Recruitment and Selection: Factors, Methods, and Benefits

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Recruitment and Selection

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Table of Contents
Learning outcomes...................................................................................................................5
1.1 Explain the organizational benefits of a diverse workforce 5
1.2 Explain the factors that affect an organisation’s approach to talent planning 5
1.3 Describe the factors that affect an organisation’s recruitment and selection policy 5
2.1Describe different recruitment methods and identify when it is appropriate to use them.6
2.2Describedifferent selection methods and identify when it is appropriate to use them. 6
3.1 Develop a job description and person specification for an identified role. 6
3.2 Select appropriate recruitment channel(s) and draft material to attract talented
individuals for an identified role. 7
3.3 Develop selection criteria and shortlist candidate applications for interview for an
identified role. 7
3.4 Participate effectively in a selection interview and the decision-making process for an
identified role. 7
3.5 Identify the records that need to be retained and write letters of appointment and non-
appointment for an identified role. 8
4.1 Explain the purpose, importance and benefits of induction to individuals and
organisations. 8
4.2 Identify areas to be covered by induction and the roles of those involved in an
induction process. 9
Activity 1...................................................................................................................................9

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Identifying and explaining 3 organisational benefits of attracting and retaining a diverse
and global workforce 9
Identifying and explaining 4 factors that affect a global organisation’s approach to
attracting talent 10
Describing 3 factors that affect a global organisation’s approach to recruitment and
selection 11
Describing the benefits of 3 different recruitment methods and 3 different selection
methods and when it would be appropriate for a global organisation to use them 11
Activity 2.................................................................................................................................12
Designing a job description and person specification for global generalist HR role 12
Compiling a suitable job profile/brief/advert for your recruitment campaign 14
Producing a short-listing matrix 15
Activity 3.................................................................................................................................18
Conducting an interview with your preferred candidate and deciding on whether to appoint
or not and justifying that decision 18
A suitable method to record the notes from the interview e.g. an Interview matrix and
scoring system 21
Compiling a letter for the successful candidate offering them the role and a letter to
unsuccessful candidates 21
Providing written detail of the legal requirements for retaining and storing recruitment
records on completion of the recruitment drive 23
Activity 4.................................................................................................................................24
Introduction 24

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3 purposes of induction 24
How induction benefits both the employee and the organisation 25
One day induction plan 25
References...............................................................................................................................27

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Learning outcomes
1.1 Explain the organizational benefits of a diverse workforce
A diverse workforce ensures cultural and religious diversity in an organization. It benefits the
organization as it allows the work environment to be safer and more secure for each
employee. All employees feel included by diversity and contribute different types of
perspectives and experiences. This increases an organization’s creativity as well as
productivity. Moreover, the diverse workforce also reflects better and effective
communication and work relationships across the office which is essential for learning new
things. It also boosts up the organization’s reputation in the industry (Derous & De Fruyt,
2016).
1.2 Explain the factors that affect an organisation’s approach to talent planning
Four significant factors that can impact an organization’s approach to talent planning is
economy, laws and legislations, training and development, and benefits packages. A
company may approach the available talents in the job market when the economy is down.
Thus, the employer can get hold of many talented workers at that time. When the economy is
good, the company may tend to train one of its in-house employees with special training to
create talent (Moayedi & Vaseghi, 2016). There are also legislations such as anti-
discrimination acts, social civility acts which ensure that the organization makes an equal
approach to everyone without any bias. Training and benefits packages offered by the
company also help to approach applicants.
1.3 Describe the factors that affect an organisation’s recruitment and selection policy
The organization’s recruitment policy is affected by government acts and personnel policies.
The available talents amongst the applicants or in the job market may also influence it.
Moreover, the job description and its requirements are bound to impact the recruitment policy
(Veluchamy & Krishnan, 2016). Since it is a global organization, they are likely to abide by

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all the legal requirements while shaping their recruitment policy such as anti-discrimination
and employment equality acts.
2.1Describe different recruitment methods and identify when it is appropriate to use
them.
Different types of recruitment methods involve recruitment agencies, online job portals or job
boards and press marketing. Online job portals are effective in terms of both time and money
(Wahyuningtyas, 2015). It helps to reach a global pool of talents and receive applicants from
all over the world. Press marketing is useful to aware people about the organization and its
activities. A recruitment agency is also effective as most of the recruitment processes are
done by the agency. Thus the company can be assured that the procedures are being followed
properly and it saves time. When a company wants to create a diverse workforce, an online
job portal is useful.
2.2Describedifferent selection methods and identify when it is appropriate to use them.
Interview, selection tests, and group activities are three different types of the selection
method. In selection tests, it is impossible for the interviewer to judge a candidate with any
bias and only judge them by their performance in the test (Uddin & Arif, 2016). The
interviewer can observe the candidates’ behavior, attitude and ability to manage a stressful
situation. In the interview round, the candidates are asked questions with more details. This is
helpful to understand which employee is serious about the opportunity as well as who will be
most suitable.
3.1 Develop a job description and person specification for an identified role.
HR generalist is being hired by the Schindler Tech Inc. the organization is spread globally.
Therefore, the applicants must be willing to travel and relocate as per company’s
requirements. The generalist will work under the HR manager and will report to him. The
employee will be responsible for overseeing the daily activities and performance of all