Report on Recruitment and Selection Practices: Theories and Examples

This report delves into the crucial aspects of recruitment and selection practices within modern business environments. It begins by highlighting the significance of effective HR management in acquiring talented workforces to meet organizational objectives. The report explores various recruitment and selection methods, emphasizing the importance of job descriptions in attracting suitable candidates. It then examines relevant recruitment theories, illustrating their application with examples from companies such as Tesco and Apple. The report covers the hiring process, including training and development, and stresses the importance of employee behavior and personality assessments. The conclusion reinforces the need for thorough decision-making in recruitment, especially in the face of potential legal and ethical issues, advocating for behavior and attitude analysis before hiring.

Recruitment and
selection practices

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK...............................................................................................................................................3
Demonstrate a clear understanding of relevant theories and literature........................................3
Demonstrate a clear application of theory to the examples.........................................................5
CONCLUSION................................................................................................................................6
References........................................................................................................................................7
Books and journals:.....................................................................................................................7

INTRODUCTION
This report is based on the effective recruitment and selection practices running into current
business situations. Recruitment and selection is the most important function of HR manager in
order to fulfil company's requirement with the best and talented human resource. Recruitment is
all about getting most talented workforce in to business environment that will fulfil all the aims
and objective of company(Chong, and Roundtree, 2021). There are many ways to make the
selection and recruitment most appropriate candidates as per the organization requirement. There
are many steps involved in recruitment and selection procedure that shows many options and
criteria for recruiting employees through internal and external factors that includes promotions
appraisals, campus recruitment Walk-in interviews and advertisement.
MAIN BODY
TASK
Demonstrate a clear understanding of relevant theories and literature
Recruiting employees and selecting them for suitable job position is the mean task which is done
by human resource manager plan the requirement of workforce and identify an appropriate
candidate which is the most suitable for the position. It could be understand by applying
recruitment theories that assist the ways of recruitment and it impact on organisation. The
theories are related with HR manager with the initial stage of fulfilling organization requirement.
an organisation which mainly works on small level will not recruit or hire through internal
sources by way of promotion in appraisal and recruit the new fresh talent which could be more
effective for the position. So that there is a need of organisation chart which plan employee need
as per the position in order to grow the business. It is the most vital part of recruitment and
selection procedure which HR manager performs job description is a document in which HR
manager fulfil all the guidelines and requirement of the position which will attract the job
seekers in the most appropriate way(Deserranno, 2019). By enabling effective job description,
organisation would find an appropriate and suitable candidate without wasting unnecessary time
on selecting people as per their qualifications. Job description will include all the qualification

and expectation of company which must have into the interested candidate. Recruitment, it is the
duty of HR manager conduct recruitment process by giving full job description and
advertisement through various platforms so that candidates who are seeking for jobs will apply to
the company's position that have the expected talent. Once candidate apply on the website and
advertisement, the selected candidates will receive call for walk in interview for further
procedure. The theory of recruitment involves the best methods of candidate search with
appropriate selection criteria.
Establishing selection criteria, managers need to make proper selection criteria on which
employees show interest in working into the organization. These criteria will aware the candidate
about appropriate skills and target they must have to fulfil organisation responsibilities. It will
include all the behaviour and attitude personality which will help the organization to find most
appropriate talent(Fenech, Baguant, and Ivanov, 2019). The theory also involves the decision
making criteria for selecting and finding the department in which the selected role will be best
suited. These decisions will help the HR manager and organisation to invest appropriate time and
energy in finding suitable candidate. Selection of candidates must be on the basis of checking
backgrounds and acknowledging their behaviour and attitude so that HR manager will
acknowledge about the behaviour and sensitivity it involves into their nature and apply it to
organisations efficiency so that no relations would get harm at workplace It also involves human
behaviour and psychology into some positive and negative aspects that could affect organisation
efficiency (Khan, 2017). Therefore the HR manager theories involved all those human thinking
and attributes that could affect organisation not in the way of efficiency but also making the
environment insignificant.
Hiring: After making proper recruitment interview and selection procedure , it is the time
for hiring employees into the organisation by making them familiar to the actual and practical
responsibilities they need to handle while working at organisation premises. This process is
sensitive and includes all the target skills of the employee which influence on proper induction
and assigning low level task so that they could easily get familiar and to take a growth through
step by step procedure. Hiring employees is not making the organisation or any member free e to
take any advantage or perform misleading acts with the employee(Giugni, and Grasso, 2020 ).
No individual could work like an expert or professional at an initial phase of training and

induction so that managers could not expect my Returns and evaluate employee’s mistake so that
they could work on it.
Demonstrate a clear application of theory to the examples.
Recruitment and selection theory: Theory indicates proper planning and procedure for
selection and recruitment. It is applicable on the example of Tesco company in which the
managers provide an appropriate advertisement on their website for the vacant position in which
all the necessary details and information regarding Job responsibility working as, salary
Expectations and skills required into the candidate(Zhuang, 2021) . This job description help the
candidates in applying to the position and HR managers will select the best 1 by going through
with the CV. In the Apple Company, the business required professional experts mainly into
technical department that aims to select only experience and qualified individuals by fulfilling all
the set of responsibilities and skills(Gope, Elia, and Passiante, 2018). As per the theory, both the
companies adopting the current practices of recruitment and selection by focusing more on
employee’s behaviour attitudes and their background check so that the managers could identify
all the actions and its results for organisation feasibility. Also both the companies eliminate
cultural differences and different cultures and attitudes into a positive way.
Hiring, The Company ASDA have online recruitment system through which candidates
apply on the job vacancies and conduct an interview on urgent basis also. After making choice of
best candidate among number of applicants, the next theory involves hiring procedure which is
best conducted by Tesco as they give appropriate time for training and development of the
employees through effective induction (Martin, 2019).. They have policies to make the
employees property and through expert trainer and leaders. At the time of the training, leaders
assign some practical task to check their capabilities and learning outcomes in order to make
them ready for working in to practical manner. This makes Tesco insure about employees
behaviour and their attitude towards leaders, co-workers and dedication towards their
responsibility which is the most crucial part into recruitment theory(Houghton, 2020). In the
present time of 21st century there are many cases which lead to fraudulent actions and affect
customer’s privacy and protection that results in organisation Goodwill. So that, it becomes
necessity to be assure before hiring any employee as they are the only one who interact with the
customers directly and achieve organisation targets. A person's behaviour is the most wanted and

required thing toward the organisation so that no environment would get effect. Managers of
Asda select the employees by conducting many interview rounds until and unless they get
satisfied with the employees behaviour and personality.
CONCLUSION
The report has concluded that, recruitment and selection procedure took a turn into 21st
century. The shows many decision making procedure before hiring any employees and select
them to work and to organization. Any wrong decision would let the employee and Organization
both into problems regarding legal act. therefore the theory is applied on the need of behavior
check attitude and personality analysis before recruiting and selecting an employee.

References
Books and journals:
Chong, F. and Roundtree, A.K., 2021. Student Recruitment in Technical and Professional
Communication Programs. Technical Communication Quarterly, 30(1), pp.1-18.
Deserranno, E., 2019. Financial incentives as signals: experimental evidence from the
recruitment of village promoters in Uganda. American Economic Journal: Applied
Economics, 11(1), pp.277-317.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information and Decision
Sciences, 22(2), pp.1-10.
Giugni, M. and Grasso, M., 2020. Trust, Identity, Skills, or Recruitment?: Assessing Four
Explanations of the Relationship between Associational Involvement and the Political
Participation of Migrants. International Migration Review, 54(2), pp.585-610.
Gope, S., Elia, G. and Passiante, G., 2018. The effect of HRM practices on knowledge
management capacity: a comparative study in Indian IT industry. Journal of
Knowledge Management.
Houghton, H.G., 2020. Voluntold: tactics in US Army enlisted recruitment (Doctoral
dissertation, Boston University).
Khan, T.N., 2017. Evaluating saudi corporate companies’ online recruitment. Journal of
Business Theory and Practice, 5(1).
Martin, M.J., 2019. Superintendent Recruitment: Effects of Superintendent Job Status, School
Councils (Principal Selection Models), District Wealth, and Signing Bonus on
Applicant Rating of the Job.
Zhuang, X.X., 2021. How Artificial Intelligence and Digital Tools Help Companies in Strategic
Recruitment to Enhance Their Competitiveness/Author Xing-Xiu Zhuang (Doctoral
dissertation, Universität Linz).