Recruitment Practices in Bus Companies

This assignment examines the recruitment and selection practices employed by Bailey Bus & Coach Company and Chinatown Bus Lines. It involves analyzing their respective recruitment processes, comparing their methods, and drawing insights into the effectiveness of each company's approach. The assignment draws upon various academic sources and provides a comprehensive overview of best practices in recruitment within the bus industry.

RECRUITMENT AND
SELECTION PROCESS

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1. Determining external and internal sources of organisation for recruiting and selecting
individual.....................................................................................................................................4
2. The reasons for vacancies and the factors that influence organisations to recruit..................4
3. Flowcharts of recruitment process..........................................................................................6
TASK 2............................................................................................................................................7
1. Legal and ethical requirements in the recruitment process.....................................................7
2. Guidelines for effective Interviews.........................................................................................8
TASK 3 ...........................................................................................................................................8
Job description............................................................................................................................8
Person specification....................................................................................................................9
Job advertisement......................................................................................................................10
TASK 4..........................................................................................................................................10
Identifying the documents and their usefulness in stages of recruitment and selection process
...................................................................................................................................................10
TASK 5..........................................................................................................................................11
Advantages of recruitment and selection documents................................................................11
TASK 6..........................................................................................................................................11
Recruitment Plan.......................................................................................................................11
Curriculum Vitae.......................................................................................................................12
Cover letter and job application................................................................................................12
Five interview questions...........................................................................................................13
TASK 7..........................................................................................................................................13
Critical evaluation of personal performance.............................................................................13
TASK 8..........................................................................................................................................13
Strengths and limitations of the process of selection interviewing...........................................13
TASK 9..........................................................................................................................................13
Notes from the Interview..........................................................................................................13

CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The process of recruiting and selection involves a set of strategical activities which needs
to be effectively placed by the Human Resource (HR) team of the organisation in order to gain
desired form of objective which is mainly for creating a team of professional, skilled and talented
employees (Hendry, 2012).
TASK 1
1. Determining external and internal sources of organisation for recruiting and selecting
individual
External sources for recruitment and selection
The external sources for recruiting candidates externally is highly beneficial for better
performance and functioning of the organisation. External candidates are generally talented,
young and innovative for the company like Bailey Bus & Coach, they support the management
to insight business problems and determine solutions actively (Bratton and Gold, 2012).
However, recruiting external candidates is generally complex but it has more positive impact on
business as compared to results gained by internal source. It includes job portals, social media
recruitment, direct walk in, recruitment agencies, newspaper ads and magazines, website,
campus recruitment, internal employee referrals, etc.
Internal sources for recruitment and selection
Internal sources includes the present team or staff members working within the
organisation who are departed from the department and promoted to the place which is vacant
and requires the similar personality, knowledge and experience. This is one of the easiest ways
of recruitment and selection for Bailey Bus & Coach Company (Boxall and Purcell, 2011). The
sources involve selecting top talents within an organization to higher level, promotions, internal
advertisement, temporary employees to permanent, retired employees for freelancer position,
contract employees to temporary, etc.
2. The reasons for vacancies and the factors that influence organisations to recruit
Reasons that causes vacancies
 Resignation, termination, death and retirement of existing employee.
 Promotions by departing the present individual within the management.

 Establishing new company, expansion to the department and introduction to some new
team. When employee take leave from the work due to illness or accident or a vacation period
which may create a temporary vacancy (Armstrong and Taylor, 2014).
Factors that influences organisations to recruit
 Internal factors
◦ Organizational structure and culture
◦ Policies of the organization and their competitors.
◦ Government policies and regulations on reservations.
◦ Available sources of recruitment.
◦ Recruitment costs and financial implications (Pfeffer, 2010).
 External factors
◦ Supply and demand of individuals
◦ Labour market and present circumstances
◦ Employment or wage rate
3. Flowcharts of recruitment process
Illustration 1: Recruitment and selection process of Bailey Bus & Coach Company

TASK 2
1. Legal and ethical requirements in the recruitment process
Legal requirements Equal pay act 1970 – The organisation should provide effective and appropriate forms of
rewards and monetary support to their employee according to the work performed by
them. They need to specify the specific amount of salary and incentives to the candidates
while conducting recruitment process (Absar, 2012).
 Discrimination act 2010 – During recruiting and selecting the individuals, the HR team
should avoid the practices of discrimination and should give every individual an equal
form of opportunity (Employment Law in the United Kingdom, 2014).
Ethical requirements
 The HR team should follow the entire policies and regulations complied by the
organisation while recruiting the appropriate and eligible candidate.
Illustration 2: Recruitment and selection process of Chinatown bus lines

 During the process, HR team must specify each and every standard and way of working
which has to be comply by the employee.
 Giving a high job security is also an ethical consideration which has to be maintain by the
HR team (Alonso, 2015).
2. Guidelines for effective Interviews
In that context, an enterprise like Bailey Bus & Coach Company should consider
following information and guidelines for interviewing and examining the group of applicants to
assess and analyse the most suitable applicants for the job:
 Creating expert team for conducting the interview.
 Assessing the type of skills and attributes required among the person.
 Determining the questions and queries to be asked from the applicants.
 Analysing their talent and personality in order to ascertain their efficiency in handling the
business operations (El Ouirdi and et.al., 2016).
TASK 3
Job description
Position Title Office Manager at Bailey Bus & Coach Company
Reports to General Manager or the person at prior position
Job purpose Office managers in the cited company is responsible for coordinating,
planning and organising the entire administrative activities that eventually
facilitate the management to run their business operations.
Job duties and
Responsibilities
Following are the roles and responsibilities of an office manager in the
company:
 Adapting the advance range of office software which includes
email, spreadsheets and databases system,
 Managing, controlling and monitoring filing systems,
 Upgrading new administrative systems for the management,
 Recording office expenditure regularly and maintaining the budget,
 Maintaining the standards of office and doing necessary repairs.
 Responding to customer enquiries and complaints;

 Arranging regular testing for electrical equipment and safety
devices,
 Attending conferences and training.
Requirements As defined stated in the person specification
Salary offered The pay scale is ranging from £18,000 to £30,000 (Fresher) and £30,000 to
£50,000 (Experienced)
Person specification
Education Candidate should have a High School Qualification and a university degree
of at-least two years Office management or administrative services. The
degree should cover the knowledge regarding:
 Business administration/business management,
 Computing and information technology,
 HRM,
 Record keeping management;
 Public administration.
Skills and
knowledge
The following are the skills that are to be present in the person:
 Excellent time management skills,
 High-knowledge about IT skills and a range of software packages,
 Efficiency of prioritising tasks and manage the work under pressure,
 Strong have proper form of communication skills,
 Quality of working by taking initiatives,
 Adaptability to adopt changing workloads and sessions,
 Effectiveness in solving the issues and managing the business
project.
Experience Candidate having experience of 2 years about the professional experience
and business situations would be first preferred.

Job advertisement
OFFICE MANAGER
EMPLOYMENT OPPORTUNITIES
Our client, who is reputable company in travelling industry, is seeking to recruit an office
manager with the qualifications:
 Minimum experience of 2 years in the sector
 Excellent communication skills and abilities
 Effective personality of handling the administrative work.
The eligible person who is above the stated qualifications should kindly submit their application
with detailed Curriculum Vitae and copies of relevant documents on our email id i.e.
[e-mail] not later than 30th August 2016.
TASK 4
Identifying the documents and their usefulness in stages of recruitment and selection process
An organisation should conduct operations by assessing the information about the
documentation and stages involved in recruitment process which is stated as below: First stage: At the starting step the organisation should identify the vacant position in the
management team. Accordingly, they should place a job advertisement and determine
proper job description in which the management team should ascertain each and every
attribute and requirements of the capable person to qualify the interview. However, this
develops a limitation for the team which bound them to think within the stated
dimensions that neglects the new talent and skilled individual (Ishii, Rohitarachoon and
Hossain, 2013). Second stage: During interview, the team examine the eligible person who is capable of
getting the position in the firm. In this, they assess all the certificates, academic results
and related documents of the person that helps them to determine the personality of the
individual.
 Third stage: In the end, the HR team compare the documents of the person with the
defined forms of person specification that assist them in allocating and selecting the best,
suitable and capable person. However, this unable the team to identify the practical
knowledge and efficiency present in the individuals (Landers and Schmidt, 2016).

TASK 5
Advantages of recruitment and selection documents
Bailey Bus & Coach Company needs to be a leading company in their concerned sector,
in that context, they have to focus their attention on developing a team of professionals that are
highly advantageous for them (Mahalakshmi and John, 2014). The following are the documents
that are to be considered by Bailey Bus & Coach Company in determining process: Job advert – The advertisement is termed as the most impacting and helpful document in
attracting the attention of eligible and suitable candidates for addressing the interview
conducted by the HR team. Along with this, it helps them in scrutiny the group and filter
the capable candidates from the rest of the applicants (Miller and Bird, 2014). Job description – It helps the organisation in improvising their understanding about the
skills and experience base required to enhance the success level of the company. They
assist the individual as well as the team member to ascertain and shape their roles and
responsibilities to overcome the stated business operations over the position (Hendry,
2012).
 Person specification – This document creates an image of person which is required and
is highly appropriate over the position. Moreover, the HR team generally compares the
person abilities and knowledge on the basis of this set of information (Bratton and Gold,
2012).
TASK 6
Recruitment Plan
RECRUITMENT PLAN
Name: BAILEY BUSES & COACH COMPANY
Year of establishment: 1998
Recruitment plan for the year: 2016
Position to be filled: Office manager
Qualities for being eligible for the position:
 Minimum experience of 2 years in the sector

 Excellent communication skills and abilities
 Effective personality of handling the administrative work.
Dates and locations of interview: 5 September 2016 at the Main office, UK (Unit E Red Shute
Hill, Hermitage, Thatcham, West Berkshire RG18 9QL 01635 203 005)
Contact for more information: 01635 203006
Curriculum Vitae
CURRICULUM VITAE
SMITH RUSSELL
116 E-White street, Shore Building, Beildoire, UK
[e-mail]
Education
 University degree of management from Cambridge university
 MBA from Cambridge university
 Computer certificates in Java and Microsoft.
Skills and Knowledge
Communicative and interactive, knowledge of managing teams, good at planning and
organizing, Financial knowledge.
Experience
Experience of HR manager for 3 years in Thomas cook.
Cover letter and job application
SMITH RUSSELL
116 E-White street, Shore Building, Beildoire, UK
[e-mail] (Bratton and Gold, 2012).
This letter is regarding the vacancy of Office manager at your organisation and the job

advertisement delivered on your website. I find the position suitable for me and I'm qualifying
the stated job description. Kindly, consider me for the position and give an opportunity to for
your organisation.
Five interview questions
 Describe yourself in relation to the organisation?
 What were your personal approaches for enhancing the performance?
 Determine your action over critical situation in the business?
 What is your opinion regarding decision making process?
 Explain about your personal life?
TASK 7
Critical evaluation of personal performance
It is crucial for an organisation to structure the best form of activities and procedures for
conducting an effective interview in order to assess the list of eligible candidates for the
management. In that context, my personal approaches of working is highly professional and
effective. However, I'm unable to create communication network with the surrounded individuals
(Boxall and Purcell, 2011).
TASK 8
Strengths and limitations of the process of selection interviewing
Strengths
 It helps in allocating perfect individual which is qualified and eligible for the position.
 This assist the HR team in scrutiny the entire group in order to identify the best person.
Limitations
This creates an image of the person mostly liked by the organisation and neglect the
individual with higher proficiency.
Recommendation
Bailey buses & coach company should assess the practical knowledge present among the
candidate by conducting On The Job process function (Armstrong and Taylor, 2014).

TASK 9
Notes from the Interview
 During the interview, the person should be confident and precise over what they are
saying.
 A person should bring all the essential documents and certificates relevant for qualifying
the selection process.
CONCLUSION
The report is articulating about the significance of recruitment and selection process for
an organisation in developing effective team of individuals. An organisation mostly conduct the
recruitment and selection process by considering the general stages and activities defined in the
organisational aspect.

REFERENCES
Books and Journals
Absar, M. M. N., 2012. Recruitment & selection practices in manufacturing firms in
Bangladesh.Indian Journal of Industrial Relations. pp.436-449.
Alonso, R., 2015. Recruitment and selection in organizations.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice.
PalgraveBoxall, P. and Purcell, J., 2011 Macmillan.
El Ouirdi, M. and et.al., 2016. Technology adoption in employee recruitment: The case of social
media in Central and Eastern Europe.Computers in Human Behavior. 57. pp.240-249.
Hendry, C., 2012. Human resource management. Routledge.
Ishii, R., Rohitarachoon, P. and Hossain, F., 2013. HRM Reform in Decentralised Local
Government: Empirical Perspectives on Recruitment and Selection in the Philippines and
Thailand. Asian Journal of Political Science. 21(3). pp.249-267.
Landers, R.N. and Schmidt, G.B., 2016. Social media in employee selection and recruitment: An
overview. In Social Media in Employee Selection and Recruitment(pp. 3-11). Springer
International Publishing.
Mahalakshmi, A. and John, S.F., 2014. A study on impact of recruitment and selection process in
organisational development of Tea plantation industries, Valparai, Coimbatore district,
Tamil Nadu. International Journal of Physical and Social Sciences. 4(12). p.1.
Miller, S. and Bird, J., 2014. Assessment of practitioners’ and students’ values when recruiting:
Sam Miller and Jim Bird explain how values-based recruitment is being used to create a
workforce that is suitable to provide the care required by the NHS.Nursing
Management.21(5). pp.22-29.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Online
Employment Law in the United Kingdom. 2014. [Online]. Available through:
<http://www.lexisnexis.com/legalnewsroom/labor-employment/b/labor-employment-top-

blogs/archive/2013/04/09/employment-law-in-the-united-kingdom.aspx>. [Assessed on
11th August, 2016].