Recruitment and Selection Practices in Retail

This assignment explores recruitment and selection processes in the retail industry, focusing on Sainsbury's and Tesco. It delves into their strategies, provides a job description and advertisement example for an Executive Manager position, and highlights the importance of effective recruitment practices for organizations.

RECRUITMENT AND
SELECTION IN BUSINESS

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Recruitment of two organization using internal and external approaches.............................1
P2 Impact of the legal and regulatory framework on recruitment and selection activities.........2
TASK 2............................................................................................................................................3
P3 Documents used in Recruitment and selection of business....................................................3
TASK 3............................................................................................................................................5
P4 Participation in Selection interview........................................................................................5
P5 Take part in a selection interview...........................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In this present modern world, human resource management is considered as a vital part of an
organization. In this context, Recruitment and selection plays a vital role. Recruitment is
concerned with selection and hiring of appropriate person for an appropriate post (Brewster and
Hegewisch, 2017). On the other hand, selection is a process of choosing correct person for a
particular post. In this report Identification is done in regard to how Sainsbury’s and Tesco plan
recruitment using internal and external sources (Kelemenis, Ergazakis and Askounis, 2011).
Also, impact of the legal and regulatory framework on recruitment and selection activities is
evaluated.
TASK 1
P1 Recruitment of two organization using internal and external approaches
Recruitment is the process of identifying that the organisation needs to employ someone up
to the point at which application forms for the post have arrived at the organisation. Selection
then consists of the processes involved in choosing from applicants a suitable candidate to fill a
post (Cabellero and Walker, 2010). Within this assessment it will be evaluating about how
external and internal are used during recruitment within both Sainsbury’s and Tesco. There are
many different reasons why vacancies within a business occur, for example within Sainsbury’s it
is likely that a job would be advertised for such reasons as:
 The company has had to fire and remove an employee for misconduct.
 An employee passes away.
 An employee has left for reasons such as retirement, new job opportunity etc.
 Long term sickness leaves or holiday results in a temporary vacancy that needs to be
filled.
On the other hand, in context of Tesco, various vacancies or creation of job can be occurred
due to following motives:
 An employee within Tesco has been promoted producing a new vacancy.
 Increase in demand of the product offered by this company may result in staff needing to
be increased (Caers and Castelyns, 2011).
 The company has produced a large amount of profit resulting in them having the ability
to invest in the increase in staff.
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 Tesco is planning on expanding their business.
A business can recruit in two different ways:
 Internal recruitment is when the business looks to fill the vacancy from within its
existing workforce
 External recruitment is when the business looks to fill the vacancy from any suitable
applicant outside the business (Chan and Kuok, 2011).
Sainsbury’s would use the internal method by getting store managers to either select a
handful of people that they think would be good for the role or by putting up a notice of the new
job role that needs to be filled on the briefing board and putting one in the staff room as well as
letting the employees know of the available position in the next store meeting. They would use
the external method by letting the job centre know they are hiring and ask them to send the
appropriate candidates to the group meeting, they also put up application forms for the job roles
online and when hiring for Christmas they put application forms by the tills for employees to
give to anyone that asks for one.
On the other hand, Tesco additionally utilize both interior and outer approaches to contract
possibility to work for them, they basically offer deliberate work however do give some paying
occupations also. They contract individuals inside by like other companies, they let current
representatives realize that they are searching for somebody to fulfil the requirements of current
jobs post and also to accomplish goals and objectives set by cited organization.
P2 Impact of the legal and regulatory framework on recruitment and selection activities
Legal Issues The different laws involved during recruitment are as follows:
 Sex Discrimination Act 1975 – This specific act makes it illegal to judge someone’s
potential based on their gender (Fine, 2012). This impacts recruitment of Sainsbury’s and
Tesco as both cited companies are now obliged to treat both men/women equally, and
give them the same opportunities. This act also forces companies to pay the employees
equally (depending on the job rank) regardless of gender, which is also involved in the
Equal Pay Act 1970.
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 Race Relations Act 1970 – This act was introduced by parliament to ensure that regardless
of race, everybody would be offered the same opportunities. Just like the sex discrimination
act this means that during recruitment a company is obliged to treat each candidate equally
and is illegal for them to judge someone’s ability to do a job based on the colour of their
skin. The management of Sainsbury’s and Tesco is obliged to conduct its operations in
accordance with the provisions of said act.
 Disability Discrimination Acts 1995 and 2005 – This act is there to end discrimination
towards those who have a disability. This includes during education, employment, licences,
access to goods and renting land. This impacts recruitment of Sainsbury’s and Tesco
because it means it is against the law for a company to not allow someone a job even though
they are perfectly able and qualified.
 European Working Time Directive – This is an act entitles employees to have a minim
amount of holidays, a rest breaks and gives a person the right to not work over 48hours if
they do not want to (van Dijk, van Engen and Paauwe, 2012). This impacts recruitment
because it means a company has to make the candidate aware of their rights and the HR
department also needs to decide if employing more people will fit their budget range and
they’ll have the ability to cover these rights their employees have.
TASK 2
P3 Documents used in Recruitment and selection of business
There are various documents prepared for the purpose of recruitment and selection of
business, which has been used by Sainsbury’s (Van den Brink, 2010). These documents can be
classified as Job advertisement, description and specification etc.
JOB ADVERTISMENT
Job Vacancy
Executive manager
Sainsbury’s @ Tumbledown Farm, Cannock WS11
Job type: Full-time
Location: Tumbledown Farm, Four Crosses Lane, Heatherton, Cannock.
Required education: High school or equivalent.
Required experience: Storekeeping and arrangements of stuffs and goods of warehouse and
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store as well, of 1 year.
We are looking to recruit an experienced executive manager to work in our brand new
restaurant on a full-time basis. With us you will enjoy your job and have fun whilst working in a
professional and busy environment. Sainsbury’s is focused on bringing the public excellent
supply of household items and other products at affordable prices. We currently have 5 stores
across England (quickly growing). This is a company which you will be excited and proud to
work for.
Drop your CV in:
More information about the job, visit our site:
www.Sainbury’sjob post.co.uk.
Contact: 01423334456
JOB DESCRIPTION
Organization name Sainsbury’s
Job designation Executive Manager
Location London
Reports to Senior manager
Roles and responsibilities  He is responsible to conduct recruits, interviews, tests and
select employees to fill vacant positions.
 Develop and maintain human resources that meet top
management information needs.
 To ensure benefits such as life insurance, pension plans,
holiday and leaves to its employees.
 Deliver presentations to corporate and government
officials regarding human resource policies and practices.
 Handle customers with a warm behaviour.
 High standard customer service and interaction.
 Proper arrangement of goods and materials in accordance
with their category.
 Proper administration at till area.
Required skills  You must have a ‘can do’ attitude and a ‘one team’
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approach
PERSON SPECIFICATION
Performs administrative duties for executive management. Other specified Responsibilities may
include screening calls; managing calendars; making travel, meeting and event arrangements;
preparing reports and financial data; training and supervising other support staff; and customer
relations. Requires strong computer and Internet research skills, flexibility, excellent
interpersonal skills, project coordination experience, and the ability to work well with all levels
of internal management and staff, as well as outside clients and vendors. Sensitivity to
confidential matters may be required. This is a superb open door for a brilliant, all around
introduced school/school or college graduate to work for a prestigious money related association.
This association has numerous prominent customers so you will be required to welcome guests,
make them feel welcome, help them in selection of goods and services in accordance to their
wants.
TASK 3
P4 Participation in Selection interview
In order to select candidates among a group of applicants, it is necessary for a business
organization to adopt an appropriate procedure for selection of employees for the post of
Executive Manager (Take part in a selection interview, 2017). In this regard, the management of
Sainsbury’s has selected following process:
Step 1: Before carrying out interview, HR manager of Sainsbury’s will shortlist
applications received from candidates with a checklist, using the job description and person
specification to create the criteria.
Step 2: To be able to create the interview questions concerned persons will use the job
description and person specification to help me create specific questions. They will consistently
ask each candidate the same questions to be able compare their answers in the evaluations
process.
Step 3: Use the application forms to ask more detailed questions to specific candidates. For
example, if they mention some previous work experience. HR manager of cited organization can
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use their application form to ask what skills they learned or experience they gained, this will help
to gain a better insight on their work ethic.
Step 4: Then, availability of an appropriate venue, date and time will be checked.
Step 5: Invite the candidate to the interview.
Step 6: Ensure there are beverages to offer and documentation to help the interview
process, such as the candidate CV’s. Before going through them, review of documents to ask
questions related to the candidate is done. For example, asking about the responsibilities they had
at a previous job or work experience they had.
Step 7: Structure the interview - Introduce yourself, asking general questions, then ask
consistent questions about the job itself and the candidates personal experiences or skills, then
give candidates a chance to ask questions.
Step 8: Use the scoring/evaluation sheet to compare and evaluate the candidates, with the
shortlist checklist.
Step 9: Follow up the interview - offer job to successful applicants on the phone, because
it is quick and gives them the opportunity to decline. Then send out letter of regret to
unsuccessful applicants.
P5 Take part in a selection interview
After the process of structuring an interview to select and recruit a person, interview is now
to be conducted. So, the said process in aspect of Sainsbury’s for post of Executive Manager is
being elaborated as:
Interview
1. What are your strengths?
a. I work well as a team, happy to work in a busy environment without getting
stressed, I am a people person and not afraid to speak to people I don’t know.
2. Do you have experience managing customers at a store?
a. Yes. I have been employed at a similar store earlier. I have an experience of 3
years.
3. What would you do if a customer was unhappy with goods and services offered?
a. I’ll Ask them what the problem is, whether they would like a replacement or a
different product, say you will take it off the bill. Basically do what they want you
to do.
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4. Are you available to work full-time? Are there any times you cannot work?
a. Yes, I am available at any time.
5. Why should I consider employing you?
a. I am a hard working individual, I will be able to work at any time, I have past
experience in managing employees and store as well. I have an ability to work as
a team and to guide others. I am able to do my job to the highest standard even
when the store is busy and stressful.
6. Why do you want to work here?
a. I enjoy interaction with the public, I want a job that doesn’t have 9-5 hours, I
enjoy working in a store, dealing with customers and providing them with
whatever they may need. Also Sainsbury’s seems like a nice place to work with
friendly staff.
7. What is your salary expectation?
a. I would like to be on at least £6 per hour.
CONCLUSION
From the above mentioned report, it can be said that recruitment and selection is very
important for an organization. In this report, recruitment and selection of Sainsbury’s and Tesco
has been elaborated. Also, a job description and advertisement can have also been demonstrated
in aspect of post of Executive manager.
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REFERENCES
Books and Journal
Brewster, C. and Hegewisch, A. eds., 2017.Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cabellero, C. L. and Walker, A., 2010. Work readiness in graduate recruitment and selection: A
review of current assessment methods.Journal of teaching and learning for graduate
employability.1(1). pp.13-25.
Caers, R. and Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The influences and biases
of social network sites in recruitment and selection procedures.Social Science Computer
Review.29(4). pp.437-448.
Chan, S. H. and Kuok, O. M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau.Journal of Human
Resources in Hospitality & Tourism.10(4). pp.421-441.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors.Economics and Business Letters.1(4). pp.1-9.
Kelemenis, A., Ergazakis, K. and Askounis, D., 2011. Support managers’ selection using an
extension of fuzzy TOPSIS.Expert Systems with Applications.38(3). pp.2774-2782.
Van den Brink, M., 2010.Behind the scenes of science: Gender practices in the recruitment and
selection of professors in the Netherlands. Amsterdam University Press.
van Dijk, H., van Engen, M. and Paauwe, J., 2012. Reframing the business case for diversity: A
values and virtues perspective.Journal of Business Ethics.111(1). pp.73-84.
Online
Take part in a selection interview, 2017. [Online]. Available through: <
https://www.stuvia.co.uk/doc/195788/unit-13-p5--take-part-in-a-selection-interview
>. [Accessed on 12th July, 2017].
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