CIPD Level 5: Recruitment and Staffing Report for Business Analysis

This report focuses on improving recruitment and staffing within the HR department of a business organization. It begins with an introduction that emphasizes the importance of continuous improvement in HR, particularly in areas like recruitment and selection. The report then presents a literature review, exploring various strategies for enhancing the recruitment process, such as employer branding, social media use, applicant tracking systems, and college recruitment. It includes figures and diagrams to illustrate concepts like digital recruitment and the cost of recruitment. Following the literature review, a short critique evaluates the strengths and weaknesses of the reviewed research, highlighting limitations such as the lack of real case studies and generalized contents. The critique also discusses alternative research methods and their advantages. The report concludes by summarizing the key findings from the literature review and critique, reiterating the benefits of an optimized recruitment process and the importance of clear employer branding and professional job postings. It also mentions the limitations of the selected journals and suggests that descriptive data analysis using primary data could have enhanced the summative assessment. The report is intended for the line manager of a business environment to be submitted to the CEO.

Running head: RECRUITMENT AND STAFFING
Recruitment and Staffing
Enter Name of Student
Enter Name of University
Author Note

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Table of Contents
1. Introduction............................................................................................................................2
2. Literature review....................................................................................................................2
3. Short critique..........................................................................................................................6
3.1 Other research methods....................................................................................................7
3.2 Advantages of those research methods............................................................................7
4. Conclusion..............................................................................................................................7
5. References..............................................................................................................................9

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1. Introduction
Summative assessment can be defined as the type of assessment where an outcome
of a program is assessed. Continuous improvement is one of the main success criteria of
business organizations all over the world (Kammerer et al. 2019). There are numerous areas
of HR which must be reviewed and administered on a regular basis such as recruitment and
selection of resources, training and development of the employees, employee satisfaction,
labour laws and legal compliances.
The prime objective of this business report is to focus on the improvement of
Recruitment and Staffing which is one of the biggest areas of the HR department. This
report will be written for the line manager of a business environment who is supposed to
submit the report to the CEO of this organization.
2. Literature review
According to Knight, Moloney and Lugli (2019), development of a clear employer
brand and creation of professional job posts are the two ways to enhance the staff
recruitment process in a commercial establishment. The journal also stated that use of social
media can also be very much useful to identify the exact resources which are required in a
business environment. The journal highlighted that that both offline mode promotions as
well as the online promotions can play a leading role to enhance the staff recruitment
procedure in a business environment. The researchers provided an in-depth discussion about
how a commercial business environment can be benefitted from the digital recruitment
procedures (Wu 2019). The below diagram is very much useful to understand the
effectiveness of the online recruitment procedure in a detailed manner.

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Figure 1: Digital recruitment
(Source: Islam 2019)
The researchers highlighted that the inclusive and clear language are used to
improve the recruitment procedure of a business organization. On the other hand, there are
few challenges of this business process as well such as the lack of qualified candidates and
inefficient talent sourcing techniques which are deployed in the commercial environments.
On the other hand, as deliberated by Foster (2018), applicant tracking system can be
very much useful to enhance the recruitment procedure of a business organization. The
journal helped in understanding that exploring niche job brands can also be very much
useful to recruit high quality resources for a commercial establishment. This scholar helped in
understanding that referral schemes and cold calling techniques are the other ways by
which an existing recruitment process of a business can be enhanced.

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The selection of appropriate job titles is also very much required for improving an
existing recruitment procedure in a business environment. Detailed description of exact way
to improve an existing recruitment process was discussed by the scholars of this resource, the
step wise explanation of this process can be understood from the following pictorial
illustration.
Figure 1: Enhancing existing recruitment strategy
(Source: Bartlett, Milne and Croucher 2019)
Even though, as mentioned by Lorincová (2015), college recruitment procedure can
be very much useful for commercial establishments to identify young and agile resources
who can work in a corporate environment for a longer period of time. The journal highlighted
that projects where the new resource will work after the recruitment process must be stated
by the recruiters so that only the worthy participants can be chosen for the job. This journal
has successfully highlighted the cost of recruitment in both private and public sector
industries of Europe.

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Figure 2: Cost of recruitment
(Source: Holman and Schneider 2018)
The investigator of this journal provided a case study example of a commercial
establishment called Sympa which was established in the year 2005. The researchers stated
that this organization have successfully used the online recruitment procedure. The role of
recruitment managers is to monitor the resume of the participants who are applying for a job
in this organization. The detailed conceptual model which was explained in this journal is
given below.

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Figure 3: Conceptual model
(Source: Carver-Thomas 2018)
3. Short critique
The researchers of these journals highlighted the ways which can help commercial
business organization to enhance their business operations by recruiting high quality
resources, however, the contents of these journals are written mostly in a generalized
manner. There are very less real case study examples which support the discussions made
by the author. These papers lack critical analysis and lacks coherency as well. Both these two
journals considered secondary data collection procedure and the qualitative analysis were
performed in each one of them, at the same time it can also be said that the selection of the
primary data collection procedure from establishments who have used innovative ways to
improve the selection and recruitment procedure of a business organization.
The prime advantage of the selection of secondary data collection its reliability as
both these two journals are peer reviewed. The other advantage of this data collection
procedure is that it helps in addressing the gaps of the research. This data collection method
is also very much economical as compared with the other data collection techniques.

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Secondary data was used in each of these two articles and qualitative data analysis
technique is very much useful to examine the generalized contents of the secondary data.
The prime advantage of using the qualitative data analysis is that it helps in understanding
the deeper insights of a project; the interpretation procedure of this method is also very
much simpler as compared with the other analysis techniques. The behavior as well as the
perception of the scholars who have stated their opinion in these journals can also be
understood due to this data analysis technique.
3.1 Other research methods
Apart from this secondary method, it can be said that descriptive research method
supported by primary data can also be very much useful for this business organization to
understand the ways by which major commercial organizations enhance their recruitment and
staffing procedure.
3.2 Advantages of those research methods
There are numerous advantages relayed with this research technique such as analysing
the non-quantified topics (Dykes et al. 2020). The dataset of the primary data can be analysed
in an organized manner with the help of this research as well. This research method can play
a leading role to build a relationship between the different types of variables which are
considered while analysing primary data.
4. Conclusion
Organizational growth can be obtained if selection and the selection procedure of a
business is optimised and enhanced on regular intervals. Based on the literature review, it can
be concluded that clear employer brand and professional job posts are very much beneficial
to improve the recruitment procedure of a business. The social media platforms which are
used to selected new resources must have clear and inclusive contents. An existing

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recruitment strategy in a business can be enhanced with the help of appropriate job titles.
Young and agile resources can be recruited from academic institutions. The researcher
highlighted that the cost of recruitment of the private sector is more than that of the public
sector industries. The conceptual model helps in concluding that experience of the
participants, employer branding and recruitment process are very much related with each
other. The journals which were selected in this summative assessment considered secondary
data and qualitative analysis however, there were few limitations related with these journals
in terms of the generalized contents and lack of case study example. The reliability of these
journals is very much on the higher side as each one of them are peer reviewed. On the other
hand, it can be said that descriptive data analysis using primary data could have enhanced
using summative assessment. Descriptive research method can be very much useful to build a
relationship among the variables which has to be considered while analysing a primary data.

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5. References
Bartlett, R., Milne, R. and Croucher, R., 2019. Strategies to improve recruitment of people
with dementia to research studies. Dementia, 18(7-8), pp.2494-2504.
Carver-Thomas, D., 2018. Diversifying the teaching profession: How to recruit and retain
teachers of color. Palo Alto, CA: Learning Policy Institute.
Dykes, C., Glick, J., Abar, B. and Dozier, A., 2020. Effectiveness and Cost of Recruiting
Participants to a Research Registry Using an Emergency Department Research Associate
Program. Clinical and translational science, 13(1), pp.53-56.
Foster, D., 2018. Teacher recruitment and retention in England.
Holman, M.R. and Schneider, M.C., 2018. Gender, race, and political ambition: how
intersectionality and frames influence interest in political office. Politics, Groups, and
Identities, 6(2), pp.264-280.
Islam, Z., 2019. Overview of the HR recruitment of PR Department.
Kammerer, K., Falk, K., Herzog, A. and Fuchs, J., 2019. How to reach ‘hard-to-reach’older
people for research: The TIBaR model of recruitment.
Knight, L., Moloney, D. and Lugli, V., 2019. Merseyside Police: Digital Recruitment
Platform Evaluation.
Lorincová, S., 2015. The Improvement of the effectiveness in the recruitment process in the
Slovak public administration. Procedia Economics and Finance, 34, pp.382-389.
Wu, E., 2019. Developing Sympa's Online Recruitment Process Description.