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Evaluate the recruitment methods used by a McDonald's- Unit 17 Task 3 OCR National Level 3 Business Studies

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Introduction

Legal and Ethical Constraints Legal Constraints Data protection Act The data protection Act 1998 protects employees against the misuse of personal data; now controlling electronic aswell as manual records. The act states that all personal information should be processed fairly and law abidingly; obtained only for lawful reasons; any data must be adequate and relevant, non-excessive, accurate and up to date. Persons must ensure this data is held securely and no longer than necessary, as well as securing that it is not transferred to any other company outside the European Economic area unless data protection is of a suitable level. A business is allowed to collect personal data for the purpose of recruitment and selection. This personal data would fit into the following categories: - Personal data- Name, address, date of birth. - References - Emergency contact details - Notes on discussions between applicants and managements. - Health information - Bank and building society details. All employees must be advised of the personal data that has been obtained and retained and the source. They must also be told why this information has been gathered and whom it will be disclosed to. ...read more.

Middle

This information must be made very clear to all applicants. Sex Discrimination Act The Sex Discrimination Act makes it illegal to discriminate against anybody on grounds of his or her gender or marital status. Discrimination can be direct or indirect. Direct is where a job could be referred to as a "salesman" instead of a "sales assistant" or it could be indirect such as an employee who can lift 25kg. This could exclude some woman from applying for the job. There are only a few instances where a job can be advertised to a certain sex. This could be due to the nature of the job, for example a housemaster for the care of young men, or a housemistress to care for young women. The entire recruitment selection process is affected by this legislation. While completing the job description and person specification, a business must make sure that it does not contain any sexist language. They must also make sure that the application form does not ask any leading questions which could consequently discriminate against men or women. During the selection stage, gender must not influence which candidates are selected to attend the interview. ...read more.

Conclusion

Interviews usually follow a theme. The candidate is settled into the interview with a generalised question about their journey or how they heard about the job to begin with. They would then be asked the questions that have been selected by the interview panel. Some questions may relate to previous job roles, experience and how they feel this would benefit them in their new position. The questions will also be linked to the skills and personal qualities that the business is looking for. There will then e a list of questions that link to the candidates application form. Feedback to unsuccessful candidates All candidates who have participated in the interview are entitled to feedback about their performance in the interview. The purpose of this is to assist unsuccessful candidates improve their interview skills. Feedback must be constructive. A candidate may be disappointed they failed to get the job and therefore do not need their confidence knocked any more than necessary. When giving feedback the interviewer must remember to start the conversation discussing the areas in which the applicant interviewed well. Then they must move on to areas where improvements could be made, making suggestions as to how the candidate could improve their performance in the future, being sure to ask the candidate if they have any questions. ?? ?? ?? ?? OCR Level 3 Unit 17 Task 2 ...read more.

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