruitment process aids in finding suitable candidates for the enterprise. On the other
hand Creed food services use a cost effective method for meeting manpower requirements in the
company (Mathis and Meglich, 2016). Existing employees are encouraged to take part in the
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employee referral scheme where they can refer candidates for the job positions in the Creed food
company. A transparent and fair system is used in the recruitment process where equal
opportunity is provided to all the job seeking applicants. A written test is conducted which helps
in checking knowledge level of the applicants. The process used in the firm for employing new
recruits is cost effective and time saving.
CONCLUSION
From this project report it has been concluded company has used effective process of
recruitment and selection. Various leadership style and motivation techniques has possessively
impact on the managerial practices of cited venture. In the company, there team working is in
proper manner so every member and leader has effectively managed their responsibility towards
company objective.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bennett, J. M. and Ho, D. S., 2014. Human resource management. In PROJECT
MANAGEMENT FOR ENGINEERS (pp. 231-249).
Flood, P., 2011. Understanding leader development: learning from leaders. Leadership &
Organization Development Journal. 32(4). pp.358 – 378.
Glasby, J. and Dickinson, H., 2009. International Perspectives on Courier and Social Care:
Partnership Working in Action. John Wiley & Sons.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, S, Schuler, R, and Werner, S., 2011. Managing Human Resources. 11th ed. Cengage
Learning.
Jiang, K. and Baer, J.C., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Mathis, R. L. and Meglich, P., 2016. Human resource management. Nelson Education.
Mondy, R. and Martocchio, J. J., 2016. Human resource management. Pearson
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Online
Job Description and Person Specification. 2013. Carriers [Online]. Available through:
<https://www.northeastjobs.org.uk/Get.aspx?id=10373405>. [Accessed on 6th May 2017].
Key legislation regarding recruitment and selection., 2013. [Online]. Available through:<
http://www.shef.ac.uk/hr/recruitment/guidance/keylegislation>. [Accessed on 10th May
2017].
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