Recruitment and Selection Process Assignment: Working & Leading People

This assignment, completed by a student, focuses on the recruitment and selection process within a business context, specifically for a Sales Executive role. It begins with a detailed job description, outlining responsibilities, required competencies, and a person specification. The assignment then explores the importance of diversity in the workplace, including legal, ethical, and welfare considerations, emphasizing the benefits of a diverse workforce and the role of HR in fostering an inclusive environment. It further delves into health and safety protocols, retention, and succession planning. The core of the assignment involves a simulated interview process, including potential questions and the role of the interviewer, followed by an evaluation of the student's contribution as a recruitment specialist, highlighting the importance of neutrality, legal compliance, and fair candidate assessment. The assignment demonstrates understanding of recruitment procedures, legal and ethical considerations, participation in the selection process, and self-evaluation within a business management framework.

Running head: WORKING WITH & LEADING PEOPLE
WORKING WITH & LEADING PEOPLE
Name of the Student
Name of the University
Author Note

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TASK 1.1
Job Description
Job Title: Sales Executive
Job Purpose: It is the business official who needs to convey prompts the organization through
utilization of different methods like cool calling, creating enquiries, taking care
of enquiries and other such deals strategies with the goal that they consistently
bring great leads for the organization (Kehoe and Wright 2013).
Roles and
responsibilities:
 Build valuable connection with the clients
 To meet the sales target
 To maintain records
 Working as a team with others
Key result area:  Organisation and planning of the week
 Developing communication skills
 Developing product knowledge
Competencies:  Good interpersonal skills
 Good communication skill
 Understanding of the product
 Analysing and research skills
Education: Management degree with specialisation in sales and marketing
Experience: Minimum 1 year experience in similar field.

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Person Specification tails
Name of the participant
Department Sales
Team North Zone
Job Title Sales Executive
Grade C
Hours of Work 8 Hours
Contract Duration Fixed Term
Reports To (Job Title) Zone Sales Manager
Responsible For (Job Title) None
Advertisement
SALES EXECUTIVE REQUIRED
A leading sales company required for the role of Sales Executive
- Should have 5 years+ experience in sales executive position
- MBA candidates only
- Incentive + free transport
- Salary as per industry standards
please send your resume to [e-mail]

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Potential questions
Tell me about yourself
- Do you have any prior sales experience?
- Why did you leave your previous company?
- Why do you want to work with us?
- How do you see yourself 10 years from now?
- How would you do an up-sell to a customer who is not satisfied with our service?
- What kind of changed would you make on your team as a sales executive?
- What is your expectation from us?
- What is your expected salary?
- How soon can you join?
TASK 1.2
Diversity
With the coming if diversity, it includes acceptance of the employees, mutual respect
among one another and of course the teamwork to meet the requirements. Even when there are
issues involved regarding the gender or age or even the race of a person (Armstrong and Taylor
2014). Diversity includes these benefits and advantages from an organizational point of view that
would help the organization when different minds come together to achieve a common goal.
Notwithstanding when no partiality exits among representatives, an expanded work environment
can achieve certain correspondence issues. Enlisting foreigners who talk practically no English

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can diminish profitability by making a correspondence obstruction among colleagues. Utilizing
some type of correspondence preparing and contracting adequately bilingual specialists supports
and enhance staff cooperation. Race diversity is not only an ethical issue. The business case for
assorted variety demonstrates that organizations can profit significantly from deciding on a more
different workforce.
Legal
All individuals those who work in an organization are protected from discrimination
which is handled by the legal bodies of the company. Features like race or ethnical origin and
even gender falls under the legal requirement and obligation for the Human Resource department
(Raghuet al., 2015). This helps in improving economic betterment of the company or
organization as it addresses many aspects at once. The company follows rules and regulations
that is certified by the government and all the individual of the organization, from the labors to
the directors, everyone maintains them. Decent variety in the work environment likewise gives
organizations the chance to guarantee a head begin on recognizing new patterns by having a
workforce that is illustrative of its clients and it goes about as a key spurring factor for staff,
diminishing non-appearance and low efficiency levels by making a comprehensive situation that
qualities assorted variety. HR has a critical part to play in cultivating and advancing assorted
variety. Its key part in assorted variety administration and authority is to make and engage an
authoritative culture that encourages a deferential, comprehensive condition where every
representative has the chance to learn, develop and add to the association's prosperity.
Welfare

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This right involves anything that would be included for the betterment of the workers
above their wages. This process maintains the morale and the motivation of the employees. This
in turn helps in retaining the employees for a longer period. By monitoring and understanding the
work conditions of the employees, this process in turn creates industrial harmony on the basis on
the infrastructure of health. This also includes statuary benefits like drinking water or sitting
arrangements, toilets, canteen facilities and many more. Such impulse is vital in light of the fact
that the business had confidence in misusing work and treating it in an unreasonable way.
Nevertheless, circumstances are different, and the idea of welfare, as well, has experienced
changes. Numerous dynamic administrations today give welfare offices, willfully and with
enlightened eagerness and excitement. In fact, welfare offices are not limited to the laborers
alone.
Health and Safety
It is the legal obligation of an employee to get an environment which is safe to work at.
Also receiving health benefits like check-up after a course of time and even controlling
hazardous events, which can be reduced to a maximum extent. Even ventilation, temperature or
even resting facilities like toilets are necessity (Watson al., 2013). Protective clothing and
warning signs are also important especially for industries that focus on construction type jobs.
When a workforce has a sufficient area, it is easier to fir the employees so that they can work
effectively (Li and Nesbit 2014). The temperature within the workplace is also important with
sufficient ventilations, despite the fact of having windows. Lighting is also needed for the
employees to see and avoid any kind of accidents. Natural lights are a great way to avoid any

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kind of problems and they are sufficient. Utilizing some type of correspondence preparing and
procuring adequately bilingual laborers energizes and enhance staff association.
Retention and Succession
Being a CEO or CFO of a multinational company, the business ensures that it will
continue to work even after there is an unexpected turn of events or loss. Therefore all
organization require a succession plan to avoid such distress. The present authority colleagues
ought to effectively influence proposals for how to set up their successors. They ought to
demonstrate where their substitutions may require help the most. They ought to likewise invest
energy coaching these representatives and exhorting them on the novel difficulties they will
confront. Pioneers ought to incorporate their successors in routine undertakings to enable them to
comprehend the basic leadership process. Specialists who are rationally or physically impeded
occasionally experience biased conduct from heartless collaborators. Now and again, managers
honestly ignore impaired laborers needs, for example, inclines or extraordinary needs hardware.
Making a reasonable and agreeable workplace for incapacitated representatives is essential in a
differentiated work environment. Decent variety preparing and hones are not only a course or
exam that representatives take. Consistency and an everyday routine concerning organization
conduct arrangements are basic in embellishment a positive and gainful work environment.
TASK 1.3 Selection process
Job Interview
Job Title: Sales Executive

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Interviewer: Mr.
Interviewee: Name of the participant
Date: 10 August 2018
Time: 10:30
Duration: 10 Minutes
Location: Main office
Questions: - Tell me about yourself
- Do you have any prior sales experience?
- Why did you leave your previous company?
- Why do you want to work with us?
- How do you see yourself 10 years from now?
- How would you do an up-sell to a customer who is not
satisfied with our service?
- What kind of changed would you make on your team as a
sales executive?
- What is your expectation from us?
- What is your expected salary?
- How soon can you join?
Role as an interviewer
The first step of the selection process is the interview if the person is elected in the
interview he or she will be qualified to attend a psychometric test. As an interviewer the idea is

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to understand how the person communicates as that is the crux of the sales position. The way an
individual can convince the interviewer that he or she is ideal for the job is the main criteria. The
previous job role of the person of the person should also be analyzed at the same time, the idea is
also to understand the intention of the person, whether he or she will be retained in the position.
The psychometric test is important as the position is that of a Sales executive and it is
important for the company to understand the interpersonal skills that the person has, so that they
are able to create and retain long term clients for the company.
TASK 1.4
With my job as a recruitment specialist, first it is my duty to be completely neutral or
unbiased towards the employees and the new joiners. I maintained my role and provided a fair
chance to the candidates to compete for their role in the company. As a specialist, I had to
prevent any kind of discrimination that would be related to race, sex, religion and such (Van den
Brink and Benschop 2014). I provided proper education and by doing so, I had to possess the
intimate knowledge of employment and discrimination law.
While conducting the interview, I did a proper analysis on the candidates, their
background and their qualifications. In addition, I checked the legal requirements of the country
that involved all the necessary information relation to the basic pay structure and the advantages
a new joiner can get (Okeke-Uzodike and Subban 2015). It was important to check the pay
structure of all the employees of this level in other companies as well to provide the employees
the best benefits and opportunities they can get, only if they selected. Once I had the sufficient

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information I followed the rules of the recruitment policy and selected the eligible candidates for
the job role. Each of them had different skill set and different objectives. I was glad to recruit the
most eligible candidates for the job role.

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