BBC Company Recruitment and Selection

This assignment delves into the Recruitment & Selection (R&S) process employed by the BBC company. It highlights their unique step-wise interview format for candidate assessment. The analysis examines how this procedure aims to match candidates' skills with suitable positions within the organization. The report also cites relevant academic sources and research papers on HRM practices and recruitment strategies.

Recruitment and
Selection in Business

INTRODUCTION
Recruitment and selection (R&S) process is referred to be the two most primitive
functions of an organisation. This initiates the subsequent proceedings for operating the business
into a contended format of activities. The below report have thence articulated some analogous
measures of R&S into a step wise manner (Alfes and et.al., 2013). It is fundamentally based
upon a given case script of Bailey Bus & Coach (BBC) Company that has represented to be a
large family owned establishment in UK. They have currently extended their business operations
and thus its HR manager is looking to appoint a new office manager for the expanded arenas of
business.
TASK 1
Identifying the planning method of recruitment by two different organisation by using both
internal and external sources
Discussion on external and internal sources
It is with reference to state about the two vital sources of recruitment in an organisation
where it is a common practice of informing the employees about the vacant profile in BBC
company. The HRM is hereby looking to hire a new office manager to handle their enlarged
functions where they can refer to source the personnels via both intrinsic and extrinsic measures
(Budhwar and Debrah, 2013). The internal sources are hereby referred to choose from the
antecedent set of individuals, whereas, the external recruitment will require the firm to designate
fresh candidates via some impelling policies and measures of selection. Both internal and
external sources are well delineated into the below section- Intrinsic Sources:
◦ Promotions- This is mainly referred to designate the existing employees into a higher
position by raising their work accountabilities with an enhanced structure of their
wages. It is where the cited firm can hereby refer to appoint a capable candidate into
the vacant profile of office manager by transferring them to the extended arena of
BBC enterprise.
◦ Internal advertisement- It is yet another applicable measure of sourcing an internal
employee for the vacant position of office manager in the quoted entity. It is where
the stated establishment can hereby refer to internally post advertisements of vacancy
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to broadcast the appointed set of personnels about it (Hendry, 2012). This will result
in creating a willing sense into the existing set of workers where they will selflessly
refer to apply for the vacant position. However, they are consequently required to be
judged upon their prevalent skills and abilities in order to perform the ascertained
responsibilities of the vacant profile. Extrinsic Sources:
◦ Public advertisements- It is referred to be amongst the most popular source of
recruitment into which the BBC company will hereby refer to give advertisements
into some external means like newspapers, etc. This is basically to invite application
from the interested individuals outside the firm who can vigorously perform the
determined accountabilities of the vacant profile.
◦ Campus recruitment- It is considered to be yet another common method of selecting
candidates from recognised universities and institutes by conducting interview for the
final year scholars who are about to complete their degrees (Mazaroff and Horn,
2015). However, this procedure aids in recruiting fresher candidates who posses the
requisite qualities of working into the conferred vacancy with no prior experience of
work.
Reason of vacancies with influential factors to recruit
The influential factors of recruitment that leads to vacant positions in the organisation
like BBC is yet again segregated into two elementary constituents, as mentioned below- External components:
◦ Demographic elements- These factors makes a broader impact upon the recruitment
procedurals of the cited entity where they are mainly related to some intimated factors
of employees with relation to their age, gender, profitable condition and rate of
literacy, etc.
◦ Situation of unemployment- This is with reference to depict the alternative state of
markets where a high range of unemployment will significantly result in easing off
the recruitment process of BBC (Riley, 2014). It with a contrasting impact at the time
of low unemployment in their market which tends to make a tedious process of
recruitment. Internal components:
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◦ Organisation's size- Also being known as some endogenous factors that lead entities
to recruit personnels is largely affected by the size of the firm. It is where the large
scale enterprises deals with a less problematic content of selection in comparison to
the small business organisations.
◦ Policies of recruitment- A chosen source of selection also makes an analogous impact
upon the recruitment procedure of BBC company (Summers, 2015). It is where the
internal sources are referred to be the most preferential method of recruiting
candidates within a cost effective measure.
However, on referring to the conferred case script of BBC company, they are currently
affected by an internal factor of recruitment where they have expanded the business activities
that has changed the size of their organisation. As a result to which, they are looking for a new
office manager to handle the extended arena of their business operations.
Flowcharts
Recruitment Process For BBC Organisation
(Source: Sayce, Weststar, Verma, 2014)
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Recruitment Process For Thomson Enterprise
(Source: Budhwar and Debrah, 2013)
TASK 2
Impact of legal and regulatory framework on the activities of R&S
Legal and regulatory framework of recruitment is of utmost importance which directly
tends to reflect the ethical considerations of the organisations. This also assists in the overall
procedures of R&S where it also states some efficacious measures of interviewing the
candidates.
Legal clauses are defined as- Discrimination act, 2010: It is with a primitive approach of eliminating any kind of
discrimination by the HR personnels while selecting an individual. This regulatory act
strictly prohibits any sort of discrimination against caste, creed, gender and disabilities,
etc. Equal pay act, 1970: This act is specially designed for the HR managers of the
organisation like BBC (Barnard, 2012). It is where they should hereby refer to make an
equalised format of salary and wages for each of their employees with no discriminative
approach towards them. These policies should be precisely based upon their referred
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documentations rather than implicating any biased formulation of making payments to
the hired individuals.
Ethical requisitions-
This is mainly with reference to depict an ethical consideration of R&S by the HR
personnels of the quoted entity where they should hereby enforce a transparent approach of
hiring individuals (Grohmann and Kauffeld, 2013). It is where the applicants should be aware of
the implicated policies of working in BBC with advanced security of job.
Concise and detailed guide for the Interviews-
The above ascertained consideration subsequently aids the firm to build some effective
guidelines of R&S for interviewing the applicants. It is where the HR personnels and other
administrative bodies of BBC enterprise should hereby appoint an expertise team of
professionals to interview the candidates with some fine methods of assessment.
TASK 3
Documentations to be used in the R&S procedure of BBC
The three main documents to be used in the R&S process of BBC are as stated below-
Job Advertisement
Bailey Bus & Coach Company is in search of a well qualified personnel to fill up their vacant
position of Office Manager who possess the below classified qualifications:
 Proficient skills of IT tools like MS office, excel, power point and outlook.
 Excellency in both written and verbal format of communication.
 The one who can actively perform under a pressured conception of work and can
impressively handle the entire administrative tasks.
An attractive package of salary will be rendered to the designated individual with some additive
benefits. Interested candidates can directly contact with the HR manager of BBCC before 31st
of this month into the below mentioned address with their attached CV and two passport size
photographs.
Email ID- [e-mail]
Phone number- 01635 203005
Job Description
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Job tittle Office Manager
Reporting Authority General Manager
Roles and Responsibilities  The appointed personnel is required to
work upon varied range of office
software which will include
spreadsheets, databases and emails, etc.
 Accountable for managing the system
of filings.
 Required to maintain the office records
that will also include the budget and
expense reports, etc.
 These duties may also exceed to
manage the social media tools for the
purpose of advertising the offered
services of the company.
Salary Package and Working Hours The initial range of salary is 18000 to 30000
dollars for fresher candidates under a
negotiable circumstance that will depend upon
their interview performance.
Person Specification
Educational qualification The applicants should possess a certified HND
degree into either of the below referred subject
arenas-
 Business administration
 Human resource management
 Information technology or computing
Skills and abilities The candidates should hereby possess some
competent features of good IT skills with
excellent time management and organisational
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proficiencies. This is mainly referred to the
abilities of project management with efficient
problem solving skills.
Experience required A prior experience of 2 years at a similar
profile will be an added advantage.
TASK 4
Purpose of different documents used in R&S procedure of BBC
It is mainly with reference to compare the three stepwise implications of BBC to conduct
their R&S process, as described below- First stage- The foremost stage is referred to the identification prospect of BBC where
they are primarily required to assess the vacant position in the organisation. With respect
to which, they will subsequently refer to frame the relative documents for conducting
their entire R&S process (Sayce, Weststar, Verma, 2014). The first document is the job
description of the vacant profile where the team of management bodies will hereby refer
to ascertain the affiliated roles and responsibilities of the job position. It is referred to be
a benefited characteristic into which the solicitous team of professionals will together
determine the wage structure of the position by enumeration all its related percepts. It is
also associated with some pessimistic factors of drawback into which the organisation
should often bounds into a limitation of considering some other pivotal facts. Second stage- It is referred to be a subsequent stage of framing another vital document of
person specification into which the above amenable team will hereby refer to ascertain
the required characteristics of the individual who will be designated into the vacant job
profile (Lamba, Choudhary, 2013). This is mainly with reference to detect the required
experience and qualifications of the propulsive candidate with some added skills and
attributes. It consists of some benefited prospects of determining the exact characteristics
of an applicant where it is also associated with a disadvantageous aspect into which the
fresh talents are often been neglected.
 Third stage- It is an ultimate stage of broadcasting the potential individuals about the
vacant job position with an affiliated document of job advertisement (Caldwell, 2016). It
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is where the cited entity will hereby refer to place an advertisement by using either an
internal or external source.
TASK 5
Usefulness of the documents used to facilitate the interview process
This is in order to define some benefited aspects of the above used documentations for
interviewing the applicants into an efficacious manner. Job description- The proposed format of job description will hereby help BBC
organisation to avoid any wastage of resources where they will cognitively determine the
wage structure of the candidate. Person specification- It is with reference to determine the requisite qualities of the
prospected individuals where such precise format will help them to appoint the workers
by clearly referring to their existent qualifications and thereby placing them at a suitable
position (Nyberg and et.al., 2014).
 Job advertisement- It is where the BBC enterprise will hereby refer to post the job
advertisement by fetching a liable interest of all competent candidates.
TASK 6
Taking part in selection interview
PLAN OF RECRUITMENT
Name of the organisation- Bailey Buses and Coach
Established Year- 1998
R&S plan for the year- 2016
Profile to be filled- Office Manager
Eligibility Criteria-
 Proficient IT skills for using the tools of Microsoft office.
 Excellency communication skills.
Date and Venue of interview- 5 September 2016 at the Main office, UK (Unit E Red Shute Hill,
Hermitage, Thatcham, West Berkshire RG18 9QL 01635 203 005)
Contact for more details- 01635 203005
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CURRICULUM VITAE
TEE ABRAHAM
104 White Street, Rose Building, Manchester, UK
[e-mail]
Education
 Management degree from Imperial College of London
 MBA from Brunel University of London
 Certificates in computer programming in Java and Microsoft.
Skills and Knowledge
Profound skills of communication with good managerial concepts which has consequently
enhanced my organisational skills. It has also strengthened my decision making skills where I
can make an intact interaction with people into a precise manner.
Experience
Experience of HR executive from last 2 years in Thomson.
Cover Letter
TEE ABRAHAM
104 White Street, Rose Building, Manchester, UK
[e-mail]
It is regarding the vacant job profile of office manager in your organisation. I find it to be a
suitable position for me where I also refer myself to be a qualified person for it. Kindly,
consider me for this position and give me an opportunity to serve your organisation.
Five interview questions
 Describe your personal and professional goals?
 What activities will you refer to enhance the performance of the organisation you will
join?
 How will you handle any critical issue of administration?
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 What do you mean by the problem solving skills?
 How will you define the strategic skills of management?
TASK 7
Contribution in the selection process
This is to ensure a provisioned application pack with all essential documentations for
both the panels of interviewees and interviewers with a critical analysis of my own performance.
With respect to which, I have hereby opted for a fully professional manner by choosing some
best suited activities for effectively conducting the interview. However, I have somehow missed
a pivotal measure of arranging a precise network of communication between the selected
panellists.
TASK 8
Experience of planning and participating in R&S process
It is with reference to state about the strengths and weaknesses of the selected procedure
of interviewing the applicants with some justified recommendation to implement some amended
measures- Strengths: The selected procedure is enormously helpful in designating an eligible
candidate into an exact position. Limitations: A major drawback is identified as the neglecting approach of the BBC
organisation where they are often bound to disregard the potential characteristics of
applicants.
 Improvised validity of the marketing research: The BBC organisation is hereby
recommend to conduct on the job procedural of their R&S function to critically asses the
practical cognition of the candidates.
TASK 9
Taking part in selection process
It is to elaborate the taken notes from the interview as a competed statement of
witnessing it-
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 This is mainly with reference to state about the visualised statures of the participants
where the interviewed candidates should be enough confident to precisely refer to the
asked questions.
 They are also required to come along all their factual documents that clearly states about
their certified qualifications, etc.
CONCLUSION
On summation of the above business report, one can effectively refer to the pivotal
consideration of R&S procedure of BBC company where they have opted for a step wise format
of interviewing the candidates. The R&S procedure is mainly referred to the hiring procedure of
individuals as a pivotal mean of placing them at an apt position into which their ascertained skills
can effectively match with their conferred assignations.
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REFERENCES
Books and Journals
Alfes, K. and et.al., 2013. The link between perceived human resource management practices,
Human Resource Management.2(1). pp.256-290.
Barnard, C., 2012. EU employment law. OUP Oxford.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: development and correlates
of the questionnaire for professional training evaluation. International Journal of
Training and Development. 17(2). pp.135-155.
Hendry, C., 2012. Human resource management. Routledge.
Lamba, S., Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.
Mazaroff, S. and Horn, T., 2015. Maryland Employment Law. LexisNexis.
Nyberg, A. J. and et.al., 2014. Resource-based perspectives on unit-level human capital a review
and integration. Journal of Management. 40(1). pp.316-346.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Sayce, S., Weststar, J., Verma, A., 2014. The recruitment and selection of pension trustees: an
integrative approach. Human Resource Management Journal. 24(3). pp.307-322.
Summers, M. S., 2015. Employment in Texas: a guide to employment laws, regulations, and
practices. LexisNexis.
Online
Caldwell, A., 2016. Employment law in the United Kingdom. [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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