Recruitment and Selection: Legal and Interview Framework Report

This report provides a detailed analysis of recruitment and selection processes within organizations, focusing on both internal and external recruitment methods. It examines the recruitment strategies of Tesco and JD Sports, comparing their approaches to attracting and hiring employees. The report delves into the legal and regulatory frameworks impacting recruitment, including the Equal Pay Act and the Race Relations Act, emphasizing the importance of compliance and non-discrimination. It also outlines the documentation involved in the recruitment and selection process, such as job descriptions and person specifications, and provides a plan for participating in a selection interview. The report concludes with an overview of interview processes, highlighting the importance of a selection committee to minimize bias and ensure a fair evaluation of candidates. The report leverages key concepts in human resource management and provides practical insights into effective recruitment strategies.

Recruitment and Selection

Table of Contents
INTRODUCTION..........................................................................................................................1
P1. IDENTIFY HOW TWO ORGANISATIONS PLAN RECRUITMENT USING INTERNAL
AND EXTERNAL SOURCES........................................................................................................1
P2. LEGAL AND REGULATORY FRAMEWORK THAT IMPACTS UPON THE
RECRUITMENT & SELECTION PROCESS................................................................................2
P3. DOCUMENTATION FOR RECRUITMENT AND SELECTION PROCESS...........................3
P4. PLAN TO TAKE PART IN A SELECTION INTERVIEW.......................................................3
P5. TAKE PART IN A SELECTION INTERVIEW.......................................................................4
CONCLUSION..............................................................................................................................5
REFERENCES...............................................................................................................................6

INTRODUCTION
In every business organisation recruitment and selection is utmost aspect by which
corporation can recruit and select the talented and skilled employees. As human resource plays a
very crucial role in every business enterprise thus their selection and recruitment is very
important. It is a process under which management of firm invite the candidate by either external
or internal technique of recruitment and analyse their efficiency, talent and knowledge and
recruit them according to the organisation requirement. In a simple word it can be said that
recruitment is a process of finding and hiring the candidate for the required positions or vacancy
within corporation. In this manner, manager of firm plays a very crucial role because he/she is
responsible to analyse and select candidate skill, efficiency and knowledge. There are major two
kinds of recruitment that is internal and external recruitment. The following report provides a
depth knowledge and understanding about the recruitment methods and its process in the
enterpriser with respect of Tesco PLC. Various key legal and ethical requirement of selection
interview has been also discus in this report. Furthermore, a systematic recruitment document
has been also prepared and comparison with other document of recruitment has been addressed
in this report.
P1. IDENTIFY HOW TWO ORGANISATIONS PLAN RECRUITMENT
USING INTERNAL AND EXTERNAL SOURCES
 External recruitment: For external recruitment, Tesco advertises via the Tesco website
www.tesco-careers.com or though vacancy board in stores, applications are made online
for managerial positions. The chosen applicants have an interview followed by
attendance at an assessment center for the final stage of the selection process. People
interested in store-based jobs with Tesco can approach stores with their CV or register
though job Centre plus the store prepares a waiting list of people applying in this way and
calls them if there are jobs available (Kenworthy, 2001).
 Internal recruitment: Organizations like JDSPORTS will sometimes decide to advertise a
vacancy internally first if nobody meets the job description there will advertise it on the
web, in stores you will have to hand your CV to the manager and JDSPORT hands out
questionnaires to people there think will meet the job role.
The external recruitment and campaign increase the popularity the organization on the job
market, which helps to improve the position for further expansion. On the other hand the external
recruitment is expensive and takes a lot of energy from the HRM function to handle all job

candidates in the selection process. In addition to this, it can be said that by having an
appropriate selection of methods the recruitment process effectiveness can be advanced in
desired manner. It has been noticed that by having an improved focus on internal recruitment the
cost of process can be more controlled as compared to external recruitment.
P2. LEGAL AND REGULATORY FRAMEWORK THAT IMPACTS UPON
THE RECRUITMENT & SELECTION PROCESS
The European Parliament is responsible for passing EU legislation that affects all the
states of the EU. The EU also brings in to force directives such as the Equal Pay Directives
which will permit to stop the sex discrimination in relation to pay which is happening at in some
working place where the boys are getting more than women.
EQUAL PAY ACT 1970 is an Act of the United Kingdom Parliament which has for roles
to make or obligate the employers to pay its workers equally which mean with this act men and
women should have the same salary when working at the same position. This law includes all
type of payment that can be made by the employer or the government such has child care
allowances sickness benefit and car allowance and many other (Iang and Baer, 2012). This law
ensure that men and women are paid the same amount money. The Equal pay act 1970 is an act
which was been passed by Parliament in the aftermath of the 1968 Ford sewing machinists strike
and came into force on 29 December 1975. The legislation has been amended on a number of
recent occasions to incorporate a simplified approach under European Union law that is common
to all member states, as Wikipedia so the Equal Pay Act 1970 is a law which need to be
respected all over the UK and also in Europe. The effect that equal pay act 1970 have on the
recruitment and selection is to make sure that all workers in a company which are doing the same
work must receive the same pay even if they are from different sex.
Sex Discrimination Act is an act which has been put in place to make sure that men and
women are being treated equality; People should not be discriminated against because of their
sex or marital status. For example a women can be more qualified and educated for job than
man, so that women should be given the job because if not with all the qualification she has got it
can be consider as an sex discrimination decision which has been taken by the employer. There
are two different type of discrimination which are covered by this law, those discrimination are
the direct discrimination and indirect discrimination (Harzing and Pinnington, 2010.). The Race
Relations act is a law which has been put in place to make sure that discrimination such has
discriminating someone because of its background, nationality or origin, and also skin colour are

action which are condemned by the law and also by Race Relations (Berger, 2008). All
employees working within and organisation must be protected from any discrimination or
victimisation if something like that happened to the employees. The employer might appear to an
industrial tribunal, which will make the employer change their behaving or way of operating
within their company and also in some cases the employer can pay compensation to the
employee which has been the victim. The Race Relations act effect on the recruitment and
selection process is to make sure that business and employer, employees everyone must
understand that it is unlawful to discriminate a person because of its skin colour race or ethnic
group.
P3. DOCUMENTATION FOR RECRUITMENT AND SELECTION
PROCESS
Person specification
Person specification is a document which describes what skills, qualifications and
experience the candidates must have to be able to do the job. This document also states what type
of individual the company looks for and any additional things that would be good for the
candidates to have and might help them to get the job.
A job description is a written document that lists the general tasks and responsibilities of
a job role. In other words the job description presents and describes the functions, purpose and
the duties of the position. The job description provides essential information to potential
candidates. The job description should also contain information about to whom the respective
position reports, qualifications and knowledge required, wage, hours of work and any other
requirements (Longenecker and Fink, 2013). The cover letter represents a written document that
is used by applicants to outline why they suitable for a job. Usually this document is used to
highlight any special skill, qualifications and attributes they have and that make them suitable for
the job.
Along with this, it has been noticed that by having an application selection the business
firm can have effective selection of tools. It has been witnessed that through effective
consideration of measures the issues can be overcome. It helps in leading business towards
impressive level of success.
P4. PLAN TO TAKE PART IN A SELECTION INTERVIEW
To ensure applicants selected for interview and final consideration are evaluated by more
than one individual to minimize the potential for personal bias, a selection committee is formed.

The hiring manager will identify members who will have direct and indirect interaction with the
applicant in the course of their job. Each hiring manager should make an effort to appoint a
search committee that represents a diverse cross section of the staff. A member of the committee
will be appointed as the Affirmative Action and Compliance Liaison who will monitor the
affirmative action aspects of the search committee. Under-represented groups and women are to
have equal opportunity to serve on search committees and special efforts should be made to
encourage participation. Departments that lack diversity in their own staff should consider
appointing staff outside the department to search committees or develop other alternatives to
broaden the perspective of the committee (Henderson., 2005). For positions that are frequently
recruited and utilize a search committee, the mix of search committee members should change
frequently as well to minimize the risk of “group think” or collective bias. The Hiring Manager
will determine the size (no more than 6) and composition of the committee based on the nature
of the position. It is highly recommended the committee members include:
At least one individual who has a strong understanding of the role and its contribution to
the department. A job specialist (technical or functional), an individual who will interact closely
with the position and/or serves as a main customer.
P5. TAKE PART IN A SELECTION INTERVIEW.
Tesco PLC use different recruitment methods for employing suitable and deserving
candidates in the firm. Tesco PLC limited conducts job evaluation process by taking assistance
from line managers. It assist in getting proper details about requirement of manpower in the
enterprise and skills and qualification needed for performing a specific job are also identified
(Mondy and Martocchio, 2016). A detailed advertisement is published in the news papers for
attracting more number of applicants to apply for the job.
HR department employees do a detailed inspection of resumes and screening of best
candidates is done by them. All the selected candidates are called in the company and detailed
interview of candidates is taken by interview panel. Complex and difficult questions are asked
from the applicants for checking their knowledge and personality. Recruitment process of the
company involves financial investment that is used in doing advertising. Conducting a
systematic recruitment process aids in finding suitable candidates for the enterprise (Berger,
2008). On the other hand JDSPORTS use a cost effective method for meeting manpower
requirements in the company. Existing employees are encouraged to take part in the employee

referral scheme where they can refer candidates for the job positions in the JDSPORTS. A
transparent and fair system is used in the recruitment process where equal opportunity is
provided to all the job seeking applicants. A written test is conducted which helps in checking
knowledge level of the applicants. The process used in the firm for employing new recruits is
cost effective and time saving.
CONCLUSION
As per above study, it can be concluded that Tesco advertises via the Tesco website
www.tesco-careers.com or though vacancy board in stores, applications are made online for
managerial positions. The chosen applicants have an interview followed by attendance at an
assessment center for the final stage of the selection process. To ensure applicants selected for
interview and final consideration are evaluated by more than one individual to minimize the
potential for personal bias, a selection committee is formed. The hiring manager will identify
members who will have direct and indirect interaction with the applicant in the course of their
job. HR department employees do a detailed inspection of resumes and screening of best
candidates is done by them. All the selected candidates are called in the company and detailed
interview of candidates is taken by interview panel.

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