Recruitment and Selection Processes

This assignment delves into the complexities of recruitment and selection processes within organizations. It examines different types of recruitment, such as internal and external sourcing, and highlights the significance of employer branding in attracting top talent. The document analyzes various selection methods, including behavioral interviews and assessment tools, emphasizing their role in identifying suitable candidates. Furthermore, it discusses the impact of innovation on recruitment strategies and the importance of selecting individuals who can contribute to organizational growth.

Recruitment

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Recruitment using internal and external sources..................................................................1
P2 Impact of legal and regulatory framework on recruitment and selection..............................2
TASK 2............................................................................................................................................3
P3 Documents used in selection and recruitment activities........................................................3
TASK 3............................................................................................................................................5
P4. Plan to take part in a selection interview..............................................................................5
P5. Part in selection interview as interviewer.............................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Every organisation needs some people termed as employees who works for the different
organisation and help them in making profits. For this it is necessary that the human resource
department of the company select and recruit smart people. A good selection process will ensure
that the organization gets the right set of employees with the right attitude. Internal and external
are two resources that are used by companies in recruitment process. Sainsbury and Tesco both
are the firms that adopt such process but there is difference among them in this regard. There are
many ways that can be used by cited company to recruit right candidate (Bangerter, Corvalan
and Cavin, 2014). There are many documents that are used in such procedure and regulatory
framework has great impact over it.
TASK 1
P1. Recruitment using internal and external sources.
Recruitment and selection is the key part on that cited organisation make their focus. It is
required for organisation adopt it effectively so that they can hire skilled personal in their
organisation. There are two ways that can be used by Sainsbury and Tesco to fulfil vacancy that
arise in their organisation i.e. Internal and External.
 Internal sources:-
It involves recruiting candidates internally. Employees currently working in their own company
are departed to other department or higher position. If extra skills required then organization
provides training to such personal (Cabellero and Walker, 2010). This is one of the easiest ways
of selecting candidates as the performance of their work already known by management.
Sources of Internal Recruitment:
1) Selecting top talents within an organization to higher level
2) Promotions
3) Internal Advertisement
4) Temporary employees to permanent
5) Retired employees for freelancer position
 External sources:-
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It involves recruiting candidates externally for better performance. External employees provide
innovative ideas for company and they are more active to find solution to the business problems.
They provides their positive efforts to the growth and development of company.
Sources of External Recruitment:
1. Job portals.
2. Social media recruitment.
3. Newspaper advertisement.
4. Campus recruitment.
5. Internal employee referrals.
P2 Impact of legal and regulatory framework on recruitment and selection
Legal and regulatory law have vast impact over the recruitment and selection process. It
is required for cited company to follow such laws so that they can identify rules and regulation
that are required to follow in this regard (Dipboye, Macan and Shahani, 2012). It covers
legislation regarding discrimination and equality and other ethical issues. Employers could risk
heavy penalties if they were found to be breaching the laws.
The Equality Act 2010 includes all aspects of discrimination at workplace on the basis of
age, sex, race and religion, colour. It covers gender realignment and pregnancy and maternity.
The The Sex discrimination act 1975/97 states that employees are protected from discrimination
on the basis of their gender or sexuality. This protection is provided in recruitment, terms of
employment, training and promotion, access to benefits, services and dismissal.
It is required for cited organisation to follow such norms so that they can build effective
environment in their company (Leekha and Sharma, 2014). There are some rules that make it
compulsory that it is required for company to provide some seats to women and to person with
disability. It is required to ensure that there is no discrimination among them in this regard.
It has impact overs organisation as it creates compulsion over company to hire such
personal. It has positive as well as negative impact. Sometime, it is good to adopt such things
because it helps to create global recognition among the competitor and more and more people are
attracted toward them. Due to creation of compulsion, it affect its performance because
sometime, best candidate is not selected by organisation due to this limit.
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Ethical standards are required to follow because it provides assistance to company to
recruit best employees. It is required for organisation to provide correct picture to the candidates
so that they can make best decision in this regard.
TASK 2
P3 Documents used in selection and recruitment activities
There are many documents that are required in recruitment and selection process. These
documents and papers are required to form effectively because it provides complete information
regarding the vacancy to the candidate (Schweyer, 2010). It is required to provides correct
information in it so that correct candidate can apply for the job. In Sainsbury, there is vacancy of
sales assistants. It is required for company to form effective job advertisement so that best
candidate can apply for this job.
Following are the documents that are required cited position as:-
Job Advertisement:
SALES ASSISTANT
A well established retail organisation in grocery having opening for sales assistant. The
candidate must be holder of bachelor degree or any diploma in sales with minimum experience
of 3 years in this field with large organisation. Age limit 35 Years.
Apply with CV and recent photograph by 05th June 2017
Drop Your CV In
Sales manager
Sainsbury Private Limited.
Wash Barn, UK
Ph. 9876543210, 0141-987654
Job Description:
Job Title: Sales Assistant
Working Hours: 40 hours per week. You will need to be very flexible, prepared to work on
weekends
Benefits: 31 days holiday pro rata (including bank holidays), profit share scheme after 12
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months service and pension scheme after 6 months service.
Salary: £16,000 plus performance-related bonus
Contract: 7 month contract
Based at: Wash Barn, UK.
Reporting to: Sales Manager
Person Specification:
Key Competencies Essential
Experience Previous experience in a sales or events role.
Skills and Ability  Clear written and verbal communication skills, on paper, on
the telephone and face to face
 Excellent
 project planning and organisational skills
 Able to cope with the physical demands of moving and
setting up stands and show equipment
 Excellent sales skills
 Comfortable working on own initiative and independently.
 Analytical
Attitude  Willing and flexible on working hours as there will be
evening and weekend work involved.
 Enthusiastic,energetic, creative and motivating.
 Motivated by sales
Qualifications and
Training
Good competency – able to use database, spreadsheet and
word processing packages.
Personal Qualities  Enthusiastic and outgoing; able to enthuse, support, give
confidence.
 Comfortable with a wide range of audiences
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TASK 3
P4. Plan to take part in a selection interview
There are many steps that are required to consider in selection and recruitment process in
Sainsbury and Tesco. Selection is the process where right candidate is recruited at right position
within right time. It is required for company to adopt effective procedure so that highly skilled
candidate can be recruited on position (Siavelis, 2012).
Following are the steps in selection interview:-
 Preliminary interview: It starts with this step where the totally unsuitable applicant is
eliminated. Thus the organization is saved from the expenses of processing the applicant
through the remaining steps of selection. The candidates who pass this step are only
asked to fill the application form.
 Receiving applications: Next step is receiving application. It consists of information
about the age, qualification, experience etc. of the candidate on the basis of which the
interviewer gets the idea about the candidate and this information also helps in
formulating questions.
 Screening of applications: Screening committee screens the applications. Only the
candidates who qualify the criteria of the screening committee are called for the interview
(Simula and Vuori, 2012). Usually the candidates selected for interview are four to six
times than the number of posts. Interview letter is sent to them.
 Employment test: After getting the interview letter and before going to the interview
there is one more step and that is the employment tests. This tests is done to check the
ability of the candidate. These tests vary from organization to organization and change as
per the need of the particular job. These tests are intelligence tests, aptitude tests, trade
tests, interest test, personality tests etc. These tests must be designed properly otherwise
they will not good indicator of one knowledge.
 Employment interview: Here, more information about candidate, to give him the actual
picture of what is required from him, to check the communication skill of the candidate
etc. At the end of interview of each candidate the members of panel discuss about the
candidate and give him the grades.
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 Checking references: Before selecting the candidate they generally look for references
given by the candidate. To check about the candidate’s past record, reputation, police
record etc.
 Physical examination: Medical examination incurred of person to avoid time and
expenditure spend on the medically unfit person. Sometimes the organization asks to get
them examined from the medical expert.
 Final selection: It is the final step. Candidate is appointed by issuing appointment letter.
Initially, appointed on probation basis after finding his work satisfactory such person is
appointed as permanent employee.
P5. Part in selection interview as interviewer
In interview process, there is significance role of interviewer and interviewee. As an
interviewer, I will consider all the aspects or point which can affect the selection interview in a
positive as well as in a negative way. I will analyse the candidate on the basis of his knowledge
and skills so that most suitable employee can be chosen for betterment of the company. It is
required to devote skills and knowledge in best way so that best out of number of individuals can
be selected (Dipboye, Macan and Shahani, 2012).
All the steps that are required to consider will be taken place so that there will be no
confusion about questions to ask to candidate during selection interview. I will consider every
aspect of interviewee so that I can observe their performance in best manner. Observation of
gesture, postures or body language of candidates to see if he/she is honest regrading his views
and opinion which can affect workplace of organisation. There are many test that can be
considered which show correct picture of candidates. It is also required to check the
communication skills as well as written skills so that it can be identified that such person is good
in every aspect or not. Communication skills is required to be perfect so that it can be judged that
is person able to sell and attract large number of customers toward them.
As an interviewer I will make sure that I let candidate to ask about offering in term of
salary, incentives and other benefits which can affect the chances of his desire to join the
organisation. I will be prepared for interview in advance so that I can represent my company in
an attractive way in front of candidate. Along with these, I will be clear about interview process
so that no false offering can be offered to candidates (Cabellero and Walker, 2010). As it might
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mislead them and disappointed them which can affect their performance in the long term. Thus
as an interviewer, I will try not to conduct a lengthy selection process for candidates.
It is required to provide training to new employees so that they can be trained in more
effective manner. As interviewer, I will be very clear that there will be 3 month training period.
If the performance of candidate in training period is satisfactory then such person can continue
with the organisation otherwise, can be terminated by company without giving prior notice. If the
employee completes their training period then such person will be entitled for incentives.
CONCLUSION
As per the above study it can be concluded that recruitment and selection process is
important part of every organisation. There are many steps that are considered in selection
process of Sainsbury and Tesco. The cited company adopts effective procedure so that they can
hire effective personal in their organisation. There are two sources that are available to cited
company for recruitment and selection as internal or external. Legal and ethical requirements
should be fulfilled by employees to make sure success of company for long term. It has impact
over it. There are many steps that are considered to select the best candidate. This is the growth
opportunity for the company because they bring innovation to the business.
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REFERENCES
Books and Journal
Bangerter, A., Corvalan, P. and Cavin, C., 2014. Storytelling in the selection interview? How
applicants respond to past behavior questions. Journal of Business and Psychology.
29(4). pp.593-604.
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.
Dineen, B.R. and Soltis, S.M., 2011. Recruitment: A review of research and emerging
directions.
Dipboye, R.L., Macan, T. and Shahani-Denning, C., 2012. The selection interview from the
interviewer and applicant perspectives: Can’t have one without the other. The Oxford
handbook of personnel assessment and selection, pp.323-352.
Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving employer
attractiveness. International Journal of Organizational Analysis. 22(1). pp.48-60.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp.169-190.
Schweyer, A., 2010. Talent management systems: Best practices in technology solutions for
recruitment, retention and workforce planning. John Wiley & Sons.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Simula, H. and Vuori, M., 2012. Benefits and barriers of crowdsourcing in B2B firms:
Generating ideas with internal and external crowds. International Journal of Innovation
Management. 16(06). p.1240011.
Stybel, L.J., 2010. Managing the inner contradictions of job descriptions: A technique for use in
recruitment. The Psychologist-Manager Journal. 13(2). pp.105-110.
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.
Online
Internal Recruitment and External Recruitment, its sources. 2017. [Online]. Available through:
<https://headhuntinginrecruitment.blogspot.in/2013/10/recruitment.html>. [Accessed on
21st August 2017]
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