Recruitment and Selection Process Management

This assignment focuses on the importance of managing recruitment and selection processes effectively. It delves into various aspects of recruitment, including identifying suitable candidates, conducting interviews using specific skills like body language analysis and questioning techniques, overcoming communication barriers, and summarizing candidate information. The assignment also outlines post-interview procedures such as informing candidates about decisions (including job offers), checking references, and handling unsuccessful applications.

RECRUITMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
P1.Identify how two organisations plan recruitment using internal and external sources:.........1
P2. Explain the impact of the legal and regulatory framework on recruitment and selection
activities: ....................................................................................................................................3
P3.Prepare the documents used in selection and recruitment activities:.....................................3
P4. Plan to take part in a selection interview:.............................................................................4
P5. Take part in a selection interview:........................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment is the one of the most important thing for running the business. As this will help out
the business to attain its competitive advantages. With the help of recruitment process, company
would able to recruit most talented candidates in the office so that they could hire them in their
organisation to get the competitive advantages (Kolaczkowska and Kubes, 2013). This process is
separately done by the human resource department in an organisation. Earlier, it was assumed
that the HR department was having so much burden over the organisation but later on, the
company realize the importance of the HR department in a firm.
TASK
P1.Identify how two organisations plan recruitment using internal and external sources:
House of Fraser is a British, national organisation within the retail industry, that sell an array of
products under 5 main departments in-store store from Handbags to Televisions to Make-up and
Men’s Shoes. House of Fraser has over 60 stores in the UK and also has an online store that
ships internationally. They also offer the House of Fraser ‘Store Cards’ which include a master
card, a recognition card, and a recognition reward card, for its loyal customers.
Why do vacancies occur at House of Fraser?
At House of Fraser, there is a great labour turnover, and currently there are 5,200 HOF
employees and 11,000 concession staff. However it can occur that employees leave for reason
such as:
1. Long-term sickness, which would require a temporary employee to cover the position
until the member of staff is able to work again (Shi and Pamer, 2011).
2. Maternity leave would require a temporary employee until the member of staff returns,
which usually lasts between 6-12months.
3. Retirement, which would require an employee to be recruited permanently as this
member of staff will not be returning back to work.
In these cases, HOF would need to employ new members of staff to fill these positions so
that no loss is made to the store financially or physically in terms of stock.
Internal and External sources used to recruit:
HOF usually recruits internally, as this is a cost-effective and time-saving method. If they choose
to advertise internally, posters are situated within the staff room and locker room where
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employees are most likely to see the advertisements. However they do also advertise their
vacancies clearly on their intranet site for current employees if they wish to look, but these
vacancies can also be found by members of the public ‘externally’ on the House Of Fraser
website too which is also a fairly cheap process as it does not require a third party input, which
would usually be a job centre or newspaper, who could advertise on behalf of the company.
Land Rover
Land Rover is a British car manufacturer which specialises in four-wheel drive vehicles,
and are famously renowned for the creation of ‘off-road’ vehicles such as the Defender,
Freelander and now more recently the exclusive Range Rover collection.
Why do vacancies occur at Land Rover?
It is unlikely that Land Rover have a high labour turnover as the manufacturing of cars is
a costly process already, and employees with specific skills and requirements are needed for the
manufacturing of the vehicles at all times (Jenkins and et. al., 2011). However, vacancies may
occur within the car showrooms which are not as important as the job roles within the factory.
Reasons for Land Rover and HOF may be the same, as they are within the same industry (retail).
Vacancies may occur if:
1. A member of staff is transferred to another Land Rover Showroom.
2. Or if an employee becomes ill and this has a long-term effect on the company, this
position will need to be filled.
3. A member of staff retires; this position will need to be permanently filled.
1. If an employee’s contract is terminated, this position will need to be taken.
2. If an employee is promoted, their previous position may need filling.
If vacancies do for any of the above reasons occur within the business, Land Rover can
choose to recruit their staff internally or externally, this can sometimes be determined on the
importance of the job role, for example: If a managerial position became vacant, it may be wise
for Land Rover to promote or possibly demote somebody to that specific position, as they would
have the experience needed and knowledge about the company that is required. It may also
occur that more temporary staff are needed to work as sales assistants for example, if a new car
is being launched.
Internal and External sources used to recruit.
Land Rover recruits internally and externally, depending on the vacancy available.
However it is true that when recruiting internally, it saves time and it is a cost effective method
to recruit, so it is likely that Land Rover would prefer to recruit internally, if they had the choice.
By recruiting internally, they can post advertisements on their Intranet for their current
employees to see, and also ‘in-store’ for example in staff rooms, where their staff are likely to
see it (Kotake and et. al., 2011). If Land rover chose to recruit externally, this may be time-
consuming and fairly expensive and an opportunity cost would be that Land Rover could invest
this money elsewhere for example in Bonus Schemes, but it would allow other people who may
bring new ideas and strategies, to join the company which may benefit them. Land Rover only
advertise externally using one method, which is on their website, on a specific page that is
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dedicated to vacancies, which is the cheapest method of external recruitment, as it is their own
website.
P2. Explain the impact of the legal and regulatory framework on recruitment and selection
activities:
The UK is governed by 2 key areas of legislation; this includes laws that are passed
within the UK and laws that are passed within the European Union. There are many laws that are
there to protect either employers or employees and that relate to recruitment. The Sex
Discrimination Act 1975/97 ensures that people are not discriminated against because of their
gender, marital status, or because of gender reassignment. If an employer discriminated against
due to these factors they would be breaking the law. It means that people must be treated equally.
There are some jobs that do not need to comply with this act if there is a good enough
reason, for example a support worker at a woman's refuge would have to be female because of
the nature of the role. Job advertisements must not state that they are looking for a specific
gender unless they are exempt. The Race Relations Act 1992 makes it unlawful for anyone to be
discriminated against on the grounds of race, colour, nationality, ethnic origin and national
origin. Employees must be protected from discrimination, victimisation and harassment, and can
use an industrial tribunal to force employers to change the way they operate or to seek
compensation. The Equal Pay Act 1970 forces employers to pay men and women equally, this
can still be an issue and many people do not feel that there is equal pay among the sexes
(González-Bailón and et. al., 2011). The pay includes all aspects of pay and benefits including
sickness benefits, car allowances and pension schemes. Many women are paid less because of
the time they have taken off due to maternity leave and there have been many debates to discuss
whether this is right or not.
P3.Prepare the documents used in selection and recruitment activities:
There are various documents are needed to make the busienss sustainable and reliable.
The recruitment and selection process requires so much documents which are needed to make the
business sustainable and reliable.
You must complete the following documents:
CV - use this link
CV formats
performance
functional
targeted
Create your CV
Letter of application -
anatomy of a covering letter
template
Application form - use this link
Look at these existing job descriptions and person specifications to help you complete this task.
Job description - General Fitness Assistant
Job description - Leisure Assistant
Person specification - Customer Service Advisor
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Person specification - Administration Assistant
P4. Plan to take part in a selection interview:
Once you have developed your recruitment plan, recruited people, and now have plenty
of people to choose from, you can begin the selection process. The selection process refers to the
steps involved in choosing people who have the right qualifications to fill a current or future job
opening. Usually, managers and supervisors will be ultimately responsible for the hiring of
individuals, but the role of human resource management (HRM) is to define and guide managers
in this process (Harrison and et. Al., 2012). Similar to the recruitment process discussed in
Chapter 4 “Recruitment”, the selection process is expensive. The time for all involved in the
hiring process to review résumés, weight the applications, and interview the best candidates
takes away time (and costs money) that those individuals could spend on other activities.
The selection process consists of five distinct aspects:
1. Criteria development: All individuals involved in the hiring process should be properly
trained on the steps for interviewing, including developing criteria, reviewing résumés,
developing interview questions, and weighting the candidates The first aspect to selection
is planning the interview process, which includes criteria development. Criteria
development means determining which sources of information will be used and how
those sources will be scored during the interview. The criteria should be related directly
to the job analysis and the job specifications. This is discussed in Chapter 4
“Recruitment”. In fact, some aspects of the job analysis and job specifications may be the
actual criteria. In addition to this, include things like personality or cultural fit, which
would also be part of criteria development. This process usually involves discussing
which skills, abilities, and personal characteristics are required to be successful at any
given job.
2. Application and résumé review: Once the criteria have been developed (step one),
applications can be reviewed. People have different methods of going through this
process, but there are also computer programs that can search for keywords in résumés
and narrow down the number of résumés that must be looked at and reviewed.
3. Interviewing: After the HR manager and/or manager have determined which
applications meet the minimum criteria, he or she must select those people to be
interviewed. Most people do not have time to review twenty or thirty candidates, so the
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field is sometimes narrowed even further with a phone interview (Potteaux and et. al.,
2011).
4. Test administration: Any number of tests may be administered before a hiring decision
is made. These include drug tests, physical tests, personality tests, and cognitive tests.
Some organizations also perform reference checks, credit report checks, and background
checks.
5. Making the offer: The last step in the selection process is to offer a position to the
chosen candidate. Development of an offer via e-mail or letter is sometimes a more
formal part of this process. Compensation and benefits will be defined in an offer.
P5. Take part in a selection interview:
The HR manager and Sales Manager at Land rover are pleased with your preparation and has
given you the go-ahead with the interview.
You need to conduct an interview with someone in the classroom or workplace. You are
the interviewer. (if carried out at workplace a witness statement from your employer will be
required).
You need to use your interview question papers and not only ask the questions stated, but
also make a note of the answers that are given (Blackledge and et. Al., 2014).
Your interview must be professional and it is expected that the interview will draw on all
your learning that has taken place including the legal requirements of recruitment and interview
protocol.
The interview should last at least 10mins and you need to ensure confidentiality, fairness,
a good interview environment, agreed questions, checking of personal information, interview
checklist, control of interview, decision criteria and documentation, communicating the decision
to candidates; communication and listening skills, body language, questioning techniques,
overcome barriers to communication, analysing and summarising.
After the interview: you need to inform the candidate of your decision by the method you
choose (letter) making a job offer, including contents of job offer, eg start date, wage or salary
rate, hours of work, holiday entitlements; other conditions eg references, medical test, passing
specific qualifications; expense claims; candidate’s feedback; taking up and checking references;
police and/or medical checks; rejection of unsuccessful candidates.
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CONCLUSION
From the above mentioned report, this has been emphasised that the management of the cited
company need to manage it in a better manner by way of doing recruitment and selection. In this
report, emphasis on recruitment have been given. In this report, the plan for selection of eligible
candidates are also been figured out.
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REFERENCES
Books and Journals
Kolaczkowska, E. and Kubes, P., 2013. Neutrophil recruitment and function in health and
inflammation. Nature reviews. Immunology. 13(3), p.159.
Shi, C. and Pamer, E.G., 2011. Monocyte recruitment during infection and inflammation. Nature
reviews. Immunology. 11(11). p.762.
Jenkins, S.J and et. al., 2011. Local macrophage proliferation, rather than recruitment from the
blood, is a signature of TH2 inflammation. Science. 332(6035). pp.1284-1288.
Kotake, Y and et. al., 2011. Long non-coding RNA ANRIL is required for the PRC2 recruitment
to and silencing of p15INK4B tumor suppressor gene. Oncogene. 30(16). p.1956.
González-Bailón, S., Borge-Holthoefer, J., Rivero, A. and Moreno, Y., 2011. The dynamics of
protest recruitment through an online network. Scientific reports. 1. p.197.
Harrison, H.B and et. Al., 2012. Larval export from marine reserves and the recruitment benefit
for fish and fisheries. Current biology. 22(11). pp.1023-1028.
Potteaux, S and et. al., 2011. Suppressed monocyte recruitment drives macrophage removal from
atherosclerotic plaques of Apoe–/–mice during disease regression. The Journal of
clinical investigation. 121(5). p.2025.
Blackledge, N.P and et. Al., 2014. Variant PRC1 complex-dependent H2A ubiquitylation drives
PRC2 recruitment and polycomb domain formation. Cell. 157(6). pp.1445-1459.
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