Dissertation proposal "Critically evaluate recruitment and selection process in employment agencies in UK with reference to Life Search and Selection"

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UWIC BUSINESS SCHOOL

Dissertation proposal

"Critically evaluate recruitment and selection process in employment agencies in UK with reference to Life Search and Selection"

Name: Sanket L. P. Dube

Student no: ST04003628

Campus: Colchester Avenue

Course: MBA (full-time)

Tutor: Richard Adlam

Academic year: September 2004-05

Submitted: 02-08-2006

Provisional title

"Critically evaluate recruitment and selection process in employment agencies in UK with reference to Life Search and Selection"

Introduction

Recruitment agencies are a part of the ever changing world. As the world moves closer to become one, recruitment agencies play a pivotal role in helping in mass transmission of human resources from one part of the world to another. There was a time when people were happy to work in their own community. But nowadays things have changed dramatically. A lot of people travel to different parts of the world to get experience by working in alien environments. This change in the attitude of the general masses around the world has encouraged the local employment agencies to expand globally in order to make the route of recruitment and selection easier. Furthermore the expansion of the European Union has allowed people from the poorer but skilled countries like Poland, Romania and Bulgaria to travel to the UK for jobs and a better way of life. New legislations have also helped in allowing people from various parts of the EU to travel to UK and seek out opportunities.

Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organisations human resource requirements. (Anderson, 1994)

A useful definition of Recruitment is 'searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs. (Dowling and Schuler, 1990); whereas Selection is more concerned with predicting which candidates will make the most appropriate contribution to the organisation - now and in the future'. (Hackett, 1991)

Unemployment is not equally distributed across the UK labour force. Age, qualifications, gender, ethnicity and location all have an impact on whether or not people become unemployed and the length of time people spend on work. (Social Trends, 2002)

Examining the organisation's ability to recruit various types of employee that may be required is one of the major aspects of manpower planning. Shortages of the right kind of employee may result in failure to meet production plans and even to major revisions of marketing plans. But predicting this ability to recruit is one of the most speculative areas of manpower planning. It is not possible to calculate an accurate number to represent the rate at which certain types of specialist may be recruited in the future. The more stable and unchanging the situation, the more feasible such a calculation would be since it would then involve extra extrapolating present recruitment rates. But it is very unlikely that all the factors which may affect recruitment in the organisation itself, in the economy, in the technology, in education, training and other fields would remain constant for many length of time. (Angela M. Bowey, 1978 p:60)

Literature review

The specialist skill of external recruitment advertiser has been used for many years by personnel departments looking outside for design skills and up to date knowledge of more successful media. Agencies have also been used for temporary recruitment of staff to cover for periods when full timers are on absent or on holidays.
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Recently, however, the reasons for using third parties in recruitment have intensified. With the move towards increasing the proportion of non-permanent contracts, a greater number of temporary staff is being recruited at all levels. Some evidence suggests that the number of temporary managers is increasing by 25% percent per year, to oversee specific projects as well as to fill temporary vacancies (People Management, 1996, pg 96). Agencies are becoming increasingly involved in working with organisations where strategic decision to resource prior a third party is being taken. For example, Reed Employment has recently won a contract to provide ...

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