Recruitment and Selection Practices

This assignment delves into the human resource management practices of Creed Food Services, specifically focusing on their recruitment and selection processes. It analyzes the company's cost-effective approach utilizing employee referrals and transparent hiring practices. Additionally, it examines various leadership styles and motivation techniques employed by the company and their influence on managerial effectiveness. The report concludes by highlighting the positive impact of team collaboration and effective management within Creed Food Services.

RECRUITMENT AND SELECTION

Table of Contents
INTRODUCTION................................................................................................................................3
P1 Identify how two organisation plan recruitment using internal and external sources................3
P2 Impact of legal and regulatory framework on recruitment and selection activities...................3
CONCLUSION...................................................................................................................................4

INTRODUCTION
In every business organisation recruitment and selection is utmost aspect by which
corporation can recruit and select the talented and skilled employees. As human resource plays a
very crucial role in every business enterprise thus their selection and recruitment is very important.
It is a process under which management of firm invite the candidate by either external or internal
technique of recruitment and analyse their efficiency, talent and knowledge and recruit them
according to the organisation requirement. In a simple word it can be said that recruitment is a
process of finding and hiring the candidate for the required positions or vacancy within corporation.
In this manner, manager of firm plays a very crucial role because he/she is responsible to analyse
and select candidate skill, efficiency and knowledge. There are major two kinds of recruitment that
is internal and external recruitment. The following report provides a depth knowledge and
understanding about the recruitment methods and its process in the enterpriser with respect of Luton
recruitment company. Various key legal and ethical requirement of selection interview has been also
discus in this report. Furthermore, a systematic recruitment document has been also prepared and
comparison with other document of recruitment has been addressed in this report.
P1 Identify how two organisation plan recruitment using internal and external sources
Tesco and Cancer Research have similar source of recruitment:
Transfers: employees in both businesses may be transferred from shop to another according
their skills and experience.
Promotions: many employees in both organisations get promoted from one shop/department
to another with more benefits and better responsibilities based on their skills, qualification and
experience.
Re-employment of ex-employees who were made redundant in the past couple of years, this
is one of the internal source of recruitment in which workers can be called and appointed to fill
vacancies in the concern. Retired workers can also be recruited once again in case of shortage of
qualified and experienced staff.
Press advertisement: both of the businesses can use this method to tell others that they have
a vacancy. The main benefit of this method is that it has a wide reach.
Employment Exchanges: the government sets up public employment exchanges within the
country. This gives job information to people who are looking for a job and also can help employers
of both Tosco’s and Cancer Research’s to identify suitable candidates.
Employment referrals/recommendations: firms like Tesco and Cancer Research have a well-

planned system where the current employees can refer their friends or relatives for some position in
their organisation.
Tesco advertising method: Tesco mainly advertises jobs externally on their official website
and also on other websites like reeds.com and etc. On their official website they have an application
form which you can fill online and the company will send you an email informing you about latest
job offers and whether you are suitable or not this job.
P2 Impact of legal and regulatory framework on recruitment and selection activities
The legal, regulatory and ethical is implies the responsibility of company. Selection and
recruitment of the candidates on the basis of their ability and qualification. They should not select
on the basis of caste, gender, region,or other disability. As per the equality act, organisation should
not involve in any kind of discrimination in the process of selection and recruitment of candidates
(Mehta and et.al., 2015). The Luton company has followed legal and regulatory consideration in
the process of recruitment. They should be selected on the foundation of equality and capability.
Furthermore, the formal training must be given to every individual so that he or she become flexible
to work in the organisational environment. The main objective of regulatory framework is to
provide the job security, appropriate labour rate and fair promotion of employees in the corporation.
As per the regulatory consideration of personnel, he/she can not fire at any time from the
organisation. The job offer made by the cited venture should be written and also time should be
provided to respond about the proposal. The Equality Act 2010 brings together a number of old
legislations together into one law. This covers all aspects of discrimination in the workplace
including age, sex, orientation, race and religion. It also includes gender realignment and pregnancy
and maternity. The Equality Act covers 9 protected characteristics.; Victimisation occurs when an
employer treats an employee unfairly because they have brought a claim under the Equality Act.
The Sex discrimination act 1975/97 states that employees are protected from discrimination on the
basis of their gender or sexuality under the Equality Act 2010. Protection from discrimination
applies to recruitment; terms of employment; access to training and promotion; access to benefits,
facilities/services and dismissal. Sex discrimination occurs when an employee or potential
employee receives unfair treatment because of his/her sex.
P3
Prepare the documents used in selection and recruitment activities
Job Description.
The purpose of a job description is to give information about the job responsibilities, the job

function, the duties and what the expectations are for a certain kind of job so the employee or the
person who is applying for this job. Every organization have their own job description because
every company has other responsibilities, duties and job functions (Mondy and Martocchio, 2016).
Significance
As more and more businesses implement online ordering systems, the Sales manager role is
becoming an integral part of a company's success. In the past, online ordering systems were limited
to business-to-consumer models; however, business-to-business companies have begun to utilize
online purchasing as a convenient and effective way to grow their market share. According to
Getdegrees.com, the Sales manager position is expected to grow 12 percent over the next few
years. As a result, Internet savvy job applicants have an opportunity to enter the e-commerce
industry at the beginning of its growth (Mathis, and Meglich, 2016).
Education
To become an Sales manager , several things are required. First, a bachelor's degree in marketing,
Internet marketing, management information systems or general management is necessary. In
addition, applicants should have a strong background in website design and Internet marketing.
Master's certificates with an emphasis in search engine marketing, affiliate marketing or HTML
coding can greatly increase the odds of landing an e-commerce management position. Moreover, an
MBA degree with a concentration in information technology, marketing or e-commerce is ideal
(Hendry, 2012).
Job Duties
Due to the high potential of Internet marketing, Sales manager s often have a vast array of job
duties. Some of the specific duties an Sales manager is responsible for include determining what
website format to use, reducing supply chain costs in regards to shipping, developing affiliate
marketing programs, implementing online security and coordinating all online transaction and
marketing efforts. Essentially, Sales manager s are asked to control all aspects of a company's
online business. Once more, when the initial online business plan (website, transaction type) is
implemented, Sales manager s must maintain the plan. This involves website maintenance,
renegotiating contracts with suppliers and payment services and staying up to date on any software
or data management trends (Armstrong and Taylor, 2014).
Salary
Because the Sales manager is required to oversee the majority of a company's online business, the
position is often compensated well. In fact, according to IT management.com, an average Sales
manager salary is €85,000. The low range (25th percentile) earn closer to €67,000, while the high
range (75th percentile) earn above €95,000. Obviously, an Sales manager 's salary will vary based
on experience, the company and the location of the job. As a general rule, most companies are

willing to substantially compensate managers with at least 5 years of experience.
Considerations
As stated previously, the e-commerce industry will continue to grow in the future. Therefore, it is a
great opportunity for college students, recent graduates or any Internet savvy individual to begin
gaining experience. Companies will normally look for candidates with several years of managerial
or project management experience as well as skills using information technology systems or the
Internet in general. To prepare for this position, candidates should familiarize themselves with
HTML coding, study numerous e-commerce business models and consider obtaining project
management or other relevant certificates.
P4
Plan to take part in a selection interview
I have made plan for taking part in the selection interview so that sales assistant post can be
fulfilled.
To ensure applicants selected for interview and final consideration are evaluated by more than one
individual to minimize the potential for personal bias, a selection committee is formed. The hiring
manager will identify members who will have direct and indirect interaction with the applicant in
the course of their job (Bennett and Ho, 2014). Each hiring manager should make an effort to
appoint a search committee that represents a diverse cross section of the staff. A member of the
committee will be appointed as the Affirmative Action and Compliance Liaison who will monitor
the affirmative action aspects of the search committee. Under-represented groups and women are to
have equal opportunity to serve on search committees and special efforts should be made to
encourage participation. Departments that lack diversity in their own staff should consider
appointing staff outside the department to search committees or develop other alternatives to
broaden the perspective of the committee (Purce, 2014).
For positions that are frequently recruited and utilize a search committee, the mix of search
committee members should change frequently as well to minimize the risk of “group think” or
collective bias.
The Hiring Manager will determine the size (no more than 6) and composition of the committee
based on the nature of the position. It is highly recommended the committee members include:
At least one individual who has a strong understanding of the role and its contribution to the
department (Jiang and Baer, 2012).
A job specialist (technical or functional)
An individual who will interact closely with the position and/or serves as a main customer

P5
Take part in a selection interview.
organization and Creed food services use different recruitment methods for employing
suitable and deserving candidates in the firm. Posh Nosh limited conducts job evaluation process
by taking assistance from line managers. It assist in getting proper details about requirement of
manpower in the enterprise and skills and qualification needed for performing a specific job are also
identified (Mondy and Martocchio, 2016). A detailed advertisement is published in the news papers
for attracting more number of applicants to apply for the job.
HR department employees do a detailed inspection of resumes and screening of best
candidates is done by them. All the selected candidates are called in the company and detailed
interview of candidates is taken by interview panel. Complex and difficult questions are asked from
the applicants for checking their knowledge and personality. Recruitment process of the company
involves financial investment that is used in doing advertising. Conducting a systematic recruitment
process aids in finding suitable candidates for the enterprise. On the other hand Creed food services
use a cost effective method for meeting manpower requirements in the company (Mathis and
Meglich, 2016). Existing employees are encouraged to take part in the employee referral scheme
where they can refer candidates for the job positions in the Creed food company. A transparent and
fair system is used in the recruitment process where equal opportunity is provided to all the job
seeking applicants. A written test is conducted which helps in checking knowledge level of the
applicants. The process used in the firm for employing new recruits is cost effective and time
saving.

CONCLUSION
From this project report it has been concluded company has used effective process of
recruitment and selection. Various leadership style and motivation techniques has possessively
impact on the managerial practices of cited venture. In the company, there team working is in
proper manner so every member and leader has effectively managed their responsibility towards
company objective.

References
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bennett, J.M. and Ho, D.S., 2014. Human resource management. In PROJECT MANAGEMENT
FOR ENGINEERS (pp. 231-249).
Flood, P., 2011. Understanding leader development: learning from leaders. Leadership &
Organization Development Journal. 32(4). pp.358 – 378.
Glasby, J. and Dickinson, H., 2009. International Perspectives on Courier and Social Care:
Partnership Working in Action. John Wiley & Sons.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, S, Schuler, R, and Werner, S., 2011. Managing Human Resources. 11th ed. Cengage
Learning.
Jiang, K. and Baer, J.C., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management
Journal. 55(6). pp.1264-1294.
Mathis, R.L. and Meglich, P., 2016. Human resource management. Nelson Education.
Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Online
Job Description and Person Specification. 2013. Carriers [Online]. Available through:
<https://www.northeastjobs.org.uk/Get.aspx?id=10373405>. [Accessed on 4 November
2014].
Key legislation regarding recruitment and selection., 2013. [Online]. Available through: <
http://www.shef.ac.uk/hr/recruitment/guidance/keylegislation >. [Accessed on 22nd June 2015].