Recruitment and Selection Report for Leadership Module

This report provides a comprehensive overview of recruitment and selection processes, focusing on key learning outcomes. It begins with an executive summary and introduction, setting the stage for an exploration of internal and external recruitment planning. The report delves into the processes involved, including internal sources like encouragement, relocation, and present staff, as well as external resources such as announcements, employment exchanges, and interviews. It then examines the implications of the regulatory framework, particularly the Data Protection Act 1998 and the Equality Act of 2010, highlighting legal issues and their advantages. The report also covers the preparation of documentation, providing sample job advertisements and outlining required criteria. Finally, it discusses participation in a selection interview, synthesizing the knowledge gained throughout the report. The Templine Employment Agency is used as a case study to illustrate the practical application of these concepts, making it a valuable resource for understanding the complexities of recruitment and selection.

Recruitment and Selection
Name
Institution

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Recruitment and Selection
Contents
Executive summary:......................................................................................................................3
Introduction:...................................................................................................................................4
LO 1: Know the processes involved in recruitment planning.........................................................5
LO 2: Understand the implications of the regulatory framework for the process of recruitment
and selection..................................................................................................................................8
LO 3: Be able to prepare documentation involved in the selection and recruitment process......10
LO 4: Be able to participate in a selection interview....................................................................12
Conclusion:..................................................................................................................................14
References:.................................................................................................................................15

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Recruitment and Selection
Executive summary:
The recruitment process of an organisation should happen by covering the learning outcomes
like process involved in recruitment planning, regulatory framework, documentation and
participation in an interview.

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Recruitment and Selection
Introduction:
The hiring process of an organisation includes the procedure and helps the students to utilise the
ideologies and apply them during the interview. The Templine Employment Agency has been
selected as the recruitment agency.

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Recruitment and Selection
LO 1: Know the processes involved in recruitment planning
The recruitment planning involves the process which is discussed in the below –
The hiring process involves the internal and external sources of an organisation.
Internal Source:
The internal factors of the recruitment agency should utilise the factors which are mentioned the
below –
i. Encouragement: The development helps the employees to get more salary than the
previous days. The improvement in the works will make the responsible enough to
take tough decisions. But the responsibility will increase the longevity in the firm.
This promotional process does not help the firm to include more workers in number.
But it assists the firm to develop the vacancies with the experienced and senior
employees. As a result, the firm has to recruit fresher workers in the lower grade
positions. This process reduces the risks regarding insecurity for the future (Mukhija,
Das, Regus, & Tsay, 2015).
ii. Relocate: The employees of an organisation sometimes need to go to the other
branches of that particular branch. This method also does not influence the employee
number. But this process helps the organisation to fulfil the demand with the
respective branches with the help of interchanging the employees.
iii. Present staff: The current workers of disquiet are well-versed concerning probable
empty spots. The workers advocate their family members or individuals familiarly
well-known to them. As a result, the administration of the firm does not need to find
out the people from outside to work in the association. This is an effortless method
which saves the money and time of the management (Waniganayake, 2012).

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Recruitment and Selection
The people suggested by the workers possibly will usually be appropriate for the
occupation as the necessity of the vacancies is already well-known to them with the
help of their close persons who are already doing jobs in different positions of the
firm. The workers, who are currently working, will obtain occupied accountability of
individuals suggested by them and also guarantee of their suitable manners and
presentation (Martinez-Gil, 2014).
Figure 1: Internal and external source of recruitment
(Source- http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-
employees-internal-and-external-sources-recruitment/25954/)
External resources:
i. Announcement: This process of recruitment planning id utilised to that one have
already worked with other companies or for that one who has the capability to work
hard for the selected organisation. The Templine Employment Agency of Luton
should put the number of vacancies and the respective posts with the usage of
journalists, media and the news channels. Apart from this, a special recruitment

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Recruitment and Selection
process has been done where the candidates will be implemented by not putting the
vacant and the posts on the advertisement (Sayce, Weststar, & Verma, 2012).
ii. Employ replace: The employment exchange process is especially done in the
government firm. In this process, the progress reports of the candidates use to be
deposited to the government exchange offices. The officials use to call the candidates
whose qualification matches the requirement. The process of the announcement has
been done with the help of postal system. The suitable applicants are chosen as the
employees according to the posts (Islam, & Ahsan, 2013).
iii. Interview in the institutions: This recruitment process has been done mostly in the
non-governmental firms. In this process, a recruitment agency like Templine
Employment Agency uses to visit with their teams on various institutions where the
students use to study. The team consists of a panel of the interviewee and the
supporting stuff. The submission of the applications uses to be done by the supporting
officials before the final interview. The candidates are asked the questions according
to the necessity of different organisation. The selected candidates are given training
before after the selection (Wong, 2013).
iv. Reference of current workers: There are many organisations which use to influence
the workers who are already working in the institution to enlist their well-known
candidates. But in this process sometimes the firm has to bear the trouble if the
recommendation has been made only based on nepotism, not depending on quality. In
this process, the present employees are also given some prizes or other facilities for
their contribution in the selection process.

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Recruitment and Selection
v. Official callers: In this selection process the applicants usually visit an organisation
if they heard about the unfilled vacancy. The candidates are asked about their
behavioural activities, and the final selection takes place immediately. This kind of
recruitment has been done in the highly developed countries like the United States,
United Kingdom, and the United Arab Emirates etc.
vi. Previous workers: In many business organisations the senior workers use to replace
their relatives or other persons in their places after their final retirement. As a result,
the company does not need to go through difficulties regarding the selection
procedure.
vii. Union of the workers: This kind of implementation is likely to happen in the
factories. The interested persons need to contact the secretary and head of the union
of the labours. This selection process sometimes takes place according to the
investments because of those associates, who are an important part of the union, try to
earn money through the procedure.
LO 2: Understand the implications of the regulatory framework for the
process of recruitment and selection
In the United Kingdom, various legal and regulatory frameworks are present from the preceding
days. The business organisation or the government offices must have to abide by the policies and
legal ways. In fact, the workers also should work according to the framework provided by the
administration and if the decline of the process happens the firm, as well as the workers, will
have to fulfil the punishment (Setyowati, 2016).

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Recruitment and Selection
Legal Issues:
The Data Protection Act 1998:
The government of the United Kingdom has developed the recruitment regulation with the
amendment of the Data Protection Act of 1998. In this act, the both the government and the non-
government organisations are ordered not to share the information of the candidates with anyone
else. They are advised that the companies will get the documents of the applicants if those are
required. But the firm should make sure that they have to keep the information of the candidates
secretly. If the information of the working people is used in other ways then the firm will have to
meet the punishment, in fact, the officials may go behind bars and, the license of trading can be
cancelled. In fact, although a personnel work in an office, his or her personal information cannot
be forwarded to the higher rank officers without any requirement. The employs may take the
help of legal authority if such nuisances take place (Oliver, Prosser, & Rawlings, 2010).
The advantage of the law- This protection law serves as the guardian in the organisation in the
matter of their personal details. It is obvious that the strict policies of the Act will make the
workers provide accurate and valid information about them. As a result, the companies will get
rid of the forgeries of the employees. Apart from this, the law will make the candidates provide
their bio-data or curriculum vitae without any hesitation.
The Equality Act of 2010:
In this act, the people of the United Kingdom are given equal positions and opportunities in the
field of doing the job all over the country. There are few laws and regulations under this equality
Act. Some of them are described in the below, and the importance of the laws will be mentioned
(Richardson, 2010).

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Recruitment and Selection
i. Equal Pay Act of 1970- The system and payment of the employees of the different
firm are elaborated in this act. The employees do not have to face trouble regarding
their payments because of different genders, races and religions.
ii. Sex discrimination Act of 1975- The working personality of an organisation can take
part in the jobs freely. The associations do not have the right to implement the
applicants according to the discrimination of gender, opposite sex. The companies
will have to provide equal opportunity to both men and women. If the candidates
have to face difficulties in the ground of sex discrimination, then that particular
business firm will have to suffer a lot by providing sufficient penalty and also have to
go through the legal procedures (Wadham, 2012).
iii. The Race Relation Act of 1976- In this protected activity, the people of the United
Kingdom are secured in the ground of race. The U.K companies must include the
persons who come from different regions, castes and tribes. The neglect of the
candidates may bring trouble in the organisation.
iv. Discrimination in disability of 1995- The companies will have to make sure that
they cannot stop a personal from getting a promotion or other additional profits from
the company. The disabled employees will get some incentives from the organisation
and the government.
LO 3: Be able to prepare documentation involved in the selection and
recruitment process
The documentation in the recruitment process is the most vital point (Sesnan, Allemano,
Ndugga, & Said, 2013). The candidates will be selected based on their skill and behaviours. But
the personal details also help a firm to implement the employee in their region or far from the

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Recruitment and Selection
residence. The documentation procedure involves the application of the candidates the necessary
fields according to the requirement of the company. The documentation sample of the
advertisement of job in the Templine Employment Agency is given in the below by the agent of
the organisation (Setyowati, 2016).
Name of the Company- Templine Employment Agency
Name of the Post- Executive
Number of vacancies- 12
Does the candidate have at least five years experience working in a company- Y/N
(Yes/No)
If yes then the candidate must provide valid documents and experience certificate as proof.
Criteria:
The candidates must have the qualities which are mentioned in the below-
i. The candidate must possess at least graduation degree from any recognised
college or university.
ii. The candidate must possess the degree regarding business management. The
master degree can be included in during the interview.
iii. The candidate must be a citizen of the United Kingdom. The form of the
candidates from the foreign countries will not be accepted.
iv. The experienced candidates from the other companies can take part in the
selection process.
v. The candidate must possess at least Diploma certificate degree in the computer
knowledge.
Additional Qualification:

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Recruitment and Selection
i. The candidates, who can speak the French language, will be given importance.
Another advertisement regarding some different post is given below as a sample.
Name of the company- Templine Employment Agency
Name of the post- Clerk
Number of Vacancy- 8
The experience certificate is not necessary for this post.
Criteria:
i. The candidates must belong from the territory of the United Kingdom.
ii. The candidates must be qualified in the graduation n from any recognised university
of the state.
iii. The candidates must possess a basic knowledge of operating computer.
iv. The candidates must possess the typing speed with 35 words per minute.
v. The candidate must be a learner of the stenography typing with minimum speed of 20
words per minute.
LO 4: Be able to participate in a selection interview
The pupils of the secondary school who have visited the Templine Employment Agency will
have to participate in the selection process in an interview and apply the plans and knowledge
which are described in the above (Holliday, 2012).