Recruitment and Selection Strategies for Business Organizations

This report provides a comprehensive analysis of the recruitment and selection processes, focusing on internal and external sources of recruitment, and the impact of legal and regulatory frameworks. It explores the documents used in the selection process, such as job descriptions and responsibilities. The report also details the planning and execution of selection interviews, outlining the roles of both the interviewee and the interviewer, and the steps involved in the selection process, from preliminary interviews to medical examinations and appointment letters. The report uses the examples of Greenenergy and Bluebella to illustrate the application of these concepts in business organizations. The report also emphasizes the importance of adhering to legal and ethical guidelines, such as the Sex Discrimination Act and the Race Relations Act, to ensure fair and equitable recruitment practices.

RECRUITMENT
AND
SELECTION

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 How internal and external sources helps in recruitment process ..........................................3
P2 Impact of the legal and regulatory framework .....................................................................4
TASK 2............................................................................................................................................5
P3 . Documents used in selection and recruitment activities......................................................5
TASK 3............................................................................................................................................7
P4 Plan to take part in a selection interview....................................................................................7
P5 Take part in a selection interview.........................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
This report is based upon recruitment and selection process in different ordinations. The
approach should be adopted in order to achieve the best practice of human resource management
in business enterprises. Along with this, it is suggest to the companies that they can adopt
internal or external method for filling vacant posts. Employees are the one of the very essential
tool for any commercial enterprise. Greenenergy and Bluebella, both the organisations want that
the best possible candidates is recruited to the post. It is the responsibility of human resource
department, that it find most appropriate candidate fro the available post (Chaneta, 2014). The
second involves the whole procedure of recruitment and selection. The process of selection is
helpful in to attain and retain talent for the organisation so as companies can easily achieve its
goals and objectives from target market.
TASK 1
P1 How internal and external sources helps in recruitment process
There are two of recruitment process, such as internal and external source. An internal
source of recruitment includes recruiting candidates internally. It prefer top choose those
employees who are currently working in their own company and are willing to other department
or higher position (Bryson, James and Keep, 2013). An external source involves recruiting
candidates externally for better performance and achieving organisational goals and objective.
External employees always feel young and innovative for new companies, more active enough to
find business problems and fix it. In Greenenergy and Bluebella, both companies are recruiting
their candidates with the help of internal and external sources. So as there are mention below the
types of these recruitment sources:-
Internal Sources- Promotions- The Greenenergy company should have to promote their bets candidates so
as they are departed to work for the organisation. Promotion means to give a higher
position, status, salary and responsibility to the employee (McGraw, 2011). So, the
vacancy can be filled by promoting a suitable candidate from the same organisation. Transfer- it is a good way of hiring employees Bluebells. Along with this, transfer means
a change in the place of employment without any change in the position, status, salary
and responsibility of the employee.

 Internal advertisement – advertisement is really beneficial for business organisations. In
that, there are so many applicants are applied for a job so managers can easily choose
best one suitable among them.
External sources- Management Consultants- it assist in order to select higher level staff. Management
consultants are act as a representative of the employer. So as Bluebell should have to
prefer management consultants if it is hiring from external sources. It is helpful to make
all essential arrangements for recruitment and selection (Shackleton, 2015).
 Public advertisements- For Greenenergy, public advertisement are also beneficial
because the personnel department of a company advertises the vacancy in newspapers,
the internet, etc. This advertisement gives information about the company, the job and the
required qualities of the candidate. It invites applications from suitable candidates. This
source is the most popular source of recruitment.
P2 Impact of the legal and regulatory framework
There are many laws and legislations that should have to follow by an organisation at the
time of hiring candidates. In Bluebella and Greenenergy, there is so many legal and ethical
limitations of the Hr department that helps in to provide consideration during recruitment. It is
necessary that all companies stay within keep to these regulations in order to ensure that they are
acting as fairly each of their candidates. There are different laws and acts that have to follow by
business organizations, such are as follow- Sex discrimination act- the sex discrimination act 1997, states that employees should be
protected from any sort of discrimination based on their gender or sexuality under the
equity act 2010. To comply with this law, managers have to ensure that recruitment and
selection process are free from discrimination and treat both men and women together
(Kenny, 2011). Potential employees should not be affected given unfair recruitment and
should gain access to training or promotion whatever their genders status. Race relations act 1970 – This act was introduce by the parliament to ensure that
regardless of race, everybody would be offered the same opportunities. Just like the sex
discrimination act, this means that during recruitment a company is obliged to treat each
candidate equally and is illegal for them to judge someone's ability to do a job based on
the colour of their skin.

 Employment act 2002- the act is specially allows the right for parents to request flexible
working hours and such time off as maternity leave. During recruitment of Greenenergy
and Bluebella, they have to firstly specify the hours they are adversing. This will also
have to be aware of the candidate schedule and try to work with them to meet a mutual
agreement that can fit with both parties. This acts limits the control a business has of just
refusing the person a job if they can't fit the hours advertised.
 National minimum wage – it refers with the minimum amount a company can pay an
employee based on their age and ability (Caers and Castelyns, 2011). It impact on
recruitment because it means that they are obliged to offer all employees equal pay.
TASK 2
P3 Documents used in selection and recruitment activities
At the time of recruitment and process in business organisations there are so many
documents that are required in this. It will help in to understand the candidate all description
about job role. In Bluebells, there is a vacant post for e-commerce manager. the e-commerce
manager role is becoming an integral part of a company's success. In the past, online ordering
systems were limited to business-to-consumer models; however, business-to-business companies
have begun to utilize online purchasing as a convenient and effective way to grow their market
share.The documents that are needed for required position, are as follow: -
Job Responsibilities Job duties Job description
 To develop and
(where necessary)
adjust the fire sales
and online
marketing strategy.
 The contributions
and co-
implementation of
the Digital Sales /
fire plan year.
 Translating online
 Working and thinking.
 HBO.
 2 to 5 years relevant
work experience.
 Affinity with and
knowledge of digital
media and marketing
efforts.
 Knowledge and
experience with online
cost models.
An e-commerce manager is
responsible for overseeing and
managing employees who
create, implement and perform
continuous maintenance on a
company's web systems. To
accomplish this, an e-commerce
manager must develop a plan
that is in line with a company's
overall mission statement to sell
products or services online

marketing and e-
commerce trends to
new online features /
concepts (business
opportunities).
 Identifying trends
in digital media and
translating them into
concrete concepts
(Ofori and Aryeetey,
2011).
 Increasing of the
online brand
awareness.
 Making marketing
projects.
 To achieve the
planned targets in
terms of traffic,
conversion, ROI and
response.
 Analyse, evaluate,
report and optimize
the results of the
online marketing
and the online shop.
 To make
recommendations to
improve the
efficiency of online
campaigns and
 Experience in e-
commerce environment
is a plus.
 Good skills in Microsoft
Office.
Results-oriented,
persuasive,
communicative.
 Cooperate, organization
sensitive.
Able to draft and to
provide concrete
business case.
(Absar, 2012). These
transactions can include both
business-to-business and
business-to-consumer sales. In
certain cases (i.e., eBay,
Marktplaats), a consumer-to-
consumer orientation must be
managed.
E-commerce managers often
have a vast array of job duties.
Some of the specific duties an e
-commerce manager is
responsible for include
determining what website
format to use, reducing supply
chain costs in regards to
shipping, developing affiliate
marketing programs,
implementing online security
and coordinating all online
transaction and marketing
efforts

online shop.
TASK 3
P4 Plan to take part in a selection interview
There are so many stages are involved in selection process of Greenenery and Bluebella.
With that managers of both organisations can take part in selection interview. Employee
Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organization will get quality performance of employees. There are mention below the steps
that are involve in selection of a candidate that are as follow:-
 Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and
family background, competencies and interests of the candidate are examined during
preliminary interview. In Greenenergy and Bluebella, preliminary interviews are less
formalized and planned than the final interviews. The candidates are given a brief up
about the company and the job profile; and it is also examined how much the candidate
knows about the company. Preliminary interviews are also called screening interviews
(Furtmueller, Wilderom and Tate, 2011).
 Application blanks- The candidates who clear the preliminary interview are required to
fill application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
 Written Tests- Various written tests conducted during selection procedure are aptitude
test, intelligence test, reasoning test, personality test, etc. These tests are used to
objectively assess the potential candidate. They should not be biased.
 Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required
job or not. But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews may be biased at times.

Such interviews should be conducted properly. No distractions should be there in room.
There should be an honest communication between candidate and interviewer.
 Medical examination- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.
 Appointment Letter- A reference check is made about the candidate selected and then
finally he is appointed by giving a formal appointment letter.
P5 Take part in a selection interview
In selection interview, there is significant role of interviewee and interviewer. In
Greenenergy and Bluebella, the role of managers at the time of selection is as follow:-
Role of interviewee -
 The interviewee should be dressed formally, and not casually. Have a pleasing
appearance as the candidate’s personality is a significant part of the communication.
 Always carry an extra CV, a notepad to write on, a pen, and all essential things required
in an interview.
 Practice, practice and practice in advance. Prepare and rehearse for the unexpected also.
 Research a lot about the organization for which you are being interviewed.
 As soon as the interview gets over, pen down the name of the interviewer, your strengths
and weaknesses, answers to questions raised by you during the interview and the
feedback of the interviewer.
 Be punctual. Try reaching before time for the job interview (Kang and Shen, 2013).
 Do not indulge in a fight or argument with the interviewer.
 Answer the questions specifically, truly and undoubtedly.
 Be courteous and sophisticated during an interview.
 Just “be yourself”. Do not boast about yourself. The interviewer is smart enough to judge
the candidate’s intelligence and aptness for the job.
 Do not make negative statements or comments about your past employer. Body language of the candidate should be positive during the interview, i.e., maintain an
eye-to-eye contact with the interviewer, sit in well balanced and confident posture, do not
lean on the table, do not yawn, smile when appropriate, etc.
Role of an interviewer at the time of interview-

 The interviewer should be an active listener. He should not interrupt unnecessarily.
 The interviewer should be considerate enough. Even if the interviewer does not agree
with the interviewee, he must respect the latter’s feelings.
 The interviewer should be friendly and understanding. He should begin the interview in a
friendly manner, some friendly conversation and then show concern in family
background, hobbies, etc. This will make the interviewee more relaxed and comfortable.
 The interviewer should restrain to the time allotted. He shouldn’t indulge in arguments
unnecessarily. He should try to be precise.
 The interviewer must be thoroughly prepared for the questions that are likely to be asked.
He should be a good planner.
 The interviewer must focus attention on the interviewee. He should use positive gestures
when conducting the interview.
 Encourage/invite questions from the interviewee. Ensure that the interviewee clarifies the
question he has. When selected a candidate should not feel he was not told about a certain
aspect of the job.
 Avoid distraction in the interview area. Ensure that there is no or minimal distraction
where the interview is being conducted. A phone ringing all the time in the background
can distract the interviewer and interviewee.
CONCLUSION
Form the above mentioned file it has been concluded about recruitment and selection
activities of the business organisations. They both plays an essential role in order to hire an best
talent among all candidates. The report also involves about the internal and external sources,
such as promotion, management consultant, transfer and internal & public advertisements. Along
with this, these are stages that are included in selection process- preliminary Interviews,
application blanks, written tests, employment interviews, medical examination, and appointment
letter. Therefore, interviewee and interviewer both parties both parties should have to interact
with each other so as managers can find a suitable person for their business enterprise.

REFERENCES
Books and Journal
Absar, M.M.N., 2012. Recruitment & selection practices in manufacturing firms in Bangladesh.
Indian Journal of Industrial Relations. pp.436-449.
Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human
resources. Human Resource Management in transition. pp.125-149.
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.

Chaneta, I., 2014. Recruitment and Selection. International Journal of Management, IT and
Engineering. 4(2). p.289.
Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and selection in the
digital age: e-HRM and resumes. Human Systems Management. 30(4). pp.243-259.
Kang, H. and Shen, J., 2013. International recruitment and selection practices of South Korean
multinationals in China. The International Journal of Human Resource Management.
24(17). pp.3325-3342.
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.
McGraw, P., 2011. Recruitment and selection. Australian Master Human Resource Guide.
pp.217-234.
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.
Shackleton, V., 2015. Recruitment and Selection. Elements of Applied Psychology. p.153.
Online
Recruitment and Selection Process. 2015. [Online]. Available through:
<https://www.ukessays.com/essays/human-resources/recruitment-and-selection-
process.php>. [Accessed on 5th June 2017].