• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

2. investigate the selection practice

Extracts from this document...


In this part of my assignment I am going to investigate the second learning outcome which is to investigate the selection process for Boots. To do this I will look at things such as the interview process and how it is carried out, who does what and what is looked for in a potential candidate. The Selection process deals with three main areas: the preparation for selection, communication skills, and selection and decision-making. Preparation and Interviews The selection of the right person for the job needs careful planning. Businesses will have different ways of managing interviews. For example once Boots has decided which individuals it wants to interview, it will produce a list of candidates. An interview is the opportunity to ask questions of the applicant and to work out the suitability of the person for the job. It is also the first opportunity that applicants and the organisation have to speak with each other formally. There are numerous ways of interviewing candidates they include - Group interviews - a number of people are interviewed together. This would allow Boots to present information about the job to a number of people at the same time and also allows them to see how people relate to each other. It is the ideal opportunity to do teamwork to see if people will work good together and also a good comparison tool because you can compare the candidates face to face. Individual interviews - This is the most popular and most used tool of interviewing. It allows the company to see one applicant in their own light and see what just they have to offer the organisation. Team/panel interviews - this can also be used to allow the organisation to gain different opinions about an applicant. A panel of experts may be used to ask the candidate different questions related to specialist fields. The number of interviews that are needed must also be planned for, and this will depend on the type of vacancy that is being offered. ...read more.


is essential that the questions are prepared before the interview, especially if it is to be done by a team or panel. It is also essential that it is decided - > Who will be asking what questions > Who will lead and close the interview > How long are the interviews going to take, making sure each one last the same length of time? (30 mins average) Candidates are usually given an outline of the format of the interview, for example how long it will last and the type of questions they will be asked. This allows them to try to do their best. It is important that appropriate and equivalent questions are asked of all candidates so that each person has a fair chance of getting the job. Therefore - > a woman must not be asked about her marital status or whether or not she has children > no one should be asked about sexual orientation > no one should be asked about religious or political beliefs > no one should be asked about his or her social life As well as this documentation being given to the applicant. The interviewing panel also need to ensure that they have the right documentation to enable them to be able to have background information on the candidate. The panel would need things such as - > The job description > The person specification > The job advertisement > Any assessments that the candidates have already completed i.e. personality profiles, aptitude tests etc > CV's > Any references that may have been obtained. Other examples of preparation that needs to be decided includes - > Carefully plan and choose the location, making sure clear directions have been sent out. In this case it will be the Boots Hanley store which is the biggest store in the area. if the applicants get the job they may be trained at this store and then transferred to the new Trentham store. ...read more.


Recommendations to Boots I recommend that Boots have a set procedure for recruitment this procedure will help them follow guidelines and legislation whilst also having an efficient recruitment process. Here is a list of what I recommend the procedure entail for Boots - > Prepare the interviews, think of questions, and produce scoring systems that will allow candidates to be scored on their interview. A scoring matrix based on qualifications and the assessment of experience through the answers received from competency questions will allow for good decisions to be made and for the process to be fair and equally compared. > Gather all of the documentation needed, for example, CV's question papers, candidate's application form, and any recommendation forms that the candidate has handed in. > Prepare tests for the candidates, this can include aptitude tests, ability tests etc. > Ensure that legislation is being correctly followed and that all applicants have equal opportunities. > Interview the candidates either face to face or by group interview, ensuring that a basic template using WASP is followed to give the interview structure. If all of these bullet points are followed then the procedure should run smoothly. It is still important to ensure that all management i.e. Human resources and line managers are constantly aware of every process within the recruitment and selection. They need to be made aware of things such as - > hours of work > responsibilities (these should reflect the job spec) > date of commencement > any training courses that they need to be booked onto These managers can then use this information to pass onto the successful candidates who get the job. All of this information should be sent formally and efficiently using correct communication methods such as e-mail, letters, telephone, memos etc. all processes need to be documented to show equal opportunities has been followed and to also make sure that the whole process is done quickly and professionally. ?? ?? ?? ?? 1 Martyn Fox Task 2 Recruitment & Selection ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Report: Type of ownership of J-Sainsbury

    Not only are the customers buying the product they are also buying convenience and time. For example if a customer wanted to find dental and optician products they can find it at J-Sainsbury's in one place rather than that customer having to go to two places, this saves time for the customer.

  2. Tesco Recruitment and Selection

    The job advert must include the job title to tell the applicant what their job title would be if they get the job. It informs people of what basic qualifications which the Tesco are looking for in the business. This tells people to only apply if they have basic qualifications which match the businesses.

  1. Recruitment and selection process for Boots.

    at the general appearance and dress sense they also look at general health matters and their voice to see if they are able to speak clearly and politely. Attainments - this is where employers look at the qualifications which the candidates may have such as GCSE's ,A levels and degrees they will also take great consideration in previous job experience.

  2. Recruitment and selection for Sainsbury's.

    What mental processes are required to do the job? Is the job holder required to take decisions and use initiative? What are the limits of the job holder's authority? Is the output from the job a part or a whole?

  1. Analysis of a Company: Boots Chemist

    Staff and job applicants are expected to co-operate in this process. The Boots Company believes that everyone benefits from a working environment where respect for the individual is encouraged, and if staff feels they have been treated in a way that is contrary to this policy the issue should be dealt with by a senior manager, or directly by Personnel.

  2. Managing Human Resources in Marks & Spencer.

    Injuries involving fatalities must be notified immediately by the most practical means (e.g. by phone). Listed diseases must also be notified. Boots, therefore, will keep statistics on both minor accidents at work (i.e. ones however minor that involve some form of first aid)

  1. The stages involved in recruiting new staff.

    Interviewing This is the stage where you will talk to the applicants and get to know them, which will result in allowing you to choose the best applicant. The many methods of interviewing ranging from over the phone to having a formal meal with the candidate.

  2. 1. explore the process of recruitment planning

    Alongside that is the expense of the operation and how long it will take * Interviewing the line manager or the manager of the previous employee to see the types of things that they did within their job. This will help to draw up a person specification and a job description.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work