Report on Recruitment and Selection: Strategies, Legal, and Documents

This report provides a comprehensive analysis of recruitment and selection strategies, focusing on Sainsbury's and Primark. It begins with an introduction to the importance of effective human resource management, then delves into the recruitment and selection plans of both companies, examining their internal and external recruitment methods. The report highlights the advantages and disadvantages of different approaches, such as internal versus external hiring, and discusses how vacancies arise in each organization. A significant portion of the report is dedicated to the impact of legal and regulatory frameworks on recruitment and selection activities, including relevant legislation like the Sex Discrimination Act, Race Relations Act, and Employment Act. Furthermore, it details the documents used in the selection and recruitment processes, such as job descriptions, person specifications, and job advertisements. The report concludes with a practical overview of the interview process, outlining the steps involved in conducting a selection interview and the questions used to evaluate candidates. The report covers recruitment and selection, legal frameworks, and interview processes in detail.

Recruitment and
Selection in Business

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Plan of recruitment of two organization using its approaches...............................................1
P2 Explain impact of 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............................................................................................................................................5
P4 Participation in selection Interview........................................................................................5
P5 Take part in a selection interview..........................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
In this modern era, it is important for any business organizations to have effective and
effective human resources management. This can only be possible with proper and adequate
recruitment and selection of employees in context of attainment of business objectives of
company (Bangerter, Roulin and König, 2012). In this present report, various methods and
techniques of recruitment and selection of Sainsbury’s and Primark is discussed. This report is
consisting of recruitment and selection plan of cited organizations. In addition to this, impact of
legal and regulatory framework is also being discussed. Furthermore, preparation of documents
that are utilised in selection and recruitment activities adopted by Sainsbury’s and Primark.
TASK 1
P1 Plan of recruitment of two organization using its approaches
Recruitment and selection is considered as an integral part for every organization.
Recruitment is the process of identifying that the organisation needs to employ someone up to
the point at which application forms for the post have arrived at the organisation (Boohene and
Asuinura, 2010). On the other hand, Selection then consists of the processes involved in
choosing from applicants a suitable candidate to fill a post. Recruiting individuals to fill
particular posts within a business can be done either internally by recruitment within the firm, or
externally by recruiting people from outside ( Recruitment and selection, 2017).
It can be assessed that there are various advantages and disadvantages of recruitment:
The advantages are:
 Considerable savings can be made. Individuals with inside knowledge of how a business
operates will need shorter periods of training and time for 'fitting in'.
 The organisation is unlikely to be greatly 'disrupted' by someone who is used to working
with others in the organisation (Brewster and Mayrhofer, 2012).
The disadvantages are:
 You will have to replace the person who has been promoted
 An insider may be less likely to make the essential criticisms required to get the company
working more effectively
In context of Sainsbury’s and Primark, both of them are companies engaged in the
business of retail in UK. Sainsbury’s is a company which in retail business of home products,
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clothes and other items. While, Primark is another company which deals in rendering wide range
of products of men and women, accessories, foot wear, home products and confectionery etc.
The company sells clothes at the low cost end of the market below average prices.
There are numerous reasons for which vacancies can occur in Sainsbury’s:
 Maternity leave would require a temporary employee until the member of staff returns,
which usually lasts between 6-12months (Cabellero and Walker, 2010) Retirement,
which would require an employee of cited organization to be recruited permanently as
this member of staff will not be returning back to work
 Termination of a worker by employer of Sainsbury’s would lead to a permanent position
becoming available as this member of staff will not be returning back to work.
Likewise, Primark also has various reason for vacancies of several posts in its premises.
The reasons are as follows:
 Long-term sickness, which would require a temporary employee to cover the position
until the member of staff is able to work again.
 Transfer would mean that the employee will not be returning to work, and so a permanent
contract would be made available for a new member of staff of Primark.
Way of recruitment in Sainsbury’s:
 Sainsbury’s usually recruits internally, as this is a cost-effective and time-saving method.
If they choose to advertise internally, posters are situated within the staff room and locker
room where employees are most likely to see the advertisements (Caers and Castelyns,
2011).
. However, they do also advertise their vacancies clearly on their intranet site for current
employees if they wish to look, but these vacancies can also be found by members of the public
‘externally’ on its website too which is also a fairly cheap process. It does not require a third
party input, which would usually be a job centre or newspaper, who could advertise on behalf of
the company. Advertisements can also be found in shop windows which along with other
external methods of advertisements can be costly. It is known that advertising internally for a
vacancy in-store is usually a quicker process than externally as the process consists of less
filtration of candidates and interviewing which as well can be costly to the cited company, which
could be an opportunity cost, as this money could be spent on other expenditures such as bonus
schemes and better facilities for employees.
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Way of recruitment in Primark:
Primark recruits internally and externally, depending on the vacancy available. However,
it is true that when recruiting internally, it saves time and it is a cost effective method to recruit,
so it is likely that cited organization would prefer to recruit internally, if they had the choice. By
recruiting internally, they can post advertisements on their Intranet for their current employees to
see, and also ‘in-store’ for example in staff rooms, where their staff are likely to see it (Chan and
Kuok, 2011).If Primark chose to recruit externally, this may be time-consuming and fairly
expensive and an opportunity cost would be that they could invest this money elsewhere, but it
would allow other people who may bring new ideas and strategies, to join the company which
may benefit them. Primark 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.
P2 Explain impact of legal and regulatory framework on recruitment and selection activities
It is a notable fact that there is a great impact of legal and regulatory framework on
recruitment and selection. during recruitment. It is important that all companies stay within keep
to these regulations to ensure they are acting fairly towards each of their candidates.
Legal Issues
The different laws involved during recruitment which are to be followed by both
Sainsbury’s and Primark are as follows:
Sex Discrimination Act 1975 – This specific act makes it illegal to judge someone’s potential
based on their gender. This impacts recruitment of Sainsbury’s and Primark, because it means
that companies are now obliged to treat both men/women equally, and give them the same
opportunities. This act also forces companies to pay the employees equally (depending on the job
rank) regardless of gender, which is also involved in the Equal Pay Act 1970.
Race Relations Act 1970 – This act was introduced 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 d o a job based on the colour of their skin (Dhamija,
2012).
Employment Act, 2002– This act is there to assign some rights for parents to request flexible
working hours, and such time off as maternity leave. During recruitment a company will firstly
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have to specify the hours they are advertising. So, the recruiters of Sainsbury’s and Primark must
be aware of the candidate’s schedule and try work with them to meet a mutual agreement that
will fit both parties. This act limits the control a business has of just refusing the person a job if
they can’t fit the hours advertised. They are also no aloud to not employ women based on the
fact she might become pregnant in the future.
National minimum wage – This is the minim amount a company can pay an employee based on
their age. This effects recruitment because it means that they are obliged to offer all employees
equal pay, this means that before the HR decides that they need new employees, they considered
the expenditure needed.
TASK 2
P3 Prepare the documents used in selection and recruitment activities
There are certain documents which are to be prepared while selection and recruitment of
candidates (Kelemenis, Ergazakis and Askounis, 2011).So, in this regard, Primark has declared
various documents which are as:
Job description
Organization name Primark
Job designation HR assistant
Location London
Reports to HR manager
Roles and responsibilities  He is responsible to conduct recruits, interviews, tests and
select employees to fill vacant positions.
 Develop and maintain human resources that meet top
management information needs.
 To ensure benefits such as life insurance, pension plans,
holiday and leaves to its employees.
 Deliver presentations to corporate and government
officials regarding human resource policies and practices.
Person Specification
Requires strong computer and Internet research skills, Flexibility, excellent interpersonal skills,
project coordination experience, and the ability to work well with all levels of internal
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management and staff, as well as outside clients and vendors. Performs administrative duties for
executive management. Responsibilities may include screening calls; managing calendars;
making travel, meeting and event arrangements; preparing reports and Financial data; training
and supervising other support staff; and customer relations. Sensitivity to confidential matters
may be required. Primark has numerous prominent customers so you will be required to
welcome guests, make them feel welcome, give effective services, set up board spaces for
gatherings, organize snacks and so on, additionally verify everything runs easily.
Job advertisement
Job Vacancy
HR assistant
Primark@ Dublin, Republic of Ireland
Job type: Full-time
Location: Tumbledown Farm, Four Crosses Lane, Heatherton, Cannock.
Required education: High school or equivalent Required experience: Hospitality and Bartending
of 1 year.
TASK 3
P4 Participation in selection Interview
Steps to conduct an interview by management of Primark is as:
 Step 1: Prior commencing with an interview, HR manager of Primark will shortlist the
applications received from the candidates with a checklist, using the job description and
person specification to create the criteria for post of HR Assistant.
 Step 2: For purpose to create questions for interview, job description and person
specification will be used in creating specific questions. HR of cited company will
constantly ask each candidate the same questions to be able compare their answers in the
evaluations process.
 Step 3: Use application forms to enquire more detailed questions to specific candidates.
 Step 4: Then availability of an appropriate venue, date and time will be tested.
 Step 5: Request the candidate to the interview.
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 Step 6: Ensure there are beverages to offer and documentation to help the interview
process, such as the candidate CV’s. Before, going through it, he will review the
documents to ask questions related to the candidate.
 Step 7: Construction of interview - Introduce yourself, asking general questions, then ask
consistent questions about the job itself and the candidates personal experiences or skills,
then give candidates a chance to ask questions.
 Step 8: HR of Primark will then, use the scoring/evaluation sheet to compare and
evaluate the candidates, with the shortlist checklist.
 Step 9: Follow up interview – In end, offer job to successful applicants on the phone,
because it is quick and gives them the opportunity to decline. Also, in end, letter of regret
is also sent to unsuccessful candidates.
P5 Take part in a selection interview
At last, selection of candidates is done by HR manager of Primark in order to fill the
vacant post of HR assistant (Fine, 2012).For this objective, a Performa of questions of interview
has been prepared. It is demonstrated as:
Interview
 Tell me about yourself?
I m a person who wants to work with an organization where I can use my skills and other
capabilities for overall attainment of objectives.
 What are your strengths?
I work well as a team, happy to work in a busy environment without getting stressed, I
am a people person and not afraid to speak to people I don’t know.
 Are you available to work full-time? Are there any times you cannot work?
Yes, I am available at any time.
 Why should I consider employing you?
I am a hard working individual, I will be able to work at any time, I have past experience
in another company as a HR Assistant, for 3 years and I will not need training recruitment and
selection of employees. I am able to do my job to the highest standard even when the store is
busy and stressful. Also, I would love to be the part of Primark, which is one of the renoenwed
organization in UK.
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CONCLUSION
From the above mentioned report, it can be comprehended that there are various
approaches to recruitment and selection in aspects of Sainsbury’s and Primark. Moreover, a
recruitment plan has also been framed for hiring HR assistant. The companies found it useful as
this leads to selection of appropriate candidate for the betterment of company.
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REFERENCES
Books and Journals
Bangerter, A., Roulin, N. and König, C.J., 2012. Personnel selection as a signaling game.
Journal of Applied Psychology.97(4). p.719.
Boohene, R. and Asuinura, E.L., 2010. The effect of human resource management practices on
corporate performance: a study of graphic communications group limited. International
Business Research.4(1). p.266.
Brewster, C. and Mayrhofer, W. eds., 2012.Handbook of research on comparative human
resource management. Edward Elgar Publishing.
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.
Chan, S.H. and Kuok, O.M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism.10(4). pp.421-441.
Dhamija, P., 2012. E-recruitment: a roadmap towards e-human resource management.
Researchers World.3(3). p.33.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters.1(4). pp.1-9.
Kelemenis, A., Ergazakis, K. and Askounis, D., 2011. Support managers’ selection using an
extension of fuzzy TOPSIS. Expert Systems with Applications.38(3). pp.2774-2782.
Online
Recruitment and selection, 2017. [Online]. Available through: <
http://businesscasestudies.co.uk/business-theory/people/recruitment-and-selection.html>.
[Accessed on 17th July, 2017].
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