Job Application for Mortgage Advisor at Barclays PLC

This document provides a step-by-step guide for applying for the position of Mortgage Advisor at Barclays PLC. It includes job specifications, person specifications, application form, job advertisement, interview questionnaire, CV creation, and the interview and selection process. The importance of employee relations and employment legislation in HRM decision-making is also discussed.

THE JOB
APPLICATION

Table of Contents
INTRODUCTION...........................................................................................................................3
STEP 1.............................................................................................................................................3
Job specification..........................................................................................................................3
Person specification.....................................................................................................................4
Application form..........................................................................................................................5
Design a job advertisement..........................................................................................................6
Interview questionnaire...............................................................................................................6
Create a CV for the job position advertised by another group....................................................6
Complete an application form.....................................................................................................8
STEP 2.............................................................................................................................................8
Interview at least 2 candidates.....................................................................................................8
Score the candidates against the selection criteria.....................................................................10
Select a suitable candidate.........................................................................................................10
A job offer to the selected candidate.........................................................................................10
A justified decision of the candidate selected............................................................................11
STEP 3...........................................................................................................................................12
Analyse the importance of employee relations in respect to influencing HRM decision-making
...................................................................................................................................................12
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.........................................................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management is a department within an organisation in order to run the
entity in more effective and efficient manner. It is a kind of large department considering several
functions including HR planning, recruitment and selection, labour relations and so on. In
addition to this, HRM is the universal department that is required in each and every organisation
to determine the need and requirement of job in more effective way and has various functions to
perform like job analysis, orientation, recruitment and selection, quality of work life and so on.
In relation with this, each and every organisation needs skilled and knowledgeable workers and
this need is completed by HR department (Armstrong and Taylor, 2020). Therefore, they not
only recruit candidates but also guide and provide training to them regarding their working in
more effective way. Company considered for this report is Barclays PLC which is a British
multinational investment bank and financial service company, headquarter in London, UK.
Company is set up into four core businesses including, personal banking, corporate banking, and
wealth and investment management. In addition to this, report is going to cover about the
significance of employee relations and also identify the key elements of employment
legislations. Moreover, as a group job specification, person specification, application form,
designing a job advertisement and interview questions are developed.
STEP 1
As a group
Job specification
JOB SPECIFICATION
Position: Mortgage Advisor
Qualification:
 Certificate in Mortgage Advise and Practice (CeMAP)
 Diploma in Mortgage Advise and Practice (DipMAP)
Experience:
 Develop new mortgage based products and services.
 Developing strategic decisions in regard of mortgage products.
 Supervise both individual and corporate client relations.
 Basic customer service and support.

 Can take follow up on email enquiries.
 Introduce prospective customers to the mortgage products and services.
Skills:
 Computer skills
 Excellent communication skills
 Customer service
 Financial training
Responsibilities:
 Appointments with customers who are looking for mortgage.
 Reviewing for the existing customers and their mortgage.
 Completing mortgage applications and help customers in completing them.
 Talking over any kind of financial problems and issues with customers, if they are unable
to mortgage.
 Completing relevant paper work.
 Giving advice to customers.
 Discuss new products with existing customers at the end of cut off period.
 Organising for the relevant departments to assess properties in line with mortgage
industry.
Person specification
PERSON SPECIFICATION
Essential requirements:
 Worked with existing client base to analyse the prominent product and services resulting
for the long term holding or retention of client, increase revenues and profits.
 Review loans regarding the expectations and determine the overall condition to develop
compensate factors and also answer the general questions and queries that leads to
increase the approval rate.
 Demonstrate for the proficiency for the usage of technology and holding systems that
leads to contribute for the efficiency of workflow and productivity.
Desired requirements:
 Negotiate payment arrangements and also offer suggestions on how to meet the payment
obligations.
 Perform a thorough review regarding the loan servicing history and also provide
information on the status, transaction or account activity and other inquiries.

 Analyse all the prominent loss mitigation workout options and offer relevant information
to customers.
Application form
APPLICATION FORM
*Please complete the form below to apply for the position with Barclays PLC.
Full Name: _________________________________________________________
Current Address: _________________________________________________________
Street Address
__________________________________________________________
Street Address Line 2
______________________ _______________________
City State/Province
______________________ ________________________
Postal/Zip Code Country
Email Address: __________________________________________________________
Phone Number: _________________________ ____________________________
Area Code Phone Number
Applying for Position: ______________________________________________________
Start Date: _______________ ______________ _______________
Month Day Year
_______________________
Signature
Design a job advertisement
JOB ADVERTISEMENT
We’re Hiring!!
For the position of “MORTGAGE
ADVISOR”
You are extremely invited to our job fair.
Monday, May 4

12:30 – 2:30 PM and 3:30 – 5:30 PM
Venue: Barclays PLC, London
*Valid only for same day.
Interview questionnaire
An interview is a structure in order to start with the prominent conversation with the
participant to ask questions and the other one give answers to it (Bratton and Gold, 2017). It is
taken by two or more people termed as the interview panel to judge the knowledge, skills and
personality of candidate. Few interview questions for the post of Mortgage advisor are discussed
as under:
Q1. Which approaches you use to give advice to customers?
Q2. How do you gain trust of new customers?
Q3. How do you maintain client loyalty?
Q4. What is your experience level with reviewing and filing loans?
Q5. Tell me about the new suggested mortgage structure. What led to your decision?
Q6. What is risk layering?
Individually
Create a CV for the job position advertised by another group
CURRICULAM VITAE
Navvy Soy
125 Main street
London, UK 10045
[phone]
[e-mail]
SOCIAL MEDIA MANAGER
Summary: Creative, skilled on social media expert with minimum five years of experience to
manage the professional social media accounts.
Achievements:
 Enhance engagement of community of followers for clients.

 Develop inbound traffic for client’s website by up to 32 per cent.
 Create content for the websites of clients.
 Use analytics tools to boost the reach to website.
 Collaborate closely and thoughtfully with the web production team.
 Prominently create must follow social media feeds.
Professional Experience:
UYR TY Firm, New York, MD
SOCIAL MEDIA MANAGER (February 2018-Present)
Develop and manage online marketing campaigns for the company considering GYU Co., 145
Co., and KUI Co.
Notable Achievements:
 Develop and monitor benchmarks to measure the impact of social media programs.
 Collaborate with various functional units and heads to develop and manage
interdepartmental social media team.
ETT Health systems, London
MARKETING COORDINATOR (November 2016- February 2018)
Develop and manage the company’s first social media campaign to increase the web page views
by 32 percent.
Notable Achievements:
 Assembled and determine the sales, expenses and new business information to develop
quarterly marketing reports and deliver it thoroughly monthly determining the reports to
upper management.
EDUCATION & CREDENTIALS
FON University, Boston
Master of business administration (Specialisation: Marketing) 2016
Complete an application form
APPLICATION FORM
*Please complete the form below to apply for the position with Barclays PLC.
Full Name: William Marks

Current Address: 145, Muffin lane, London, UK
Email Address: [e-mail]
Phone Number: 698764386
Applying for Position: Social Media Manager
Start Date: 04/05/2020
William Marks
Signature
STEP 2
As a group
Interview at least 2 candidates
Interview of ABC
Interviewee: “Hello! Good Morning. My name is ABC.”
Interviewer: “Hello! Very Good Morning to you.”
Interviewer: “Which approaches you use to give advice to customers?”
Interviewee: “I would like to meet my clients in person to provide them proper details because I
believe that this approach is helpful for customers to get full understanding regarding their funds
and future goals.”
Interviewer: “How do you gain trust of new customers?”
Interviewee: “By listening the clients as I feel that they want to be understood and I also note all
their concerning priorities and work in order to address their requirements.”
Interviewer: “How do you maintain client loyalty?”
Interviewee: “I maintain it by developing and creating healthy communication with them and
taking regular updates as it is important and also contact them with proper updates.”
Interviewer: “What is your experience level with reviewing and filing loans?”
Interviewee: “In my previous job, I carefully approved many of the mortgages and record them
with government bodies. So, this proves that all of my mortgages were accurate and organised
with the event of audit.”
Interviewer: “Tell me about the new suggested mortgage structure. What led to your decision?”
Interviewee: “About a time my desk had loan to value but that was too high for the property
type. So, to eliminate this, I suggested a larger down payment.”
Interviewer: “What is risk layering?”

Interviewee: “Risk layering defines that when the borrower has various risks across its credit,
collateral and capacity as the layer of risk is too great for the collateral and offer sufficient cause
for the loan to be denied.”
Interview of HYZ
Interviewee: “Hello! Good Morning to all. My name is HYZ.”
Interviewer: “Hello! Good Morning.”
Interviewer: “Which approaches you use to give advice to customers?”
Interviewee: “I would like to give them advice on the phone call as it save my time and I can do
other work during this time.”
Interviewer: “How do you gain trust of new customers?”
Interviewee: “By giving them new advices and induces them to take mortgage loan.”
Interviewer: “How do you maintain client loyalty?”
Interviewee: “By communicating with them or sending gifts on any occasion.”
Interviewer: “What is your experience level with reviewing and filing loans?”
Interviewee: “In beginning my mortgages does not get approved and after sometime, only few of
them are recorded with government entities.”
Interviewer: “Tell me about the new suggested mortgage structure. What led to your decision?”
Interviewee: “I would like to suggest loan to value as the new mortgage structure because it is
quite high for the property type.”
Interviewer: “What is risk layering?”
Interviewee: “Risk layering is useful for the quantity of borrower’s risk and also put potential
impact on the lender that is helpful score to deny or approve mortgages.”
Score the candidates against the selection criteria
Basis of questions Score of ABC Score of HYZ
Q1. 8 5
Q2. 7.5 4.5
Q3. 8.5 5.5
Q4. 7 3
Q5. 9 6

Q6. 8.5 3.5
*Marking criteria is given out of 10.
Select a suitable candidate
By taking interview of both the candidates it is determined that “ABC” is more skilled and
knowledgeable in comparison to other individual as the whole panel give them same marks that
are matches with me and convinced to not to hire the other candidate on the grounds of poor
knowledge and performance. After determining the overall score given by the group, HYZ is
unfit for the post of Mortgage Advisor.
A job offer to the selected candidate
OFFER LETTER
Barclays PLC,
Dear ABC,
We are glad to inform you that you are hired in our organisation for the post of
Mortgage Advisor. It seems more interesting to work with your after knowing your personality
and skills. We are more impressed with your background and also like to formally offer you the
position.
This is a full time position from 5 days working and around 9 hours a day. Your
expected starting date is August 1, 2020 and you are asked to sign a contract with us at the
beginning of your employment.
We would like to have your response by June 1, 2020. Please feel free to contact with
us regarding any query via email or phone.
We are looking forward to having you in our team.
Best regards,
NHY
Individually
A justified decision of the candidate selected
By going through with the interview and scoring of both the candidates, it is analysed that
ABC is best for the post of Mortgage Advisor as he/ she is capable enough is to find the loan

according to the dreams of customers with proper potential downsides before hiring one. As he/
she can develop healthy and regular contact with lot of customers and lenders, and some of them
are those whom he/ she does not even know. ABC also steer the lenders from other agencies with
onerous payment terms buried on the mortgage contracts. In relation with this, he/she do enough
research before meeting the clients as per the past experience. An easy and quick way to get
sense of the average rates that is available for the kinds of mortgage regarding the search rates
online instead of mortgage calculator. In terms of this, some lenders want to work with more
exclusive mortgage advisor and for this, ABC is more fit as he/ she has fresh and new talent with
more creative and unique idea base to bring the sustainable clients. In terms of this, Brokers are
also capable and get special rates from the lenders because of the volume of the generated
business which might get lower. In terms of this, working with ABC can save time and improve
the productivity and reputation of company. Somehow take time to contact with lenders to
directly find out first hand availability of mortgage. But considering all the pros, the advisor’s
interest may not aligned with own in terms of this, customers only get the best deal from our side
and this is the guaranteed estimates. Moreover, to be an advisor various types of fees are
involved in taking a new mortgage or working with new lender considering originate fees,
appraisal and application and so on. Therefore, on the basis of our interview questions and
considering the decision of interview panel, ABC is best for the job position and it is decided on
the basis of his/ her skills, knowledge, personality and way to convincing to other people.
STEP 3
Analyse the importance of employee relations in respect to influencing HRM decision-making
Employee relations:
Each and every employees at the workplace has some good and healthy relationship with
influences them to work in more prominent and effective manner. But some of them do not share
healthy relations with other subordinates and employers as well which negatively impacts their
overall performance level and productivity of company (Bratton and Gold, 2017). Therefore, for
Barclays PLC it is important to have good and healthy relations with their employees and
subordinates as well in order to enhance the overall productivity and performance of company.
An isolated working conditions and environment demotivates employees and leads to develop

negative behaviour among them. Moreover, it is important that individuals need to get more
comfortable with each other and work collectively to achieve prominent goals.
Various issues which an individual cannot resolve alone: Each and every individual
need proper guidance and advice to their manager in bid to work in more effective and prominent
way. In terms of this, sometimes the workers come out with new and fresh ideas to achieve
targets and betterment of company (DeCenzo, Robbins and Verhulst, 2016). In relation with this,
it becomes the duty of the manager of Barclays PLC to give proper support to their employees
and motivates them to think more creatively. It is possible only when the employees and
employers have good and healthy relations with each other.
Reduce absenteeism: Many employees are more serious and passionate about their work
and it becomes possible because of having healthy relations with managers. If employees have
good relations with their employers then it leads to motivate them towards the achievement of
their desired outcome and develop satisfaction and motivation to work in more effective and
prominent way (Brewster and et. al., 2016). In relation with this, it becomes important for the
employer of Barclays PLC to have healthy relations with their employees in order to enhance the
productivity and overall performance of employees. It also leads to develop motivation and boost
the morale of employees to work in more efficient manner.
Avoid conflict: If employees and other subordinates has friendly terms with each other
then they tends to stop finding faults among each other and start adjusting with weak points with
the support of proper and healthy relations (Bailey and et. al., 2018). In terms of this, the
employees of Barclays PLC does not waste their time in more meaningless conflicts and disputes
as they know that it leads to impact their relations in negative way and decreases their
performance level. With good relations among employees of Barclays PLC, they feel free to
share their work and burden with each other that leads to increase the productivity of company as
well. In relation with this, the manager of Barclays PLC, divide the responsibilities and work
among team members according to their skills and qualifications.
Strategies for building and improving employee relations and engagement
Having strong and healthy relations with employees is significant to create strong and
healthy organisational culture. It describes that the better relations employees share with the
management becomes easier and better for the overall working environment (Jabbour and de
Sousa Jabbour, 2016). The goodness is with that even if the employees are lacking and does not

share healthy relations with each other, and then there are many ways to enhance and improve
employee’s relations and work on building a stronger bond. Some of them are discussed as
under:
Open communication: In order to develop any relationship, communication plays an
important role as employees spend their most of time at their workplace. So, in this context it is
important for them to feel comfortable with their manager and pursue their work on time. In
terms of Barclays PLC, it becomes the responsibility of their employer and managers to
communicate with their employees in more prominent way. Moreover, they also need to engage
their employees in work by having transparent communications as it is helpful in clarifying
things in more effective way that leads to develop overall performance and productivity of
employees (Banfield, Kay and Royles, 2018).
Show recognition: Employees relations can be develop by just giving prominent rewards
and showing simple gestures towards their employees as it leads to develop healthy relations
with the manager and other employees as well. In terms of Barclays PLC, they can use
appreciation and gratitude towards their employees as it reinforces good work and also
encourage others to work effectively. In addition to this, giving public appraisal is the great way
to show recognition as it leads to encourage the rest of team as well (Guest, 2017). Moreover,
rewarding a whole team and the culture of appreciation among employee and employer,
ultimately encourage employees to work in more efficient manner.
Constant feedback: Asking for the frequent feedback to employees on their work and
constructive criticism on those areas in which they need improvement leads to develop healthy
relations among employees and employers with team as well. In terms of this, the employees of
Barclays PLC also want feedback from their employees in order to learn something new, grow
and improve themselves. For this, the role of manager is to provide employees proper guidance
and instructions as they need to get their employees by providing feedback sessions on the
monthly or quarterly basis as by this, employees tend to learn new things for their development
(Brewster, Mayrhofer and Morley, 2016).
Promote work life balance: The work life of employees matters for them and influences
their overall performance. Healthy working environment give satisfaction among employees
about the flexibility that leads to develop productivity and performance among employees
(Delery and Roumpi, 2017). In terms of this, the manager of Barclays PLC, need to give healthy

working life to their employees as it tends to develop satisfaction and motivation among them
towards their work. Moreover, with balanced work life, employees tend to balance their both
professional and personal life that leads to reduce stress from their life.
Identify the key elements of employment legislation and the impact it has upon HRM decision-
making
Employee relations and the law
Employment relations are the legal link among the employers and employees as it existed
when an individual perform its work and giving its services to an organisation under certain
conditions in return of remuneration. In terms of this, there are numerous amount of employment
legislation that is significant to smoothly operate the company by following the legal terms and
conditions (Voegtlin and Greenwood, 2016). In relations with this, employment legislations
define the law that regulate subordinates who work within an organisation. By considering the
laws and legislations, these are pre defined in a way how company need to treat their
subordinates at the company. These laws put huge impact on the decision making of HR
department of Barclays PLC as they are more responsible regarding enforcing these laws within
the company. In terms of this, several laws are executed in Barclays PLC to develop healthy
working environment and coordination and cooperation among both employees and employers.
Few of them are discussed as under:
Sex Discrimination act, 1975: According to this, no organisation can discriminate among
their employees on the basis of their sex, race, and gender and so on. In terms of this, HR
department of Barclay PLC need to actively engage themselves in the complaint about any
discrimination and also responsible regarding the internal complaints committee. In terms of this,
if the HR manager is not become the part of complaint committee then the victim employees
must have knowledge regarding the laws and procedure of filing complaints about the happening
(Kianto, Sáenz and Aramburu, 2017). In context of this, the HR manager of Barclays PLC need
to actively participate in complaint process if this happens. Thus, company need to take strict
action in that case. It is the responsibility of HR manager to hire that specific person who does
not have any kind of negative issue on the grounds of this act and also instruct and spread
awareness about the act such as how to report and whom they should report.
Equal Pay act, 1970: According to this act, company must treat their employees in more
equal and fair way. In terms of this, both male and female employees need to get equal payment

regarding their work. Thus, there is no discrimination on the basis of their gender and if
employees partiality with them then they have right to file case against company (Shen and
Benson, 2016). It is important for the HR manager of Barclays PLC to offer equal and fair pay to
their employees within the organisation. Therefore, it becomes helpful for company in order to
take prominent decisions regarding the pay of their employees as for this, company offer equal
payment to those employees who perform same task regardless their gender.
Health and safety act, 1974: In accordance with this act, company need to ensure that
they are safer and secure for their employees and keep their details more confidential. This act
makes sure that healthy working conditions are offered to employees. It leads to motivate them
and also keep the surrounding clean in order to avoid harmful substances that impact the health
of workforce. In terms of this, it becomes the responsibility of HR manager of Barclays in bid to
offer healthy premises and offer safety measures by which they feel safer at the workplace.
Therefore, an organisation needs to take prominent decisions and take strict actions against those
people who are involved in the unethical practices within the premises.
Trade unions and workplace representation
Trade union is a kind of union within an organisation made up of members and its
membership mainly work for the workers who work at the lower level or might be exploited by
companies in terms of their rights, working hours and fair payment. Most of the trade unions are
independent and always try to make close relationships with employers to understand their view
point for their employees. This leads to develop a form of partnership agreement among the
employer and trade union in order to analyse the common interest and goals. In relation with this,
trade unions are responsible for:
 Negotiate agreements with managers on the grounds to working conditions and payment.
 Discuss prominent changes to the workplace considering the large scale redundancy.
 Discuss the view point and concern of members and employees with employers.
 Accompany members in terms of disciplinary and grievance meetings.
 Offer members with legal and financial advice.
 Provide educational facilities and prominent benefits to employees and members like
discounted insurance.
Collective agreements: It is considered as the oral and written contract agreement among the
employer and group of employers and with the union in order to negotiate on the behalf of

employees which is the union represents. In terms of respective company, collective agreement
consider wages, hours, benefits, rules and working conditions that are mutually agreed by
everyone else. This union offer the collective agreements in order to binding unless written
contract clause declared otherwise (Longoni, Luzzini and Guerci, 2018). In terms of this, after
the demise of the government, the law was reversed to reflect the tradition of company in terms
of industrial policy of legal absenteeism from the workplace disputes and issues. In relation with
Barclays PLC, this agreement is not enforceable as many of the terms are negotiated and related
with the pay conditions, holidays, pension and many more. It is also incorporated into
employee’s contract of employment agreement and the contract of employees that is enforceable.
Promote equality: Trade unions are the associations who actively fight against the
discrimination and also help to promote equal opportunities at the workplace. In terms of this,
the union representations are quite well placed in order to analyse the incidences regarding the
discrimination and work with employees to make sure that anti discrimination polices are
effectively executed and implemented (Budhwar, 2016). It is useful to make respective company
more attractive for the workers and also leads to enhance staff retention, absenteeism and
productivity and also leads to eliminate the management time to spend addressing about the
grievances. In addition to this, it also helps members to access education and training as the key
priority for the unions.
CONCLUSION
By considering the above discussion, it is analysed that HRM plays a significant role in
more effective working and conditions of the company. In terms of this to enhance the overall
reputation and goodwill of company, this department plays an essential role of the attainment of
desired goals of company. Moreover, this department has more function considering recruitment
and selection, training and development, job analysis, screening, performance appraisal and so
on. In addition to this, it is going to cover the various benefits of employee’s relations and
strategies to develop healthy employee relations. Despite from this, employment laws are
discussed along with trade unions and their impact HRM decision making. In addition to this, job
and person specification is developed with CV, application form, and offer letter and interview
questions.

REFERENCES
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