Comprehensive Report: Recruitment and Selection Strategies in Business

This report provides a comprehensive overview of recruitment and selection processes within a business context. It begins by identifying internal and external recruitment strategies employed by two organizations, Christ the King and Marks and Spencer, highlighting the reasons for vacancies a...Read More

RECRUITMENT AND
SELECTION IN
BUSINESS

Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1 ................................................................................................................................................3
P 1 Identify how two organisations plan recruitment using internal and external sources .............3
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities...........................................................................................................................................5
TASK 2 ................................................................................................................................................5
P 3 Prepare the documents used in selection and recruitment activities..........................................5
Task 3....................................................................................................................................................7
P 4 Plan to take part in a selection interview...................................................................................7
P 5 Take part in a selection interview...............................................................................................8
CONCLUSION ...................................................................................................................................9
REFERENCES ..................................................................................................................................10
INTRODUCTION

Human resource is a key factor of every organization. The successes of every organization
depend on skilled, innovative, creative and committed labour force. So every organization pays
their attention on their human resource or work force. As all organization like to get skilled,
innovative and creative labour force, the recruitment, selection and retention process is very
important for every organization. The recruitment of new member require different document, needs
to conform different statutory law, go beyond a sequential process of selection, etc. Mainly the
recruitment, selection and retention procedures are the tasks of human resource department of an
organization. The human resource department of an organization prepare required document to
select new member, take part in selection process by obeying various rules and regulation. This part
of the report discuss about the document need for selection and recruitment of new member of staff,
the impact of legal regulatory and ethical consideration to the recruitment and selection process, the
procedure of taking part in selection process and our own contribution to the selection process of
the organization.
TASK 1
P 1 Identify how two organisations plan recruitment using internal and external sources
Recruitment at Christ the King and Marks and Spencer In this task and identify how Christ
the King and M&S plan recruitment using internal and external sources (Kehoe, and et.al., 2013).
Reasons for Vacancies
There are many reasons why a business would want to recruit an individual to a position.
The individual that is being recruited for vacancy may be needed to work on a permanent or temporary. A
reason why an individual may be recruited is because they may be needed to cover another employee
when they go on maternity leave or if they are ill for a long time (Jabbour, and et.al. 2013).
Internal Recruitment
This is where the person that is being recruited to do the job will be taken from inside the
business. Therefore, the individual being recruited would already have an idea of the type of
business that they are working for the requirements needed to work there. (when recruiting internally&M&S
and Christ the King may decide to advertise a vacancy inside the organisation and if no suitable
employees apply for the job they will advertise outside as well (Marchington, et.al., 2016).
External Recruitment
External recruitment is the process of recruiting from outside a business. M&S and Christ
the King can do external recruitment by making use of consultants& job centres and recruitment
agencies. job centres is the place for employers to advertise vacancies& as this is where individuals

go to get advice on different jobs and the benefits of that job. Many job vacancies are also available
online for people looking for a job& making this method of recruitment is very common (Berman,
and et.al., 2012).
Considerations of External Recruitment:- Cost and Time External recruitment of
applicants is the process of recruiting employees from outside the business. Recruiting new
members of staff takes a long time and requires a lot of money (McDermott, and et.al., 2013).
Internal vs. External advertising
Internal advertising is the easier of the two types of advertising for a vacancy. This is because it
needs to be shown to employees who are already working for the organisation. This can take place at
Christ the King in a number of ways and these include the staff notice board& web page& email&
company magazine or staff meeting (Kehoe, and et.al., 2013).
External advertising is more complicated than internal advertising because it can be
achieved in a number of different ways. M&S use newspapers& radio or a poster on a window. They may
also choose to keep an up/to/date list of interested people to email. Online advertising can also be done
by M&S (Stone, R. J., 2013).
Methods of Application:-
 Online
 Telephone
 Letter
Christ the king
At Christ the King there is a job vacancy of a study assistant-. There may be a vacancy for
this job role because the college is getting busier and needs to find additional employees to work for
them and training and resources would be required by Christ the King.
Marks and Spencer
M)S have a job vacancy of Sales floor Customer Assistant-. There may be a job vacancy for
this role because someone has left to work for another business and a position needs to be filled.
Applicants would need to complete an online assessment which will involve a customer service
based situational judgement questionnaire (Hur, 2013).
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities

The recruitment and selection process is going beyond some statutory rules and legal
implication. When the human resource manager of Organization starts recruitment process, he/she
should be aware of some rule and regulation. Awareness of rules and regulation help Organization
to minimize risk, job posting, interview question, checking job offers, etc. There are different types
of law related with recruitment and selection process such as sex discriminatory act, employment
equality (age) regulation, etc. All organizations are bound to follow those laws (Cherian, and et.al.,
2013).
The impacts of legal, regulatory and ethical consideration to the recruitment and selection
process are described below:
Impact of sex discriminatory act:-Organization is bound to maintain the sex
discriminatory act. If any candidate is qualified for their job whether the person is male or female,
Organization is bound to recruit him/her. It cannot discriminate in the ground of sex (Jabbour, and
et.al., 2013).
Impact of equality (age) regulation:-Both young and old citizens get same benefit in
recruitment and selection process. If the human resource managers of Organization gives special
privileges to any of two group, it will be unlawful and break the provision of equality (age)
regulation (Cherian, and et.al., 2013).
Impact of law in Advertising stage:-When the human resource manager give
advertisement of job, he/she should make sure that it is not discriminatory against any sex, age,
race, ethnicity, gender, nationality, etc. He/she should make sure that advertisement does not break
the law. ThCherian, and et.al., 2013e advertisement process is going beyond obeying law (Jabbour,
and et.al., 2013).
Impact of law in Interview stage:- Interview process of Organization must obey the law.
The interview board should not ask any question that affect one`s religious view or nationality.
They should not use any sexist comment. They should treat people equally and avoid personal
baseness. They should not treat disable person in interview as a disable.
TASK 2
P 3 Prepare the documents used in selection and recruitment activities
Job Description
Title: Sales Assistants
Reports to: Manager
Location: Sussex, Midlands

Job Summary:-
Looking for someone to fulfil the job vacancy for a sales Assistant at Tesco. They need to be
approachable, friendly and punctual looking to exceed in giving customers relationship and helping
with enquiries on a daily basis. They need excellent organisation and communication skills. They
will need to answer direct face to face or on a phone regular basis, and greet callers using
professional language and positivity, maintaining a high profile of knowledge.
Date: 16/08/2017
Sales Assistants duties and responsibilities:-
 Sales and market work
 Deliver customers complaints and maintain good relationship
 Communicate efficiently and positively
 Mail and package delivery
 Manage and file documents
 Organise and tidy paper work
Requirements:-
Working experience of sales and customer relationship
Had exCherian, and et.al., 2013perience of market
Professional appearance
Ability to sale the product of the company
Person Specification
Job Title:- Sales Assistant
This candidate needs to be able to demonstrate the following core competencies to a high
level and use these to the full in their work. This is more important than having a great deal of direct
experience of the job content, and we will be looking for all the following requirements in a
candidate during the selection process, if you are short-listed.
Essential:
 GCSE in English Language
 Customer focus
 Ability to use knowledge about the market competitors

 Communication skills
 Ability to meet target of company and customer retention
Job Advert
Task 3
P 4 Plan to take part in a selection interview
Being a HR assistant firstly formulated recruitment plan, requited people, and now have to
plenty of people to choose from begin the selection process. The selection process refers to the
select able and qualified candidate for the required post in the organization. The time for all
involved in the hiring process to review resume, weight, the application, and interview the best
candidates takes away time that those individuals could spend on other activities (Cherian, and
et.al., 2013).
1 Preliminary Interview or Screening:-It is used to eliminate those candidates who do not
meet the minimum eligibility criteria laid down by the organization. The skills, academic and
family background,competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined how
much the candidate knows about the company (Kehoe, and et.al., 2013).
2 Application form:-The candidates who clear the Preliminary Interview are required to fill
application contains data record of the candidates such as details about age, qualifications, reason
for leaving previous job, experience, etc (Hauptmann, and et.al., 2013).
3.Comprehensive Interview:- Interviews are a crucial part of the recruitment process for
most organizations. Their purpose is to give the selectors chance to assess the candidate and to
demonstrate their abilities and personality. It’s also an opportunity for an employer to assess them
and to make sure the organization and position are right for the candidate. An interview is an
attempt to secure maximum amount of information from candidate concerning his suitability for the
job under consideration (Hur, 2013).
4.Technical Interviews:- If a candidate has applied for a job or course that requires
technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical interview
to test his/her knowledge. Questions may focus on the final year project and his/her choice of

approach to it or on real/hypothetical technical problems. It seen that the candidate proves
himself/herself but also they admit to what they don't know (Marchington, et.al., 2016).
5. Background Checks and Enquiries:- In the candidate’s application will be taken up and
a Security checks will be conducted. Security checks can take a while if the candidate has lived
abroad for any period of time.
6.Medical examination:- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.
7.Final Selection Decision:-Those individuals who perform successfully on the
employment tests and the interviews and are not eliminated by development of negative information
on either the background investigation or physical examination are now considered to be eligible to
receive an offer of employment. The actual hiring decision should be made by the manager in the
department that had the position open. A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter (Cherian, and et.al., 2013).
P 5 Take part in a selection interview.
After giving ads the following undertaking of human resource department is to participate in
selection process. The human resource manager plays a huge part in selection process. The selection
process is comprises of a few successive task. How the human resource branch of participate in
selection process is given below:
Selecting a recruitment and selection panels:- The human resource department chooses a
recruitment and selection board for selecting worker for arrangement. The individual from
recruitment and selecting boards are chosen by the human resource executive of Nestlé. Nestlé will
utilize three sorts of new staff. Along these lines, the human resource division chooses three
recruitment and selection board. In every board the chief of specific office in which new worker is
enlisted is available. The recruitment and selection board take the interview of new candidate
(Jabbour, and et.al. 2013).
Short listing:- Subsequent to getting use of candidates, the recruitment and selection boards
make a short rundown of candidates by utilizing distinctive short posting technique. Some well-
known short posting strategies are IQ test, taking examination by utilizing MCQ examination,
composed exam, and so forth. The short rundown of candidate ought to be given to the human
resource office as quickly as time permits. Subsequent to getting the short rundown the human
resource office mastermind meet for short recorded candidates (McDermott, and et.al., 2013).

Interviews:-The recruitment and selection boards of Nestlé take the interview of chose
candidates. In interview they made inquiry about themselves, their experience, their instructive
foundation, their experience, about their insight, and so forth (Jabbour, and et.al. 2013).
Appointment letter:- The recruitment and selection panels recommend for the applicants
who satisfy the selection panels by attaining minimum criteria for those jobs for final appointment.
The human department gives final appointment statement to those applicants who are recommended
by recruitment and selection panels.
In the assignment I participate in get ready archives vital for selection of workers. At
that point I offer notice to accumulate representatives. I likewise participate in selecting the
recruitment boards for selection of new staff for city connect. I assume my part in short posting
candidates and partake in giving interviews. I assume my part from get ready archive to select new
workers (Cherian, and et.al., 2013).
CONCLUSION
In this report it is concluded that human resource is very important term of the organization.
companies have good recruitment and selection policy depends on what they are doing. First of all,
application online help people easily to apply and attracting more people is due to developing of
technology nowadays. Secondly, advertising is good way to grab attention of people. The reason is
that most people like watching TV in leisure times. Although advertising is expensive in the short
run, we will have better results in the long run. If we have the right employee, they will contribute
to our company for a long time. Finally, when we have many applicants, using job specification and
description are the good ways to choose the right person for the right post of the organization.

REFERENCES
Books and Journals
Kehoe, and et.al., 2013. The impact of high-performance human resource practices on employees’
attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Jabbour, and et.al. 2013. Environmental management and operational performance in automotive
companies in Brazil: the role of human resource management and lean manufacturing. Journal of
Cleaner Production. 47. pp.129-140.
Marchington, et.al., 2016. Human resource management at work. Kogan Page Publishers.
Chelladurai, and et.al., 2017. Human resource management in sport and recreation. Human
Kinetics.
Berman, and et.al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Stone, R. J., 2013. Managing human resources. John Wiley and Sons.
Hauptmann, and et.al., 2013. “A brave new (digital) world”? Effects of In-house Social Media on
HRM. German Journal of Human Resource Management. 27(1), pp.26-46.
Thunnissen, and et.al., 2013. Talent management and the relevance of context: Towards a pluralistic
approach. Human Resource Management Review. 23(4). pp.326-336.
McDermott, and et.al., 2013. Promoting effective psychological contracts through leadership: The
missing link between HR strategy and performance. Human Resource Management,52(2). pp.289-
310.
Cherian, and et.al., 2013. A review of human resource accounting and organizational performance.
International Journal of Economics and Finance. 5(8). p.74.
Hur, Y., 2013. Turnover, voluntary turnover, and organizational performance: Evidence from
municipal police departments. Public Administration Quarterly. pp.3-35.