Recruitment Strategies, Legal Framework, and Interview Process Report

This report provides a comprehensive overview of recruitment strategies, encompassing both internal and external methods used by organizations. It examines the impact of legal and regulatory frameworks, such as the Equality Act 2010, on recruitment practices, ensuring fair and non-discriminatory hiring processes. The report delves into the preparation of essential recruitment documents, including job descriptions, outlining key responsibilities, qualifications, and person specifications. Furthermore, it explores the planning and execution of selection interviews, providing insights into interview techniques from both the employer and interviewee perspectives, including question preparation and professional conduct. The report concludes by summarizing the key findings and emphasizing the importance of effective recruitment in organizational success.

Recruitment

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Recruitment using internal and external resources..........................................................1
P2 Impact of legal and regulatory framework........................................................................2
TASK 2............................................................................................................................................4
P3 Prepare document used in recruitment and selection activities.........................................4
TASK 3............................................................................................................................................5
P4 Plan to take part in a selection interview...........................................................................5
P5 Take part in a selection interview.....................................................................................6
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment is the process of hiring and selecting of the certain candidates who has
desired skills and knowledge. Company will further give them training and knowledge so that
they can perform their task in efficient manner. It is the role of the HR department of any
organisation to look at the hiring process for the company. In this report all the details regarding
the recruiting process will be briefed and a information package will be briefed(Breaugh, 2017).
Within this assessment evaluating how external and internal are used during recruitment within
both Sainsbury’s and IKEA will be briefed.
TASK 1
P1. Recruitment using internal and external resources.
There are many different reasons why vaccines within a business occur, for example
within Sainsbury’s it is likely that a job would be advertised for such reasons as:
 The company has had to fire and remove an employee for misconduct.
 An employee passes away.
 An employee has left for reasons such as retirement, new job opportunity etc.:
 Long term sickness leave or holiday results in a temporary vacancy that needs to be
filled.
 An employee within Sainsbury’s has been promoted producing a new vacancy.
 Increase in demand of the product offered by this company may result in staff needing to
be increased.
 The company has produced a large amount of profit resulting in them having the ability
to invest in the increase in staff.
 Sainsbury’sis planning on expanding their business.
Internal Recruitment
Internal recruitment is the process of recruiting within the business through stages such as
recruitment and re-training of staff. If a company is unable to find any suitable candidates they
will progress on to external recruitment(Dineen and Soltis, 2011).
The advantage of using internal recruitment compared to external is that it’s cheaper and
quicker. The employees within Sainsbury’s are also aware as to how the business operated and
are familiar with any procedure, resulting in limited training being needed. The idea of being
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promoted also motivates staff to perform at their best which allows for a business like
Sainsbury’s to operate to an excellent standard. A final advantage of internal recruitment is that
the company already knows the strengths and weaknesses of their employees.
However, there are also limitations involved with regards to internal recruitment. For
example, internal recruitment limits the number of potential candidates(Jenkins and et al., 2011).
The potential for new ideas to arise within the business is also restricted due to the fact the
company is using the same employees. Finally, though the idea of promotion tends to motivate
employees, those who are unsuccessful in the process will be disappointment and may result in
resentment and demotivation amongst workers.
External Recruitment
If Sainsbury’s or IKEA decided internal recruitment is not best fitted for them they will
decide to progress on to external recruitment. A few advantages of this is the fact the company
has more options, the ideas may be fresh and a new person may be more motivated compared to
someone who’s been in the organisation for years(Stokes and Gillings, 2011). However, there are
many disadvantages of external recruitment such as the fact it’s expensive, time consuming and
the company may be unable to find someone suitable for the job.
P2 Impact of legal and regulatory framework.
Name of the Law Main Provisions
The Equality Act 2010 The act was established on October 1st 2010.
The principles which forms this act is to
promote consistent and an effective prevention
of discrimination. The objective of the act is to
reform, strengthen and harmonies
discrimination laws already in place to support
and monitor the rights of people in
equality(Chambers and Trippel, 2012). In
conclusion this act means that whether
someone’s race, religion, gender as well as
other factors which makes an individual unique
is not used a hindrance towards them when
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applying for jobs, at their workplace as well as
other areas protected by this act.
Equality and Human Rights Commission
(EHRC)
This act was established October 1st 2007. The
aim of the act is to work for equal
opportunities commission. The act enforces
equality in relation to ones gender race,
disabilities, health, age, religion and sexual
orientation. Furthermore a person’s ability to
reach their potential or goals is not with
restricted regarding prejudice and
discrimination. Lastly there is a mutual respect
formed between communities regarding values
of diversity also respect of equality and human
rights. The act will campaign for social
changes and justice as the act has extensive
legal powers and may take legal action.
Law and Employment Act The aim and objectives of this law is to adjust
include alterations in the recruitment process in
all businesses and organization is a just, equal,
monitored and fair to everyone applying and
involved.
Handicap Discrimination Acts 1995 and 2005 This show is there to end isolation towards the
people who have a failure. This joins in the
midst of preparing, work, licenses, access to
items and renting land(Bouhemad, and et. al.,
2011). This impacts enlistment since it infers it
is unlawful for an association to not allow
some person an employment notwithstanding
the way that they are wonderfully proficient
and qualified.
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TASK 2
P3 Prepare document used in recruitment and selection activities.
Job Description.
The purpose of a job description is to give information about the job responsibilities, the
job function, the duties and what the expectations are for a certain kind of job so the employee or
the person who is applying for this job(Treweek and et al., 2010). Every organization have their
own job description because every company has other responsibilities, duties and job functions.
Job Description
This applicant briefs about the ideal candidate which the company is looking for their business
operations.
Post: Sales Assistants
Reports to: Board of Directors
Main purpose of job:
To conduct the researches and identifying the areas where scope of improvement is there.
Should bring a deep knowledge and skills so that it can train the team members.
Important roles as well as responsibilities:
 Work related to administration;
 To bring new ways of distributing the items;
 Developing new techniques in technology and new distribution methods
Person specification
Competitor designated which is likely have the capabilities, aptitudes and experience recorded
beneath:
Knowledge:
Should be well versed with the subjects and areas which has been needed in the job.
Abilities:
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Good communication skills with flexible attitude.
Desirable:
Those who has the time management skills and believes in doing work by keeping record of the
progress will be desirable.
Qualifications:
Degree in any Disciple of UG and PG.
Experience:
Should have an experience of almost 3 years.
TASK 3
P4 Plan to take part in a selection interview.
In this assignment I’m going to Plan to take part in a selection interview for this task I
have been asked to prepare some questions for the job role that is being advertised, I have to
come up with 10 questions as the employer and 5 questions as the interviewee.
Planning process for employer
I set out a spacious office for my candidate; it wasn’t too big or too small. It was enough
to make the candidate comfortable. As an employer I greeted my candidate courteously, this
shows respect for the person and will help put them at ease. I told them something about myself
and the company. This is the first impression the candidate will make of you, so I presented a
tidy office and turned off my mobile phone. I then set the stages of the interview process. I did
this by telling the applicant what to expect for the next half hour or so. I didn’t want to take the
interview too easy because the applicant may take the interview less seriously. But being too
serious will likely make the candidate more nervous(Van den Brink, 2010). So to see the best in
the individual I interviews I used the hard approach on them to see if they’d get nervous. I
presented myself very smart and intelligent as how you conduct yourself during the interview
must also respect the image and values of my business. Lastly I gave my candidates a chance to
ask questions. This allowed them to feel a sense of friendship towards me the employer.
Planning process for employee
In setting up the meeting I needed to guarantee that I need to dress intelligently, arrive on
time and research about the organization. I am additionally going to be setting up an arrangement
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of inquiries which I am going to ask the questioner in regards to the employment opening. By
joining in a practice meeting I have permitted me to comprehend the significance paving the way
to arrangement of the meeting.
P5 Take part in a selection interview.
In the process of the interview I will try to be at least 15 to 20 minutes early. This will
allow me to use any waiting time to review my notes. Being late or just barely on time tends to
cause stress and it can show during the interview. Before the interview process I researched the
company and specially the job description and how it fits in the particular business unit. I also
got as much background information as I could to show my abilities for doing the job
responsibilities and duties. I had done this so that I wouldn’t get caught speechless. In the
process I wrote down and practised at least five questions to ask the interviewer, to show how
much I cared about this kind to work(Leekha Chhabra and Sharma, 2014). Questions I asked
included: Is there room for growth? Who I'll be working with most closely? and Can I take extra
courses to improve my ability on my job?
These questions gave myself a way to reflect on the interview later, just in case I ended
up having to decide between multiple positions later on in the future. My wardrobe is a sign of
how profession I am for this reason I made sure I dressed smart and not too casual. If I was to get
the job my dress sense wouldn’t change. This is because when my co-workers and customers
look at me; they should immediately feel comfortable working with me. My phone was turned
off because having my phone ring in the interview would of lowered my chances allot as it looks
very unprofessional(Dipboye and et. al, 2012). Threw out the interview I will be remaining
respectful, professional and confident, I may smile a little but not with a pasted on grin as that
could show I was nervous. I told the employer what my unique selling points are and how I can
match their highlights to what they want. I will make sure I use plenty of examples as proof of
my abilities.
CONCLUSION
From the above report it is been concluded that companies has to properly carry out the
task of recruitment because this is the process which will shape the future of their success. If the
right candidate is hired they can gain competitive advantage.
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REFERENCES
Books and Journal
Chambers, R. C. and Trippel, E. eds., 2012. Early life history and recruitment in fish
populations (Vol. 21). Springer Science & Business Media.
Dineen, B. R and Soltis, S. M., 2011. Recruitment: A review of research and emerging
directions.
Bouhemad, B and et. al., 2011. Bedside ultrasound assessment of positive end-expiratory
pressure–induced lung recruitment. American journal of respiratory and critical care
medicine. 183(3). pp.341-347.
Treweek, S and et al., 2010. Strategies to improve recruitment to randomised controlled
trials. Cochrane Database Syst Rev. 4(4).
Dipboye, R. L and et. al, 2012. The selection interview from the interviewer and applicant
perspectives: Can’t have one without the other. The Oxford handbook of personnel
assessment and selection. pp.323-352.
Leekha Chhabra, N and Sharma, S., 2014. Employer branding: strategy for improving employer
attractiveness. International Journal of Organizational Analysis. 22(1). pp.48-60.
Van den Brink, M., 2010. Behind the scenes of science: Gender practices in the recruitment and
selection of professors in the Netherlands. Amsterdam University Press.
Stokes, H. W and Gillings, M. R., 2011. Gene flow, mobile genetic elements and the recruitment
of antibiotic resistance genes into Gram-negative pathogens. FEMS microbiology
reviews. 35(5). pp.790-819.
Jenkins, S. J and et al., 2011. Local macrophage proliferation, rather than recruitment from the
blood, is a signature of TH2 inflammation. Science. 332(6035). pp.1284-1288.
Breaugh, J. A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. p.12.
Online
Internal Recruitment and External Recruitment, its sources. 2017. [Online]. Available through:
<https://headhuntinginrecruitment.blogspot.in/2013/10/recruitment.html>. [Accessed on
28th August 2017].
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