HR1X01N Managing People

Recruitment and Selection

Introduction

The recruitment of staff is one of the most important tasks within an organisation. People are the most important benefit of any organisation and the success of that organisation depends on having people with the right skills and abilities. To make sure that the right people are recruited in the first place, a fair, structured and professional selection process must be used. 

The organisation makes sure that people with recruitment and selection  responsibilities have the knowledge and skills they  need to recruit and select people effectively. Bad selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff.

The aims of the recruitment and selection process should be to :

  • Recruit high quality staff with the right skills on the suitable contracts to deliver the key objectives of the position and organisation.
  • Ensuring that equality of opportunity is considered as an essential part of recruitment practice, therefore encouraging diversity.
  • Making sure that recruitment is effective as a key public relations exercise for all involved.
  • Certify that recruitment is fair, efficient and cost-effective.
  • Aid and encourage best practice by training those involved to follow a structured and systematic process of selection.

The Legal Context or Equality

One of the areas that causes the most concern when recruiting new staff is the volume and difficulty of legislation governing recruitment and employment issues. An employer has a legal responsibility to ensure that no discrimination on the grounds of race, sex, marital status, disability, sexual orientation, religion or belief occurs during the Recruitment and Selection process. Equality of opportunity must be an essential part of the recruitment and selection process.

Discrimination

In an organisation it is important  that the selecting committee are very aware of which kind of discriminations can arise. There are different types of discriminations which of two are direct and indirect discrimination . Direct is when an employer rejects an applicant solely on the grounds of race, sex, marital status or disability. Therefore, refusing someone with the skills,  knowledge and ability to do a job because they are black, or because they are a woman, or because they have a disability, or because they are married, is direct discrimination and unlawful. Indirect is more faint and can be either intentional or unintentional. It occurs when an employer specifies a requirement, when applied to all applicants has a greater unfavourable impact on one group (women, men, married people, blacks, whites, disabled, etc.) than another, and the employer cannot reasonably justify it.

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Marks and Spencer is one that values it’s equal opportunity as they say, they are one that promotes an environment free from discrimination. This a company that endorses it’s community and the public for it to be a such well recognised organisation.

Planning the recruitment process

 

A very good well worked recruitment and selection process demands good planning, this then allows an organisation to show a professional image to applicants.

A vacancy may arise as a result of a resignation, the creation of a new post or confirmation of extended leave (e.g. maternity and career ...

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