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BTEC National Diploma in Business

Extracts from this document...

Introduction

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.

Middle

* 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.

Conclusion

- 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.

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