Recruitment and Selection Processes in Business: A Detailed Report

This report examines the recruitment and selection practices of two organizations, Marks & Spencer and Tesco. It explores the use of internal and external recruitment sources, analyzing the advantages and disadvantages of each approach. The report also investigates the impact of legal and regulatory frameworks, such as the Equality Act and Anti-discrimination Act, on recruitment processes. Furthermore, it details the preparation of documents used in recruitment, including job advertisements, job descriptions, and person specifications. The report concludes with a discussion of the interview process, including planning and a role-play scenario, providing insights into effective selection techniques. The report highlights the importance of ethical considerations and legal compliance in recruitment and selection to ensure fairness and attract suitable candidates.

Recruitment and Selection in
Business

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Identify how two organisations plan recruitment using internal and external sources.........3
P2 Impact of the legal and regulatory framework on recruitment and
selection activities......................................................................................................................4
TASK 2............................................................................................................................................5
P3 Prepare the documents used in selection and recruitment activities......................................5
TASK 3............................................................................................................................................6
P4 Plan to take part in a selection interview...............................................................................6
P5 Take part in a selection interview..........................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Recruitment & selection is one major part of HR practices, in which formal activities will
have to be done in perspective of hiring most right employee for a defined job position. In this
era, every company has formulated a perfect interview process, in which proper supplement or
suitable steps have been taken to make interview process more productive (Brannan, 2016). This
report will be based on Marks & Spencer, which is the leading retail industry located in London,
UK. This report will be carry on using of external or internal sources for recruitment or selection
purpose, impact of legal and regulatory frameworks on recruitment or selection, documents
required for interview purpose. Lastly, this report will conducted a discussion on an interview
process and role play.
TASK 1
P1. Identify how two organisations plan recruitment using internal and external sources
Recruitment is a process of searching for prospective candidate and stimulating or also
motivating them to apply for job. Companies are used to hire to fulfil manpower need or gap out
of flux in demand and supply. In this assessment, two organisation namely Marks & Spencer and
TESCO will be taken to check how and why firm's used to be hire. The major motive behind
hiring is getting more skilled people in an organisation, to fill manpower gap to increase future
working for a longer period of time (Russell, 2017). These factors generally comes in reality,
when management of two firms may go for checkout of requirements of the people. Marks &
Spencer uses hierarchy process, in which they led their existing employee for higher position and
recruits new employee's to fill occurred gap. The major advantage of an internal promotion is
saving cost incur in training and also proceed informed employee's. On one hand, Tesco uses
internal recruitment by looking at internal talent to fill only high level position. They used to
advertises about vacancy on intranet for weeks say two. In external recruitment, Tesco plans for
recruitment on www.tesco-careers.com. In this context, Tesco first do an actual analysis of
people required and vacancy to be fill. If vacancies are high, in that case, they do bulk external
recruitments.
Marks & Spencer used to be advertise internally by sending mails or put info of recruit on
notice boards. Actually, Marks & Spencer used to do check their internal employee gap and fills
accordingly. This is a convenient way to gather perfect employee response for higher job

responsibilities or roles. In case of advertising externally, choice of media is necessary.
Recruiting through outside media such as TV advertisement, FM radio, Newspaper can be an
effective way to recruit externally. If talk in specific manner, both firm's have good track records
in recruitment and experiences of candidates are posted on their official sites.
P2 Impact of the legal and regulatory framework on recruitment and selection activities
Recruitment must be done with clear intention and purpose to recruit or hire most perfect
employee. In this, use of ethical consideration such as equality, anti-discrimination law and
freedom of choice must be present (Zide and et. al., 2014). For both companies, ethical laws or
consideration such as Equality act, 1992, Anti-discrimination act, 1998 and Freedom of choice
regulation has been noticed to led conducting of a interview in an effective manner or way.
For example: M&S has undergone bringing of the Right to choose to make internal
people to select recognised job position, but without equality and removal of the discrimination,
it won't be possible. For Marks & Spencer, a major explanation over legal and regulatory
frameworks are as given under:
Equality act, 1991: This act was enacted in 1991, in which preferences has been given to
being equal or fair with everyone, while any person is applying for opportunities or job. This act
is used to be talk on being fair with other, irrespective of gender or caste of the person. M&S and
TESCO must go for treating each and every person as a suitable one for a job position. In
addition to this, equality act has put positive implication or matter of being act as fair with other
people. If both firm will act as equal with candidate, it will be suitable to get their response in an
effective manner. Equality act has put positive impact on people who are looking to join M&S as
an opportunities to attract their interest to serve knowledge or information for future of this firm.
Also, this has brought positive impact on brand image of Marks & Spencer.
Anti-discrimination act, 1998: This act was passed by government of UK in 1998 to
protect interest or right of the people to bring an effective working with outcomes to bring an
effective results over the period of time (Melanthiou and et. al., 2015). In case of recruitment or
selection, anti-discrimination act is necessary to avoid any involvement of being unfair with
caste or creeds, religious matter, age, gender, caste etc. But positive implication of an Anti-
discrimination act is to protect right or interest of the people who are to apply for a suitable jobs.
Also, anti-discrimination has helped M&S in creation of their “BRAND” image along with
prestige into the market.

TASK 2
P3 Prepare the documents used in selection and recruitment activities
The documents for the recruitment or selection is comprises of job advertisement, job
description or job specification. These document are basically prepared or build at time of jobs to
be revealed or enhanced (Heilman and et. al., 2015). As a HR assistants of the TESCO, the
discussion over the three major documents for a job vacancy are as follows:
Job Advertisement
Attention Please
The UK's leading retail business “TESCO” is looking for sales assistants at location of London.
The candidate must have adequate skills such as communication ability, problem solving,
people engagement and ability to impress people to sell properly. The person must have high
productive capability to alter or make strategies for sales at a right point of time. Fresher or
expertise person are welcome to go for procedural rounds. Selected candidate needs to join firm
on urgent basis and undergo training of almost 6 months.
Employment type: Full time
Salary: £1,115.70
Candidates can go to company's official website and apply online in career section.
APPLY NOW
Job Description
Marks & Spencer
Job code: J123
Job title: Sales Assistant
Date: 23.5.2019
Report to: General manager
Location: London, UK
Summary: Candidate must have right skills to bring leads and prepares database future usages.
Also, selected candidates are required to make cold calls and make sales meet to build effective

working in given point of time. Candidate is required to build data recording of the sales lead
accomplish along with maintaining proactive relations with an existing customer for acquiring
customer interest.
Duties or responsibilities:
 Candidate is required to build cold calling or sales lead with customer's.
 Maintaining long term relationship with an existing customer or clients.
 The person is responsible for build profitability on quarterly basis. Must pursue people management and build own team in the future.
Qualification: Candidate must completed undergraduate in field of commerce or management
and have master in the management studies.
Skills: Required candidate must have skills such as communication, accuracy building, problem
solving and business development efficiency etc.
Person Specification:
Personal attributes required Essential or desirable To be identified by (interview,
application form) etc.
Skills:
Communication
Awareness
Good numeracy skills
Essential
Desirable
Desirable
Knowledge or information:
Knowledge of management,
sales or distribution.
Essential
Attributes:
Personality
Talking manner
Dressing sense
Language fluency
Desirable
Essential
Desirable
Essential

TASK 3
P4 Plan to take part in a selection interview
Interview is a complete process in which person needs to go through round in which
candidate will be asked several questions related to personal life, certain critical question on how
candidate will actually pursue his/her jobs. Their are many interviews which are either tough or
critical (Masutha and Rogerson, 2015). Aspects of the interview covers different type of the
question, which majorly varies in how person reacts to given situation or questions. For job
position of sales assistant, questions related to the sales field must be required or made
implemented to bring a kind of uniformity or participation in an interview process.
Aspects of the interview involves different type of the resources, equipments with the
help of which interview will be conducted in an effective or productive manner. Also, in
interview, two parties must be present: Interviewer and interviewee (Mohammad, 2015).
Interview for sales assistant position will be taken by penal of 4 people, who will ask questions
in respect of given job role of the sales assistant. Also, some paper work such as verifying
application, initial screening of the CV & references will be done day before interview process.
For interview process, all necessary resources, equipments or manpower has been called upon in
advance period. Adequate space and proper sitting arrangement is required in an interview.
Along with this, for carry out interview in an effective manner, a sense of discipline is needed in
interview room. Also, an appealing gesture must be their from penal member's so that candidate
may feel confident or being motivated for given job role. In calculative manner, proper decorum
or effective preparation must be their to conduct interview.
P5 Take part in a selection interview
Role play in an interview process is required to know or realise how interview will be
conduct. In any interview, selection can be done on-spot basis or after the contact with a HR
person. While conducting interview, there are two parties namely such as interviewer and the
interviewee. Before an interview process, candidate is require to go for initial screening in which
background of a person will be checked (Ployhart and et. al., 2017). In this assessment, defined
role play of the interviewer will consists here to make effective hiring of the sales assistant job
role. The name of the interviewer is Mr Y. Let take me as an interviewer to conduct interview, in
which proper verification and documentation will be done such as preparation of the question

that will be ask to interviewee. This role play will be taken by me with correct use of own skills
or competencies such as interaction, communication etc.
Documentation: This will involve certain set of question that will be asked to interviewee which
are mentioned below in the table:
Q.1 Tell me something about yourself ?
Q.2 Why you have decided to go for this opportunity and in connection to this what skills to
perform this job role ?
Q.3 Demonstrate about your internship experience like what was your position, work assigned,
strategies that have take to complete that work?
Q.4 Situation based questions: Suppose, you are assigned a task of meeting existing partner's of
the M&S and company has prepared a franchising policy which needs to be sell to them on
right spot. In that situation, what approach you will take to generate business leads ?
Q.5 If you selected in the interview, how will you approach to your given job role and what will
be your first notice over this matter ?
Also, in the documentation, reviewing of the CV and candidates profiling review will be
conduct by me, before starting of an interview round. In this role play of the interview, I was
playing my role as of interviewer, in which my interaction with candidate X was nice. Before
starting of an interview proceeding, question, CV and application form have been arranged. As
an interviewer, I also used to prepare for interview and do complete understanding of a job role.
Before starting of an interview, I informed management to make certain arrangements or bring
some valuable equipments for rounds such as case study, analytical discussion or written test to
carry on with final interview. Also, candidate was informed about time of reporting and later on
interview on advance. In Lump-sum, as an interviewer all necessary arrangement or proceedings
documentation have been done.
I have contributed my efforts after the complete practices for this interview process and
also undergone a complete learning after this interview. Hence, in that situation, competition has
been existed and my efforts or performance during the interview will given proper outcomes or
results.

CONCLUSION
From an above report, it is summarised and concluded that recruitments & selection is
one of the necessary aspects in every business firm to get an effective manpower in given point
of time. This report has help to know about benefits of an internal & external recruitment which
has played major role in filling identified vacancy after doing gap analysis. Also, job description
has helped a person to know about roles or responsibilities to be perform in job process and
person specification is beneficial to know which skills or competencies are essential or desirable
for the particular job role.

REFERENCES
Books & Journals
Dmour, D., and et. al., 2015. The practice of HRIS applications in business organizations in
Jordan: An empirical study.
Ekwoaba, and et. al., 2015. The Impact of Recruitment and Selection Criteria on Organizational
Performance.
Heilman, M.E., and et. al., 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. 90. pp.90-104.
Jeske, D. and Shultz, K. S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
Masutha, M. and Rogerson, C. M., 2015, June. Business incubation for small enterprise
development: South African pathways. In Urban Forum (Vol. 26, No. 2, pp. 223-241).
Springer Netherlands.
Melanthiou, Y., and et. al., 2015. The use of social network sites as an e-recruitment tool.
Journal of Transnational Management. 20(1). pp.31-49.
Mohammad, A. Q., 2015. Employee Recruitment, Selection and Retention in Saudi Arabian
Family Owned Small and Medium Scale Enterprises (SME'S). Kuwait Chapter of
Arabian Journal of Business and Management Review. 33(2581). pp.1-16.
Ployhart, R.E., and et. al., 2017. Solving the Supreme Problem: 100 years of selection and
recruitment at the Journal of Applied Psychology. Journal of Applied Psychology. 102(3).
p.291.
Russell, S. and Brannan, M. J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management Journal.
34(2). pp.114-124.
Zide, J., and et. al., 2014. LinkedIn and recruitment: How profiles differ across occupations.
Employee Relations. 36(5). pp.583-604.