Recruitment and Selection in Business

This document discusses the processes involved in recruitment planning in business. It explores how businesses plan recruitment using internal and external sources, with examples to support the answers. The document also analyzes the value of documents used during the recruitment process.

Unit Title:
Recruitment and Selection in Business
Unit Number:
12
NOTE ON PLAGIARISM
Projects must be all your own work and must not have been copied partly or entirely from any
other source, such as books, the internet or from other students’ work. If you wish to use another
author’s exact words in a short quotation this must be clearly marked up in inverted commas with
the exact source given, including page number, so that your assessor can clearly see which
words have been copied and are not your own. Just quoting references used at the end is not
sufficient.
Please refer to your Learner Handbook to read the centres plagiarism policy
LO1 – Know the processes involved in recruitment planning
(refer to page 8 of the Unit 12 Standard)
P1/M1/D1
You need to research two businesses of your choice and work through the questions below.
Use examples to support your answers
Organisation One
Organisation
Name
Top Golf
Identify how
they plan
recruitment
using
internal and
external
sources?
(in you answer
you should
identify and
describe how
this
organisation:
*plans its
recruitment
*advertises jobs
*asks applicants
to apply for
jobs)
{P1}
Topgolf is a global sports entertainment community, headquartered in Dallas,
Texas United States with locations throughout North America, Australia, UAE,
and the UK. They provide bays on their premises where customers play golf,
restaurants and bars, with music and entertainment. The company are always
recruiting frontline staff who are referred to as ‘runners.
They recruit regularly throughout the year to fill vacancies as they become
available. They have a recruitment policy and plan, and they organise recruitment
drives periodically to recruit into vacant positions.
When Topgolf wants to recruit staff into vacant positions, they must look to recruit
internal because, for example, if the of Team Leader for Runners position
becomes vacant, then Topgolf must recruit another person to fill this position.
Here, the business will not lose that much if the team leader is leaving, because
you can choose an internal member of staff. A runner which is working hard and
have all the skills needed to lead a team of runners.
Sources of recruitment used by management of Top Golf:
Internal sources:
InternalTransfer: The recruiting team of Top Golf shifts an employee from
existing job to another similar job at different department. The employee is
positioned at same ranks addition to same responsibilities.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
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Promotion: Using such source, management team of the company shifts the
staff member to a higher position in order to fill the vacancy. The employees are
promoted with higher responsibilities, more payments and carry better prestige or
status compared with the old. It is normally used as a reward by employers for
good performance
There are a few advantages and disadvantages to recruiting internally to fill open
positions within Top Golf.
Advantages:
 Recruiting persoennels internally reduces time to make hiring decisions
as hioring team of Top Golf are aware about the capabilities, skills of
exissting candidates and make fast decisions for filling open positions.
 Recruiting internally also cost less as while hiring candidates from teh
current ones, recrutining tem of same company do not have to post ads,
subscribe resume database and make further p[ayments to check the
backgrounds.
Disadvantages:
 When Top Golf recruits memebrs internally, it build resentment among
the personnels as wel as managers that makes them uncomfortable to
work.
 Recruiting internally also limits pooling applicants from outside that
results in missing chances to hire more qualified and skilled personnel.
At Top Golf, managers advertise the vacant positions through using several
methods for example, noticeboards, newsletters, internal transfers and E-mails.
The ways are discussed below:
 Internal Transfer: The recruiting team of Top Golf shifts an employee
from existing job to another similar job at different department. The
employee are positioned at same ranks addition to same responsibilities.
 Noticeboards: All the information about vacant job positions are
displayed at noticeboards outside each control rooms. Attractive posters
regarding vacant job positions at Top Golf are displayed on numerorus
notice boards.
Topgolf also uses external sources to recruit new members of staff into the
organisation. Using External Sources of Recruitment means hiring people from
outside the organization, in other words seeking applicants from those who are
external to TopGolf.
When a company recruits externally it is time consuming and expensive, because
of this, care should be taken in attracting the best applicants to apply for the
advertised positions. If you are recruiting externally you have more opportunities
for a fresh outlook on the industry that TopGolf need to stay competitive with
others. If you recruit externally you will bring fresh talent and ideas from outside
of the company, which will motivate the current employees to produce and
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Unit Title:
Recruitment and Selection in Business
Unit Number:
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achieve more for the company.
External sources:
Placement agencies: Recruitment managers of Top Golf coordinates with
external placement agencies to recruit suitable candidate at vacant position. The
placement agencies use tools along with techniques in order to filter resumes so
that they can send them to appropriate companies.
Employment exchanges: These are various offices run by government
authorities like Job Centres, that registers unemployed people together with
maintaining records of necessary information. Top Golf recruitment team make
contact with such authorities to fill up vacancies by selecting candidates from
employment seekers.
In 2019 the best way to recruit is online which involve searching and screen the
prospective candidates electronically. Online recruitment sites generate a lot of
traffic and is really important to spend time to find a reliable site to use it to find a
good job that you want. They allow job adverts to be posted so job seekers can
find new available positions. An example of a good site where people search job
in UK is indeed.com. This is the well-known online job portals in the UK. On this
site applicants are usually able to apply directly from the job portal.
Advertisements:
Advertising a job like TopGolf:
Topgolf advertises their vacant position TopGolf using newspapers, magazines
that have a good readership to have a high chance of receiving good applicants.
Most of the time adverts will put in a link to their company recruitment website so
applicants can apply for the specific job.The company publishes important details
of vacant positions in newspapers along with Journals so as to attract qualified
candidates to apply for the positions.
Various ways through which Top Golf can advertise jobs are the followings:
 Online Advert: Recruiting team can make an advertisement that can
speak all the information about the job. Making the ad in attractive manner
that can describe job responsibilities, important duties, brief description of
organisation and ends with clear direction regarding how to apply and
materials requirements like resume, refernces and work samples.
 Company website: The managers of the business concern can advertise
jobs through company website also. The managers of Top Golf can
displaying pop up ads on the website having full information about jobs.
 Newspapers: In newspapers also, job advertisemnets can be published.
There are various employment columns in all newsapers, company
managers can provide an article to publishing agency and they can further
publish them on numerous newspaer by highlighting the information about
job.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
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Organisation Two
Organisation
Name
Creams Cafe
Identify how
they plan
recruitment
using
internal and
external
sources?
(in you answer
you should
identify and
describe how
this
organisation:
*plans its
recruitment
*advertises jobs
*asks applicants
to apply for
jobs)
{P1}
Creams Cafe was founded in 2011 in the first store going live in March 2011. This
business has grown a portfolio of more than 68+ Stores across the UK. It is the
UK’s Leading Italian Gelato and dessert company.
Creams Cafe brand allow to grow as more Franchises looking at their business
wanted to invest into this lucrative market.
Creams Cafe is about serving the best Italian Gelato and Dessert across the UK
made from freshly imported Italian ingredients and products.
Some of the recruitment sources that are used by management of Creams Cafe:
Internal sources:
Job Posting: Using such recruitment source, managers of Creams Cafe hires
people from within the organisation. In this, job openings are published in intranet
as well as vacant positions are informed by head of departments.
Present employees: The management of Creams Cafe informs present
workforce about vacant position and further information are conveyed by
employees to their relations. The recommended people are considered suitable
as they have knowledge regarding the job requirements.+
Advantages and disadvantages to recruit internally:
Advanatges:
 When recruiting personnels makes provisions to recruit candidates from
the existing ones, it results in building trust culture that strengthens
employee engagement and further benefits in providing more
opportunities of Creams cafe personnels.
 Recruting internally also shortens onboarding time duration as internal
candidates are alsready aware about quick boardings and workings that
benefits in saving time to start working early.
Disadvantages:
 Hiring personnels for inside can results in creating stagnant culture at
Creams Cafe that can result in struggles to work with new ways and
more problems for leaders.
 Recruiting internally limits the aspects of seeking qualified personnels
from diverse potential talent pool for Creams cafe.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
12
External sources:
Campus recruitment: Such source is economical that helps in recruiting young
graduates having fresh blood and energy from educational institutions. The
recruiting team of Creams Cafe visits various public together with private
institutions so to conduct campus interviews.
Job fairs: The company conducts various job fairs to find skilled candidate.
Recruitment source reduces efforts and helps in finding more efficient candidates
for bulk requirements.
Various ways through which Creams Cafe can advertise jobs are the
followings:
 Billboards: Managers of the company contacts to billboard designers and
conceptualise their advertisisng campaingns by displaying jobs. With this,
managers can reach individuals and they can effectively communicate,
work and socialise.
 Job Centres: Through Job Centres, managers of Creams cafe displays
ads through following steps including choosing titles, appropriate tone,
honest description of vacany, realistic description of required qualities,
offering positions and providing suitable visibility of offers.
Creams Cafe managers are planning to recruit someone from internal and
external source in the way that who is new in the business will work and try to
attract customers to bring them to test the sweets and authentic Italian Gelato Ice
Cream and Dessert, in the way that the customers will and enjoy with friends and
family in their restaurants throughout the country.
Even if you recruit an internal or external, their business tries to find people which
have the skills to help the business to grow attracting more people and give them
professional serve and talk, recommendation of the menu etc. They want
someone which can see a career path, to bring the very best flair and talent to
join in the business being motivated and learning curve in a shorter period of
time.
Creams Cafe recruit more externally because they want to avoid the creation of
conflicts between the colleagues which this is an internal disadvantage of
recruiting. This is a disadvantage because can have a negative impact on morale.
For example, if you have someone in your mind which is more good than others
to become a team leader, the other staff who already apply for the next level,
team leader can feel you are simply paying them lip service and not recognizing
their hard work. This sounds like is not a big issue but if staff disgruntled and this
reduces team morale than your business really suffer. This is what happened in
the past at creams Cafe and they do not want to make that happen again, that’s
why they prefer to recruit externally because is an internal disadvantage
recruitment which will reduce your employee engagement it could ultimately
damage your bottom line.
To recruit externally at Creams Cafe, it opens the organization up to a large pool
of applicants which will increase the chances of finding the right person for the
job. Also, to recruit externally you might have a large chance to find someone
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Unit Title:
Recruitment and Selection in Business
Unit Number:
12
with experience from other jobs and having highly qualified and skilled candidates
who will help the company meet its diversity requirements.
Creams Cafe find more successfully to use external source, for example paper
advertisement in a magazine because maybe you have a good relationship with
them and automatically you have a higher chance of receiving applications which
will the attracted and apply.
Analyse the
value of
documents
used during
the recruitment
process
{M1}
Businesses rely heavily on documentation when they are recruiting new staff
and for that reason it is important that the documents they use are relevant for
the task of recruitment. Talent is an organisation’s greatest asset and as such a
lot of care has to be taken in appointing the right talent to the organisation. The
most commonly used documentation during recruitment that l will be writing
about are Job Adverts, Recruitment Policy and Procedures, Job description,
Person Specification, Application forms, References, and Contract of
Employment.
The documents that are used during recruiting process includes job description,
application form, covering letter, CV and person specification. All these have
huge values as job description helps applicants to determine that the role is
suitable for them with their skills addition to whether they should go for the job.
On other hand, person specidfication alos have huge value as it is important
element in recruiter toolbox that allos to share traits of ideal candidates. In
addition, coverinh letter are also used in recruitment process having values to
state the recruiters about position they are seeking as well as their
qualifications.
Recruitment Policy provides an overarching framework for the recruitment and
selection of staff. Ensuring the process is conducted in a manner that is efficient
and effective, whilst promoting equality and opportunity. The principles
underpinning a good Recruitment Policy will enable organisations to meet their
staffing requirements through a range of routes which, whilst allowing for
flexibility of approach, will also comply with relevant legislation like the
Employment Act 2008.
Job Advertisement
A Job advertisement is a print or an electronic notification of an intention to hire
someone to perform specific work in a position at a company or organisation.
Job advertisements are used by employers to request applications from the
public or targeted candidates. The Job Advertisement should give you an
overview of important information, like the job title, salary, snapshot of duties,
and the contact person and details about the job. Most Job Advertisements
have a specific period to apply and also specific application instructions for the
applicants, to follow. The importance of an advert is to attract the right people to
the organisation advertising the job
.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
12
-guideline oh how organisation conducts recruitment
-follow legal guidelines tends to
-Selection will be fair
3) job description/person specification- This are legal form
4) CV’s or job application form
5) Internal forms
Recruitment policy and procedure
Job advertisement:
Job description
Person specification
Some of the documents that are used in the recruitment process includes job
description, personal specification and many more. These documents have
significant values as job description helps in identifying characteristics,
requirements together with skills that are needed to fill the role. On the other
hand, person specification helps management of Creams Cafe to shortlist
applicants as well as identify the suitability of candidates for the job. Documents
in recruitment process are essential as they outline skills together with qualities
of candidates for the vacant position. The documents are importance as they
help the company managers to understand skills together with experience that
the candidate possess and will further help in enhancing organizational success.
Evaluate the
advantages
and
disadvantages
of using
external
recruitment
sources
compared to
internal
recruitment
sources
{D1}
The evaluation of internal and external sources of recruitment through
comparisons are the followings:
Internal sources External sources
Advantages:
 Reduces hiring time: Internal
sources reduces time period
of recruiiting teams by quickly
reacing to final decision
about the candidate within
organistaion who is suitable
for vacant position.
 Strengthen employee
engagement: recruiting
people internally aids in
providing more opportunities
and building trust among
personnels that strengthens
engagement of current
personnels towards
productivity.
Advantages
· Increases chances for better
skilled personnels: External
recruitment methods helps the
company to receive applications of
skilled personnels who have ability to
handle job positions whichj increases
chance to hire the best skilled
personnel.
· Lesser internal politics: With
external recruitment methods
candidates do not faces any sort of
internal politics that benefits the
company to hire by avoiding any
politics.
Disadvantages:
· Limits attracting fresh blood:
Recruiting internally limits the
capavity to attract fresh blood with
Disadvantages:
· Higher costs involved: External
recruitment sources are generally
costly to managers as they are in
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Unit Title:
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new skills and more capacities.
· Results in inflexible
organisational culture: Employees
when recruited internally, resists to
adopt new methods and wants to
work in old ways that causes
inflexible culture at workplace.
need to attract craetive minds that
requires more advertisemnts and
other aspects causing additional
costs to company.
· Issues of maladjustments:
when companies hires through
external recruitmnet sources, it
increases maladjustment issues as
new candidate is unaware about the
business environment and requires
more time to get adjusted.
LO2 – Understand the implications of the regulatory framework for
the process of recruitment and selection
P2
Explain the
impact of the
legal and
regulatory
framework on
recruitment and
selection
activities
(when giving
your answer
you also need
to make
reference to the
actual laws and
explain how the
legal and
regulatory
framework
impacts
organisations in
terms of
*Planning of
Recruitment
*The
documents
used
*The interview
Recruitment and selection activities have a huge impact in an organization
because it ensures that they choose the right person in the right position.
The recruitment process of Topgolf must comply with the various Laws and
Legislations of the United Kingdom and EU. These include legislation regarding
discrimination and equality and other ethical issues. If employers fail to comply,
then they will face the risk of drastic penalties.
The impacts of legal and regulatory framework on recruitment and selection
activities will be described below:
The Equality Act 2010 involve making sure that employers treat all staff and
prospective staff, equally and fairly, regardless of their disability, age, race,
gender, sexuality, religion and belief. So companies have the obligation and the
right to be able to put any essential resources in place for the prospective
employee, for example, using accessible premises during job interviews, to
accommodate disabled applicants. At the time of recruitment of staff, equal
opportunities are provided to people despite of their religion, by scheduling
interview appointments at a mutually convenient time.
The National Minimum Wage Act 1998 created in UK rules for salary depending
on age. This minimum wage is upgraded every year. Employers should comply
with this Act to avoid breaking the law and incurring huge fines. It is against the
law to advertise positions and pay staff below the minimum wage.
£7.50per hour for those of you that work aged over 25.
£7.05per hour for age between 21 and 24 years old.
£5.60per hour for age between 18 to 20.
People with fragile age are not able to work because they need to enjoy their life
and because this act want to protect children’s lives.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
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process)
{P2}
Sex Discrimination is when a person is treated less favorably than another
person in a similar situation. This is a treatment that cannot be objectively and
reasonably justified. For example, Sex Discrimination Act mentions that you
cannot prefer a woman or a man for a job because this would be discrimination.
The business should recruit the best candidate for a position, regardless of their
gender. If any recruiter is found performing discriminatory activities while
recruiting, they are dismissed from their job position. There are clear instructions
given by top level management at Top Golf to hire people on the basis of their
skills and potential to work rather than considering their gender.
Health and Safety Act at Work is very important in any business which provides
a safe work environment during recruitment and selection activities. This Act is
ensuring that the organization will provide a safe and healthy work placement
for all applicants and employees at the workplace. The company’s managers
provide healthy and safe environment to candidates at the time of recruiting
people. By valuing the time period and shared knowledge during interview the
managers provide suitable environment. At the same time, when any candidate
is not feeling well the Health and Safety procedure will be followed to ensure the
wellbeing of both the applicants and existing staff. During interviews at Topgolf,
applicants are shown the fire exists, toilets, and offered refreshments at the start
of interviews.
Disability Discrimination Act 1995- This is about the rights of people with
disabilities and this Act is to ensure that they do not suffer discrimination
because of their disabilities. This Act in 1995 had put the right of people with
disabilities in relation to employment, buy or rent property, education and
access to goods and services. Top Golf while recruiting staff members carefully
considers all the provisions made by the UK government under such Act and
does not perform any discrimination activity against people with any type of
disability. Infact, the company has various vacancies for such people.
The Race Relations Act- This Act it has a huge impact on recruitment and
selection process because here no company can judge someone’s credibility of
certain knowledge dependent on race backgrounds. If you discriminate
someone against any of these can lead the organisation at risk of legal
consequences. It outlawed discrimination on grounds of colour, national origins
and race at any organsiation. The recruitment team of Top Golf has adopted the
principles of this Act while recruiting staff so as to get skilled and appropriate
workforce.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
12
LO3 – Be able to prepare documentation involved in the selection
and recruitment process
(refer to page 8 of the Unit 12 Standard)
P3
You need to show you can prepare the documents used in selection and recruitment
activities
Imagine you are the recruitment manager at a company of your choice. Pick a role and
create the documents below
{P3} Create a Job Description for this job role
Job Title: Food and Beverage Floor Runner/Team Leader
Department: Food and Beverage
Salary: £7.83 an hour
Job Types: Part-time, Permanent
Location: Bushey Mill Lane
Job summary:
Organisation is looking for suitable candidates who possess skills in addition to knowledge
in order to perform business operations in an efficient manner.
If you love a busy atmosphere with amazing games and tasty food drink, at TopGolf you
will find this combination of 3 of the best aspects where you will enjoy an experience which
you can not find anywhere else.
If this sounds like something you would like to experience we would like you to apply now
and start your FOOD & BEVERAGE FLOOR RUNNER career at TOPGOLF!
What we’re looking for:
● Ensure you have a good transport to come to work all the time.
● Deliver food and drinks in a timely and professional manner to guests.
● You must be able to maintain the food and beverage area clean and tidy all the
time.
● You must have the performance of creating moments that matter to our guests
when they come in to enjoy the games.
● Providing the best hospitality even when is so busy
● You should be able to create a positive vibe on shift throughout your attitude.
● Have a self-motivation.
● Focus and work hard on your work section.
Duties and responsibilities for Team Leader:
To be responsible as well as accountable for various operations.
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Unit Title:
Recruitment and Selection in Business
Unit Number:
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Recruiting, developing and appraisal responsibilities.
Ensuring departmental strategies.
Behaving with employees in an ethical manner.
Providing guidance to employees to complete projects.
Making strategies to increase awareness of customers.
Managing day to day operations.
Preparing performance reports and conveying areas where improvements are required at
workplace.
In return we offer:
● Induction and training provided
● Professional development in our huge company
● 50% off food and 25% off drinks
● Discount on Topgolf, for friends and family across all UK Topgolf venues
● invite to our prestigious ‘Star Awards’
{P3} Create a Person Specification for this job role
(Your person specification must contain essential and desirable qualities)
Essential :
-1-year experience as a Team Leader for Food and Beverage. The post of Team Leader
for Food and Beverage requires 1 year of experience as to gain knowledge regarding how
to maintain service standards as well as becoming accountable to manage operations
along with staff members.
-must have the right skills and techniques for being a runner (Runners are front line staff)
-must have experience in resolving problems with customers
Desirable:
-to prove a successful and useful leadership ability in Food and Drink are in a way that will
help your business to improve step by step.
-ability to attract more people to come again to play golf, eat and drink.
-ability to coordinate and cooperate with other team members.
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-basic knowledge in health and safety for food and drinks area.
-honorable attitude towards the customers and other workers.
-ability to smile and encourage and motivate other workers.
-ability to self-motivate and to work on own initiative.
{P3} Create an Advertisement for this job role
Position Title: Food And Beverage Team Leader
Salary: 25:000 pounds per annum
Job Type:Full time (35-40 hours per week)
Job Location: Bushey Mill Lane
Contract Type: Permanent
The favourably candidate will obtain the following characteristics:
-strong communication skills with the customers
-powerful skill to resolve problems with the customers
-good skill to make people smile and feel good around you
-free golf games
- 25% discount to drinks and 50% discount to food
-strong leadership and motivational skills
- a minimum of 3 years’ experience in finance management in a large business which is all around
the world.
If you want to improve your skills and techniques and to have more control of your career in a
fantastic company, then our company is the best option for you.
We can offer you the chance to increase your salary if you demonstrate a higher experience in our
company.
Apply right now!
Phone number: 07367024517
Email: [e-mail]
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Unit Title:
Recruitment and Selection in Business
Unit Number:
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Unit Title:
Recruitment and Selection in Business
Unit Number:
12
LO4 – Be able to participate in a selection interview
(refer to page 8 of the Unit 12 Standard)
You need to prepare and take part in a selection interview(as an interviewer).
P4/P5/M2/D2
{P4} Create a PLAN below for a selection
interview you will carry out
Scheduled Interview Date: 26th February 2019
Interview Location: Top Golf
What I need to do and Why
Check who will be attending interview and check if it is needed special
conditions.
Set a date for the interview.
Check CV’s or Application Form and select a shortlist of applicants to
be interviewed.
Have a set of interview questions and all documents ready for the
interview by the 11th.
Book a room, documents ready, set the room up where is quiet with
good conditions and where you have accessibility.
Invite applications to interview (email, phone call, letter). Call them for
the interview and send them an email for being sure they know the right
date and they bring the right documents with them.
Take notes or record during interview
Tests- to see what skills he/she has (quiz). To see if she/he has the
right attitude to learn how to serve the customers.
Ready to answer applicant question.
Take part in a
selection
interview
{P5}
Assessor Observation
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Unit Title:
Recruitment and Selection in Business
Unit Number:
12
Analyse your own performance during the
selection interview
Analyse the
aspects of
your
performance
you feel you
did well and
why?
{M2}
The aspects of performance that gone well were the preparation before the
interview as it helped in conducting all procedures in appropriate format that
resulted in smoothly performing all activities within specified time period. Another
aspect that has gone well was usage of appropriate language that was
understood by interviewee as it helped in making the questions clear and
receiving appropriate answers. The areas that went well were preparing
interview, using appropriate language in interview that helped in leaving a good
impression on enterprise on the mindset of candidate. It also benefitted in
revealing professionalism standards that were expected by candidate.
Analyse the
aspects of
your
performance
you feel could
have been
improved and
why?
{M2}
The performance aspects that have been improved were time management as
while conducting interview the time took was too long that hampered other
functional activities.
The other perfromance aspect that canm be improved was indulging interview in
communication to get complete information as it will help in getting complete idea
regarding knowledge and skills of interviewee. It will further help in gaining more
knowledge about the candidate and making selection decision effective.
Another aspect that could have been improved was evaluation of interviewee
thoughts in better manner as there were some views that took a long time to
understand and evaluate.
Analyse how
you used
verbal
communication
during the
selection
interview
{M2}
After the interview, it has been analyzed that verbal communication was more
used in form of taking care about rhythm, pronunciation as well as intonations
and speaking with clear volume. The concentration was more on avoiding filter
words as well as sticking to the most important questions. Short as well as simple
sentences were used while questioning the interviewee. Several answers were
also given to make corrections in knowledge of the candidate and to clear their
thoughts. In addition, the benefits of using verbal communication were that it
provides understanding of communication that is delivered as well as making it
more clear when any doubts regarding interpretation of words. Further, verbal
communication benefits in reflecting confidence and demonstarting the words
effectively. In contrary, it requires more focus on what other is speaking and
results in having short time of longevity. Various things are forgotten while
communicating verbal that become difficult to recall.
Analyse how
you used non-
verbal
communication
during the
It has been analyzed that the use of nonverbal communication was through hand
shaking with interviewee, facial expressions, making eye contacts as to
understand the confidence level of the candidate, smiling and nodding, paying
close attention on interviewee thoughts, listening calmly to what the candidate is
speaking together with relaxing as well as lean forwarding little bit towards
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Unit Title:
Recruitment and Selection in Business
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selection
interview
{M2}
interviewer to make them engaged as well as stay interested. Non verbal
communication plays main role in selection as by noticing the aspects like
handshaking, body posture, facial expressions and clothing results in making
assumptions about the candidate. Such as clothing or outfits demonstrates the
interactive skills possed within candidate, limp handshake shows low confidence
along with low self esteem and sloppy posture demonstrates low energy with
carelessness. By carefulling ananlysing all these aspcts, non verbal
communication helps in making final selection decision.
While taking a seat, slouches were avoided and during the interview straight
posture was maintained. The hands were positioned on the table and sometimes
were folded on my lap or tabletop. While wrapping up the interview smiles were
shared.
Evaluate the
strengths and
limitations of
the process of
selection
interviewing
{D2}
Procedures of interview selection has some strengths that are selecting
appropriate candidate, collecting information, easy correction of speech, initiating
relationships, saves time as well as money of organistaion by carefully analysing
all the requred set of qualities and skills and exchanging together with increasing
knowledge while the limitations are that it lacks keeping all the necessary
records, based on snap judgements, effects interviewer's personality, incomplete
procedures, time consuming and uneconomical in nature. The interview
procedures require in-depth analysis and sufficient information that are the other
weaknesses.
References
https://topgolf.com/us/company/careers/
https://www.streetdirectory.com/travel_guide/20437/careers_and_job_hunting/
example_of_online_recruitment.html
https://www.linkedin.com/company/creams-cafe?fbclid=IwAR0T-
LJ8RucOjwZB6EH7FdcqktTbVxcLGmulKaDCGouVhcZfmUg4rCv-ky8
https://www.work.chron.com/job-advertisement-6654.html
https://www.hrsolutions-uk.com/national-minimum-wage-2019-2020/
For Assessor To Complete
FEEDBACK
Feedback #1
Feedback Date: 14 March 2019
Assessor Name: Korsima Lindsay
16

Unit Title:
Recruitment and Selection in Business
Unit Number:
12
Deadline date for feedback to be actioned: 21st March 2019
Maria,
You are way behind in this project. Please, as a matter of urgency, complete this project and re-submit for
marking by 21 March. Concentrate only on your passes at this point.
P1: Criteria Not Met
M1: Criteria Not Met.
Your answer for M1 is much too brief and does not quite answer the question either. Please refer to your
handouts and class notes.
P2: Criteria Not Met.
The legislation you have selected to write about are relevant to the question but you have not applied it to any of
the recruitment and selection activities like placing an advert, planning an interview and interviewing candidates.
P3: Criteria Not Met
This is incomplete
P4: Criteria Not Met
:
P5:
M2: Criteria Not Met.
This has not been answered.
Feedback #2
Feedback Date: 22nd April 2019
Assessor Name: Korsima Lindsay
Deadline date for feedback to be actioned: 29th April 2019
Maria,
You are on the right track with P1 for both of your organisations. The content is good but you need to explain
clearly the various internal and external sources of recruitment used by Top Golf and Creams. Researching
the companies you are writing about will help you with your project. Regarding P2, you need to show how
your selected Legislation impacts recruitment for your selected organisation. Concentrate only on your passes
at this point.
P1: Criteria Not Met
P2: Criteria Not Met.
The legislation you have selected to write about are relevant to the question but you have not applied it to any
of the recruitment and selection activities like placing an advert, planning an interview and interviewing
candidates.
Feedback #3
Feedback Date:13th September 2019
Assessor Name: Korsima Lindsay
Deadline date for feedback to be actioned: 21st September 2019
17

Unit Title:
Recruitment and Selection in Business
Unit Number:
12
P1: Criteria Not Met
Maria, to meet the criteria for this question please follow closely the guidelines in the comments.
P2: Criteria Met.
P3: Criteria Met
P4: Criteria Met
:
P5: Criteria Met. Well done on the preparation and execution of the selection interview you took part in.
M1: Criteria Not Met.
You need to analyse if the documents used for recruitment has value for the recruitment process. Include
documents like,
Job description
Person specification
Application Form
CV and covering letter
References
M2: Criteria Not Met.
Please follow the guidance in my notes.
D1: Criteria Not Met.
This section is just bullet points of advantages and disadvantages.It doesn't explain the points to arrive at your
conclusions. At this point concentrate on your PASSES and MERITS.
D2: Criteria Not Met.
This section is too brief to achieve a distinction. Please research and expand on your points.
Unit Title Unit 12 Recruitment and selection in business
Assessment Criteria
Grade E
v
d
e
n
c
e
L
o
c
a
ti
o
n
Pass Merit Distinction
Learning Outcome 1 : Know the processes involved in recruitment planning
P1: identify how two
organisations plan
recruitment using internal
and external sources
M1: analyse the value of
documents used during
the recruitment process
D1: evaluate the
advantages and
disadvantages of using
external recruitment
sources compared to
18

Unit Title:
Recruitment and Selection in Business
Unit Number:
12
internal recruitment
sources
Learning Outcome 2 : Understand the implications of the regulatory framework for
the process of recruitment and selection
PASS
P2: explain the impact of
the legal and regulatory
framework on recruitment
and selection activities
Learning Outcome 3 : Be able to prepare documentation involved in the selection
and recruitment process
PASS
P3: prepare the
documents used in
selection and recruitment
activities
Learning Outcome 4 : Be able to participate in a selection interview PASS
P4: plan to take part in a
selection interview
P5: take part in a selection
interview
M2: analyse own
performance in a selection
interview
D2: evaluate the strengths
and limitations of the
process of selection
interviewing
PASS
Overall Grade
Assessor
Name
Korsima Lindsay
Assessor
Signature
Date
Unit assessment and verification declaration
Centre No: 09368 Awarding Body: OCR
Qualification title: Introductory/Subsidiary Diploma in Business
Unit no: 12
Unit title: Recruitment and Selection in Business
Credit Value: 10
Candidate declaration:
I confirm that the evidence listed for this unit is authentic and a true representation of my
own work.
Candidate name:
Candidate enrolment number:
Candidate signature: Date:
19

Unit Title:
Recruitment and Selection in Business
Unit Number:
12
Assessor declaration:
I confirm that this candidate has achieved all the requirements of this unit with the evidence
listed. (Where there is more than one assessor, the co-ordinating assessor for the unit
should sign this declaration.)
Assessment was conducted under the specified conditions and context, and is valid,
authentic, reliable, current and sufficient.
Assessor name:
Assessor signature: Date:
Countersignature: (if relevant): Date:
(For staff working towards the assessor qualification)
Internal verifier Declaration:
This section to be left blank if sampling of this unit did not take place.
I have internally verified the assessment work on this unit in the following ways (please
tick):
□ sampling candidate and assessment evidence
□ observation of assessment practice
□ discussion with candidate
□ other – please state:
I confirm that the candidate’s sampled work meets the standards specified for this unit and
may be presented for external verification and/or certification.
□ Not sampled
Internal verifier name:
Internal verifier signature: Date:
Countersignature: (if relevant) Date:
20