Recruitment process

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RECRUITMENT
PROCESS

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Describe functions & purpose of HRM, applicable to workforces planning and resourcing
an organisation.............................................................................................................................1
P2 Determine strengths and weakness of various methods to recruitment & selection..............2
TASK 2............................................................................................................................................4
P3 Benefits of several HRM practices within firm for both employee and employer................4
P4 Effectiveness of several HRM practices in terms of increasing organizational productivity
and profit......................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee’s relation in respect to affect HRM decision making.....................7
P6 Key elements of employment legislation and impact it has upon HRM decision making.....8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in context of work related using examples...........................9
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
In enterprise, it is essential to select right people for right job so that work is done in
proper manner. This is done through recruitment process which is mostly used by entities to hire
the suitable candidate for their business. It is a systematic and on-going process which is used by
management in proper manner. Sainsbury's is the largest shop based in the United Kingdom
strict agreements in the field of products such as goods, beauty, clothing and so on. They receive
this method of registration with due consideration of competitor issues through job gateways
such as LinkedIn, Naukri.com and so on. In addition, they look for applicants while using an
ATS called Application Management System. This report introduces the operations as a cause of
the board's human resources, the quality and lack of different scheduling and verification
strategies, the points of interest of the HRM tests, the relevance of the various HRM tests, the
meaning of ER, key components of EL and the use of HRM testing in the business environment
(Armstrong, 2020).
TASK 1
P1 Describe functions & purpose of HRM, applicable to workforces planning and resourcing an
organisation
In an organisation, human resource management plays vital role for running the business,
functions, operations and activities of business smoothly. This is essentials as there are many
rules, regulations, polices, procedures which are formulated by company and with help of HR it
become easy to monitor as well as examine them properly. Thus, selected brand have efficient
human resource department within the management (Sarma, 2017).
Recruitment- It is a type of function in which human resource of company search for
deserving applicants for job roles in firm. It is done by many approaches such as internal and
external. It relies upon the human resource to select which kind of method or technique. In
relevance Sainsbury, use both type of methods because it becomes easy for human resource
department to hire or search candidates (Valenzuela, 2019)
Selection- Then comes the selecting, candidates which are most suitable as well as
deserving for the roles and job are selected for final round. It is also a negative process because
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in this elimination is done of candidates at larger level & deserving one is selected for next
process. It is essential aspect because right & deserving are to be chosen so that they increase
firm productivity
Training and development- In this, various activities are being carried out to develop as well as
improve employee skills, knowledge and capabilities. By this, existing as well as new personnel
enhances their abilities and explores new opportunities. Sainsbury operate this function by giving
challenging tasks to their personnel so that they face problems in effective manner (Hunter,
2017).
Purpose-
Business environment- In this, the main purpose of building is only a positive position
on the board, so that the work is done and the goals are just as the goals are achieved
appropriately. Focusing on harmony in the workplace is vital for all commitments with the aim
of maintaining the strength of repetitions for longer. By settling with an elected elementary
leader and human resources, they commit to creating a shared relationship between individuals
so that blows and bizarre mistakes do not arise.
Organisation development- The basic principle of employee control is to improve the
relationship and enhance their performance, choosing only to be a member of the right and a
qualified representative. Alternatively, they are in line with the process and take a fair decision
with a view to ensuring that the order is made in an objective manner. It is important to hire
reasonable people with the aim of demonstrating business growth at a high level. In this sense,
Sainsbury's prefers elections based on a meeting close to his home and their academic potential
as an experience (Nankervis, 2019).
From above, it has been proven that personnel management is a broad concept and requires
a deep understanding of human resources, such as the ability to manage different types of people.
Alternatively, the competence and reason for the control of the employees must be accurately
observed, in order for the goal to be achieved on time.
P2 Determine strengths and weakness of various methods to recruitment & selection
Recruitment is the process of inviting candidates to join company where they will get
new opportunities and career growth. On the other hand; selection is the process of finalizing
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more appropriate candidate for the job. Both have different types of approaches which are
explained briefly below-
Recruitment methods
Approaches Strengths Weakness
Recruitment inside the
company
 Strength of this
approach is that it is
cost effective method
which is used by
corporation for their
process and business.
 It is internally used it
has limited number of
applicants in selection
process which makes
it difficult for the, to
select the deserving
candidate.
External recruitment
 The key value is that
a large number of
sub-commands are
selected that generate
new ideas for
business.
 With this technology
effective capture of
people improves the
profitability of large
businesses (Berman,
2019).
 It is boring and
requires a large
amount of capital.
 Due to the number of
employees included,
there is also a wrong
choice (Morgeson,
2019)
Selection Methods
BASIS Strengths Weakness
Interviews
 This is the approach
in which questions
are asked from
contestants and the
 As interviewer asks
different questions so
chances of
elimination is more
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.
person with the most
appropriate address is
chosen. This is led to
checking information
on individuals.
which makes it
negative process and
demotivate the other
applicants too.
Skill/aptitude tests
 In this method
capabilities are
checked in relevance
with job role &
responsibilities. Skill
test assists both
employee & firm to
track about inner
skills of personnel.
 It enhances
subordinates
knowledge to think
critically.
It focuses on marks, scale
rate etc. Not each individual
is able to pass the test and
their inners kills are ignored
(Hardini, 2019).
Presentations/ GD’s  The fundamental
quality of this
strategy is that it
ensures that the
person speaks in
broad daylight and
explores their
starting abilities.
In this, communication has to
be consistent because person
who is taking presentation
asks questions in between
and which breaks the
process. This makes it
difficult for presenter to be
focused.
The above stated difference says that, both selection and recruitment have advantages and
disadvantages. It also proves that many alternatives are available for these two approaches of
filling gap in the organization . Then, they are to be used because entities progress &
development depends upon these approaches (West, 2019).
TASK 2
P3 Benefits of several HRM practices within firm for both employee and employer
Within the HRM, various practices perform vital work that the head of the company uses
to evaluate the favourable conditions of the company. There are several types of practices such
as redemption, rewards and employee rewards that will increase their level of motivation.
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Therefore, it is imperative that these practices focus on a product for a company in a positive
way. There are several types of HRM forecasts, these are as follows:
Training and development: The Sainsbury's company uses to enhance the overall
learning capabilities of its employees with the ability to function. On the other hand, this training
is done by the company supervisor with the goal of getting employees the right data and
developing their skills. Part of the benefits of this training over the boss and the rep are:
Advantages to employee: With the help of adopting such tutorials, the delegates can play
their level in a positive and prepared manner so as to increase their confidence..
Benefits for employer: When the boss uses such an HRM deployment, it creates
significant benefits for the company because it serves the shrinking divisions between the
company and the employee. As for Sainsbury's, they seem highly satisfied due to the large staff,
but they can use this training without any extension of their issues (Malik, 2020).
Flexible working hours: Another basic human resource management practice that is
useful for a company is to achieve its best goals. As for the chief of Sainsbury's agents who
regularly offer agents access to working hours so that they can take care of their work without
too much trouble and are ready to tally work just like the low maintenance costs..
Benefits for employee: With the help of this, employees can expand their level of
presentation within the company and increase the productivity of the company. In addition,
choosing telecommunication models can undoubtedly hit the seller's sense of anxiety and their
profitability (Suharti, 2020).
Benefits for employer: A flexible working environment within the administration
regularly develops excellent relationships between producers and managers which expansion is
firmly dealing with in a positive way. In addition, representatives and the boss can better
understand their work and targeted performance on schedule.
Job and workplace design: According to this human resource management practice it
refers to the specific work function performed by representatives in the work environment. In
conjunction with Sainsbury's, they usually design a powerful employment function for the
producers with which they can work successfully and ready to achieve their goals towards a job.
Benefits for employee: With the help of a strong career path and a work environment
plan, employees can adapt to so many new things that they will examine themselves and be
ready to expand the development of the work environment.
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Benefits for employer: In the quest to maintain a better employment situation and plan,
they can, without much effort, select the highly capable and competent staff to allow them to
settle for a better choice towards the goals and objectives of achievement (Al-Jabri, 2020).
As indicated by the aforementioned human resource management practices and benefits
for agents and leaders make the difference for their job performance within an association.
With the help of imparting such practices to its Sainsbury's employees, it can achieve its
focused objectives within a specified time.
P4 Effectiveness of several HRM practices in terms of increasing organizational productivity and
profit
Human resource practices always offer huge benefits to firm in order to increase its
overall profitability within competitive scenario. In regards with Sainsbury, Human resource
manager of firm is responsible to handle or manage overall functions and operations properly.
Effectiveness of HRM practices:
Motivational rewards: Herein, motivational rewards refer to the best HRM practice that
determines the different types of needs and wants of every employee at workplace. Thus, these
assorted needs of employees focused by leader and manager of firm in order to fulfil them and
motivates in regards with specific task. Therefore, Sainsbury used this process as best practice of
HRM that accomplish basic needs of employees like salary, safety and many more
(Wickramasinghe, 2020).
 Performance & rewards: Within administration, rewards and execution continuously
depend on evaluation of workers and a high level of progress. It is necessary to continue
to execute your employees in order to give them the best rewards. For Sainsbury's,
awards are presented to the delegates by the administrator allowing them to focus on
other basic factors or achieve objectives focused on the schedule. The performance as
well as rewards increases the productivity of business & this also results in enhancing the
overall infrastructure of enterprise. For example- employee gets motivated when they put
effort to their work and tasks.
 Flexibility at workplace: This is one of the best forms of structure that helps employees
to adopt flexible working environment within workplace. According to this they can cope
up with every situation easily that helps them to overcome their stress. Therefore,
Sainsbury have flexible working environment at place that gives comfortable working
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environment to employees. When flexibility is provided to the employees and employers
it also help them to improve their quality of work which also results in higher
productivity.
Intrinsic & extrinsic reward: Extrinsic reward means employees can get highly
motivated via external sources like incentives, bonus and many more. According to this
process, every leader is able to motivate its employees that help them to reduce time.
Moreover, in regards with intrinsic rewards, herein people are not needed to get sources of
motivation as they have already self-motivational tools. With the help of this they can resolve
their issues and able to increase productivity of firm. HRM practices provide a larger
contribution and increase the productivity of business at wider level. Also, they assists firm
in enhancing their profitability with higher growth as well as development.
From the above specified HRM practice firm is able to raise its productivity as well as
profitability easily. With the help of using such kind of practice leader and manager of Sainsbury
able to overcome conflicts and errors from firm and achieve targeted goals on time (Jeske, 2020).
TASK 3
P5 Importance of employee’s relation in respect to affect HRM decision making
The worker's commitment to the idea of human heritage is what distinguishes the level of
enthusiasm from the devotion of the representatives towards their activity. The delegates'
commitment is to constantly carry out their entire work in association with them, through which
they feel good and ready to achieve their ideal goals. In this sense, consider important work
within Sainsbury's to help overcome problems and solve them.
Importance of employee engagement in Sainsbury:
Boost Productivity: Employee commitment always increases the profitability of the
company when it has effectively fulfilled its goals and feels consistent with its commitment in
the company. In this way, individual companies can offer benefits and make agents meaningful.
Along these lines, employees always identify the best approach to expanding Sainsbury's profit
through understanding their responsibilities.
Customer Satisfaction: Most manufacturers are occupied with such a large number of
jobs that demonstrate their sterile work in a work environment. With the help of this they can
build strong contracts and revenue by focusing on the main needs and needs of individuals
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within the mall. Based on this, in Sainsbury's, delegates usually participate in these exercises
with which they can achieve the client's goals and provide them with better products and
campaigns. After all, it increases customer performance (LIEBERMAN, 2020).
Healthy work culture: Positive working culture always gives better ways to employees in
order to engage with essential aspects by which they can make themselves productive for frim.
Herein, in relation with Sainsbury, employees always create best environment in firm that boost
their working level and make them attractive for firm. So that healthy working environment
creates opportunities for workers to perform their task in better ways.
Retaining employees: It is necessary for Sainsbury to recruit highly knowledgeable and
skilled employees in order to keep their image better in front of customers at marketplace. With
the help of best retention of employees they can run their business successfully and able to reach
at highest level of business.
Communication: This plays a fundamental role within each company as it helps to grow
the best workplace environment through which producers can maintain excellent relationships
with the pioneer and director group. Sustainable communication has a lasting impact on each
individual, which makes companies attractive and beneficial to the company. With the help of
better communication people or staff can understand their thoughts or feelings and share their
value. It also encourages Sainsbury's to achieve the desired goals and objectives (Jimeno, 2020).
From the above specified employees engagement aspects human resource manager of
Sainsbury is able to increase their profit and productivity within the marketplace. Moreover,
manager and leader of respective firm not needed to carry out so many things as employees are
performing their task in a good manner (Valenzuela, 2019).
Strategies and practices used for employee relation-
 Internal decision making- To have a positive relation with employees, monthly
meetings are to be conducted by organisation so that internal decision-making is done
properly for engaging employees within the enterprise.
 Trade Unions- They also play vital role in maintain as well as managing employee
relation as they have a deep connection with the staff members and labours.
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 Collective agreements- It is a most considered as contract between the employer &
union in relation with employment & employees. Therefore, it is also seen that they are
able to keep positive relationship between both the parties.
P6 Key elements of employment legislation and impact it has upon HRM decision making
Laws and legislations plays important role for every business as everything is
accomplished by governmental bodies at particular country or place. It refers to the aim of
government in which they provide lots of safety act and tools to firm by which they can run their
business successfully. There are different types of legislations followed by Sainsbury, those are
as follows:
Trade Union Act, 2016: This act was formulated in the year of 2016 labour law of
United Kingdom. Along with it was given by David Cameron that is considered as a conservative
party of UK. In regards with Sainsbury, it is follows by them properly in order to execution of
several policies and plan to make better rules for employees. With the help of this they can make
better changes within the labour work and improve working condition easily.
Equal and diversity act, 2010: This act was established by UK parliament for protecting
employees from the discrimination that create ways to overcome discrimination from the
workplace. Herein, Sainsbury management able to give best working environment for their
employees towards achievement of targeted goals. Along with this, employees always treated
equally by manager of firm so that they can make decision making process that have great
impact on employees and firm as well. Thus, management of respective firm is able to focus on
several activities of firm. It helps them to achieve targeted goals and objectives.
Health and safety act: It depends upon health and safety act of people in which
they all are able to get equal health and safety act from firm so that they can work in any kind of
emergency situation. Along with this, it has great impact on workforce of employees (Sarma,
2017).
Sex discrimination Act: The main motive of this act behind the establishment to protect
male and female getting discriminated at workplace. It was founded in 1997, as per this if anyone
can discriminated on the behalf of gender then punishment should be given on that time. Thus,
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balance can be maintained between both human kinds. Herein, Sainsbury is able to follow this
act by which they can satisfy their employee’s needs and wants on time
From the above specified UK law it can be said that if respective firm is able to follow
properly than it can have great impact on their workforce positively. Along with this, firm is able
to make their employees better through measuring entire functions and operations. Thus, it has
impact on HRM decision making process positively.
TASK 4
P7 Application of HRM practices in context of work related using examples
Job Specification: It refers to the document which includes tasks, responsibilities, duties which
are needed to perform by employees within the particular job. Herein, HR manager of
Sainsbury is able to develop job specification in order to fill vacant position of marketing
manager (Valenzuela, 2019).
Job Specification
Organisation: Sainsbury
Job Designation: Marketing Manager
Job purpose: Administration of firm needs to have highly skilled and qualified marketing
manager who is able to develop better growth of firm towards developing better relations
between employees and firms.
Roles and responsibilities:
 Able to supervise coordination between some elements of a company.
 They should have information on various tools and strategies.
 Able to use resources.
 Able to monitor people.
Required skills and experiences:
 Bachelor's degree within the marketing stream from well-known university.
 MBA in marketing.
 Solid leadership, communication and presentation skills.
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 Two years of experience at MNC.
Person Specification
Job Position: Marketing Manager
Service area: Head of Department
Grade: A
Measures Importance Needed
Essential skills Communication, time
management and
communication skills
Computer and planning skills
Prerequisite MBA (Marketing) Research in marketing
Awareness  Proper knowledge
towards tools and
techniques of
marketing.
 Building team
management skills and
should able to meet
frequent needs.
 Able to formulate
problem solving skills.
Able to coordinate with every
staff members.
Relevant experience Between 5 months to 1 year -
Other attributes Positive and polite behaviour. -
Job offer letter: It is known as best detailed information document that identifies
different kind of roles and responsibilities, job profile, timing and pay roll etc. It is
provided when candidate has been selected. Thus, this letter has so many human resource
aspects that are:
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Offer Letter
Organisation Name Sainsbury
Job position Marketing Manager
Location UK
Reporting person HOD of firm
Roles & Responsibilities  Developer of market research, marketing
strategies and market trend analysis.
 Identify entire needs and wants of consumers
along with having great skills of decision making
process towards producing best goods.
 Power to manage and control overall team.
Working Duration 9.00 am to 6:30 pm
Accommodations given to
employees
Positive working environment, healthy culture with
incentives along with appraisal to every employee as per
their performing level.
Advantages of Job role
Clarity about job to employee: This is one of the biggest advantages that offer clarity to
employees about their job so that they can easily understand their roles and responsibilities in an
appropriate manner. Once an employee is able to know about its job role and can properly
manage and perform their work and achieve their targeted goals.
Helpful in recruitment: It considered those people that have authority from firm to
recruit highly skilled employees that have good qualification and able to run business of an
organization at large level. Thus, doing such kind of recruitment process they can retain best
employees in firm (Ilea, 2020).
Employer to take action: According to this advantage employer is able to take any action
easily along with find best employees for job who can fulfil firm’s needs and wants.
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Thus, this type of description of job gives base to employer by which they can develop
good relations between firm and employee (Sarma, 2017).
Disadvantages of Job role
No scope of help: This is one of the main limitations within the firm employees as each
employee is not able to work accordingly so that it can create some issues within their job role.
Along with some employees are unable to work properly so that they cannot find out the better
solution towards work.
Too rigid: According to this disadvantage job description can be too rigid in which
employees are not able to perform their so many activities and it leads frustration in their mind.
Apart from this, employees can get extra work from firm that reduce their confidence level
towards work and make loss for firm (Hunter, 2017).
Advantages of external advertisement:
 It brings new ideas along with so many ways of doing appropriate things within the fir.
 It can easily make business better in front of the employees.
 It helps frim to recruit better employees with most desirable skills and knowledge.
 It attracts large numbered candidates and increases their huge chance of recruiting.
Advantages of external advertisement:
 New recruiters will have limitations towards understanding the all over concept of firm as
well as firm’s culture.
 External advertisement can develop few issues in regards with understanding of people
desired and wants from firm.
 Sometimes, there is high risk in order to fulfil vacant position with skilled employees.
 New recruiter cannot have work for the job position and not able to take advantage from
the firm and employer as well (Berman, 2019).
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Recommendations for the job role:
From the above mentioned job role of Sainsbury it has been recommended to this firm
that manager of this firm should include more information within the job description in order to
help employees for find out best job position as per their choice. Along with they should include
particular position of job that helps employees to give best interview and manager can also hire
best talented people. Through following appropriate format of job role employees can easily
understand the concept of firm so that manage can easily cope up with them and hire best
suitable employees for job (Nankervis, 2019). Thus, it makes better image of firm in front of
candidates so that they can raise profit and able increase their sales and revenue in a perfect
manner.
Job interview questions- Candidate 1
 Why do you think that this company is best for your growth?
 Are you open to relocate?
 What are your past experiences in professional career?
 How will you take difficult decision in critical situations?
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CONCLUSION
After reviewing above mentioned report it has been analysed that, recruitment process
needs highly talent employees and their knowledge in order to execute on various tools and
strategies. With the help of this firm is able to made their decision batter or able to use so many
resources of human resource management. Thus, it helps manager and leader to recruit skilled
employees who can perform their task in a well manner. It directly helps frim to increase their
sales and revenue at perfect manner. Lastly, adoption of several strategies makes firm attractive
or encourage employees towards better work in firm.
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REFERENCES
Books and Journals
Valenzuela, 2019. Recruitment and Selection Process of Faculty in Higher Education Institutions
in the Philippines.Available at SSRN 3445566.
Sarma, 2017. Recruitment And Selection In Assam Carbon Products Limited.Deliberative
Research,35(1), pp.27-32.
Hunter, 2017. Recruitment and selection in violent extremist organizations: Exploring what
industrial and organizational psychology might contribute.American Psychologist,72(3),
p.242.
Nankervis, 2019.Human resource management. Cengage AU.
Berman, 2019.Human resource management in public service: Paradoxes, processes, and
problems. CQ Press.
Morgeson, 2019.Job and work analysis: Methods, research, and applications for human
resource management. Sage Publications.
West, 2019. Factors that Influence Recruitment and Retention.
Hardini, 2019. Indonesian language assistant program in Australian Schools: Recruitment and
selection process.Jurnal Cakrawala Pendidikan,38(2), pp.330-342.
Suharti, 2020. A qualitative study OF Green HRM practices and their benefits in the
organization: an Indonesian company experience.Business: Theory and Practice,21(1),
pp.200-211.
Malik, 2020. Role of HRM in knowledge integration: Towards a conceptual framework.Journal
of Business Research,109, pp.524-535.
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Wickramasinghe, 2020. Effects of HRM practices, lean production practices and lean duration on
performance.The International Journal of Human Resource Management,31(11),
pp.1467-1512.
Al-Jabri, 2020. Investigating the Mediating Role of Knowledge Sharing on Employee
Engagement: Evidence from a Developing Nation.International Journal of Human
Capital and Information Technology Professionals (IJHCITP),11(1), pp.47-63.
Jeske, 2020. Big data: lessons for employers and employees.Employee Relations: The
International Journal.
LIEBERMAN, 2020. Impact of Proposed Federal Public Employee Bargaining on State
Legislation.Labor/management Relations Among Government Employees.
Jimeno, 2020. Employment protection legislation, labor courts, and effective firing costs.IZA
Journal of Labor Economics,9(1).
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