Comparative Analysis of Recruitment Processes: ASDA & LSEC College

This report provides a comparative analysis of the recruitment processes employed by ASDA and LSEC College. It begins by defining and differentiating between internal and external recruitment methods, outlining their respective advantages and disadvantages. The report then delves into the specific recruitment stages of both organizations, including job analysis, the creation of recruitment packages (application forms, job descriptions, and person specifications), advertising strategies (internal and external), and selection processes (appraisals, shortlisting, and assessment centers). The study identifies key factors influencing recruitment and selection decisions, such as cost, supply and demand, and the size of the firm. Finally, it addresses the legal, regulatory, and ethical frameworks that should be considered within the HR department during the recruitment and selection process, with a focus on ensuring fair and non-discriminatory practices. This document is a valuable resource for students, available on Desklib, a platform offering AI-driven study tools and past assignments.

A. Prepare a word document which investigates how two
organisations (one organisation should be ASDA- using the
Case Study provided on the VLE to support you) plan their
recruitment process, highlighting the factors which may
influence them to recruit and the implications of recruiting
internally or externally
Internal Recruitment can be defined as the process in which the
organisation completes the recruitment process within the organisation
such as by promotion, job rotation, demotion and some other means. The
examples of internal recruitment are presented as under:
Examples of Internal recruitment:
- promotion
- in-house
- notice boards
The advantages of Internal Recruitment are presented as under:
- cheaper to advertise
- the applicants already known to the company and are already known by the
company
- it can encourage career progression
The following are the disadvantages of Internal Recruitment done yb an
organisation:
- no new idea/blood
- the applicant's place would need to be replaced if they are successful
- it may cause problem between the previous staff members
External Recruitment can be defined as the process with the help of which
an organisation makes the fill the vacant posts in an organisation by
making use of external sources or outside the organisation such as with
the help of newspapers, advertisements, hoardings, bill boards, etc. The
examples of External Source of Recruitment are presented as under:
- Headhunting
- Recruitment agency
- Job centre
The advantages of external recruitment are presented as under:
- new idea/blood
- possibility for new skills to be brought into the business

- higher number of applicants applying
The disadvantages of external recruitment are presented as under:
- more expensive to advertise
- they applicants may not be as good in person as they said
- it's a longer process

Asda
Stage 1- The first step to Asda’s recruitment process is to do a job analysis to see where in
the business they need to hire more staff, whether it is the HR department, the finance
department or the shop floor worker. It all start with analysing the business and the job
vacancy. The main reason why Asda would do this is because they want more customer
satisfaction which could later lead to them increasing their market share. So overall it can be
said that knowing about the vacant post and in which department is the most important
task that will decide about the future activities related to the recruitment process.
Stage 2- Once they have worked out what department needs a new staff, they will then
create a recruitment package which consists of: application form, job description and
person specification and is sent to the desired candidates who could fill up the vacant posts.
The Application form gives information to the potential employee about what the job
actually involves and the types of responsibilities and duties that will be expected from this
role. The key element in the job description are the title of the job, the department the job
is in, who you report to, your responsibilities, the scope of the position, education and
qualification and last but not least the date it was issued. These information should be filled
up by the candidate.
The Job Description gives information to the potential employee about what the job
actually involves and the types of responsibilities and duties that will be expected from this
role. The key element in the job description are the title of the job, the department the job
is in, who you report to, your responsibilities, the scope of the position, education and
qualification and last but not least the date it was issued.
The Person Specification give information to the potential employee about the type of
person that the business is looking for, for the role. It gives a list of requirements pertaining
to the person doing the job. At the start it will give an introduction about the job, such as
the job title, post reference number and management responsibilities: including who you
need to report to and who you are responsible for. After all of this it will then structure the
attributes that the business wants the applicant to have, such as they personality type or
intelligence level. They will also tell you about the qualification, skills and experiences that
are essential, desirable or can be improved while in the business.
These would tell the applicants what the employer is looking and this will also help the
employer select the applicants who best match the requirements.
Stage 3- When the job description and person specification has been created, Asda would
then advertises the job internally (in the business) and externally (outside of the business).
They use this method to retain staff (which would save them money) and to attract new
people to the business (which would cost them more money, but they would have fresh
blood and a new perspective to the business). To do this they advertise on their websites
and other recruitment websites such as glassdoor and indeed. They would also use a
personal website so that the staff that work there already can see it, they would probably
also have it advertise in their staff room.

Stage 4- When Asda recruits internally, an appraisal is used in the selection process. This
is where the employee would discuss their progress, performance, skill development, other
development opportunities that they could have with their manager. This allows colleagues
to gain new skill that would allow them to move up within Asda.
Stage 5- All the applications are registered through Asda’s online recruitment system,
then the HR team shortlist the applicants that meet certain requirement. The HR
department would then inform the applicants whether they have been successful enough to
get to the interview stage or they could be asked to visit an assessment centre, so that they
could do tests such as the aptitude test or the psychometrics tests. The assessment centres
know as either ‘Asda reality’ or ‘Asda Magic’.
Stage 6- Asda is committed to employing the best possible people for all its vaccines,
meaning they look for the largest possible talents both internally and externally. Asda makes
sure that there is no sort of discrimination where it is about age, gender, ethnicity, disability
and sexual orientation when recruiting, which makes the applicants feel more welcomed to
the business.
LSEC College
Stage 1- The first step to LSEC recruitment process is to do a job analysis to see where in
the business they need to hire more staff, whether it is the HR department, the finance
department or the teachers. It would all start with analysing the college and the job
vacancy.
The main reason why LSEC colleges would want this is because, .....more customer
satisfaction which could later lead to them increasing their market share.
Stage 2- Once they have worked out what department needs the new staff, they will then
create a recruitment package which consists of: application form, job description and
person specification.
The Application form gives information to the potential employee about what the job
actually involves and the types of responsibilities and duties that will be expected from this
role. The key element in the job description are the title of the job, the department the job
is in, who you report to, your responsibilities, the scope of the position, education and
qualification and last but not least the date it was issued.
The Job Description gives information to the potential employee about what the job
actually involves and the types of responsibilities and duties that will be expected from this
role. The key element in the job description are the title of the job, the department the job
is in, who you report to, your responsibilities, the scope of the position, education and
qualification and last but not least the date it was issued.
The Person Specification give information to the potential employee about the type of
person that the business is looking for, for the role. It gives a list of requirements pertaining
to the person doing the job. At the start it will give an introduction about the job, such as
the job title, post reference number and management responsibilities: including who you

need to report to and who you are responsible for. After all of this it will then structure the
attributes that the business wants the applicant to have, such as they personality type or
intelligence level. They will also tell you about the qualification, skills and experiences that
are essential, desirable or can be improved while in the business. It is important for the
applicants not to have the maximum specifications but to have the minimum passing
specification at least to apply for the job.
These would tell the applicants what the LSEC is looking and this will also help the LSEC
select the applicants who best match the requirements.
Stage 3- When the job description and person specification has been created, LSEC would
then advertises the job vacancy in the college and outside the college. They advertise inside
the college so that they can retain some of their staff and it would also save them some
money that they would have used to advertise outside of their business. On the other hand
they advertise outside of LSEC because it means that they have someone with a new
perceptive coming into the business and having new ideas. Even though it might cause more
money for them to advertise and promote the vacancy. They would advertise in the college
to see if a staff that is already there wants the role, they would do this by advertising in their
staff room, notice boards and a special websites that is just for all of the staff in the college.
They would advertise outside the college to see if there are any qualified people outside of
the college that might want to apply.
Stage 4- When LSEC recruits internally, an appraisal is used in the selection process. This
is where the employee would discuss their progress, performance, skill development, other
development opportunities that they could have with their line manager. This allows staff to
examine their progress in LSEC so far and any skills they have learnt along the way that
could help them when moving positions.
Stage 5- All the applications are registered through Asda’s online recruitment system,
then the HR team shortlist the applicants that meet certain requirement. The HR
department would then inform the applicants whether they have been successful enough to
get to the interview stage or they could be asked to visit an assessment centre, so that they
could do tests such as the aptitude test or the psychometrics tests.
Stage 6- LSEC Colleges are committed to employing the best possible staff for all its
vaccines. LSEC are not fond of discrimination so they are not going to judge you based on
your age, gender, ethnicity, disability and sexual orientation when recruiting, as long as you
have the qualifications and skills that are wanted and needed.
Factors Influencing the Recruitment and Selection Process of
ASDA and LSEC Colleges:
The discussion of the factors influencing the recruitment and
selection process of ASDA and LSEC Colleges are discussed as under:
Cost: The first factor is the cost as the newspaper advertisement will cost
lesser than as compared to the television advertisement.
Supply and Demand: In case the demand of the labour are high, than it
will be lesser possible for the company to get skilled employees for the

organisation and in case the employees supply and demand are low than
they will be easily available to the employees.
Size of the Firm: Depending upon the size of the firm also impacts upon
the choice of methods of recruitment and selection. As the small firms will
use less costly methods of recruitment and selection and big firms will use
more costly methods of recruitment and selection.

B. Prepare a flow chart or a table for the Human Resources
department explaining the key legal and regulatory
framework along with any ethical requirements which
should be considered in the recruitment and selection
process
Rules and
Regulations
Description and ethical requirements which
needs to be considered in the recruitment
process
Equality Act 2010
- Race
- Age
- Disability
- Discrimination
- Gender
- Religion
When you don’t give someone a chance or the job because of
these aspects. We all have an equal chance especially if we
have the same qualification and skills.
For example in the interview stage, when the employer has
seen that the applicant is black or that they are disabled, they
can't know said that they cannot get the job because he would
have discrimination on their race or disability.
On the other hand there is positive discrimination, but this is
when the employer has stated in the job description that they
need some who is mobile because they job who recruit them
to be moving things around.
Right to work This law is for the employer to check that the employee they
have or are going to hire have the right to work and have the
right documentation provided with them.
European Working time
Directive
People under the age 18 can work up to 40hrs a week whereas
people over 18 can work up to 48hrs a week.
When a business is creating a job description the HR
department has to put the correct information for the working
hours for the potential applicants.
National Minimum Wage The minimum wage for workers per hour:
Aged 18-20 is £5.90
Aged 21-24 £7.38
Aged over 25 £7.83
For example, when a company/business is in the selection
stage of their process, they have to check the applicant’s age in
order to find out how much they need to get paid.
The minimum wage depends on the workers age. If the
employer refuses to pay the minimum wage then the
employee could file the complaint and then HMRC can take
them to court, if that is what the employee wants as well.
During the recruitment process there would be a contract that
the employee would have to sign. The employee would have to
make sure they read this very careful because it states
everything from the hours they would be working to the

minimum wage they are entitled to.

C. Berkley Homes is planning a recruitment drive for their
September intake for the college leavers program. The
planned roles, are HR Administrator, Accounting Clerk and
Marketing Officer, they have requested that you prepare
professionally finished documents including an advert, a job
description and person specification for one of the roles.
These should be supported by an application form, CV and
covering letter for the identified role.
Advert
Greetings from the Berkeley home
group, we are currently looking for a
Marketing Officer to join our group.
Think you could be the one to fill this
role, Apply now.
To find out more, please visit our
website:
https://www.berkeleygroup.co.uk

Marketing Officer
Berkley’s Home, London, UK
£23,500 per annum
About
The Berkeley group is prestigious British property Development Company
founded in 1976. Our group has built 19,000 homes and counting across
the UK within the last 5 years. Our company the Berkeley Group strives to
build amazing buildings. Employee satisfaction is at the foremost
preference for Berkeley.
Role and responsibilities
The role of a Marketing Officer in our company will allow you to use and
develop the skills you already have. You will also monitor marketing
strategies, policies and control the working of the employees of Marketing
Department to insure our companies increase their sales with the help
from the different departments in the company.
The Key roles and responsibilities are:
 Creating marketing plans towards an increase of promotional
activity within the company, having a positive effect on sales.
 Using various social media platform and digital software to create
and advertise promotional material
 Monitoring marketing strategies and performance
 Working with the different departments within the firm as part of a
team
 Managing the media schedule - thinking of innovative ways to market the
development via press, outdoor media and digital media, to include social
media
 Developing and managing digital marketing campaigns using
GoogleAnalytics, Web trends, SEO and PPC to access their impact tracking
conversion rates and web traffic.
 Thinking of innovative UK events, planning and executing these.
 ICM management of the Berkeley Homes Website.
 Monitoring the working of the employees of Marketing Departments
 Guiding and controlling their work performances
 Submitting weekly performance of the employees of the company.
Personal specification
 Bachelor’s degree or above in Marketing
 3 years’ work or experience in Marketing
 Good communication skills
 Leadership skills and Team working skills