Recruitment Policies and Strategies

The assignment delves into the recruitment process, discussing different approaches to conducting interviews and the significance of presenting a professional image. It also touches upon the impact of legal frameworks on recruitment and selection activities. The report concludes that organizations have varying recruitment policies based on their visions and objectives.

Recruitment

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

INTRODUCTION
Recruitment is a process of enlisting new people in the organisation which can help to
work more. This report will provide informations about the internal and external recruitment plan
of different organisations (Demetriades, Doumpas and Teleman, 2014). It will also provide a
brief explanation on the legal and regulatory framework impact on the selection process. It will
provide a list of documents which is essential in the recruitment process.
TASK 1
P1 Two organisations plan recruitment using internal and external sources
TESCO is using an internal and external sources to recruit people in the organisation
which are here;
Internal recruitment
TESCO first looks at its internal Talent Plan to fill a vacancy. This is a process that lists
current employees looking for a move, either at the same level or on promotion. If there are no
suitable people in this Talent Plan or developing on the internal management development
programme, Options, TESCO advertises the post internally on its intranet for two weeks.
External Sources
For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-
careers.com or through vacancy boards in stores. Applications are made online for managerial
positions. The chosen applicants have an interview followed by attendance at an assessment
centre for the final stage of the selection process. People interested in store-based jobs with
Tesco can approach stores with their CV or register though Jobcentre Plus (Kaneko and et. al.,
2014). The store prepares a waiting list of people applying in this way and calls them in as jobs
become available.
For harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco advertises
externally:
 Through its website and offline media
 Through television and radio
 By placing advertisements on Google or in magazines such as The Appointment Journal.
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Tesco will seek the most cost-effective way of attracting the right applicants. It is expensive to
advertise on television and radio, and in some magazines, but sometimes this is necessary to
ensure the right type of people get to learn about the vacancies.
Tesco makes it easy for applicants to find out about available jobs and has a simple application
process. By accessing the Tesco website, an applicant can find out about local jobs, management
posts and head office positions (Coenen and et. al., 2015). The website has an online application
form for people to submit directly.
M&S is an another retail company which is having a huge need of employees so here is
presented their recruitment process;
Internal Sources
Internal recruitment involves recruiting candidates for vacancies internally. Employees
currently working at M&S can be departed to other departments or promoted to a higher
position. M&S career opportunities include in-store, head office, distribution and international
level opportunities. At the head office level, a career at M&S can move quickly through
promotion and/or being selected to a higher level because of talent. For example, an individual
can start as a financial analyst before being recruited as a team manager three years on.
External sources
M&S also recruit externally. Sources of M&S’s external recruitment include website job
advertising (through their careers website which advertises jobs in store, at head office level,
graduate opportunities and logistics), job portals such as Indeed.co.uk, and graduate jobs fairs. A
key advantage of recruiting externally, in particular for the head office roles for which there is an
abundance of opportunities, is that external candidates will have a wider range of experience. As
part of the application process for jobs in-store, applicants need to complete an online assessment
which includes a situational judgement questionnaire (Shukla and et. al., 2014). If the applicant
is successful, M&S conduct a face-to-face assessment. Candidate selection will be based on the
success of the face to face assessment in comparison to the other potential candidates’
performances.
P2 Impact of the legal and regulatory framework on recruitment and selection
There are several law and legal frameworks rule on the recruitment and selection process
which creates a huge impact on this process. Some of them are here;
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Equal pay act 2010; The principle that women and men are entitled to equal pay for doing equal
work is grounded in European Union law. British domestic law must conform to European
Union law, which imposes specific obligations in respect of equal pay which can have direct
effect. So, in considering equal pay claims under the Equality Act 2010, British courts and
tribunals must take into account the relevant provisions of the Treaty, relevant Directives and
decisions of the Court of Justice of the European Union (formerly the European Court of Justice)
(Cambier and et. al., 2014). If domestic law does not give full effect to these rulings then a
woman may be able to rely on European Union law in British Courts. According to this act,
payment of employees has to be equal, this act work on the employer and creates limitation on
them to give a similar amount to all of their employees working on the same positions. This acts
works to remove discrimination among the employees working on the same level which can help
to increase fairness among the organisation.
Sex Discrimination act 1975: An Act to render unlawful certain kinds of sex discrimination and
discrimination on the ground of marriage, and establish a Commission with the function of
working towards the elimination of such discrimination and promoting equality of opportunity
between men and women generally; and for related purposes (Blackledge and et. al., 2014). This
is an another act which work to remove discrimination among the employees regarding to sex.
This act has a huge impact on the recruiting employees according to this act employer has to give
a fair opportunity to males and females on recruiting a post. So this act has made a huge impact
on the short-listing activities in recruitment so they have to equally shortlist candidates which
can help to the employer to recruit males and females equally in the organisation.
National minimum wages: This an act which rules on the organisation to give a minimum
wages to each of their employees which can help to them to survive in the life and pursue
standards of life (Smith, 2015). This act has a huge impact on the recruitment and selection
process and recruiter has to set their wages according to this act which can help to them to be
legally in their recruitment activities.
TASK 2
P3 Documents used in selection and recruitment
A job advertisement is a paid announcement in a newspaper or other medium about a job
vacancy. The advertisement is part of a wider recruitment process designed to attract suitable
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qualified candidates for a job (Breaugh, 2017). Job advertisements are created by human
resource professionals or external recruitment agencies working with the managers of
departments who need to recruit staff.
Job advertisement
Requirement: One Sales assistant
Company name: TESCO Super Stores
Qualifications: MBA in sales.
Experience: Minimum 2 Years.
Location: London
Key Skills: We are looking for a candidate who is
 Communicative
 Polite
 Decision taker
A broad, general, and written statement of a specific job, based on the findings of a job
analysis. It generally includes duties, purpose, responsibilities, scope and working conditions of a
job along with the job's title, and the name or designation of the person to whom the employee
reports. Job description usually forms the basis of job specification.
Job description
Job Title: Sales assistant
Department: Sales
Job purpose: To undertake sales and customers service duties required to operate the Union
Shop and be responsible for shelf filling and the overall presentation of the union shop.
Main Duties and Responsibilities:
 Collect money from customers on cash counters and focus on each transactions which
can help to the organisation to be fair with customers.
 To provide a proper customers assistance to ensure the highest standards of customers
services.
Key working relationship: Recruited employee will work under the supervision of the line
manager which can help to them to make a better change in the organisation. This post is having
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a great need of communicational skills which can help to built a better relationships among the
line managers and sales assistant.
Working hours: minimum 10 hours are needed to perform by sales assistant in the
organisation.
The person specification is a description of the qualifications, skills, experience,
knowledge and other attributes (selection criteria) which a candidate must possess to perform the
job duties. The specification should be derived from the job description and forms the foundation
for the recruitment process (Greiner, 2015). You will use the person specification as a basis for
your selection decisions at short listing, presentation/test and interview stages. Interview
questions and selection tests should also derive from the person specification and be designed to
elicit more evidence on candidates against the criteria. The person specification should also be
used to write your advertisement for the position.
Person Specification
Requirements Essential or desirable? How Assessed?
Qualification
MBA in Sales
MBA in sales with 60% marks
Essentials
Desirable
Thorough application form or
resume
Experience
In the same role
Minimum 2 years experience
Essentials
Desirable
By CV
Skills and competencies
Communication
Decision making
Essential
Desirable
By personal interview
TASK 3
P4 Plan to take part in a selection interview
As I am working in the TESCO super Stores on the post of HR assistant it is essential for
me to participate in the interview process which can help to the organisation to recruit better
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people in the company which can support to the company to attain it's financial targets. My
work starts from the short listings of candidates, so in this process I focused on the education,
skills and experience which can help to the organisation to recruit a better person in 5teh
organisation as per the needs and expectations.
This is a significant process of the organisation in which I am working, in this process I
have to verify all documents in this process and I have to read each and every document send by
the applicants. This is a time consuming process which has a take a huge time of mine (Breaugh,
2017). Some of the steps are here which I have followed:
 Before I carry out interview, I will shortlist applications I have received from candidates
with a checklist, using job description and person specification. To be able to create
interview questions I will use job description and person specification to help me create
specific questions.
 Use application forms to ask more detailed questions to specific candidates. For example,
if they mention some previous work experience. I can 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.
 Then I will check the availability of an appropriate venue, date and time. Invite the
candidate to the interview.
 Ensure there are beverages to offer and documentation to help the interview process, such
as the candidate CV’s. Before I see them, I will review the documents to ask questions
related to the candidate. For example, asking about the responsibilities they had at a
previous job or work experience they had. 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.
 Use scoring/evaluation sheet to compare and evaluate candidates, with shortlist checklist.
Follow up the interview offer job to successful applicants on phone, because it is quick
and gives them opportunity to decline. Then send out letter of regret to unsuccessful
applicants.
P5 Take part in a selection interview
I set out a spacious office for my candidate; it wasn’t too big or too small. It was enough
to make the candidate comfortable. As an employer I greeted my candidate courteously, this
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shows respect for the person and will help put them at ease. I told them something about myself
and the company. This is the first impression the candidate will make of you, so I presented a
tidy once and turned of my mobile phone. I then set the stages of the interview process. I did this
by telling the applicant what to expect for the next half hour or so. I didn’t want to take the
interview too easy because the applicant may take the interview less seriously. But being too
serious will likely make the candidate more nervous (Smith, 2015). So to see the best in the
individual I interviews I used the hard approach on them to see if they’d get nervous. I presented
myself very smart and intelligent as how you conduct yourself during the interview must also
react the image and values of my business. Lastly I gave my candidates a chance to ask
questions. This allowed them to feel a sense of friendship towards me the employer.
CONCLUSION
On the basis of the above report it can be concluded that different organisation are having
a huge difference in their recruitment policies because of their visions and objectives. Internal
sources can help to accomplish needs of the organisations. Sex Discrimination act 1975 and
Equal pay act 2010 are having a huge impact on the recruitment and selection process and
activities so it is essential for the employers to work according to these legal framework.
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REFERENCES
Books and Journals
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.
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. p.12.
Cambier, C.J and et. al., 2014. Mycobacteria manipulate macrophage recruitment through
coordinated use of membrane lipids. Nature. 505(7482). p.218.
Coenen, M.J and et. al., 2015. Identification of patients with variants in TPMT and dose
reduction reduces hematologic events during thiopurine treatment of inflammatory
bowel disease. Gastroenterology. 149(4). pp.907-917.
Demetriades, C., Doumpas, N. and Teleman, A.A., 2014. Regulation of TORC1 in response to
amino acid starvation via lysosomal recruitment of TSC2. Cell. 156(4). pp.786-799.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE.
Journal of the Economic Science Association. 1(1). pp.114-125.
Kaneko, S and et. al., 2014. Interactions between JARID2 and noncoding RNAs regulate PRC2
recruitment to chromatin. Molecular cell. 53(2). pp.290-300.
Shukla, A.K and et. al., 2014. Visualization of arrestin recruitment by a G protein-coupled
receptor. Nature. 512(7513). p.218.
Smith, P.H., 2015. Labyrinths of power: political recruitment in twentieth-century Mexico.
Princeton University Press.
Online
Internal Recruitment and External Recruitment, its sources. 2017. [Online]. Available through:
<https://headhuntinginrecruitment.blogspot.in/2013/10/recruitment.html>. [Accessed on
14th August 2017].
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