Recruitment and Selection Process

The provided report discusses the importance of a well-structured recruitment and selection process in achieving organizational goals. It highlights the need for effective regulations and procedures, such as job sharing guidelines, and emphasizes the significance of taking part in interviews to develop successful results at the workplace.

RSB

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................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......................................................................................................................................2
TASK 2............................................................................................................................................3
P3 Prepare the documents used in selection and recruitment activities......................................3
TASK 3............................................................................................................................................3
P4 Plan to take part in a selection interview...............................................................................3
P5 Take part in a selection interview..........................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment refers to the overall process of attracting, selecting and appointing suitable
candidates for jobs (either permanent or temporary) within an organization. Recruitment can also
refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles
or unpaid trainee roles (Zide, Elman and Shahani-Denning, 2014). In this context, in present
report Lutan is recruitment company and they are working to recruit students within different
enterprises. They are also determines job vacancy as recruitment and selection within the
organisation. Selected enterprises are Sainsbury and Tesco that deals in retail goods within UK
market. In order to focus on the present report, it covers two organisations plan recruitment using
internal and external sources. Furthermore, it includes impact of the legal and regulatory
framework on recruitment and selection activities.
TASK 1
P1 Identify how two organisations plan recruitment using internal and external sources
There are five steps has been used in Sainsbury and Tesco to recruit member at
workplace. They are as follows:
Recruitment Planning: The first step involved in the recruitment process is planning.
Here, planning involves to draft a comprehensive job specification for the vacant position,
outlining its major and minor responsibilities; the skills, experience and qualifications needed;
grade and level of pay; starting date; whether temporary or permanent; and mention of special
conditions, if any, attached to the job to be filled (Gibbs, MacDonald and MacKay, 2015).
Strategy Development: Once it is known how many with what qualifications of
candidates are required, the next step in Tesco and sainsbury involved in this regard is to devise a
suitable strategy for recruiting the candidates in the organisation.
Searching: Once it is known how many with what qualifications of candidates are
required, the next step involved in this regard is to devise a suitable strategy for recruiting the
candidates in the organisation. Internal Sources and External Sources. Internal sources of
recruitment refer to hiring employees within the organization through Promotions, Transfers,
Former Employees, Internal Advertisements (Job Posting), Employee Referrals and Previous
Applicants (Ijigu, 2015). On the other hand, Tesco using external sources that refers to hire
people outside the organisation through Direct Recruitment, Employment Exchanges,
1

Employment Agencies, Advertisements, Professional Associations, Campus Recruitment and
Word of Mouth.
Screening: Screening starts after completion of the process of sourcing the candidates in
Sainsbury and Tesco. Screening is the process of filtering the applications of the candidates for
further selection process (Johnson, Wilding and Robson, 2014.).
Evaluation and Control: Evaluation and control is the last stage in the process of
recruitment. In this process, the effectiveness and the validity of the process and methods are
assessed. Recruitment is a costly process at chosen businesses, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
P2. Explain the impact of the legal and regulatory framework on recruitment and selection
activities.
Race Relations Act 1970 – This act was introduced by the parliament to ensure that
regardless of race, everybody would be offered the same opportunities at workplace of Sainsbury
and Tesco. Just like the sex discrimination act this means that during recruitment a company is
obliged to treat each candidate equally and is illegal for them to judge someone’s ability to do a
job based on the colour of their skin (Siew-Chen and Vinayan, 2016).
Disability Discrimination Acts 1995 and 2005 – This act is there to end discrimination
towards those who have a disability. This includes during education, employment, licences,
access to goods and renting land at Tesco and Sainsbury. This impacts recruitment because it
means it is against the law for a company to not allow someone a job even though they are
perfectly able and qualified.
European Working Time Directive – This is an act entitles employees to have a minim
amount of holidays, a rest breaks and gives a person the right to not work over 48 hours if they
do not want to. This impacts recruitment because it means a company has to make the candidate
aware of their rights and the HR department also needs to decide if employing more people will
fit their budget range and they’ll have the ability to cover these rights their employees have
(Chandor, 2017).
Employment Act 2002 – This act is specifically allows the right for parents to request
flexible working hours, and such time off as maternity leave. During recruitment a company will
firstly have to specify the hours they are advertising. The will also have to be aware of the
candidates schedule and try work with them to meet a mutual agreement that will fit both parties.
2

This act limits the control a business has of just refusing the person a job if they can’t fit the
hours advertised within the selected businesses (Crossan, Mazutis and Gandz, 2013).
TASK 2
P3 Prepare the documents used in selection and recruitment activities
Job Description: Recruitment Agency
Job Title: Administrative Assistant
Department: Marketing
Responsible to: Sophie Okonedwas
Scope of Post: To assist the main administrator
Responsibilities: • Telephone enquires • Ordering office supplies • Assisting in arranging travel
and accommodation • Helping with ad-hoc tasks and providing support to teams • Answering
and dealing with projects that may arise
Conformed by: (YOUR NAME)
Date: 24 July 2017
Person specification: Performs administrative duties for executive management.
Responsibilities may include screening calls; managing calendars; making travel, meeting and
event arrangements; preparing reports and financial data; training and supervising other support
staff; and customer relations. Requires strong computer and Internet research skills, flexibility,
excellent interpersonal skills, project coordination experience, and the ability to work well with
all levels of internal management and staff, as well as outside clients and vendors. Sensitivity to
confidential matters may be required. This is a superb open door for a brilliant, all around
introduced school/school or college graduate to work for a prestigious money related association.
This association has numerous prominent customers so you will be required to welcome guests,
make them feel welcome, give refreshments, set up board spaces for gatherings, organize snacks
and so on, additionally verify everything runs easily.
TASK 3
P4 Plan to take part in a selection interview
Planning process for employer 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 shows respect for the person and will help put them at ease. I told
3

them something about myself and the company. This is the first impression the candidate will
make of you, so I presented a tidy office and turned off 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. So to see the best
in the individual I interview 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 reflect the image and values of my business (Glodstein, 2014). Lastly I gave my
candidates a chance to ask questions. This allowed them to feel a sense of friendship towards me
the employer.
Planning process for employee In setting up the meeting I needed to guarantee that I need
to dress intelligently, arrive on time and research about the organization. I am additionally going
to be setting up an arrangement of inquiries which I am going to ask the questioner with regard
to the employment opening (Ozcelik, 2015). By joining in a practice meeting I have permitted
me to comprehend the significance paving the way to arrangement of the meeting.
P5 Take part in a selection interview
In this context, following steps can be taken in selection interview of candidates:
1. Equality, Diversity and Inclusion
Valuing the differences between people and understanding the positive benefits for the
University of employing a diverse range of talented people is crucial. A positive approach to
diversity allows managers to select the best person for the job based on merit alone and free from
bias on the grounds of factors that are not relevant to the person’s ability to do the job of
Sainsbury and Tesco.
It is essential to be aware of the legal requirements that underpin the recruitment and selection
process. The following paragraphs describe the types of discrimination which can occur during
recruitment and selection (Masum, Azad and Beh, 2016). The purpose of these descriptions is to
allow recruiting managers to be self-aware and challenge their own beliefs and bias as well as
enable panels to have discussions about the recruitment process which will alleviate the
possibility of discrimination occurring.
2. Vacancy
4

What to do when a vacancy arises
Vacancies can arise for many reasons. A post may become vacant due to resignation,
maternity/adoption leave or employee secondment. When a vacancy arises you need to ask
yourself the following -
Can the duties and tasks be reallocated?
Are there any part-time staff who wish to increase their hours?
Has your vacancy arisen from receiving a named research grant? - If so please see below
If the answers are no you will need to review the job description of the vacant post to ensure it is
up to date and ready to go to the next stage of the recruitment and selection process.
3. Grading
Grading is a job evaluation system in place across the university. It applies to all posts and
ensures that they are evaluated systematically and objectively.
Any post that has not been graded in the last two years must be re-graded even if the JD has not
been changed. JDs can only be graded once in a 12 month period. We would advise you liaise
with your link HR Manager in the first instance to see if grading is applicable. If your post does
need to be graded you will need to forward the completed job description and person
specification to them and they will then liaise with the Grading Review Panel.
4. Redeployment
Before a post can be advertised for Sainsbury and Tesco, it must be sent to the Redeployment
panel. Once your vacant post has been graded, an advertising pack (ad-pack) must be compiled
and sent to HR for processing and submitting to redeployment. The ad-pack consists of:
advertising checklist
job description
person specification
advert
any other additional information that is to be sent to applicants about the role/department
All ad-packs must be signed off by the Dean/Director and the nominated authorised signatory
from Finance before it can be processed.
5

The redeployment panel will look at the person specification of the post and where there are
redeployees with similar skills and experience, match them to the role. Only when it has been
established there are no suitable/interested redeployees will your vacancy be released for
advertisement.
5. Advertisement
Once steps 1- 4 have been completed, and the redeployment panel have confirmed that your post
has been released, you will be ready to advertise your vacant post.
Job Share
The university states that all full-time posts are suitable for job sharing, unless expressly
excluded. Guidelines and procedures on Job sharing are included in the flexible working policy.
If the responsible manager believes a post is unsuitable for job sharing, he/she should make the
case in writing to the Directorate of Human Resources before the recruitment exercise begins in
the selected businesses.
CONCLUSION
From the above report, it can be concluded that recruitment and selection is effective
process through organisation can accomplish their objectives and goals in successful manner. In
this aspect, report covers different types of regulations that create impact on the operations and
functions of recruiting and selection process of Tesco and Sainsbury. Furthermore, it discussion
on taking part in interview to develop effective results at workplace in successful manner.
6

REFERENCES
Books and Journals
Chandor, A., 2017. Choosing and keeping computer staff: Recruitment, selection and
development of computer personnel. Taylor & Francis.
Crossan, M., Mazutis, D. and Gandz, J., 2013. Developing leadership character in business
programs. Academy of Management Learning & Education. 12(2). pp.285-305.
Gibbs, C., MacDonald, F. and MacKay, K., 2015. Social media usage in hotel human resources:
recruitment, hiring and communication. International Journal of Contemporary
Hospitality Management. 27(2). pp.170-184.
Glodstein, D., 2014. Recruitment and retention: Could emotional intelligence be the answer. The
Journal of New Business Ideas & Trends. 12(2). p.14.
Ijigu, A. W., 2015. The effect of selected human resource management practices on employees'
job satisfaction in Ethiopian public banks. Emerging Markets Journal. 5(1). p.1.
Johnson, G., Wilding, P. and Robson, A., 2014. Can outsourcing recruitment deliver satisfaction?
A hiring manager perspective. Personnel review. 43(2). pp.303-326.
Masum, A. K. M., Azad, M. A. K. and Beh, L. S., 2016. The role of human resource
management practices in bank performance. Total Quality Management & Business
Excellence. 27(3-4). pp.382-397.
Ozcelik, G., 2015. Engagement and retention of the millennial generation in the workplace
through internal branding. International Journal of Business and Management. 10(3).
p.99.
Siew-Chen, S. and Vinayan, G., 2016. Recruitment process outsourcing: a case study in
Malaysia. Personnel Review. 45(5). pp.1029-1046.
Zide, J., Elman, B. and Shahani-Denning, C., 2014. LinkedIn and recruitment: How profiles
differ across occupations. Employee Relations. 36(5). pp.583-604.
7