Analysis of Recruitment and Selection Strategies in Business

Desklib provides past papers and solved assignments for students. This report analyzes recruitment and selection in business.

Recruitment and Selection in Business
0

Table of Content
Assignment-1: Recruitment.............................................................................................................2
Introduction......................................................................................................................................2
Task 1 (P1, P2)................................................................................................................................2
P1 Identify how two organizations plan recruitment using internal and external sources..............2
P2. Explain the impact of the legal and regulatory framework on recruitment and selection
activities...........................................................................................................................................4
Conclusion.......................................................................................................................................4
Assignment-2: Selection..................................................................................................................5
Introduction......................................................................................................................................5
Task 2 (P3, M1, D1)........................................................................................................................5
P3. Prepare the documents used in selection and recruitment activities.........................................5
M1 Compare the purposes of the different documents used in the selection and recruitment
process of a given organization.......................................................................................................7
D1 Evaluate the usefulness of the documents in the interview pack for a given organization, in
facilitating the interview process.....................................................................................................8
Task 3: (P4, P5, M2, D2).................................................................................................................9
M2. Analyse your contribution to the selection process in a given situation................................10
D2. Evaluate your experience of planning and participating in the recruitment and selection
process...........................................................................................................................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13
1

Assignment-1: Recruitment
Introduction
In a company recruitment is the process of finding the appropriate candidates in order to hire
them and work as an employee for the welfare of the company. It is the process in which the
requirement of the job in an organizations is been identified with reference to the position that is
vacant in the company. However, the quality of the staffs defines the effectiveness and efficiency
of the company as a whole. Candidates must be properly recruited by the management and
should be trained in a proper manner to increase the overall economic growth of the company.
Task 1 (P1, P2)
P1 Identify how two organizations plan recruitment using internal and external sources
(Refer to Information Pack)
2

3
Vacancy is the position that are unoccupied or the available space in organizations. The primary motive of the company to act the process of
recruitment is to fill the vacancy that rises in organization (Collins et al., 2016). Some of the factors that are the reason behind this vacant position
in the company are as follow:
● Paternity or maternity leave
● Getting promotions
● Changing jobs
● Retire due to the age limit criteria in organization.
● Fired due to the inefficiency of the work quality
Two major factors influence an organization to perform the process of recruitment functions by the combination of both external and internal
factors.
The external factors are the factors that are beyond the control of an organization during the time of recruitment (Pearlson et al., 2016). This factor
includes economic factors, demand and supply factors, employment rate, and market conditions of the labour, reservation system, and competition
in the market and information system. The internal factors affecting the process of recruitment includes company paying package, types of work,
organizational culture, career planning, company size, products, growth rate of the company and at the end cost rate of the recruitment. In the
external process of recruitment the recruiters attracts candidates from outside the business (Marsden, 2017). The job seekers who are not hired
anywhere and are finding for the vacancy are hired. Based on the special skills and talents the candidates are shortlisted in the external process for
making the internal task easy to perform (Noe et al., 2017).
Choice of media
Using social media is one of the best methods that can be used for this external process of recruitment. This platform of advertisement enables to
build an adequate trust that is required to build within the candidates on respect of the company. Interaction between the both the parties
consistently enable to build a strong relationship (Melanthiou et al. 2015).
Some of the advantages to these external methods of recruitment include great sources of promotion in the market for the vacancy, The Company
gains many new perspectives, larger pool of candidates and at the end this also increase the branding of the company.
Business can also use its internal source to perform the recruitment process that will be elected from the existing workforce (Headworth, 2015).
This process of recruitment introduces the job offer by the one who is already appointed on the particular company as an employee. Thus, this
process is comparatively simple and limited with hiring.
Internal Advertisement
The process in which the managers of the recruitment process put a notice in some of the specific room that can come to notice by the employees
of the company are termed as an internal advertisement for recruitment (Russell and Brannan, 2016). In additions, the memos are sending to the
employees and even the vacant position is posted on the website of the company for acknowledging the employees (Cascio, 2015).
Information Pack

P2. Explain the impact of the legal and regulatory framework on recruitment and selection
activities
Various kinds of laws and regulations are their which are required to be followed and maintained
by the recruiter at the time of performing the recruitment process (Cox et al., 2016). This
regulation includes various kinds of equality, discriminations as well as ethical issues with regard
to the legislations. In case if any of the employees are found to breach the following rules and
regulations, the laws (Turley, 2015) can penalize them. The employees are required to follow
The Equality Act 2010 that is the act combining the other entire act for the process of recruitment
in organization. This is the act that covers all the discrimination that are required to maintained
in the work frame of the company. This discrimination includes issues related to age, sex, race,
religions and orientations. Harassment, victimization and discrimination are the types of
protection that are required to be provided to the employees (Kitching, 2016). Any employees
who feel that they have been mistreated by any of its executive member can simply report this to
the Race relation Act that is the industrial tribunal. Any direct or indirect discrimination that are
occurred in an organization can also be reported and can be applied through this act. One
example of the direct discrimination is that only a specific people with specific color can apply to
this job (Lysaght et al., 2017). However, the indirect discrimination based on the grounds that
includes both nationally and colour. Moreover, equal Pay Act 1970 is another act that is required
to be followed by the company in order to recruit the candidates. This act pressures the
authorities to design a pay scale that will be equal to all male and female. This also includes all
other benefits that are provided to the employees of the company (Kaye at al., 2015). Through
the study it has been concluded that during the time this act was established the gap scale
between the male and females were 37%. Thus, the reason to launch this act was to ensure that
the men and women working at the same level are getting paid equally by the company
(Picciotto, 2017).
4

Conclusion
This assignment is completely based on the recruitment process that is carried by an
organization. Both the internal and external factors that are applied during this process are
broadly explained. Moreover, the major role of media and advertisement in both the aspects that
is internal and external are demonstrated. In addition, the different kinds of laws and regulations
that a company highly required to follow are explained in the above assignment. In case of the
company do not follow all the laws and regulation; it might be penalized with respect of the
legislative act. With the help of external as well internal how a company and candidates make
their purpose of appointing as a sales assistant is demonstrated in the particular task.
5

Assignment-2: Selection
Introduction
The method of selecting the perfect candidates as an employee is termed as the selection process
in a company. Choosing the best and appropriate is the major objective of this process of
recruitment and selection. The management of the organization performs this process.
Candidates are selected by analyzing the best skills and knowledge they have in the specific field
of the business unit. Moreover, the salary and wages to the candidate’s are decided based on their
work skills and efficiency.
Task 2 (P3, M1, D1)
P3. Prepare the documents used in selection and recruitment activities
Job advertisement:
Job advertisement from Alexon Group
Job title: Sales Assistance
Skills and abilities:
● Passionate about delivering excellent services
● Selling skills
● Computer literacy
● Basic numeric and literacy
● Confident in order to face challenges
● Product knowledge
Roles and responsibility:
● Helping customers in order to find them what they require
● Deliver standard services and behaviour
Hereby, Alexon Group of Company is looking forth for candidates who cater to fulfil above
mentioned criteria and are willing to showcase their skills and talents on success forum of the
company.
6

Job description:
Job Description by Alexon Group
Job title: Sales Assistance
Qualification:
● Must have attained 18 years or above
● Fluent in English both speaking and writing
● Must have valid passport without any criminal record
Special attributes:
● Must be comfortable to work 24 hrs a day
● Passionate about delivering services
● Maintaining the levels of stocks
● Processing payment
● Must be able to do arrangements for the window displays
Job Profile: Customer service
Roles and Responsibility:
● Helping customers in order to find them what they require
● Deliver standard services and behaviour
Person specification:
Person Specification for Sales Assistance
Job Title: Sales Assistance
Qualifications: Fluent in English both, speaking and writing
Knowledge: Interpersonal skills and good communications
Skills and abilities:
● Passionate about delivering excellent services
● Selling skills
● Computer literacy
● Basic numeric and literacy
● Confident in order to face challenges
7

● Product knowledge
Personal attributes:
● Good communication and interpersonal skills
● Tact and Diplomacy
● Outlook and attitudes, like working and serving with different people
I, hereby, ensure that all the above-mentioned information are true and valid.
M1 Compare the purposes of the different documents used in the selection and recruitment
process of a given organization
In this task all the information’s related to the job description, personal specification and job
advertisement are discussed. Critically evaluated and explained all the definition on all the three
factors.
Job description and person specification
The major difference between the person specification and job description is that the job
description is the method to inform the candidate about the availability of the vacant position in
the company. For instance, job description consists of all the detailed information that are
required by the company in an candidates this may includes duties and responsibilities. On the
other hand, person specification includes the points related to skill and qualifications of the
candidate that ensures their capability to be hired in organization. The major similarity between
the job description and person specification is the job purpose. Both of the part is created to fulfil
the requirement of the same factors (Richards, 2015). Thus, both of the process uses several
methods to verify whether a candidate is suitable for the job in the company.
Job advertisement and person specification
In this two factors job advertisement is performed in order to attract the suitable candidate for the
vacant position of the company that will be able to achieve the objective (Darolia et al., 2016).
On the other hand the person specification is the criteria that are required to be followed in order
to get appointed in the company for a specific position (Furuya, 2016). The major similarity
between both the factors includes the demand of skill that a candidate must have. The disparities
are that the job advertisement only provides a brief of skills that are required in the process of
8

selection. However, in the person specification is a detail review of the job advertisement. The
person specification is broader term with respect to the job advertisement.
Job advertisement and job description
The key difference between the two factors job description and job advertisement is the purpose.
The purpose of job advertisement is only to attract the suitable employees to the vacant position
of the company and is created by the employers of the company (Catano and Morrow Hines,
2016). However, on the other the purpose of job description is to inform about the kinds of skill
and qualification that are required by the company and what will be the roles and responsibilities
that will be followed by the candidate (Viswesvaran and Ones, 2017). Not only has this job
description also included all the details related to the work and the wages that will be offered to
the candidate and the working hour after they are appointed by the authority.
D1 Evaluate the usefulness of the documents in the interview pack for a given organization,
in facilitating the interview process
The important of all the three documents are demonstrated below:
Person specification
The main purpose of this document is to provide complete details of an individual including its
skills, qualifications, attributes and also special skills if any and the personality (Smith, 2016).
All the details about the candidates are accentuated through this document called person
specification. Like for the role of sales assistant in the Alexon, Luton UK all the specific details
based on that post must be provided by the candidates.
Job description
The main objective to create this document is to provide the detailed information to the potential
candidates (Kang and Ritzhaupt, 2015). This document includes all the necessary details about
the company, its requirement for the vacant position, roles and responsibility and as well as
duties that a candidate will have to perform for the benefit of the company. In addition, all the
facts related to salary and time as well are mentioned in the job description document.
Job advertisement
The job advertisement document is used to attract the potential candidates that are suitable for
the organization. In this document, the details about the vacant position in the company are
informed to the candidates through different methods of advertisements (Breaugh, 2017). This
9

primary term that comes before the other two documents is person specification and job
description. The major motive to do this advertisement is to find the most eligible candidates
with respect of skill and knowledge.
Task 3: (P4, P5, M2, D2)
P4, P5 Plan to take part in a selection interview
The plan in order to get selected in the interview can be considered from two sides that is from
the employer's point and from the candidates point. All the points that are considered from both
the sides are accentuated mentioned below.
From the perspective of the candidates
● A candidate is required to be properly organized with respect to its CV or resume, certificate
both original and copy, samples of the work done till and references copy. Everything should
be properly organized before going for the interview (Kristensen and Ravn, 2015).
● Another most important and crucial facts are to look best. It is very well noted that “The first
impression is the last impression”. A candidate is important to be presentable in front of the
interview seekers that will let them to judge a candidates sense of humor (Millar et al., 2017).
Mostly the male candidates are required to be cleaned shaved and females need to apply less
makeup during the time of interview.
● The other factor that a candidate is required to keep in their mind is to maintain a positive
body posture while introducing them self to the employers. The interview seeker is very
attentive to calculate the body movement and the way of speaking during the time of the
interview. However, it has always been seen that the communications plays the best as well
as the crucial role in every aspect of process.
● Before facing the interview, a candidate id required to get all the necessary details about the
company and its financial position in the market (Kaiser et al., 2015). A proper knowledge
about the company makes it an easy task for the candidate to crack the interview. A proper
search on the company can lead to the best opportunity for the candidate as a whole.
● Always be on time while going for the interview. Getting is the big no to the candidate before
they can present their talent in front of the interview seeker. According to the company, only
person who are punctual with the aspect of time can handle all the loads of the business units.
10

Be focused what is asked by the interviewer. Do not divert from the topic that will be asked
during the time of the interview.
From the perspective of the company
● In order to pursue the process of interview, an employer must take some time and study the
resumes by noting some of the key points and skills of the candidates. Preparing the
important questions related to the skill and experience of the candidates will enable to know
more to the employers about the candidates. With the help o0f the evaluation the employers
can ask some of the fresh information in order to get complete knowledge about the
candidate as a whole.
● The employer is required to discuss all about the mission, vision and objective if the
company to the candidate (Larson and Gray, 2017). What will be project terms, goals and
direction from the aspect of the company that is required to be followed by the candidate.
● The employers will be beneficial if they seek other employers advice during the time of
interview. In order to make it all an easy task to the candidate an employer is required to
avoid asking the same question to them. In order to arrange everything in a proper time an
employer is advised to maintain both the time and agenda of an organization.
It is very clearly described that the preparation are required to be done by both the aspects that is
candidates and employers. This role is required to be performed by both the parties in order to
carry on a successful recruitment and selection process.
M2. Analyse your contribution to the selection process in a given situation.
Role-play:
Candidate: “May I come in”
Employer: “Yes please”
Candidate: “Thank you, sir”
Employer: “Where are you working at present?”
Candidate: “I am working in River Island, UK”
Employer: “What is your job profile over their?”
Candidate: “I work as sale managers in the men department”
Employer: “What is the present salary of you’re in that company”
Candidate: “Right now my current salary is £539”
11