Recruitment and Selection in Business - A Comprehensive Report

This report analyzes the process of recruitment and selection within a business context, focusing on the practices of Luton, a UK-based recruitment agency. The report explores both internal and external sources for recruiting candidates, including the impact of company size, net worth, transfers, and media advertising. It also examines the legal frameworks influencing recruitment, such as the Disability Discrimination Act and the Equality Act 2010, and their impact on the process. The report further delves into the documents used in recruitment and selection, including job advertisements, job descriptions, and person specifications, using Unilever as a case study. Additionally, it outlines the planning stages for selection interviews, including the preparation of interview questions and the evaluation of applicant resumes. The report concludes with an overview of the selection process during interviews, highlighting the key aspects of candidate evaluation. This detailed analysis provides a comprehensive understanding of effective recruitment and selection strategies in business, highlighting the importance of legal compliance and strategic planning.

Recruitment and
selection
in business

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Planning to recruit candidates through internal and external sources....................................1
P2 Legal framework and its impact on recruitment and selection process.................................3
P3 Documents used in recruitment and selection activities........................................................3
P4 Planning to take part in a selection interview........................................................................5
P5 Selection in interview............................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCE...................................................................................................................................8

INTRODUCTION
Recruitment and selection is the process of searching and influencing the people to apply
for the job. It is used by all organisation to hire the right candidate for right job. Recruitment is
the positive procedure which influences number of candidates applying for vacant post. Selection
is the negative procedure because it eliminates or reject the person who is not capable for
responsible post. The main aim of this report is to understand the value of recruitment and
selection in business (Choi and et.al., 2017). To understand this Luton has been selected that is
UK based organisation provides jobs to candidates who are interested to do job. The current
report will discuss on different topics such as internal and external sources to recruit the
candidates, impact of legal framework on recruitment and selection, document which is used in
selection and recruitment process, selection interview in order to select the best employees.
P1 Planning to recruit candidates through internal and external sources
Every organisation runs a business successfully with the help of employees who make
efforts to increase the productivity and profitability. Without support of staff organisation cannot
run for long period of time. The main target of business enterprises is to hire and select the
skilled and experienced staff who matches with organisation needs. Luton is a recruitment
agency that provides jobs to in Flip cart and equilibrium assets management company. Both of
the organisation hire the candidates in different department from Luton recruitment agency. Such
as it gets the requirement of specific qualification and skilled person and hire accordingly
(Diekmann and König, 2015).
Reason of job vacancy in business enterprise:
In case of discharged or unsatisfactory work: It means if existing employees are not
working properly then employer fire the candidates. In this case organisation need to fill the
vacant post that can be done through recruitment agency for selecting experienced staff.
In case of retire: If existing employees are retired from organisation then vacant post
occur in business industry. So organisation hire the new candidates to fill vacant profile.
Promotion: Good performer employees get promotion for higher position that create a
job vacancy at his/her present post. In this situation company need to recruit candidates through
recruitment agency.
Following factors which can impact on business industry to recruit
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Business size: This is the key factor that may influence the recruitment in a business
organisation such as Flip cart is multinational company that provides number of products and
services at large area, it hires number of employees at one time. It impacts on recruitment like it
is well known organisation so it will be easy to get number of applicant for vacant post.
On the other hand, Equilibrium is small size of organisation, that do not need to hire
many employees. Small number of people can arrange and control the business. Additionally, it
can face the challenges to recruit the person that impacts on business organisation (Ijigu, 2015).
Net worth of organisation: The main aim of business industry is to increase the
profitability by raising the production. It impacts on recruitment such as Flip cart deals in variety
of products and earning more return that guides it to recruit more person who will help to
increase more productivity and profitability. Another side, the net worth of Equilibrium assets
management is less so it recruits less number of candidates to perform the job.
The business organisation recruits the person through internal and external sources that is
described as-
Internal sources: This means company recruits the employees within industry that help
to save cost and time. Such as it consume around $50 as cost and can be recruit instantly and
within 5 day after making decision with the concern of all.
Transfers: Flip cart is big size of organisation that runs business at different location.
The employer of Flip cart recruit’s candidates by transfer from one store to another store that
help to save the cost of conducting interview and also save time.
Retired employee: Equilibrium is small size of organisation that can re- recruit the
candidates within running organisation. This sources also help to save time and cost of
organisation (Jang, 2015).
External sources: This means organisation hire the candidates from the outside of the
organisation that consume approximately 2 months and need to spent high cost in order to recruit
the best staff.
Media advertising: If there is any vacancy occurs in Flip cart then it uses print media,
social media, newspaper and etc. to provides the information about vacancy that bear high cost
and more time period to recruit the best candidate.
Campus placement: Equilibrium assets management recruits the candidates through
campus placement as it has tie up with Luton recruitment agency. It suggests to hire from this
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campus according to demand within organisation. This is cost effective and time consuming
procedure which is bear by Equilibrium agency (Karia and et.al., 2016).
P2 Legal framework and its impact on recruitment and selection process
Every organisation should follow he rules and regulation that help to attract the
recruitment in interview process. It help to motivate the interviewer to work with organisation.
Some legislation are follows by Equilibrium assets management company and Flip cart.
Disability discrimination Act 1992: This means an interviewer should not discriminate
among employees on the basis of gender, religion, culture etc. at the time of recruitment. It
guides interviewer of Flip cart and Equilibrium assets management company that there should
not be any discrimination between staff while recruiting the candidates.
Equality Act 2010: This means an interviewer should give equal treat to all interviewee
who has appeared for interviews round. This act guides Flip cart and Equilibrium assets
management company to give equal opportunity to all candidates who have applied for job
interview. That help to increase the motivation of employees and make feel them good in
business organisation (Kinnunen and Parviainen, 2016).
Equality & Human Rights Commission: The Equality Act came into force on 1 October
2010 and it aims to provide a simpler, more consistent and more effective legal framework for
preventing discrimination.
General Data Protection Regulation (GDPR): As per this regulation, the staff
recruitment process is required to align with the general data protection regulation and related
authorized legislations. At appointment and information, which remain provided in context of
recruitment and selection, process also need to keep safe and secure.
P3 Documents used in recruitment and selection activities
Unilever is international retailer company that provides number of products through
online and offline. It creates a vacancy for Sales Assistant around UK. So this organisation is
going to prepare job advertisement, job description that help to get best candidate after reviewing
the person specification (Kasemsap, 2018).
Job advertisement: This is prepared by organisation to provide the information about
vacancy. Its main purpose is to influence the people for vacant post within organisation. It
contains following information like as company name, post name, location, and experience in
order to complete the document.
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Job opportunity in Unilever
Unilever is planning to recruit number of candidates for Retail industry as a sale assistants. It is
good opportunity for applicants to get job opportunity and make career growth. Interested
candidate can share resume with this id- [e-mail]
Required
At least 3-year experience in retail sector
Attractive communication skills and team leadership skills
Able to work in rotational shifts
Location in London
Working hour: 8
Solid knowledge about product and industry that will help to sale products in bulk.
Please share CV with this mail id- [e-mail]
Job description: It is the brief summary of required skills for particular job that help
candidates to know about company and its expectation. Its main purpose is to consider the
important roles and responsibility which is required to fill the vacant post. It involves job title
expected roles and responsibility, working hours, monthly or annually salary for attracting the
customer in order to apply for empty profile (McCarthy, and et.al., 2017).
Name of Organisation Unilever
Department Sales and Marketing
Profile Sales assistant manager
Location London
Experience 3 years
Job summary Unilever is searching Sales assistant manager that will help to
increase the sale by attracting the people. Application should
have quality to convince the customer and sale company's
products.
Required Skills  Communication and creative skills
 Able to make quick decision
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 Adaptability to complex problems and situations
 Highly capable to sale the number of products
 Able to bring research
 Leadership Skills
Roles and responsibility  Able to handle conflicts and difficult situation
 to create the plan in order to increase the customer traffic
 Confident to take corrective action for increasing the
brand image and profitability
Person specification: This is summary of candidate's skills, qualification, handling
responsibility, work experience and qualities which influence the customer. Its main target is to
state the skills and capability that a person has. It considers person's specific qualification and
experience.
Name: Calorian walleh
Permanent Address: United Kingdom
Contact number: 987456321
Job Experience: 4 year year experience as an sales assistant in Tesco plc
Speciality:
 Able to develop the selling marketing strategy that help to increase the sale
 More knowledge about digital marketing and sale
 Capable to deal with multiple trouble at one time
Skills:
 Able to accept changes and new technology in order to sale the products
 Influencing decision making and leadership skills
 Interpersonal skills which attract customers.
Qualification:
 Masters in marketing and sales from Stanford university.
 BBA from Standard University.
 12th from Bright land higher secondary school, England.
 10th from Emuerson school, England.
Declaration: All the information are true and in my knowledge.
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Date: 20/04/2018
Place: United Kingdom
P4 Planning to take part in a selection interview
Unilever is multinational company that deals in number of products and services in order
to attract the customers. There is vacancy for sales assistant so HR assistant prepares job
description, job advertisement and person specification to gather many applicants. It makes
planning in order to select the candidates for retail industry. The interview aspect for planning
process is stated as-
Get information what company wants in a applicant before interview: The HR
assistant of Unilever should collect data about required skills of candidates before any interview
round (Nikolaou, Bauer and Truxillo, 2015).
Know about job and responsibility: In Unilever, HR assistant should know the job and
responsibility of responsible post that help to get best candidates in order to perform task easily.
Check applicant's resume: This is done after getting information and knowing the job
responsibility of candidates. Such as HR assistant checks applicant's resume that help to get idea
about candidate's experience and skills.
Set standard question: The HR assistant plan or sets question's standard which is going
to ask from candidate. All standard question are related with with job profile and experience that
help to make effective decision within Unilever.
Conduct interview programme: In this phase, HR assistant conducts interview
programme and asks number of question from applicants.
Selection: This is the ending process which is done after completing all steps. The HR
assistant make effective business after reviewing the resume and get information about
candidates. Unilever's HR selects those applicants who matches with required profile and skills
that help to select best employees (Okeke-Uzodike and Subban, 2015).
P5 Selection in interview
For the proposed vacant job HR manager Unilever asks some question to the applicants.
The conversation is as below;
HR manager: What do you know about retail industry and how it sales products?
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Applicant: Retail industry involves the selling of consumer goods and services by using number
of channel in order to generate more profits. Its main purpose is to achieve organisation's goals
by selling the products.
HR manager: Do you know about the Unilever retail business?
Applicant: Yes, Unilever offers various customers products as food, cosmetics, and grossers and
by making plan and offering new products it is getting its sales and marketing targets. It is one of
the leading organisational group that can emerge the possibilities of a successful business.
HR manager: How Unilever can beat the competition?
Applicant: For beating competition Unilever's manager need to recruit more candidates who
will help to sale number of products through effective communication and attractive skills.
HR manager: Which sources is best for Unilever to sale the products?
Applicant: Unilever should use online method that will help to sale products in larger quantity.
Additionally, it can recruit best candidates through promotion and media advertisement of vacant
post.
CONCLUSION
From the report it can be concluded that recruitment and selection help to select
appropriate candidates who can perform good job and able to accept the challenges within
organisation. It helps all organisation to recruit and select the person after reviewing the
qualification and skill of applied candidates in order to fill the vacant post within business
organisation. The report has covered internal and external sources to hire the candidates that give
best applicant. Moreover, job description specify the description about job roles and
responsibility, and person specification contains candidate's qualities in order to select correct
person.
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REFERENCE
Books and journal
Choi, I. and et.al., 2017. Using different Facebook advertisements to recruit men for an online
mental health study: engagement and selection bias. Internet Interventions. 8. pp.27-34.
Diekmann, J. and König, C. J., 2015. Personality testing in personnel selection: Love it? Leave
it? Understand it!. In Employee Recruitment, Selection, and Assessment (pp. 129-147).
Psychology Press.
Ijigu, A. W., 2015. The effect of selected human resource management practices on employees'
job satisfaction in Ethiopian public banks. EMAJ: Emerging Markets Journal. 5(1).
pp.1-16.
Jang, I. C., 2015. Language learning as a struggle for distinction in today’s corporate recruitment
culture: An ethnographic study of English study abroad practices among South Korean
undergraduates. L2 Journal. 7(3).
Karia, A. and et.al., 2016. Impact of recruitment and selection on performance of the public
water utilities in Tanzania. African Journal of Education and Human Development.
2(1). pp.39-45.
Kasemsap, K., 2018. Multifaceted Applications of Data Mining, Business Intelligence, and
Knowledge Management. In Intelligent Systems: Concepts, Methodologies, Tools, and
Applications (pp. 810-825). IGI Global.
Kinnunen, T. and Parviainen, J., 2016. Feeling the right personality. Recruitment consultants’
affective decision making in interviews with employee candidates. Nordic Journal of
Working Life Studies. 6(3). pp.5-21.
McCarthy, J. M. and et.al., 2017. Applicant perspectives during selection: A review addressing
“So what?,”“What’s new?,” and “Where to next?”. Journal of Management. 43(6)
pp.1693-1725.
Nikolaou, I., Bauer, T. N. and Truxillo, D. M., 2015. Applicant reactions to selection methods:
An overview of recent research and suggestions for the future. Employee recruitment,
selection, and assessment. Contemporary Issues for Theory and Practice, pp.80-96.
Okeke-Uzodike, O. E. and Subban, M., 2015. Public sector recruitment policies: efficiency,
effectiveness and consequences. Problems and Perspectives in Management. 3(1).
pp.26-34.
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