Recruitment and Selection Practices

This assignment delves into the world of recruitment and selection practices. It analyzes different approaches used by organizations like Bailey Bus & Coach Company and Bristol Omnibus Company, referencing academic research and real-world examples. The analysis explores how these practices influence organizational performance, shedding light on key factors such as employer branding, social media in recruitment, and legal considerations in the UK.

RECRUITMENT AND
SELECTION IN BUSINESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1: Recruitment process of Bailey Bus & Coach and Bristol Omnibus.......................1
TASK 2: Impact of legal and regulatory framework on recruitment and selection activities2
TASK 3: Preparation of documents used in selection and recruitment activities..................3
TASK 4: Comparing the purpose of the different documents used in the process of
recruitment and selection........................................................................................................4
Task 5: Usefulness of the documents used in the interview process......................................5
Task 6: Plan to take part in a selection interview...................................................................5
Task 7: Contribution to the selection process.........................................................................8
Task 8: Experience of planning and participating in the recruitment and selection process. 8
Task 9: Taking part in the selection interview.......................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Recruitment and selection are major functions on the effectiveness of which company’s
success depends as through these processes only, best suitable candidates are hired. Recruitment
involves identification of requirement of human resources in business organization and selection
is choosing suitable employees for the vacant positions (Ababneh, Hackett and Schat, 2014). The
present report is based on in depth analysis of recruitment and selection process. For this
purpose, Bailey Bus & Coach Company is selected which is a large family-owned firm that
wants to hire new employees and officers and therefore, involved in the process of recruitment
and selection.
TASK 1: Recruitment process of Bailey Bus & Coach and Bristol Omnibus
Recruitment process of Bailey Bus & Coach Company
Recruitment is generally done by the HR manager of firm. Here, in Bailey Bus & Coach,
individuals are recruited by the HR manager. Process starts with identifying the need of
customers and clients of company. After identification, job applications are drafted and list of
prospective candidates are made by the management and then individuals are searched by using
both internal as-well-as external sources. Later, candidates are shortlisted for the required and
vacant posts. After short-listing process, applicants are selected for the interview round. It is the
initial interview that is taken by the HR executives. At the end of this process, qualified
candidates are referred for the final interview. This is held by the HR head or manager of
company.
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Illustration 1: Recruitment process of Bailey Bus & Coach Company
(Source: Mittar and Mathew, 2016)
Recruitment process of Bristol Omnibus Company
The recruitment process of this company is totally different from the above as it is very
short as compared to the above one (Brewster and Mayrhofer, 2012). This process starts with CV
sourcing where job recruitment is identified and advertisement is given for the job. After that,
screening is done through telephones and at the end, final background check is done along with
the previous experience and references.
Illustration 2: Recruitment process of Bristol Omnibus Company
(Source: Raziq and Shaikh, 2015)
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TASK 2: Impact of legal and regulatory framework on recruitment and selection activities
Company needs to overcome legal and ethical issues that are involved in the process of
recruitment. It is the right of each person to be treated equally at workplace. There are some legal
and ethical issues which are to be avoided by Bailey Bus & Coach Company in order to have a
strong brand image which would help in recruiting good employees in terms of their skills and
abilities. Legal issues which generally occur during recruitment and selection process are related
to the discrimination of candidates in various forms such as age, sex, race and religion, culture,
national origin, etc. These are factors which influence the process of recruitment in a negative
way. As per the Equality Act 2010, company needs to ensure that each and every applicant must
be treated equally.
Along with the legal issues, ethical aspects also affect this process. Employees need to be
respected and valued as it acts as a key resource for company (Mittar and Mathew, 2016).
Employees should be provided with job security. Failure to this may lead to decrease in the job
satisfaction level and also affects the productivity and profitability of firm.
TASK 3: Preparation of documents used in selection and recruitment activities
During recruitment and selection process, company needs to prepare the documents like
job description, advertisement and personal specification (Raziq and Shaikh, 2015). Bailey Bus
& Couch Company is placing job advertisement for recruiting the office manager. Advertisement
for this post is given as below:
VACANCY
Bailey Bus & Coach company wishes to recruit a highly competent, qualified and motivated
Office Manager for its office which is situated in your town. The office manager will be
responsible to organize and coordinate the operations and procedures of office. Candidate
applying for the same should have qualification degree of specialization in business
administration. Minimum experience should be of 4 years in the management along with
excellent English writing & computer skills. For detailed job description and other information
related to this, please visit:
http://www.baileyscoaches.co.uk
Submit your application via email to [e-mail] or post addressed to, Unit E,
Red Shute Hill, Hermitage, Thatcham, West Berkshire, Telephone: [phone]
Job Description
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Details Job Description
Title Office manager
Department Administration department
Reporting to Senior Administrative officer
Salary £22,800 – £26,500
Working Hours 40 hours per week
Job Purpose To organize and coordinate the operations of office
Duties and responsibilities  To design and maintain the office policy and equipment
 To establish the procedures and standards
 To prepare the time sheets
 To supervise the staff and members of office
 To evaluate the performance of staff
Person Specification
Academic qualification  Degree of Masters in Business administration
Knowledge  Of office administration
 Human resource management and supervision
 Maintaining higher level of accuracy of information
Skills  Interpersonal skills
 Decision making and time management
 Computer skills which include knowledge of MS office, email,
internet and different computer languages like Java, C, C++, etc.
 Good communication and team building skills
Gender Both (male and female)
Experience 4 years in management
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TASK 4: Comparing purpose of different documents used in the process of recruitment and
selection
There are three important documents which are useful during recruitment and selection
process such as job bulletin, job announcement and recruitment forms. Advantages and
disadvantages of these documents are given as below:
Job Bulletin: It includes job title, salary and location of job opportunity (Russell, and
Brannan, 2016). Main advantage of this document is that through this, potential candidates come
to know about the need of company and also, the date and time of written or oral exam
conducted by firm. Main drawback is that it does not give the full description about the job.
Job Announcement: This document is such which gives more information about the
profile of job. It is beneficial for those candidates who are interested in the job. It has one
disadvantage that it does not give information about the culture and environment of workplace.
Recruitment Forms: This form is filled by the candidate while they go for the interview.
In this form, whole description about the person or candidate is mentioned by them (Stariņeca,
2015). This is useful for the recruiter for brief information of the candidate and in the selection
process as well. It has one drawback as well that the information of candidates can be misused by
other person.
Task 5: Usefulness of documents used in the interview process
For interview, varied set of documents need to be developed with a motive to attain
specific results. Following are details of the same:
1. Recruitment Plan: It a document that aids interviewer in getting an idea about the steps
involved in recruitment. Through this, appropriate decision can be taken related to the
process.
2. Curriculum Vitae: It includes all relevant and required details of candidates that are
applying for the job. Through this, interviewer is able to gain information regarding
education qualification, past experiences, achievements and personal information of
candidates. With the help of it, interviewer can be able to take interview in an appropriate
manner.
3. Job Description: Another crucial document which is essential at the interview is job
description which contains information related to job roles and responsibilities (Timming,
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2015). With the help of this, manager is able to remain focused on the qualities that
he/she is looking for among the candidates.
Bailey Bus & Coach Company uses the documents like recruitment forms, CV,
experience certificate, references, etc. These documents are very useful in recruiting the
candidates. In this company, office manager is recruited and for that these documents are
beneficial for selecting the right person at specific vacant position.
Task 6: Planning to take part in selection interview
RECRUITMENT PLAN
Name of the company: Bailey Bus & Coach Company
Year of establishment: 1998
Recruitment plan for the year: 2016
Position to be filled: Office Manager
Conducting recruitment process: New method of online test must be used for the recruitment
process in order to filter unwanted candidates.
Date and location of recruitment process: 28th August 2016, Unit E, Red Shute Hill, Hermitage,
Thatcham, West Berkshire
Contact for more information: Telephone: [phone]
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CURRICULUM VITAE
Name: John Smith
Address: 102 South street, London
Email: [e-mail]
Education qualification:
 Master in Business administration
 Specialised in computer skills
Experience:
 9years experience as an administrative officer
COVER LETTER
Mr. Ahmed Fawzi
Human Recourse Manager
Bailey Bus & Coach Company
Unit E Red Shute Hill, Hermitage, Thatcham, West Berkshire, UK
Post: Office manager
Respected Sir,
I read in the newspaper that there is a requirement of an office manager at your company. I
hereby represent my interest in this job. I have experience of 5 years working as an
administrative officer and have all required qualifications. I am also specialized in the computer
skills with having knowledge of different computer languages like Java, C, C++, etc. I can
assure you that I will provide an excellent service to your organization.
Sincerely
John Smith
Tel: [phone]
APPLICATION FORM
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NAME:
AGE:
GENDER:
DOB:
ADDRESS:
CONTACT NO.:
EMAIL:
QUALIFICATION:
EXPERINCE:
SIGNATURE:
 Give a brief introduction about yourself.
 What are your academic qualifications?
 What are your personal and qualification skills?
 Why you are interested in this job?
 What is your career objective?
Task 7: Contribution to the selection process
Being an administrative officer, it was my responsibility to recruit candidates for the
vacant post of office manager. At present, being a part of HR department, I have selected proper
recruitment process. Preliminary interview was taken by me where I asked general questions
about the candidate (Landers and Schmidt, 2016). Questions which were included in the
interview process are like brief introduction of the candidate, qualification information, and
purpose of applying this job, computer skills along with other questions in brief. In the whole
process, I performed my job very well. However, I faced issues while screening candidates and
this was my drawback.
Task 8: Experience of planning and participating in the recruitment and selection process
It was a great experience of participating in recruitment and selection process. The whole
process of recruitment and selection was planned by me (Are You an HR Manager or a
Personnel Manager?, 2014). Strengths and weaknesses of interview process are discussed as
below:
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Strengths
 It helps in selecting the suitable candidate for required job or post.
 It also helps in collecting information of candidates who apply for the job.
 It becomes easy to create a strong relationship of selected person with company.
 It is a flexible process which is set up as per the need of human resources.
Weaknesses
 It is not useful for the future because no records are maintained for this.
 It is an incomplete process which provides insufficient information due to negligence of
interviewer and interviewee.
Task 9: Taking part in the selection interview
Being an administrative officer, I was a part of interview panel for final selection along
with the HR manager and Company Secretary (Employment Law in the United Kingdom. 2014).
Here, I played the role of both interviewer and interviewee. Being an interviewer, following
questions were asked to the applicant:
 Give a brief introduction about yourself.
 What are your academic qualifications?
 What are your personal and qualification skills?
 Why are you interested in this job?
CONCLUSION
Above report concluded the study about recruitment and selection process of BBCC. It
involves various parts of this process like internal and external sources, impact of legal and
ethical issues and documents involved in the selection process. It includes involvement of CS
and HR manager of company.
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REFERENCES
Books and Journals
Ababneh, K. I., Hackett, R. D. and Schat, A. C., 2014. The role of attributions and fairness in
understanding job applicant reactions to selection procedures and decisions.Journal of
Business and Psychology. 29(1). pp.111-129.
Brewster, C. and Mayrhofer, W. eds., 2012.Handbook of research on comparative human
resource management. Edward Elgar Publishing.
Landers, R. N. and Schmidt, G. B. eds., 2016.Social Media in Employee Selection and
Recruitment: Theory, Practice, and Current Challenges. Springer.
Mittar, S. and Mathew, S. K., 2016. Influence of Recruitment and Selection Practices on
Organisational Performance in Garment Manufacturing Firms In Delhi/Ncr.Indian
Journal of Applied Research. 5(10).
Raziq, A. and Shaikh, A. A., 2015. Exploring recruitment & selection practices in Pakistani
SMEs.International Journal of Basic and Applied Sciences. 4(1). p.102.
Russell, S. and Brannan, M. J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management
Journal.34(2). pp.114-124.
Stariņeca, O., 2015. Employer Brand Role in HR Recruitment and Selection. Economics and
Business. 27(1). pp.58-63.
Timming, A. R., 2015. Visible tattoos in the service sector: a new challenge to recruitment and
selection. Work, Employment & Society. 29(1). pp.60-78.
Online
AreYou an HR Manager or a Personnel Manager? 2014. [Online]. Available through:
<http://www.brighthubpm.com/resource-management/75775-personnel-management-vs-
human-resource-management-whats-the-difference/>. [Accessed on 11th August 2016].
Employment Law in the United Kingdom. 2014. [Online]. Available through:
<http://www.lexisnexis.com/legalnewsroom/labor-employment/b/labor-employment-top-
blogs/archive/2013/04/09/employment-law-in-the-united-kingdom.aspx>. [Accessed on
11th August 2016].
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