HR Practices: Recruitment and Selection Process for Marketing Manager

This report analyzes the recruitment and selection process for a Marketing Manager at Cosmos Enterprise. It begins with a job specification outlining academic qualifications, duties, responsibilities, personal attributes, experience, and essential and desirable skills. A sample Curriculum Vitae (CV) is provided, followed by detailed selection criteria focusing on educational level, work experience, communication skills, marketing knowledge, and personal attitude. The report then explores the importance of fair HR practices, emphasizing unbiased selection methods and the need for validation research. It highlights the significance of adhering to local legislation and using standardized interview questions to ensure a fair assessment of candidates. The conclusion underscores the importance of effective recruitment and selection in human resource management and its impact on organizational productivity. The report references several academic sources supporting the discussed concepts.

RUNNING HEAD: HR PRACTICES 0
HR practices: REcruitment and selection Process
Student’s Details-
DECEMBER 11, 2019

RECRUITMENT AND SELECTION PROCESS 1
Introduction
Recruitment and selection are the important process of the human resource management
which relates to the increase the employee strength of the organization for meeting the
strategic goals and objectives (Heilman, et al., 2015). It is concerned with the process of
screening and shortlisting the right candidate for filling up the vacant positions. Here, the
essay is based on the portfolio documents that are required for the recruitment and selection
of the Marketing Manager for Cosmos Enterprise.
Part A:
Job Specification
Job specification includes the list of skills and knowledge that are required for the particular
position (Baker, 2017). It is the document prepared through the method of job analysis
detailing the roles, task and working conditions concerned with the job (Lukito, 2019).
Human resource management of Cosmos Enterprise need to recruit the right for the job
position of Marketing Manager will put up advertising for selecting the right candidate with
the appropriate skills. The following Job Specification can be used by Cosmos Enterprise for
filling the job position of Marketing Manager:
Post: Marketing Manager
Responsible To: Head of Marketing
Salary: £30,000 to £34,000 per annum
Hours: 20
Tenure: Permanent
ACADEMIC QUALIFICATIONS

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Master of Business from the renowned college or university along with specialization in
marketing.
DUTIES AND RESPONSIBILITIES OF MARKETING MANAGER
 Deploying successful marketing campaigns for the organizational productivity.
 Making experiments with the organic and pain acquisitions channels.
 Building relationships and partnerships with the agencies and vendors.
 Doing market research and altering marketing campaign accordingly.
PERSONAL ATTRIBUTES
Fair communication skills
Honesty and Hard working.
Innovative
EXPERIENCE
Two years of experience in the marketing field is required.
PHYSICAL APPEARANCE
Good health, Outgoing personality and confident.
List of Essentials and Desirable Skills
ESSENTIAL SKILLS
 Attitude of learning and must demonstrate the ability of marketing experience.
 Strong knowledge of the web analytic tools.
 Up to date with the trends and competitive moves into the concerned industry.
DESIRABLE SKILLS
 Membership of relevant professional organization.
Further, following is the Curriculum Vitae (CV) for the job position of Marketing Manager:

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CURRICULUM VITAE (CV)
Charles Barnes
39, Lunnock Street
Edmonton, London.
Telephone: [phone]
Email address: [e-mail]
PERSONAL PROFILE
I had worked in a renowned organization where I had worked for two years and had made
several marketing campaigns for my company and successful led them through the skills
and efficiency. I am honest and hardworking personality. I have also managed certain
events in college which I have managed effectively at that time.
EDUCATION AND QUALIFICATION
Master of Business from Harvard University.
WORKING EXPERIENCE
Marketing Specialist 2016 to 2018 Sainsbury’s, London
INTEREST AND HOBBIES
I have keen interest of reading books, travelling and cooking.
REFERENCES
Available on request
Interview Selection Criteria
Selection criteria decides whether the employee will be selected by taking into account job
specifications (Stephenson-Famy, et al., 2015). It is mandatory to select the right job
applicant that has relevant skills in order to increase the quality and decreasing the ongoing
cost involved in the recruitment procedures. This can subsequently make effective
recruitment and selection process that can reduce the potential risk (Kristensen & Ravn,
2015). The following is the selection criteria for the selection of Marketing Manager:
SELECTION CRITERIA:

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1) Educational Level: Masters in Business in marketing or related
field.
2) Previous Work Experience At least 2 to 3 years of experience as a
marketing specialist.
3) Communication Skills The candidate should be able to
communicate with the clients fluently.
4) Knowledge of Marketing Basic knowledge of marketing areas.
5) Attitude Confident, Discipline, having respect and
honest.
This enables the organization to select the right candidate for the appropriate job position.
Part B
For ensuring good conditions of new applicants or employees, it is important for the
organization to make the human resources practices effective for the proper selection of
deserving candidate through the efficient process of recruitment and selection. There are
certain things that are needed to be ensured when the employee is being selected into the
organization for the making fair judgements in terms of the selection (Preuss, 2016). This
includes the adoption of human resources practices that can be the use of unbiased practices
for the selecting the suitable candidate. This includes the assessment of the selection criteria
that will be judged on the basis of the content validity which includes the ability of the
candidate to be involved. Further, assessments can be made through the construct validity
which includes the measurement of relevant traits.
Furthermore, during the assessment, it is important for the organization to give unbiased
feedback while rejecting any candidate and giving the right justification of not selecting the
candidate which are purely relevant to the job requirements. Additionally, there should be
validation research before the selection of the candidate. This goes with the effective

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evaluation process coupled with the practices that can help the organization to select right
candidate and also reduces the negative impact on the new applicants or employees (Karla,
2016). Also, the recruiters need to have the knowledge of the local legislations regarding the
equality of the employees. Apart from this, interviewer must use standard questions and
avoid the questions pertaining to the disability, religious practices, age and ethnicity. This can
be helpful for the organization in the fair assessment of the candidates and selecting the right
candidate.
Conclusion
To conclude the essay, it can be said that interview and selection are the most important
activity of human resource management. Moreover, quality of interviews taken can lead to
increased productivity of the organization through the appropriate sourcing of the candidates.
Here, the essay has highlighted the portfolio document consisting of the job specifications
and also the selection criteria that will determine the proper selection of the candidate falling
into the right category of the job description. Lastly, the essay has discussed the use of fair
assessment for judging the candidate on the basis of the evaluations made which can
ultimately place a positive impact on the new employees.

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References
Baker, T., 2017. Management Myth# 1—Job Specification Improves Performance. In:
Performance Management for Agile Organizations. s.l.:Palgrave Macmillan, pp. 59-72.
Heilman, M., Manzi, F. & Braun, S., 2015. Presumed incompetent: Perceived lack of fit and
gender bias in recruitment and selection. Handbook of gendered careers in management:
Getting in, getting on, getting out,, Volume 90, pp. 90-104.
Karla, A. S., 2016. 9 guidelines for a fair selection process that encourages diversity.
[Online]
Available at: https://www.humanresourcesonline.net/9-guidelines-fair-selection-process-
encourages-diversity/
[Accessed 11 December 2019].
Kristensen, G. & Ravn, M., 2015. The voices heard and the voices silenced: Recruitment
processes in qualitative interview studies. Qualitative Research, 15(6), pp. 722-737.
Lukito, H., 2019. INFLUENCE OF JOB ANALYSIS (JOB ANALYSIS) ON EMPLOYEE
PERFORMANCE AT PT. HAYATI PRATAMA MANDIRI WEST SUMATRA. JURNAL
STIE SEMARANG, 11(1), pp. 93-101.
Preuss, A., 2016. Eight ways to ensure diversity initiatives are fair. [Online]
Available at: https://www.personneltoday.com/hr/eight-ways-ensure-diversity-initiatives-fair/
[Accessed 11 December 2019].
Stephenson-Famy, A. et al., 2015. Use of the interview in resident candidate selection: a
review of the literature. Journal of graduate medical education, 7(4), pp. 539-548.

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