Recruitment and selection in business Assignment Help

Table of content

• Introduction 3
• Task 1 3
• LO1: The processes involved in recruitment planning 3
• 1.1 How organisations planning the recruitment process using internal and external sources: 3
• LO2: Understand the implications of the regulatory framework for the process of recruitment and selection 6
• 2.1 Explain the impact of the legal and regulatory framework on recruitment and selection activities 6
• LO3: Preparing documentation involved in the selection and recruitment process 7
• 3.1 Preparing the documents used in selection and recruitment activities 7
• LO 4: Participation in the Selection Interview 11
• 4.1) Plan to take part in a Selection Interview 11
• 4.2 Take part in a Selection Interview 12
• Conclusion: 12
• Reference list: 13

Introduction:

Selection and recruitment process could be defined as the method of identification of suitable candidates through human resource management tools and techniques for filling the vacant positions in the hierarchy. The selection process could be performed on the basis of pre-defined criteria and the business objectives of the organisation. A recruitment team has been practicing various standard protocols for the selection process to identify suitable candidates for the organisation. In the contextual assignment, there is a vacancy for a tutor in the business management courses and the recruitment officer is responsible for the selection process of the tutor in the educational establishment.

Task 1

LO1:  The processes involved in recruitment planning

1.1  How organisations planning the recruitment process using internal and external sources:

A strategic framework has been formulated for standardizing the selection and recruitment process which would be beneficial for the on-time completion of the projects and tasks performed by the organisation. various internal and external sources have been used for the identification of the candidates. the human resource department incorporates various HRM policies for shortlisting the credible candidates for the recruitment process. The selection process could be constituted of various formats for the assessment of the cognitive competencies and skill compatibility of the candidates. Understanding of the skill level and inner talent of the candidate would be helpful for the human resource team to allocate candidates to the appropriate project or department. Therefore, a selection process is a crucial part of the organizational functioning which would practice standard HRM policies in line with the goal setting and organizational objectives (Bryson et al. 2013, p.127).

The objective of the selection process is to identify the suitable tutor for the business management courses and fill the vacancy in due time. Hence various HRM policies have been implemented for the formulation of the appropriate selection process of the suitable tutors out of short listed and credible candidates. Numerous candidates have been applied for the job satisfying pre-defined selection criteria which are the initial level of the selection process of shortlisting the suitable candidates. A cost-effective and significant recruitment process designed for achieving the desired tutor as per the strategic framework of the organisation.

The selection of the appropriate candidate could be performed through two significant sources. The educational establishment could implement these two sources of the recruitment process for the suitable tutor of the business management courses.  The internal source is a comprehensive recruitment process where suitable candidates would be selected within the organisation for fulfilling the vacancy in a hierarchical position. The external sources are defined as the selection process where the suitable candidates would be recruited from outside the organisation as the fresh inclusion of in the organisational structure. The selection and recruitment policies would be playing an important role in both the cases of the recruitment sources (Board, 2017, p. 32).

Internal sources:  organisations in the contemporary business scenario relying on internal resource allocation regarding recruitment and selection process. it is one of the cost-effective and significant recruitment process which many organisations currently adopting for their convenience. The primary objective of the internal recruitment is to reallocate people within the organisation who are already working in there and exhibiting desirable performance. The internal allocation is one of the significant processes for motivating and enhancing the morale of the employees which is based on the performance parameters and productivity assessment. Training for the internal recruitment is not always necessary as most of the organisations focus on the cost-effectiveness of the process. The internal recruitment process could take place in various methods such as lateral and inter-departmental (Armstrong et al. 2014, p. 43).

There are various sources which could be used for the internal recruitment process mentioned in the following section.

Appraisal process:  the appraisal process is one of the significant policy for the HRM for reallocating high performing individual with higher responsibility. Allocation of more responsibility would increase the employee morale and works as motivation for an individual who has been performing consistently for the organisation for a long time.

Referral:  referral could be defined as the feedback process where employees of the higher hierarchical position help to reallocate certain employee to another significant position with higher responsibility. In most of the referral cases, the individual responsible for the referral gets a bonus for the activity.

Posting job: Posting an advert on the company magazine and notice board would be another significant HRM policy for collecting suitable applications within the organization.  Hence the human resource department could assess the suitable candidate for the vacancy through this random selection process.

External sources:   external recruitment could be defined as the process of recruiting suitable people outside of the organisation. There would be various external sources utilized for recruitment process where HRM induces selection policies would determine the merit of the candidate and suitability into the organisation. The external sources of recruitment mentioned in the below section for a vivid understanding of the contextual discussion (Phillips et al. 2015, p. 21).

Campus appointments:  the primary objective of the campus recruitment is to identify fresh talents in colleges and technical institutions where cognitive assessments and selection process would be performed to meet the organisational requirements.

Placement agencies: hiring through placement agencies would be another significant way of recruiting suitable candidates to the organisations where previously performed selection process has been done to meet the requirement of the organisational specifications.

Adverts: placing adverts on social media and print media platforms would be a significant source of external recruitments which could attract a huge number of candidates for the recruitment process.

Outsourcing:  it is the process of hiring middle and top level people of the organisation where the process is similar to the recruitment process of placement agencies but strict and proper assessments and investigations would be performed in this type of recruitment process (Sheehan, 2014,p.547).

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