Recruitment and Selection Process of Two Organizations

This assignment explains the recruitment process of two organizations, House of Frazier and Land Rover. It discusses how these organizations plan recruitment using internal and external sources. It also explains the impact of the legal and regulatory framework on recruitment and selection activities. The document further explores the documents used in selection and recruitment activities and provides a plan for participating in a selection interview.

UNIT 13. RECRUITMENT AND SELECTION

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
P 1 ...................................................................................................................................................3
Identify how two organisations plan recruitment using internal and external sources................3
P 2....................................................................................................................................................5
P 3....................................................................................................................................................6
P 4....................................................................................................................................................7
P 5....................................................................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
In this assignment, I am going to be explaining the recruitment process of two
organisations. Recruitment is the activity of employing workers to fill vacancies or enrolling new
members. Employment recruitment is composed of several stages: verifying that a vacancy
exists; drawing up a job specification; finding candidates; selecting them by interviewing and
other means; and making a job offer. Reasons to recruit people: Employees leave their job,
because they can find another place where the company will pay them better salary. Employees
leave for training to learn more about the department they work. Employees may have got a
suitable place for work. There are different reasons for an organisation to recruit someone;
Employee leaving, increased volume of business, Different work, Maternity cover, Sickness. The
other reason for employee’s leave is because of sickness, a time away from work caused by
illness, injury, or other form of incapacity, which means that an employee is medically unfit for
work. It depends how long the person is going to be off work.
P 1
Identify how two organisations plan recruitment using internal and external sources
House of Frazier (HOF) usually recruits internally, as this is a cost-effective and time-saving
method. If they choose to advertise internally, posters are situated within the staff room and
locker room where employees are most likely to see the advertisements. However, they do also
advertise their vacancies clearly on their intranet site for current employees if they wish to look,
but these vacancies can also be found by members of the public ‘externally’ on the House Of
Fraser website too which is also a fairly cheap process as it does not require a third party input,
which would usually be a job centre or newspaper, who could advertise on behalf of the
company. Advertisements can also be found in shop windows which along with other external
methods of advertisements can be costly. It is known that advertising internally for a vacancy in-
store is usually a quicker process than externally as the process consists of less filtration of
candidates and interviewing which as well can be costly to the company which could be an
opportunity cost, as this money could be spent on other expenditures such as bonus schemes and
better facilities for employees.

Land Rover
Land Rover is a British car manufacturer which specializes in four-wheel drive vehicles,
and are famously renowned for the creation of ‘off-road’ vehicles such as the Defender,
Freelander and now more recently the exclusive Range Rover collection. Land Rover has also
been recognized for the use of their vehicles in the military in the Gulf War and Korean War.
They also offer the service of international purchasing even though they are based in the UK, and
offer ‘test drive’ services to customers that visit the showrooms they have in the UK. To benefit
the customer Land Rover, offer financial services including insurance and Personal/Business
financial packages.
Employment recruitment is composed of several stages: verifying that a vacancy exists;
drawing up a job specification; finding candidates; selecting them by interviewing and other
means; and making a job offer. There may be many different reasons for a vacancy to arise in a
business. There could be temporary vacancies to cover long term sickness, maternity/paternity
leave or to cover busy periods for example Christmas. Permanent vacancies may arise due to a
member of staff leaving, a new role being created or the company is expanding and possibly
because of changes in the organisation. is a growing business where new contracts are always
being tendered for, this means that they will often be new sites where new staff will be needed,
although sometimes the staff who worked for the previous catering company will be employed
by company. Effective recruitment is important in achieving high organizational performance
and minimizing staff turnover. Employees may be recruited either externally or internally.1
Companies can choose to recruit internally, this is when they employ an existing member of staff
to do a different job, this may then mean that their previous role is then available and may need
to be recruited externally.

P 2
Explain the impact of the legal and regulatory framework on recruitment and selection activities
Employees must receive protection from this type of discrimination, victimisation and
harassment. Employees who believe they have been mistreated under the
Race relations act can take their employer to the industrial tribunal. Indirect and direct
discrimination can also apply to this act. An example of direct discrimination would be a job
advertisement stating that only black people can apply for that job. Indirect discrimination would
apply if you were discriminated on the grounds of colour or nationality. For example; a rule that
employees must not wear headgear could exclude Sikhs who wear a turban or Jews who wear a
yarmulke, in accordance with practise within their racial group. The next act which employers
must consider is the
Equal Pay Act 1970. This act forces employers to pay and women equally.
There are various laws which must be considered during the recruitment process which
includes legislation regarding discrimination and equality as well as other ethical issues.
Employers could risk heavy penalties if they were found to be breaching the laws.
The Equality Act 2010 brings together several old legislations together into one law. This
covers all aspects of discrimination in the workplace including age, sex, orientation, race and
religion. It also includes gender realignment and pregnancy and maternity. The Equality Act
covers 9 protected characteristics.; Victimisation occurs when an employer treats an employee
unfairly because they have brought a claim under the Equality Act.
The Sex discrimination act 1975/97 states that employees are protected from discrimination
based on their gender or sexuality under the Equality Act 2010. Protection from discrimination
applies to recruitment; terms of employment; access to training and promotion; access to
benefits, facilities/services and dismissal.
Employees must receive protection from this type of discrimination, victimisation and
harassment. Employees who believe they have been mistreated under the Race relations act can
take their employer to the industrial tribunal. Indirect and direct discrimination can also apply to
this act. An example of direct discrimination would be a job advertisement stating that only black
people can apply for that job. Indirect discrimination would apply if you were discriminated on
the grounds of colour or nationality. For example; a rule that employees must not wear headgear
could exclude Sikhs who wear a turban or Jews who wear a yarmulke, in accordance with

practise within their racial group. The next act which employers must consider is the Equal Pay
Act 1970. This act forces employers to pay and women equally. This includes all benefits and
aspects of pay. When the act was introduced in 1970, the gap between men and women was 37%
P 3
Prepare the documents used in selection and recruitment activities
It is unlikely that Land Rover have a high labour turnover as the manufacturing of cars is
a costly process already, and employees with specific skills and requirements are needed for the
manufacturing of the vehicles at all times. However, vacancies may occur within the car
showrooms which are not as important as the job roles within the factory. Reasons for Land
Rover and HOF may be the same, as they are within the same industry (retail). Vacancies may
occur if:
JOB DESCRIPTION FOR MANAGER
Essential qualification – MBA from a reputed university
Necessary skills – Good communication skills and knowledge of computers.
Experience – 2-4 years experience is essential
Preference - preference will be given to candidate having experience of working in the same
industry.
JOB RESPONSIBILITIES
 Allocating task and job responsibilities to staff members.
 Reporting to the top management.
 Conducting training and development programs for the staff members.
 Supervision of all the functional activities.
 Carrying out performance appraisal for recognizing good efforts of the staff members.

· A member of staff is transferred to another Land Rover Showroom.
· Or if an employee becomes ill and this has a long-term effect on the company, this
position will need to be filled.
· A member of staff retires; this position will need to be permanently filled.
· If an employee’s contract is terminated, this position will need to be taken.
· If an employee is promoted, their previous position may need filling.
If vacancies do for any of the above reasons occur within the business, Land Rover can
choose to recruit their staff internally or externally, this can sometimes be determined on the
importance of the job role, for example: If a managerial position became vacant, it may be wise
for Land Rover to promote or possibly demote somebody to that specific position, as they would
have the experience needed and knowledge about the company that is required. It may also
occur that more temporary staff are needed to work as sales assistants for example, if a new car
is being launched.
P 4
Plan to take part in a selection interview
What are the different reasons for vacancies at your company?
In the most cases when we search for new staff it is because someone is fired or did quit the job.
But it can also be that we place vacancies to find new staff for later in the future, give them a
training so they can get use to the system of how Vodafone works within the company. Another
reason is if we have a shortage in staff at one of the departments we place vacancies to fill the
shortage.
• What do you consider in order to make the decision to recruit?
What I consider is, well if it is important to recruit new staff/people than we should do that. But
there are also people who work at Vodafone who are multifunctional but a little bit lazy to do 2
different kinds of work for example: a manager can do administration and offer service in the

helpdesk but she doesn’t want to do that because than she works more than actually is expected
from her. So, my point is recruiting should only be done when it is necessary and we should
recruit the right people who like to work and not people who work just for the money.
• What is the procedure for internal recruitment/external recruitment?
As far as I know is that internal recruitment we don’t do that so often only if someone is
following an inside education that is supported with a Vodafone Budget. The reason why we
don’t do internal recruitment is because otherwise every low levelled employee would want to
level up within the company and then we are making differences between people who are
working already within the company. We only do external recruitment. We work with work
agencies like Tempo-Team, Studentenwerk and Randstad. Someone who works for Vodafone
will choose people who replayed on the vacancies of Vodafone. After that there is a meeting
with all the chosen people and the will talk about their experiences so far. Then there will be
another meeting with the person who works for Vodafone at one of the agencies and the
Manager of a department of Vodafone he will decide who will get a training and who isn’t. after
the training the manager will decide which people will get the job.
• If external: what media do they use?
External recruitment they use the internet and flyers. People who are member of an agency they
work for will get an e-mail or a text message. But we don’t any other media like Facebook or any
other spam commercials that will be a disadvantage for customers and other people and
Vodafone will get a bad image so that is not a smart solution to use.
P 5
Take part in a selection interview.
Underlying principles.
1.1 Both the applicant and labour organisation are aware that information available from
open sources such as the internet and information obtained from third parties is not always
reliable: if an applicant submits a written complaint to the labour organisation concerning
negligent, unfair or incorrect treatment, the labour organisation will respond to that complaint in
writing.

Recruitment.
3.3 If it is necessary to set an age limit, the reason for this restriction will be indicated.
3.5 the labour organisation will not require a passport photo of the applicant prior to the
applicant being invited for an interview.
Selection Phase.
4.3 the labour organisation may require that the applicant identify himself by means of
valid identification.
4.4 the applicant will provide the labour organisation with information that gives a true and
fair picture of his professional competence like education, knowledge and experiences and will
not withhold information that he knows or ought to know is important to the fulfilment of the
vacancy for which he is applying.
Further information.
5.1 if the labour organisation requires further information about the applicant from third
parties and/or other sources, it will request the applicant’s prior consent, unless this is not
required pursuant to a statutory or generally binding provision. The information can be obtained
must be directly related to the job vacancy in question and may not disproportionally violate the
applicant’s privacy. The applicant will be informed of any relevant information obtained from
third parties and other sources, including websites, explicitly stating the source of said
information. Such information will be discussed with the applicant.
CONCLUSION
In conclusion from researching a little into the background of vacancies and why they
occur within a business, it seems clear that the reasons vacancies occur are similar, but this
depends on the sector or industry that a business operates within, and this may lead to a differ in
reasons for vacancies. In terms of recruitment, the more cost-effective and time-effective method

of recruitment is Internal, but it seems that with External recruitment other benefits can be gained
too.
Employees must consider that they must not dismiss a woman because she is taking her
maternity leave, deny holiday or other contractual benefits, they must receive paid time off work
to attend healthcare appointments and must be able to return to the same job once they have
returned from maternity leave. Additionally, employers must consider that it is unlawful to
discriminate a potential employee, on the grounds of their pregnancy. However, it is usually the
case that employees will chose not to employee a pregnant woman, as they will have to find
cover once the employee takes maternity leave. It is therefore the case that pregnant women
notify their employees after they have taken employment. Overall, the business can benefit from
the compliance of the act, and create a profitable business.

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Online
Job Description and Person Specification. 2013. Carriers [Online]. Available through:
<https://www.northeastjobs.org.uk/Get.aspx?id=10373405>. [Accessed on 4 November
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Key legislation regarding recruitment and selection., 2013. [Online]. Available through: <
http://www.shef.ac.uk/hr/recruitment/guidance/keylegislation >. [Accessed on 22nd June 2015].