Recruitment and Selection Process

This assignment focuses on the crucial aspects of recruitment and selection within Human Resource Management (HRM). It delves into the various stages involved, such as job analysis, sourcing candidates, interviewing techniques, and selection decisions. The document highlights best practices for effective recruitment and selection processes, emphasizing fairness, legality, and alignment with organizational goals.

Resourcing Talent
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ACTIVITY 1
TASK 1
1.1 Organizational benefits of having diverse workforce
Each and every organization set some goals and objectives in order to hire employees from
different backgrounds and culture (Taylor, 2014). When this aim is get accomplished then they
will be able to get some benefits which can lead them towards success. Some of these benefits
are as follows:
Increased productivity: Workforce diversity can lead an enterprise towards high
productivity level. If people came from different background, then they all come up with some
new ideas and thinking so this may help them in performing well.
Innovation and creativity: When company employ different workers then due to their
background, skills their innovativeness and creativity is get improved. So, this many help the
firm in offering new and quality products to their customers.
Employee retention: Company can hire employees and due to an effective cultural
environment they will be able to retain them (Tansley, 2011). Due to this, the overall recruitment
is get reduced so this may help them in achieving profits.
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1.2 Explain factors which affect the talent planning
Some internal and external factors are there which can affect the talent planning approach
that is followed by an organization. Some of these are as follows:
Economic environment: This is related to the cost and money which is spend by an
individual on recruitment and selection. Along with this, it is depending upon the current climate
of the firm. These external factors can affect the company’s activities that are performed by them
at the marketplace.
Branding: An organization with good brand image can attract number of people towards
their services (Nikolaou, 2014). Companies offer some career development opportunities to their
staff members so this can highly attract them towards their services.
Legislative laws: Government made some laws and regulations which can affect their
operations. Some of these laws are like Equality act (2010), Discrimination act (2010) etc. There
is some discrimination that can be placed on the basis of age, gender and so on.
Culture: The culture of organisation can also affect employees who are engaging in
business activities. It can become difficult for organisation to appoint talent employees who are
belonging from other cultures.
Reservation system – This is a system in which there are number of posts reserved for a
specified amount of candidates. So, after fulfilment of other posts, if more number of employees
are required, then company is not able to hire effective employees as they have reserve a fixed
number of seats for a particular section. This will affect hiring appropriate and skilful people for
a particular post.
1.3 Factors that affect the recruitment and selection approach
Recruitment and selection is an approach that is used by an enterprise in order to hire
skilled or innovative employees. Some factors are there which can affect the selection and
recruitment approach which are as follows:
Human resource planning: The main goal is to identify the gap between new and existing
employees. So, in this order they have to evaluate the skills that are possessed within the people
so that they can hire skilled workers. If this department will not be able identify the required
number of employees, then the process can get affected.
Competition: This can highly affect the company as there are many competitors who
competing with each in order to recruit employees so that they can achieve future growth
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(Wilson, 2011). So, on this way they have to identify the strategies that are adopted by their
competitors.
Recruitment cost: Sometimes, organizations are facing higher expenses due to the
increased cost of recruitment process. If this get increased, then they will not be able to attain
their profitability.
TASK 2
2.1 Benefits of different recruitment approaches
An organization can use different approaches in order to recruit some skilled and creative
employees. Some of these are like internal, external and third party recruitment. The benefits of
these approaches are like:
Internal sourcing: In this, an enterprise recruit people within their organization. Some of
the benefits are like recruitment cost is get reduced and the motivation level of the among the
existing workforce can be increased.
External sourcing: In this approach, organization hire staff members from the external
world (Sparrow, Otaye and Makram, 2014). The benefits of this is that company will be able to
recruit more skilled and innovative staff members.
Third party sourcing: In this, applicants get the more effective packages and salary
compensations. Through this, they will be able to hire more talented and knowledgeable people.
2.2 Benefits of selection methods
Some different selection methods are there which are adopted by companies as per their
existing resources and staff members. The benefits of selection methods are as follows:
Application forms: By adopting this kind of approach, they will be able to get the same
information from each and every individual. The biggest benefit of this method is that it become
easy for companies to short list the applicants on the basis of their qualification.
Structured interview: This is an effective approach which has been followed by an
enterprise. The advantage of this is that the HR manager will be able to identify communication
and social skills in the applicants which are necessary for the current job (Raidén and Sempik,
2012).
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Group exercise: The benefits of this approach is that manager can analyse applicants that
how they can deal with some group situation. Along with this, this is not time consuming and it
is cost effective.
TASK 4
4.1 Purpose and benefits of induction
Induction is a kind of training which is given to new staff members so that they will be
able to know about their work that they have to perform. The purpose of induction training is as
follows:
 The training is provided to the people so that they can learn about new practices and
policies of firm.
 By providing this, manager can help an individual so that they can settle themselves into
the new work environment.
 An enterprise can welcome their new workers into the workplace.
There are some benefits of the induction programs that are associated with an individual and
organization (Ofori and Aryeetey, 2011). The company can save their money and time after
conducting this type of program. Along with this, employee’s turnover is get decreased and
operational efficiency can be ensured. Some other benefits of induction training are that an
individual will feel valued and respected. Along with this, they will be able to know about the
necessary information so their knowledge is get enhanced about the work.
4.2 Induction process
This process is used by organization when they hire new employees at their workplace. In
this, manager cover different areas of training so that new staff members will be able to get
familiar with the work culture (Furtmueller, Wilderom and Tate, 2011). Some of these areas are
like:
 Introduction of team leaders, team members and top executives
 The performance standard that should be maintained at higher level
 The working times in which an individual has to perform their operations
 Roles and responsibilities of team
 Organizational chart which shows the hierarchy
 Safety procedures and security issues.
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 The working schedule
If a new employee will be able to know about these different areas, then they can perform
their work and practices in more efficient manner. So, in this manner they will be able to
accomplish their goals and objectives.
ACTIVITY 2
TASK 3
3.1 Job description and person specification
Job description
Organization name Tesco
Job designation Human resource officer
Location London
Reporting Human resource manager
Roles and responsibilities  To perform staffing and training
activities.
 To take care of the staff members who
are working in store.
 To motivate the employees.
Woking hours 9:30 a.m. to 6:00 p.m.
Salary 9000£ per month
Working facilities Travelling, flexible working hours etc.
Person specification of Human resource officer
Qualification  The candidate should be graduated in
HR field.
Experience  Experience of 1-2 years in same field.
 An individual should have knowledge
of different HRM practices.
Area of expertise  Good communication skills.
 Excellent knowledge about HRM
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practices.
 Good training skills
Other qualities  Time management
 The person should be able to negotiate
3.2 Recruitment channel
Tesco can use recruitment channel in order to hire number of people towards their vacant
job position. Here, the manager of retail industry uses advertisement so that people can get
attracted.
Staff members are required
Tesco is currently looking for experienced human resource office for their department
Post – Human resource officer
Qualification – The applicants should be passed out in HR field.
Experience – The person should have 1-2 years of experience in the same field
Only shortlisted individuals will be able sit for the interview round.
Interested candidates can apply via Email or by post.
Upload your details with CV attached on company’s websites till 20 July 2017.
Address: 23 c/c road and de villebois mareuil, Trumpeter's Loop, pretoria, 0076, London
Email address: [e-mail]
Contact number: [phone]
3.3 Selection approach
key selection criteria are made in order to make a balance between expectations of
company and current skills within the applicants. An individual has to pass the interview by
fulfilling all requirements for the current job. When the needs and requirement are met then they
will can recruit the different individuals.
Job application form- 1
Name: Michal john Birthday: 13 December, 1993
Address: 161-street of parkway, Camden town Telephone: [phone]
City: London
For which job are you applying?
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Human resource officer
What will you do if you hired?
I will perform my job in more efficient manner so that company’s overall growth can be
improved.
Previous job experience
Have you ever done job in same field? If yes, then explain about your previous experience.
o Yes
o No
Yes, I have done my job in same field in other retail industry as an HR manager.
_________________ ___________
Signature of applicant Date
Job application form- 2
Name: Alex jackson Birthday: 25 February, 1994
Address: 132, Kensington Ave, Liverpool Telephone: [phone]
City: London
For which job are you applying?
Human resource officer
What will you do if you hired?
I applying for this job so that I can enhance my knowledge in the same field and help the
business organization in achieving their goals.
Previous job experience
Have you ever done job in same field? If yes, then explain about your previous experience.
o Yes
o No
No, I have never done job in this same field.
_________________ ___________
Signature of applicant Date
Job application form- 3
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Name: Max Bond Birthday: 4 July, 1992
Address: 79, Marylebone lane Telephone: [phone]
City: London
For which job are you applying?
Human resource officer
What will you do if you hired?
If I will be hired for the same job, then I will perform my practices in an efficient manner so that
the brand image can be enhanced.
Previous job experience
Have you ever done job in same field? If yes, then explain about your previous experience.
o Yes
o No
Yes, I have done my last job in finance field.
_________________ ___________
Signature of applicant Date
3.4 Interview and decision making approach
Interview is a more effective approach that should be followed by organization so that
effective decisions should be made and job criteria can be fulfilled (Taylor, 2014). On the basis
of this, interviewer can judge the candidates effectively so that they will be able to get the more
skilled and innovative staff members.
After analysing the interview of a particular candidate, it can be identified that he is more
suitable for the job. As he is more punctual and more experienced in the same field. Along with
this, he can manipulate other person so training and staffing duties can be performed in more
effective manner.
3.5 Records that needs to be retained and letter of appointment
There are some records that should be retained in order to explain all the legal
requirements to all the new staff members. Some HR records stored in the form of hard and soft
copy (Bryson, James and Keep, 2013). Along with this, it is very important for an enterprise
record such data in a systematic form so that it can be compliance with different legislative
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requirements. Some of the legal requirements are related to the rules and regulations that are
made by government so that they will be able to ensure the smooth functioning at their
workplace. Data should be protected and confidentiality should be maintained.
Tesco
London, UK
July 20, 2017
Michel John
London, UK
Subject: Appointment as a ‘Human resource officer’
Dear Michel John,
Congratulation, you are selected for the post of human resources officer as per your
application form. On the basis of your interview, we have decided to select you as a staff
member of our business organization. Some terms are conditions are there which you have to be
followed:
 Your appointment is based on probationary basis.
 The probation period is of 5 months that will be started from your date of joining.
 At the time of probation period you will be getting the salary approx. 6000£ per month.
 After the probation time you will be transferred to any other department and location.
 The overall service rules are applicable for the people after this appointment.
 If any kind of misconduct will happen in future, then company have rights to discharge
you without any notice.
 You have to join before 25July, 2017.
 Your appointment will be confirmed after the joining.
Thanking you
Manager
Human resource department
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REFERENCES
Books and Journal
Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human
resources. Human Resource Management in transition. pp.125-149.
Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and selection in the
digital age: e-HRM and resumes. Human Systems Management. 30(4). pp.243-259.
Nikolaou, I., 2014. Social networking web sites in job search and employee recruitment.
International Journal of Selection and Assessment. 22(2). pp.179-189.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
enterprises: Perspectives from Ghana. International Journal of Business
Administration. 2(3). p.45.
Raidén, A. and Sempik, A., 2012. Illusions of equity, procedural justice and consistency: a
critique of people resourcing ‘best practice’in construction organisations. Loosemore,
M. and Dainty, A. Human resource management in construction–critical
perspectives. 2nd ed. Abingdon: Routledge (2012). pp.226-251.
Sparrow, P., Otaye, L. and Makram, H., 2014. How should we value talent management?.
Tansley, C., 2011. What do we mean by the term “talent” in talent management?. Industrial and
commercial training. 43(5). pp.266-274.
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Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective. 10(6). pp.139-14.
Taylor, S., 2014. Resourcing and talent management. Kogan Page Publishers.
Wilson, J. P., 2011. Learning and Talent Development. Industrial and Commercial Training.
43(4).
Online
Induction Training – How Does It Benefit the Company and the New Hire?. 2017. [Online].
Available through: <blog.commlabindia.com/training-solutions/induction-training-
benefits>. [Accessed on 6th July 2017].
The benefits of different selection methods. 2015. [Online]. Available through:
<https://www.pvhr.com/the-benefits-of-different-selection-methods/>. [Accessed on
6th July 2017].
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