Report: Recruitment and Selection in Business - BBCC Case Study

This report provides a comprehensive analysis of the recruitment and selection processes at Bailey Bus & Coach Company (BBCC). It begins with an introduction to recruitment and selection, followed by a detailed examination of BBCC's internal and external recruitment sources, including employee referrals, advertisements, and campus recruitment. The report highlights the importance of legal and regulatory frameworks, such as the Equality Act, Health and Safety Act, and Disability Discrimination Act, in ensuring fair and ethical recruitment practices. It includes examples of key documents like job advertisements, person specifications, and job descriptions, and discusses their advantages and disadvantages in the recruitment process. The report further delves into the interview process, the roles of the interviewer and interviewee, and provides a sample recruitment plan, curriculum vitae, cover letter, and application form. Finally, it concludes with an assessment of the strengths and weaknesses of BBCC's selection process and emphasizes the importance of effective recruitment and selection for organizational success.

RECRUITMENT
AND SELECTION
IN
BUSINESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................4
TASK 3............................................................................................................................................5
TASK 4............................................................................................................................................6
TASK 5............................................................................................................................................7
TASK 6............................................................................................................................................7
TASK 8..........................................................................................................................................10
TASK 9..........................................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Recruitment is a process through which a qualified candidate is searched and hired for a
job opening. Whereas, selection refers to the way by which a candidate is selected through using
different methods like interview, logical test and group discussions. However, recruitment and
selection are the most important functions for hiring the best candidates in a company. On the
basis of given case study, Bailey Bus & Coach company has taken into consideration. The report
depicts recruitment and selection process of both organizations.
TASK 1
The internal sources of BBCC are employee referrals, previous applications and present
employees. However, the external sources are advertisement, employment agencies and campus
recruitment. The staffing process of BBCC begins with analysis of requirement of job. Further,
HR manager of BBCC prepares job description and then specification is made. Advertisement
process starts by using different modes line online (company’s website) and newspaper.
Organization further manages the responses and short lists the same. On the basis of this,
interview is arranged and conducted by the HR manager of BBCC. Reason of vacancy is that
company is expanding due to which workload has increased. Even the General Manager of firm
is unable to handle all things together. As a result, it is necessary to recruit new employees
(Absar, 2012).
On the other hand, HR manager of B&H starts the process with identification of
vacancies that are there in the firm. Advertisement is given through online and offline modes.
With this, attracted candidates come for the interview as invited by organisation on specified
date. On the basis of online test and interview, decision is taken for the final selection.

TASK 2
It is crucial to conduct the recruitment process by considering legal and regulatory
framework. An organization must avoid legal and ethical issues at the time of recruitment. It is
the process of finding a suitable candidate for a particular job and further, he is motivated to
work. However, management of BBCC needs to take care of different types of discriminations
like on the basis of nationality, gender, caste or creed. Sometimes, people face discrimination on
their physical disabilities. In UK, to avoid these kinds of discrimination, certain acts are framed
so that employees would not get hurt by anyone at the workplace (Alonso, 2015).
Equality Act, 2010: This act saves a person to get protected from any kind of
discrimination. Through this, employers get liable to treat employees equally the act states that
all employees must be equally treated in terms of their sex, caste or creed.
Illustration 1: Recruitment process
(Source: Popoola, A., 2015).
Illustration 2: Recruitment
process
(Source: Absar, 2012)

Health and safety Act, 1974: The act provides safety and security of employees in
company. Management needs to provide healthy working environment in the organization. Even
they must be benefited with the retirement benefits and insurance policies.
Disability discrimination Act, 1995: The UK government has framed this act to protect
disabled people from any discriminatory act that happens with employees at the workplace.
Major aim of this act is to avoid any type of discrimination in company because all employees
have equal rights and duties. As a result, management of BBCC needs to adopt and follow these
tools and techniques (El Ouirdi, M. and et.al., 2016).
TASK 3
HR manager of BBCC wants to recruit a new office manager (Popoola, 2015). Different
documents are required for the stated vacancy which are as follows:
JOB ADVERTISEMENT
Bailey Bus & Coach company, UK
JOB VACANCY
For office manager
Required post: Office manager
Qualification: Requires post-graduation in management or MBA.
Salary: 5,00000 to 8,00000 PA
A person must have strong communication skills and command over the language along with
effective management proficiencies.
PERSON SPECIFICATION
Criteria Essential
Relevant experience 5 to 7 years of experience
Qualification MBA or PG in management
Skills Managerial skills, communication skills and
technical skills.
Job description

Details Job description
Tile Office manager
Department Administrative
Reporting to Human resource manager
Salary 5,00000 to 800000
Roles and responsibilities  Administrative work.
 Managing different departments
 Supervise line manager's work
 Assigning and managing clerical
functions
 designing filing system
 Recording office expenditure and
managing budget.
TASK 4
Different documents were used in recruitment and selection process of BBCC. HR
manager took major three documents i.e. job description, person specification and job
advertisement into consideration. Three documents helped company to conduct the recruitment
and selection process in an effective manner. Job description is a written statement that contains
specific information about the vacant job. It helps the HR manager to short list those candidates
who are qualified in the concerned field. It includes qualifications also through which basic
knowledge level of candidate can be easily analysed. The disadvantage is that it takes time to
create a perfect job description (Ishii, Rohitarachoon and Hossain, 2013).
Another document used is person specification which includes the skills, abilities,
hobbies and experience level of candidate. It helps interviewer to get an overview about the
applicant. Major disadvantage is that it only describes about the soft skills of applied individuals.
Job advertisement is prepared to attract the candidates for vacant job. It describes the
salary, designation and working hours of company. It helps in attracting the most suitable

candidate for the right job. However, a limitation is also associated with it, that is, inability of
understanding information by candidate result into wrong candidate for the interview.
TASK 5
The above mentioned documents remained helpful for the interview process in the
company. It helped the interviewer to deliver required information to the candidates. With the
help of these documents the basic idea of the candidate is done at the time of interview. Even the
skills and abilities are also analysed with these documents. The documents contain required
information saved cost and time of the company. It helped the interviewer to conduct the process
in effective and efficient manner. The documents remained useful for the required designation of
the person. The organization required office manager, for selecting the right person concerned
information remained useful. With the help of this the interviewer analysed the communication
skills and intellectual skills of the person. As it was mentioned in person specification so it
helped the company to opt the right person. With the help of documentation the management has
got the fruitful candidate for the company. As a result the goals and objectives of the company
can be achieved effectively (Landers and Schmidt, 2016).
TASK 6
RECRUITMENT PLAN
Name: BAILEY BUSES & COACH COMPANY
Year of establishment: 1998
Recruitment plan for the year: 2016
Position to be filled: Office manager
Qualities that are essential in any new recruitment for the company: Good communication skill,
interactive ans confidence, work experience
Dates and locations of recruitment process: 15 August 2016 at the corporate office, Unit E Red
Shute Hill, Hermitage, Thatcham, West Berkshire, UK
Contact for more information: 01635203775

Curriculum Vitae
MICHAEL SHAWN
116 Double-street ct, West Berkshire, UK
[e-mail]
Objective
Find a job in management
Education
 Graduation in management from Boston university
 MBA from Boston university
 Computer course certificate in Java, Linux.
Knowledge
Bachelors in business administration
Master in Business Administration in Human resource and finance
Computer knowledge
Skills
Communicative and interactive, knowledge of managing teams, good at planning and
organizing, Financial knowledge.
Experience
Worked as a human resource manager for 3years
Worked as a line manager
COVER LETTER
Mr Ahmed Fawzi
Human Resource Manager
Bailey buses & coach company
Unit E Red Shute Hill, Hermitage, Thatcham, West Berkshire, UK
Re: Office manager
Dear Mr Fawzi:
I was exited to see opening for new office manager n your organization and I
hope to be invited for an interview. I have an experience of human resource
manager and managing different operations in a company. I also have good

knowledge of Ms word, Java and Linux.
I am confident that I can offer good services to the organization. Call me at
547456875 to arrange interview.
Sincerely
John villey
APPLICATION FORM
NAME-
AGE-
SEX-
D.O.B.-
ADDRESS-
TELEPHON NO-
EMAIL-
JOB POST-
EXPERIENCE-
QUALIFICATION-
SIGNATURE-
1. Describe your role and responsibilities at your previous job?
2. In what time you resolve an office conflict?
3. How do you keep track of your office resources?
4. What are the most challenging task about being manager?
5. Describe approach to conduct training sessions with employees.
TASK 7
I was appointed as an administrative officer at BBCC. I had conducted the interview process
with the HR manager of the company. Being an administrative officer, I had to supervise the
process. I took various test of the candidates like logical test, group discussion etc. On the basis
of these test I analysed the aptitude level of the candidates. But I couldn't take more test due to
less knowledge and experience. I got positive feedbacks from the interview panel. Both

interviewer and interviewee has prepared questions for interview. On the basis of that the
interview process was conducted by the higher authority (Mahalakshmi and John, 2014).
TASK 8
The selection process was remained good in the company. Different ways of selection were used
like interview, logical test, group discussion. The strength of the selection process is that it helps
in scrutinising the talent of selected candidates. It also helps in opting the right candidate for the
right job. The disadvantage of the selection process is that the knowledge level is limited. The
market research of the organization can be improved so that the organization can recruit the
required candidate. It will help the organization to achieve its goals and objectives (Miller and
Bird, 2014).
TASK 9
In the interview process the role of the interviewer is to ask the required questions. It is the duty
of interviewer to analyse the knowledge level of the candidate so that the goals of the company is
achieved. The role of the interviewee is to give honest answered for the questions asked. I have
asked the required questions from the applicant. I have the positive response from the candidate.
He answered majority of the questions asked by me. He was so positive towards his answers
(Nikandrou and Panayotopoulou, 2012).
CONCLUSION
Recruitment and selection process is necessary in an organization. Because the success of the
organization is purely depends upon the human resource. It is the duty of the organization to
conduct an effective recruitment and selection process. The report concludes that the process
helps an organization to get the best human resource. As a result, the aims and objectives can be
achieved by the company.

REFERENCES
Books and Journals
Absar, M. M. N., 2012. Recruitment & selection practices in manufacturing firms in
Bangladesh.Indian Journal of Industrial Relations. pp.436-449.
Alonso, R., 2015. Recruitment and selection in organizations.
El Ouirdi, M. and et.al., 2016. Technology adoption in employee recruitment: The case of social
media in Central and Eastern Europe.Computers in Human Behavior. 57. pp.240-249.
Ishii, R., Rohitarachoon, P. and Hossain, F., 2013. HRM Reform in Decentralised Local
Government: Empirical Perspectives on Recruitment and Selection in the Philippines and
Thailand. Asian Journal of Political Science. 21(3). pp.249-267.
Landers, R.N. and Schmidt, G.B., 2016. Social media in employee selection and recruitment: An
overview. In Social Media in Employee Selection and Recruitment(pp. 3-11). Springer
International Publishing.
Mahalakshmi, A. and John, S.F., 2014. A study on impact of recruitment and selection process in
organisational development of Tea plantation industries, Valparai, Coimbatore district,
Tamil Nadu. International Journal of Physical and Social Sciences. 4(12). p.1.
Miller, S. and Bird, J., 2014. Assessment of practitioners’ and students’ values when recruiting:
Sam Miller and Jim Bird explain how values-based recruitment is being used to create a
workforce that is suitable to provide the care required by the NHS.Nursing
Management.21(5). pp.22-29.
Nikandrou, I. and Panayotopoulou, L., 2012. 6 Recruitment and selection in context.Handbook
of Research on Comparative Human Resource Management. pp.121.
Nirala, M. A. and Chaudhary, M. N., 2014. Recruitment and Selection and Its Current
Challenges.
Popoola, A., 2015. A Critical Analysis of the Recruitment and Selection Process in the Nigerian
Public Sector: A Case Study of the National Space and Research Development
Agency(Doctoral dissertation, University of East London).
Online
AreYou an HR Manager or a Personnel Manager?. 2014 [Online]. Available through:
<http://www.brighthubpm.com/resource-management/75775-personnel-management-vs-
human-resource-management-whats-the-difference/>. [Assessed on 11th August, 2016].
Employment Law in the United Kingdom. 2014. [Online]. Available through:
<http://www.lexisnexis.com/legalnewsroom/labor-employment/b/labor-employment-top-
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