Recruitment and Selection Analysis: Starbucks and Costa Coffee Methods

This report provides a comparative analysis of the recruitment and selection processes employed by Starbucks and Costa Coffee. It begins by identifying the internal and external recruitment sources utilized by both companies, detailing the reasons for hiring and the advantages of each approach. The report then examines the impact of legal and regulatory frameworks, including acts related to discrimination and employment, on recruitment and selection activities, and discusses ethical considerations. Furthermore, the report includes examples of documents used in the selection and recruitment process, such as job advertisements and job descriptions. Finally, it outlines the steps involved in planning and participating in a selection interview, including preparation, execution, and follow-up, providing a comprehensive overview of the entire recruitment lifecycle within the context of these two coffee shop chains.

RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1. Identify how two organisations plan recruitment using internal and external sources.........1
P2 The impact of the legal and regulatory framework on recruitment and selection activities..3
TASK 2............................................................................................................................................4
P3. Prepare the documents used in selection and recruitment activities.....................................4
TASK 3 ...........................................................................................................................................6
P4. Plan to take part in a selection interview..............................................................................6
P5 Take part in a selection interview.........................................................................................6
CONCLUSION ..............................................................................................................................7
REFERENCES................................................................................................................................8
.............................................................................................................................................8

INTRODUCTION
For any enterprise survival it is compulsory for them to hire some of the employees
through which all of their operations can took place. Employees are the major assets of any
business organisation (Lievens and Chapman, 2010). In this concern recruitment and selection
procedure are the key elements through which all work get done in a systematic manner.
Recruitment refer to as hiring someone for making all activities in a proper manner. Selection
term have a special place in an entity because when an individual get selected it means that
person become a part of that particular business format (Breaugh, 2017.). The present case study
is completely based on the differentiation of the recruitment and selection procedure of two
major coffee shops I;e Starbucks and Costa.
TASK 1
P1. Identify how two organisations plan recruitment using internal and external sources
There are two methods of recruiting selection of people in an enterprise. These methods
are internal and external sources. In internal sources company can recruit people from inside firm
by giving them promotions and succession planning. Another sources is external method by
which enterprise followed particular way for hiring people. There are different reasons by
different business unit to hire employees. For example Starbucks is hiring people for following
reasons.
 An enterprise has fired their old employees due to misconduct behaviour of worker.
 Any one of worker is passed way.
 Company gives retirement to its old employees.
 Employees leave job because of new opportunity
 Employees are taking so many sick leaves and holidays. So enterprise need to fulfil that
space.
 Company is introducing new product so they need new staffing.
 Company earns large amount of profits so they want invest in expanding their staff.
 Their is increasing in demand of product so they want new staff to handle operations.
Internal recruitment and external sources used to recruit: Internal recruitment refers to
give staff new position or to trained them for new role. If company find some suitable candidate
from inside an organisation they can go for internal selection or otherwise they can hire people
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from external sources. The advantage of using internal recruitment is the process incurred less
cost and time. Starbucks are well know companies. They know about there process and
according to that they recruit people. These two companies motivate their employees so that
they perform their best. The main advantage of internal recruitment is enterprises already know
their employees strength and weakness. Starbucks choose to advertise internally, posters are
situated within the staff room and locker room where employees are most likely to see the
advertisements (Cabellero and Walker, 2010). Starbucks can choose to employ staff permanently
or temporarily. During their festival session they can hire new employees to cover demand from
customer and make their services fast. If employees are leaving at different reasons they need to
go for hiring new customers. Starbucks can choose to recruit new staff, depending on their
financial state as a business, and also dependent on the importance of the job role. If Starbucks
decides they do wish to recruit, they can advertise the vacancy/vacancies they have, internally or
externally. Advertisements can also be found in shop windows which along with other external
methods of advertisements can be costly.
Costa
Costa is hiring people for following reasons.
 Members are transferred to another location
 If any employees contract terminated, the new person get position If employees are get promoted an enterprise need to fulfil old position
Internal recruitment and external sources used to recruit: Costa recruits internally and
externally, depending on the vacancy available. Internal recruit take less time and cost. For
internal recruitment the advertisement is done through intranet. If Costa chose to recruit
externally, this may be time-consuming and fairly expensive and an opportunity cost can be
increased by this (Ofori and Aryeetey, 2011). Costa only advertise externally using one method,
which is on their website, on a specific page that is dedicated to vacancies, which is the cheapest
method of external recruitment, as it is their own website. Costa also give advertisement in
newspaper and magazines for their recruitments.
P2 The impact of the legal and regulatory framework on recruitment and selection activities
There are different legal and ethical limitations the HR department within business has to
consider during recruitments. It is important all companies stay within keep to these regulations
to ensure they are acting fairly towards each of their candidates (Kumari, 2012).
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Legal issues: There are different legal issues involved during recruitment process. Sex discrimination Act 1975: This specific makes it illegal to judge someone's potential
based on their gender. This can impact on recruitments. So every enterprise make sure
that the eliminate this factor and give job to person who is suitable and have skills. An
enterprise needs to give equality to every employee. Race relation Act 1970: This act was introduced by parliament to ensure that regardless
of race everybody would offered the same opportunities. Like sex discrimination
enterprise need to treat every employees equally. Disability discrimination Act 1995 and 2005: This act regarding the people those who
are having disability. An enterprise need to avoid this factor and give job to a candidate
who is well qualified for particular profile. Employment Act 2002: This Act provides all the rights to their employees. In this the
working hours for employees are fixed according to legal authority rules and regulation.
The also concern about health and welfare of employees. Enterprise is not supposed to do
any activity which can make harm to employees (Caers and Castelyns, 2011).
 National minimum wages: Another legal obligation is enterprise need to pay fixed
minimum amount to their workers they cannot break this rule. Before HR department
think of hiring new employees they need to estimate their future expenditure.
Ethical issues: Ethical issues in are recruitment selection are law or actions which have
not been set by government but must be done during the company recruitment process regarding
the human being is just the action of doing what is right and not. Asking same question to every candidate: Asking same question to every candidate take
part in recruitment process. This can make process more fair because candidate are judge
on same questions (Van den Brink, 2010). If they are not asking same question in
interview it can be discrimination because it unfair process. It is also not legal for a
business to act illegally, they can also have to fave and being charged by the court if this
sort of things happen. Interviewers are not related to the candidates: Interviewing a related candidate to the
interviewer is not ethical as it can be subject of problem in the company has other people
might complaint that someone has been recruited because he/she is directly related to
someone in an enterprise(Gopalia, 2011) .
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 Gender and ethic balance on panels: During recruitment process it is an important
decision to make sure that the recruitment process and other panel which can be
interviewing is a balance on from different program.
TASK 2
P3. Prepare the documents used in selection and recruitment activities
JOB ADVERTISEMENT
Date: June 5, 2017.
Starbucks is inviting qualified candidate's for different roles in various:
Positions Number of vacancies
1. Financial Manager 2
2. Distribution Manager 1
3. Branch Manager 1
4. Sales executive 2
Job Profile: The company is looking for experts in above vacancies.
Qualification: UG and PG degree for the specific field.
Skills: Communicative and confident.
Experience: Two year experience in big structure educational organisation.
Timings: 8 hour working
Pay scale: Starting from 8.20 to 10.60 thousand annually.
Job Description
The candidate is require to have capabilities to manage department which is allotted to it.
Departments: Financial, Distribution, Branch Manager and Sales
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Reports to: Head of Departments
Pay Scale: 8.20 – 10.60 Thousand annually
Main purpose of the job: To make researches and practical on the subjects and provide learning
to students on the basis of their courses.
Main duties and responsibilities:
 Management of work
 Have to monitor and control the employees
 Decision-making abilities
 Development of new technologies and idea for work
Person Specification
Candidate appointed which is likely have the qualifications, skills and experience listed
below:
 Knowledge
Essential: A strong grip in their field and clear basics of the subject to support
organisations operations.
 Skills
 Essential: Oral and written communication skill
 Desirable: Time management to achieve goals and objectives of organisation in
time limits.
 Qualifications
 Essential: UG and PG degrees
 Desirable: Intellectual person
 Experience
 Essential: Minimum two years experience of teaching in a college.
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TASK 3
P4. Plan to take part in a selection interview
Following are steps to take part in selection interview.
Step 1: Before I carry out for interview, I shortlisted the applications which I have received from
candidates. I select the candidate on basis of job description and person specification to create
criteria.
Step 2: To enable to create the interview question I use job description and person specification
to help me create specific questions. I consistently ask each candidate the same questions to able
to compare their answers in evaluation program.
Step 3: Use the applications forms to ask more detailed questions to specific candidates. If they
are experienced I have asked question related to their previous work profile and their roles and
responsibility (Keep and James, 2010). I also asked why they are interested to join us.
Step 4: then in checked the appropriate date, venue and time to invite candidate for interview.
Step 5: I communicate message to the candidates about their interview location and time.
Step 6: Ensure there are beverages to offer and documentation to help the interview process, the
documents are candidate CV. Before having face to face interview I read all the CV I received.
So that I can make relevant questions to candidate and know them in a better way. Example I
have asked about their work experiences and their duties on their previous job. If they are
freshers I asked them about their strength and weakness.
Step 7: structure the interview: introduce yourself, asking general questions, then ask consistent
questions about job itself and candidate personal experiences, their skills abilities and after that
candidate get chance to answer these questions.
Step 8: Use scoring/ evaluation sheet to compare and evaluate the candidate with the shortlist
checklist.
Step 9: Follow up the interview- offer job to successful applicants on the phone, because it is
quick and gives the opportunity to decline. Then send out letter of regret to unsuccessfully
applicants.
P5 Take part in a selection interview
In this process I reached at location before 15 to 20 min. so that in that waiting time I get
chance to review my notes. Being late cause stress and it can impact on my interview. Before
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company interview starts I study about enterprise and get information. After company
introduction I read job description and try to understand job profile. I also got as much
background information as I could to show my abilities for doing job responsibility and duties. In
process I wrote down and practice at least five questions to ask the interviewer. I take extra
course to improve my ability on my job. This courses help me to understand my strength and
help to choose the position I am looking for my future. I made sure I dressed smart and not too
casual (Kenny, 2011). My phones are turned off because it its ring during my interview it can
give negative impact. Threw about my interview I remain respectful, professional and confident.
I told employer about my USP. I make sure I gave lots of example to proof my ability.
CONCLUSION
The above report is all about recruitment and selection process. It is very important
activity in business and there is separate department who are responsible for doing this activity.
It help company to find best person for their job profile. There are vacancies which comes time
to time to get the employment in an enterprise. This process includes job description and other
documents are used. Company can appoint candidate by internal and external sources. These
activities should take place in proper manner so that right person appoint for right profile.
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REFERENCES
Books and journals
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. p.12.
Cabellero, C.L. and Walker, A., 2010. Work readiness in graduate recruitment and selection: A
review of current assessment methods. Journal of teaching and learning for graduate
employability. 1(1). pp.13-25.
Caers, R. and Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The influences and
biases of social network sites in recruitment and selection procedures. Social Science
Computer Review. 29(4). pp.437-448.
Gopalia, A., 2011. Effectiveness of online recruitment and selection process: a case of Tesco.
Keep, E. and James, S., 2010. Recruitment and selection–the great neglected topic. SKOPE
Research Paper. 88.
Kenny, M., 2011. Gender and institutions of political recruitment: candidate selection in post-
devolution Scotland. In Gender, Politics and Institutions (pp. 21-41). Palgrave
Macmillan UK.
Kumari, N., 2012. A Study of the Recruitment and Selection process: SMC Global. Industrial
Engineering Letters. 2(1). pp.34-43.
Lievens, F. and Chapman, D., 2010. Recruitment and selection. The SAGE handbook of human
resource management. pp.135-154.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
enterprises: Perspectives from Ghana. International Journal of Business Administration.
2(3). p.45.
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.
online
Identify how two organisations plan recruitment using internal and external sources. 2010-17.
[Online]. Available Through:<https://www.stuvia.com/doc/273203/unit-13-p1—
identify-how-two-organisations-plan-recruitment-using-internal-and-external-sources>.
[Accessed on 5th june 2017].
Recruitment and Selection in Business. 2015. [Online]. Available Through:<
https://www.scribd.com/doc/60623707/Unit-13-Recruitment-and-Selection-in-
Business>. [Accessed on 5th june 2017].
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