Recruitment and Selection Strategy Report, Peterborough College

This report presents a comprehensive overview of the recruitment and selection process, specifically tailored for a new college in Peterborough seeking to hire 20 tutors for its business degree courses. It delves into the significance of a clear recruitment and selection strategy, emphasizing its role in attracting suitable candidates and meeting organizational goals. The report explores various sources of external candidates, including advertisements, employment agencies, campus recruitment, deputation, and raiding/poaching. It examines the importance and methods of background checking, including public records, outsourcing, and personal references. Furthermore, the report outlines the recruitment application procedure, the components of a job description and personnel specification, and the selection process, including its role and importance from both company and employee perspectives. It also covers different selection methods such as application forms, online screening, interviews, and psychometric testing, providing recommendations for an effective selection process and outlining a sample interview plan with key questions. The report concludes by highlighting the crucial role of effective recruitment and selection in achieving organizational success and attracting the right talent.

Running head: Recruitment and selection strategy
Recruitment and selection strategy

Recruitment and selection strategy
Table of Contents
Introduction.................................................................................................................................................3
Recruitment and selection process...............................................................................................................3
Importance of clear recruitment and selection strategy.............................................................................3
Sources of external candidates....................................................................................................................4
Examine the role and methods of background checking.............................................................................4
Recruitment application procedure.............................................................................................................5
Job description and personnel specification................................................................................................5
Selection......................................................................................................................................................6
Role and importance of selection process...................................................................................................6
Methods of selection...................................................................................................................................7
Recommendations for effective selection process......................................................................................7
Interview plan..............................................................................................................................................8
Conclusion...................................................................................................................................................8
References...................................................................................................................................................9
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Recruitment and selection strategy
Introduction
The report presents a brief overview of the recruitment and selection process to attract 20
tutors for a new college delivering business degree courses in Peter borough. It explains the
roles, importance, methods of recruitment. It also explains the selection process and its
importance to attract the new tutors for a new college in Peterborough. The report tells how
recruitment and selection process plays a significant role from a company’s perspective as well
as candidate’s perspective. It also explains the application procedure, job description, and
personnel specification procedure.
Recruitment and selection process
Recruitment is the process of attracting, selecting and appointing an appropriate
candidate for employment within an organization. On the other hand, selection is the process of
putting right applicant for right job and employment. It is the process of matching candidate
skills and qualifications according to organizational requirements (Hennink, 2007). The
recruitment and selection processes help to reduce turnover in the company. In this report, a
person makes a plan for the recruitment and training strategy to attract 20 new tutors for a new
college delivering business degree courses in Peterborough in September 2014. There are some
important points to be kept in mind they are such as.
Importance of clear recruitment and selection strategy
Recruitment and selection strategy plays a significant role to attract the 20 new tutors for a new
college in Peterborough (Stahl et al, 2007). There are some reasons for having clear recruitment
and selection strategy which are discussed below.
 Recruitment and selection process are important to fill up the right position for right
candidate.
 The suitable and appropriate tutors can be selected through this strategy for new college
in Peterborough.
 It helps to meet the future and legal requirements of new tutors in college.
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Recruitment and selection strategy
 Top management can check the background, skills, and qualification of new tutors
through the recruitment and selection strategy.
 The selecting tutors also endorse core value of the association therefore; the college can
also find the loyal tutors for the association (Boselie, 2010).
Sources of external candidates
There are many sources to attract external candidates which have been discussed below.
 Advertisements: Advertisements is one of the important methods to attract 20 new
external tutors for doing job and employment. Advertisements can be used by the
colleges who want to appoint new tutors for teaching. In this method, companies give ads
and advertise in news papers to attract potential applicants (Dowling, 2008).
 Employment agencies: There are many private employment agencies who register
applicants for job and employment and they keep the data of potential candidates in their
data bank. There are many popular agencies in our country such as ABC consultants,
Ferguson Associates, Data metrics and S.B Bilimoria. Generally, agencies invite
applications and short list the appropriate candidates for the company. It is an important
source to select the new tutors for delivering business success courses.
 Campus recruitment: This method is also suitable to recruit the external tutors for a new
college in Peterborough. It provides benefits to the college because in this method, most
of the candidates are available at one place and interviews are also scheduled for short
time period.
 Deputation: In this method, the company sends to a candidate to another organization for
a short period of time such as 2-3 years. In deputation method, the company does not
have to bear the cost of training and induction. So it is a very useful method to appoint
new tutors in new college for delivering the various courses in Peterborough.
 Raiding and poaching: This method is also suitable to attract external tutors. In this
method, the company offers proper terms and conditions in order to attract qualified
applicants for the job (Dessler, 2009). Therefore this source provides a framework to
recruit new tutors in college for delivering the business degree courses.
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Recruitment and selection strategy
Examine the role and methods of background checking
There are few ways to check the background of new tutors which are as follows.
 Public records: The colleges can check the public records of tutors. The public records
included three records which are such as, the local police records, county records, and the
state correctional records. Besides this, public records keep information about the
candidate marriage, divorce, property ownership, and arrests records.
 Outsourcing is also a good method to check the background of new tutors. There are two
options available in outsourcing, to check the background of applicants. The two options
are as private investigators and background check websites. Through this method, top
management can obtain the information about the background of new tutors.
 Personal history and references: There are three options available under this method to
check the background of candidates. The three methods include employment history,
personal references, and academic history.
 Searching and social networking: Social networking and online searching is another
source to check the background of candidates (Marchington et al, 2016).
Recruitment application procedure
The application procedure of recruitment plays significant role in recruitment and selection of
employees. The application procedure of recruitment has been discussed below.
 The first thing employers need to do in recruitment application procedure is to identify
job vacancy for which they are hiring candidates.
 In next step, employers should write a brief about the job description, skills, pay grade
and location for new hiring candidate.
 In the third stage, employers should conduct face to face interview and final interview.
 After interview, employer should take follow up from candidates related to job and
employment (Berman et al, 2012).
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Recruitment and selection strategy
Job description and personnel specification
A job description is a detailed specification of the task and roles, which include
objectives, responsibilities, and requirements. A personnel specification refers to a profile of new
ideal employee which includes experience, skills, and personality (Spencer &Spencer, 2008).
The job description includes the following:
Overview
 Range of salary and goals and object of the company
 Job title and department
Range of responsibilities
 Job process and day to day duties
 Example of one of the projects
The personnel specification includes the following such as:
Skills and abilities
 Skills and abilities required for specific task and work.
 Thoughts in terms of communicative, technical, organizational and creative skills
Experience and qualification
 What level of experience and what specific background and knowledge are required?
Character and personal qualities
 What kind of personality will fit and be suitable for team and group
 Traits and characteristics of a person in the industry and similar task and roles.
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Recruitment and selection strategy
Selection
It is the process of evaluating and interviewing applicants for a specific job and
employment. Selection is the process of matching the skills and qualification of the candidates
with the organizational requirements.
Role and importance of selection process
Selection plays a significant role while hiring of candidates. In the selection process,
employers hire potential and competent candidate for the work. A good selection process saves
the time and cost of management. In this process, employers select the right candidate for the job
and they reject the unqualified and unsuitable candidate (Pynes, 2008). The role and significance
of selection from company and employee perspective are discussed as below.
Company perspective: It is the beneficial for the company, if the recruitment and selection
process run smoothly. The human resource management appoints potential and talented
candidates for the job. In such way, it will increase the productivity of the employees and the
company. In this way, the company can easily achieve organizational goals and objectives. The
company can hit and beat the competitors through good manpower. The candidates become loyal
and trustworthy towards the company and they coordinate with other departments. Therefore,
selection process plays a vital role from company perspective (Taylor, Doherty & McGraw,
2008). Now, it is assumed that selection process plays a significant role to attract 20 new tutors
for a college delivering business courses in Peterborough.
Employees’ perspective: Selection process also plays an important role from an employee’s
perspective. In the given report, if the college follows good recruitment and selection process
then new tutors can ask easily about the terms and conditions of the organisation. They can ask
their pay roll, salary and incentive criteria of the association. They get a good working
environment to perform their job and they become loyal towards organization through the good
selection process. An effective selection process does not create barriers and misunderstanding
among employees. The candidates get knowledge and training through the effective selection
process (Erasmus & Schenk, 2008).
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Recruitment and selection strategy
Methods of selection
There are several methods of selection, which are discussed below.
 Application forms and CV: The human resource management collects information about
the candidates’ qualification, work experience, and their skills for performing task.
 Online screening and short listing: It is another important option of selection. The
employers conduct online screening test to hire candidates. After the online screening,
they hire the potential and competent employees for employment.
 Interviews and psychometric testing: The source of selection is interviews and
psychometric tests. The employers conduct face to face interview with candidates and
select the best candidate for the job.
 Ability and aptitude test: The employers also conduct ability and aptitude test for
identification and evaluation of the candidates’ skills and knowledge.
 Personality profiling and presentations: In selection process, personality profile,
background of the candidate and presentation skills is also evaluated by the human
resource management (Bratton & Gold, 2012).
Recommendations for effective selection process
There are some recommendations for the effective selection process, which are discussed below.
 Job description: Before starting a selection process, the company should explain all the
rule and policies of the company and duties and responsibilities of employees.
 Policies and procedures: The Company should follow the effective policies and
procedure for the suitable selection process.
 Training: The Company should provide training to new candidates to perform the tasks.
In this way, the company can make effective recruitment and selection process.
 Involvement: The Company should involve the senior managers and top management in
recruitment and selection process. In such way, the company can develop an effective
selection process for employees (Kumar, 2010).
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Recruitment and selection strategy
Interview plan
There are two types of skills involved in interview plans, which are discussed below. The
first is questioning skills, in this type of skills, the employer asks some questions in right
sequence and the other is rapport building skills. These skills and information help to develop a
Rapport, so that people give useful information without hesitation and they can maintain trust
among the employees (Pilbeam & Corbridge, 2010).
These are some questions involved in interview plan, they are discussed below.
Question 1: “Tell me about yourself”
Question 2: What are your greatest strengths and weaknesses?
Question 3: Where do you see yourself in next 5 years?
Question 4: Why should we hire you?
Question 5: Why did you leave your last job?
Generally, the employer asks these questions from candidate to analyze their knowledge and
skills. In this way, employers evaluate their knowledge, potential and working capacity for doing
work.
Conclusion
The report is based on the recruitment and selection process of a college to attract 20 new
tutors for delivering business courses in Peterborough. The recruitment and selection process
plays a significant role in an organization. Now it is concluded that companies should use
effective and suitable recruitment and selection process to hire the employees. In this way, the
company can increase the productivity and it can achieve organizational goals and objectives.
The appropriate and suitable recruitment and selection can attract the new tutors for delivering
the various business courses in Peterborough.
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Recruitment and selection strategy
References
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-
Hill Education.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Dessler, G., 2009. A framework for human resource management. Pearson Education India.
Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Erasmus, B. and Schenk, H., 2008. South African human resource management: Theory &
practice. Juta and Company Ltd.
Hennink, M.M., 2007. International focus group research: A handbook for the health and social
sciences. Cambridge University Press.
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Recruitment and selection strategy
Kumar, R., 2010. Human resource management: Strategic analysis text and cases. IK
International Pvt Ltd.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Pilbeam, S. and Corbridge, M., 2010. People resourcing and talent planning: HRM in practice.
Prentice Hall.
Pynes, J.E., 2008. Human resources management for public and nonprofit organizations: A
strategic approach (Vol. 30). John Wiley & Sons.
Spencer, L.M. and Spencer, P.S.M., 2008. Competence at Work models for superior
performance. John Wiley & Sons.
Stahl, G.K., Björkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright,
P.M., 2007. Global talent management: How leading multinationals build and sustain their talent
pipeline. INSEAD faculty and research working papers, 24.
Taylor, T., Doherty, A. and McGraw, P., 2008. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
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