Recruitment and Selection Procedures: Key Features and Job Analysis

This report covers the main stages of designing effective recruitment and selection procedures and how to conduct a job analysis. It includes the perspectives of Bob Bob Ricard restaurant's employees and organization on the process. The report also provides an introduction to people management and organizations.

Introduction to People
Organizations and
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
Evaluate and discuss the key features of the main stages of designing effective recruitment
and selection procedures.............................................................................................................3
CONCLUSION ...............................................................................................................................5
INTRODUCTION ..........................................................................................................................7
TASK 2............................................................................................................................................7
Explain how to conduct a job analysis .......................................................................................7
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
People management may be defined as the process of training, directing and motivating
the employees of the organisation within the workplace in order to improve their productivity
and promote their personal growth. This process is mainly used by the managers, leaders or
department head of the organisation to overseas the workflow and boost the performance of the
worker everyday(Bromiley, et.al., 2019). The following report is based on Bob Bob Ricard
restaurant which is based near Golden Square in London's Soho. The restaurant was opened in
late 2008 and owned by the Russian-born British entrepreneur Leonid Shutov. The following
report is going to covers the main stages of designing effective recruitment and selection
procedures. This report also covers the perspectives of employees and organisation on this
process.
TASK 1
Evaluate and discuss the key features of the main stages of designing effective recruitment
and selection procedures
Human resource management of the company plays a very important role in managing,
improving, reinforcing and changing the trend of an organisation. This department is responsible
for managing the performance, training and development, recruiting and many more formalities
for the company. In order to do this in a very effective manner the process of recruiting and
selection has used by the company. The process of recruiting comprises the development of
suitable techniques in order to attract the more candidate for specific position, while the process
of selection comprises of identifying the suitable candidate for the position vacant. This process
not only support the training and development of the employees but also help in tracking the
performance of the workers(Lynch, Forde and Lathouras, 2020). The process of recruiting and
selecting the employee in context to the Bob Bob Ricard restaurant has been discussed below:-
 Receive a job order:- when an organisation give a job order to the candidate and the
candidate received this order, after this recruitment process is rolling. A job order must
comprises of information related to the vacant position and a well written job description.
The job description comprises of job title, information about the job, qualification
required, location, salary range. In context to the Bob Bob Ricard, it is very important

for the HR team to develop an effective job description, if this not provide enough
information then they are not able to attract top talent.
 Source candidates:- after understanding the open position, the next step of this process
is to source the candidates. In context to the Bob Bob Ricard, different types of ways can
be used by the HR team in order to source the passive as well as active candidates. Active
candidates are basically those candidates who are looking for the job actively and passive
are not. Different types of tools like social media, online job borders, recruiting database
of organisation and referrals.
 Screen applications:- this is being considered as the most important and vital step of the
recruiting and selection process. In this step the HR team of the organisation learn more
about then candidates which assist them in narrow down their pool. In relation to the Bob
Bob Ricard, telephone screening can be conduct by the management of the restaurant
which comprises a different types of pre- screening interview questions. This should be
of at least 15 minutes but not as long as full interview. The recruiter must create a
candidates scorecard which assist them in ranking and comparing between the candidates
and also help them at the time of face to face interview(Martin and Siebert, 2017).
 Shortlist candidates:- in this process the Human resource team of the organisation
shortlisted some candidates form their pool. These shortlisted candidates are basically
those candidates which are invited by the company for the face to face interview. In
context to the Bob Bob Ricard, it is very important for the HR team to shortlist the best
candidates from the pool because narrowing down the candidate pool can be challenging
for them. So they have to shortlist the candidates by taking proper time and learn about
their experience, qualification and personality.
 Interview candidates:- after narrowing down the pool of candidates the HR team of the
company pass the candidate information to the managers and then they take the face to
face interview of candidate. In relation to the Bob Bob Ricard, it is very important for the
managers of the company to take the interview of the candidate in a very effective
manner because this help them in knowing more about the candidates like language,
behaviour, work ethics and many more.
 Conduct testing:- in this stage job fit tests has conducted by the management of the
company in order to test the skills of candidates. In relation to the Bob Bob Ricard, a job

fit test have to be conducted by the management for about 30 to 60 minutes in which in
which they have to ask series of questions related to the job and also ensures that
candidates must answer the questions properly and honesty.
 Extended a job offer:- this is being considered as the final stage of this process in which
job has been offer to the candidates. Extended the job offer means that the organisation
wants to hire. In context to the Bob Bob Ricard, the HR team of the restaurant must have
to propose an attractive proposal to the candidate in order to influence them. In this
process candidate try to negotiate the salary which is offer by the company. If they accept
the proposal then they hire with in the company and if they reject the proposal then
company restart the recruitment and selection process.
Form the organisation point of view recruitment and selection process plays a very
important role. Management of the restaurant think that an efficient team is essential for the firm
as they effectively deliver all the services(Møller and Fast, 2020). They always ensures that
efficient, talented, competent and committed persons are recruited within the company. Form the
employees point of view, the perspective of the employees is that this process must be conducted
in fair manner and not discrimination in relation to gender and cast must be done by the
organisation. Along with this, job have been offer offer according to the skill and capability of
the candidates.
CONCLUSION
From the above discussion it has been concluded that recruitment and selection process
plays a very important role for the organisation and employees. The HR team of the company is
responsible for hiring the employees with in the organisation and they are also responsible for
giving them training. This report concluded the whole process of recruitment and selection in
relation to the chosen company.

INTRODUCTION
Job analysis is basically an assessment of a job position in order to determine the skill
and ability which is needed to perform the task. This also determine the working condition of the
job and how these role different parts of the business. Instead of evaluating the performance of
the employees this analysis evaluate the position(Muñoz and Branzei, 2021). The restaurant
considered in this report is Bob Bob Ricard. The following report covers the scenario of job
description and person specification for an identified post and as well as also conduct a job
analysis.
TASK 2
Explain how to conduct a job analysis
Job analysis is basically a process that comprises of different types of method and steps
which is used to evaluate any position. In context to the Bob Bob Ricard restaurant this analysis
has been discussed below:-
 Gather information about a position:-inspect as well as interview the employees
currently in the job place. Ask some questions from the workers in order to describe the
assigned task and motivate them to become specific when defining their responsibilities.
The manager of the BBR read all the manual and written documents which assist them in
defining the position. The current job description must be compare to the saying and
doing of the employees. The manager of the company record all the results by areas and
position of individual and develop an account of all the task and skills which a job
required.
 Evaluate the importance of each task and competency:- once the manager of the
company understand the competences which are needed to perform the task then they
give rank to the difficulty of task . Along with this they also notice that which capability
are of the entry level and which skill necessitate high experience(Sfetcu, 2021). The
manager of the restaurant get an idea that what an employee thought and what is the most
vital part of the job.
 Research industry standard:- in order to make sure that the manager of the company
are aligned with the current workforce, the have to find the data about the job in the job
analysis. Government literature as well as data from the professional company can be

used by the manager of the Bob Bob Ricard restaurant in order to check out the result of
employees. Expert can be hire by the company for describing the tasks which is essential
to perform the job role.
 Revise job descriptions and standards:- once the manager of the company figure out
all the competencies which are needed to perform the task, then they make a list of each
and every task and skills. This not only assist them in modifying the existing job
description but also help them in making new one according the job analysis. Managers
have to set some standard for each and every position which matches the inputs of
employees. Managers have to add those expectations which are not see by them but these
are based on professional guidelines.
 Use data to make changes:- managers have to look out the organisation and then decide
that if the right work is allotted to the right individual based on their analysis. If the
manager of the company finds that the task is not perform by the one departments in
proper manner then they can shift task to the another job. They may also observe that
some department of the company are performing excellent in comparison to other. With
the help of data which is generate form the job analysis, the manager of the restaurant
finds the different ways to reduce the work responsibilities which are based on the
competencies of each position(Sgaramella and Ferrari, 2019).
Methods which can be used by the manager to conduct the job analysis.
 Interview:- the beat way to create an excellent and accurate job description is to ask an
employees to give the job details. Interviewer can ask the questions which is related to
the specific task.
 Observations:- a manager can also choose to observe their employees whether they
complete the assigned task and the skills required to complete the task. For physical
process and items result this methods work well.
 Surveys:- this method will be used by the employer in order to find out how often a
certain task is completed and how much skills is required to complete the task. The
surveys which are conducted by the managers of the company can be of highly structured
and to give answer to the ask questions employees uses a scale(Urbach and Röglinger,
2019).

Job Description
Job Details
Post : Restaurant manager
Company : Bob Bob Ricard Soho
Job Purpose
Different types of roles as well as responsibilities has to be play by the manager of the
organisation and have to ensure that all the actions must be implemented to attain all the
objectives.
Roles & Responsibilities
 Ensure that all the systems are working properly.
 Effectively carry out all the process.
 Effectively communicate with the team members.
Job Specification
Post: Restaurant manager
Department: Management
Key: This shows what is required as an evidence:
(R): Request form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Post graduate
Minimum experience of 3
years.
Graduate from London
university
Effective social and adaptive
skills.
Minimum 2 year experience in
related background

Skills or knowledge communication skills
effective interactive skills
Develop strategies as per
responsibility
CONCLUSION
From the above discussion it has been concluded that job analyse plays a very important
role for the interviewer or managers of the company. This not only help in recognize the required
skills and task but also help in Guide employee training and development and Determine salaries
and promotion criteria. This report concluded a job analysis in relation the chosen company and
different types of method which assist in conducting analysis in a very effective manner.

REFERENCES
Books and Journals
Bromiley, P., et.al., 2019. The challenges of March and Simon’s organizations: introduction to
the special issue. Journal of Management Studies, 56(8), pp.1517-1526.
Lynch, D., Forde, C. and Lathouras, A., 2020. Changing contexts of practice: challenges for
social work and community development. Australian Social Work, 73(2), pp.245-253.
Martin, G. and Siebert, S., 2017. Managing people and organizations in changing contexts.
Routledge.
Møller, K.M.M. and Fast, M., 2020. Introduction to the Philosophical Investigation of Being in
Organizations. In Investigating Being in Organizations and Leadership (pp. 1-9).
Palgrave Pivot, Cham.
Muñoz, P. and Branzei, O., 2021. Regenerative Organizations: Introduction to the Special
Issue. Organization & Environment, 34(4), pp.507-516.
Sfetcu, L., 2021. An introduction to servant leadership and its potential for nonprofit
organizations. Journal of Community Positive Practices, (4), pp.48-60.
Sgaramella, T.M. and Ferrari, L., 2019. Changing Work in Changing Contexts: New
Perspectives for Job Analysis in Career Counseling. Journal for Perspectives of
Economic Political and Social Integration, 25(1), pp.27-43.
Urbach, N. and Röglinger, M., 2019. Introduction to digitalization cases: how organizations
rethink their business for the digital age. In Digitalization cases (pp. 1-12). Springer,
Cham.