• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
  1. 1
  2. 2
  3. 3
  4. 4
  5. 5
  6. 6
  7. 7
  8. 8
  9. 9
  10. 10
  11. 11
  12. 12
  13. 13
  14. 14
  15. 15
  16. 16
  17. 17
  18. 18
  19. 19

BTEC National Diploma in Business

Extracts from this document...


BTEC National Diploma in Business Unit 15 - Recruitment and selection What is recruitment and selection? Recruitment and selection describes the process that organisations follow to attract applications from people who want to work for them, and then to choose the best person for the job. Aims of the assessment The purpose of this unit is to enable me to explore the process of recruitment planning; investigate selection practice; explore recruitment practices and procedures and review the impact of recruitment and selection legislation. Scenario I have to select a business of my choice and ensure that I can obtain all the relevant information to cover all the outcomes. Tasks and activities 1) I will create a booklet that outlines the different stages of recruiting and selecting an appropriate employee in the business that I have selected. 2) I will explain the techniques employers use to ensure that recruitment and selection are conducted efficiently and effectively. 3) In groups of three (representing panels) I will plan to recruit one of the posts that the organisation has vacant. In my role as panel member I will need to undertake the relevant activities: - Review the application forms (making notes on relevant documentation). - Plan the selection process of interviewing for the most suitable candidate and ultimately role play the interview process selecting the appropriate candidate. - Create the necessary documentations needed for the interview. - Outline the criteria upon which I will base my selections. - Conduct the interview - with panel members taking on agreed roles. - Select the appropriate candidate with reasons for choice/rejections. - Complete the necessary documentation including outcome letters to all categories of candidates. - Review the selection interview highlighting good and bad points. 4) I will evaluate the effectiveness of selection interviews as a method to select the most suitable candidate (advantages and disadvantages). I will state the recommendations I would make to improve my procedure. ...read more.


* Our group interviewed a maximum of three different people from the BLUE team. Their names are, Rumi, Somsu and Rashna. * I felt that the questions that we asked were very specific in terms of what we wanted to find out about the interviewee. Although we got brief answers, it allowed us to select the most suitable candidate and we knew who would be most suitable for the job in terms of their skills and abilities. * After the recruitment and interview process we agreed on one candidate because of their skills and expertise to do the job. Their skills included a number of things like: - Good interpersonal skills. - The ability to work in a team as well as independently. - Previous managerial experience of working in a busy environment, i.e. the Young Enterprise Challenge. - Experience in working with young children and did past youth work. - Strong typing skills and efficient. * The above attributes are of the candidate that we chose and it shows the importance of peoples' skills needed for a job. The person we chose was Rumi. Although the person was a bit inexperienced, it didn't matter because their confidence and their willingness to learn new things was one of the reasons on why we chose this specific candidate. * Another very important skill they possess is that they have experience in working with young children and that is a key requirement for the job. During the interview, the candidate mentioned that they know how kids think and can relate to them and that was the main reason why we chose this candidate. * The reasons why we rejected the other two people was that they were very brief with their answers during the interview process and they took longer to answer the questions. * As well as that we couldn't tell whether they had the essential skills with working with young children because they lacked in that sort of experience. ...read more.


- The right to 2 weeks paternity leave for working fathers and 26 weeks for adoptive parents. - The right for fathers and mothers to ask for flexible working arrangements if they have children under six or disabled children under 18. - The right for members of trade unions to take paid time off to attend meetings and training. How can the working legislations affect the recruitment practice? o One of the most apparent issues for employers like Swanlea School with regard to the working legislations is that they must ensure that they are providing the facilities necessary to comply with specific legislations. o Swanlea School must also ensure that they are continuously updating their contracts since the legislations are continually advancing and changing and they need to be aware of these changes in order to implement it into the business. o They must also make reasonable adjustments to their organisation so that they are not discriminating certain people of their basic human rights in the workplace. o Swanlea School also must ensure that they record the changes of employee contracts, holiday leave, changes of address etc... The importance of recruitment practices and procedures in Swanlea School The recruitment practices and procedures are very important to Swanlea School because they have to ensure that they are meeting the ethical and legal requirements of their business. ==> The ultimate aim of any recruitment process is to bring in good quality new employees by the most cost-effective and rapid means possible. The appropriate use of IT can help Swanlea School to achieve this goal, but this also highlights the importance of the human role in selection decisions. ==> Swanlea School ensures that as an employer that they make file copies of documentation of every post that they have received. Swanlea need to legally create up to date records of new and also present candidates who are working at Swanlea or have applied for a specific job post. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management 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 University Degree Human Resource Management essays

  1. "Why is effective recruitment and selection important to organisations? Which selection techniques are the ...

    out different methods to identify one that suits them best or find one which is most effective. An interview can be described as a controlled conversation with a purpose. An interview is effective as it's a face to face conversation and the organisation can get an idea of what the

  2. Recruitment and Selection

    in question, and can vary from good to bad practices, more commonly in the smaller companies, where procedural issues tend to arise. For example, McDonalds as a large organisation has a vast range of different procedures, but they are usually very strict, particularly the health and safety related ones.

  1. Audience Requirements

    Interviewing the sales staff will give you an idea about the prospects for the sales in the future, but be careful. Sales staff is notoriously optimistic about the possibilities for future sales, so try to verify their estimates by comparing them with the past sales figures.

  2. Dissertation proposal "Critically evaluate recruitment and selection process in employment agencies in ...

    This is particularly relevant in the use of psychometric test; Newell and Shackleton (1993) found that organisation with no internal trained staff used consultants for administration and interpretation of tests. However, it is also applicable to more traditional approaches to selection; Storey (1992)

  1. Human Resource Management: Development, Activities, Planning and Recruitment

    May contribute suggestions about design of policies. Equal Opportunities- May also be involved in and contribute to the design of policies. Will be responsible for ensuring that all employees for whom he or she is responsible do not suffer from any form of unfair discrimination while at work.

  2. Research Proposal on the evaluation of recruitment and selection at SUPERDRUG

    store manager, assistant manager, team leader, warehouse operative, accuracy technician, apprenticeships (Fuller, 2005). Superdrug Plc Oxford Street Branch needs people to cover changing job roles within the business, to fill the vacancies created by resignation, retirement or dismissal and for internal promotion.

  1. Context of Employee Relations and Industrial Conflict

    Action" A strike is defined in TULRCA 1992 as "any concerted stoppage of work" (TULRCA 1992, s.246). This can include an overtime ban or a rest-day working ban called by a trade union (see Connex SE v RMT Union CA 1999 IRLR 249, CA).

  2. Reward Management, Monitoring Performance and Exit Rights & Procedures

    Competences and competencies Some organisations, but by no means all, use competences and competencies as components of performance management. Competences describe what people need to be able to do to perform a job well (the descriptions in National Vocational Qualifications are examples of competences).

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