Recruitment and Selection in Recruitment

7/23/2019 Recruitment and Selection in Recruitment

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RECRUITMENT AND SELECTION IN BUSINESS

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Table of Contents

Introduction......................................................................................................................................3

Task 1:..............................................................................................................................................3

a) Flowchart for recognizing recruitment process of Thomas Cruises and Princess CruisesTwofamous Tra!el "rganizations of #$:...............................................................................................3

%) &ist of different methods used recruit emplo'ee.........................................................................(

Task : Impact of current legislation of #$ and *# on compan'+ while recruiting new office

manager............................................................................................................................................,

Task 3: -otice for hiring new office manager.................................................................................

Task /: Plan of an a inter!iew for hiring "ffice 0anager.............................................................1

Task (: Transcripts of 2pplicants Inter!iew 4esponses...............................................................1

Conclusion:....................................................................................................................................11

4eference list:................................................................................................................................1



Introduction

The 5aile' 5us and Coach Compan' is increasing the %usiness. The e6tension of the %usiness

will create huge workload on the e6isting emplo'ees. The compan' wants to recruit an official.

The 74 officials ha!e to conduct an inter!iew of the official %ased on which the compan' will

decide the recruit should %e done or not. The new official will %e capa%le of handling all the staff

working in the present compan'. The official should %e !er' much suita%le for managing the

entire process clearl'.

Task 1

a! "lo#c$art for reco%ni&in% recruit'ent (rocess of T$o'as Cruises and )rincess Cruises*

T#o fa'ous Tra+el Or%ani&ations of U,

The learner has done !arious researches and tried to find out the recruitment procedure of

different compan'. The learner has chosen two different companies for the research+ Princess

Cruises and Thomas Cruises. The learner has chosen this two compan' as this compan' is !er'

famous in recruitment procedure. 2s the compan' is e6panding+ the 74 officials ha!e to set a

!er' good official %ased on that the compan' will work much %etter and a%le to hold the pre!ious

reputation+ which the compan' is ha!ing.

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ant for the post must provide full-completed application form including every personal details educa

applicant must have to clear all the eercise and then the applicant must !e put forwarded for the ne

e applicant must have to pass through all the stages of the interview and without the use of any unf

nt must have current )uropean *nion as well as *+ passport and the applicant have to give a photoc

st possess a valid and wor#a!le mo!ile num!er and hence, the applicant must has to provide the ph

The arrival time: The applicant must arrive within 1&-& am. The interview might continue for the en

T$e recruit'ent (rocedure of T$o'as Cruises is as follo#s

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Step 1: The representative of / of the company is always in the main lead of the recruitment proce

p %: / /epresentative pro0ects advertisements on online 0o! portals, where aspirants show their int

!asis. The aspirants have to attend personal interviews. owever, 2epending on the various post de

or# at entry level then the company follows this steps-face to face interview, group discussion and t

T$e recruit'ent (rocedure for )rincess Cruises is as follo#s

b! List of different 'et$ods used recruit e'(lo-ee

In the process of recruiting suita%le applicant for the position consists of two different sources of

emplo'ing the' are namel' internal source and e6ternal source

INTERNAL SOURCES

The internal sources consist of mainl' transfer of the emplo'ing from one destination to other

destination. 2nother popular method is promotion. 2s per Piotrowski and 2rmstrong 8,+

p./9)+ the emplo'ee can %e promoted from one post to another %etter post where the compan'

need eligi%le person to fulfil the need of that particular post. The compan' does not emplo' an'

person from outside+ rather makes the work done %' the present emplo'ees who e6ist in the

compan'. The %enefits of recruitment from internal it in!ol!es ethical issues. If the emplo'ee is

promoted to higher+ post its helps the emplo'ee to %ecome more ethical. *!er' emplo'ee wants

promotion as it gi!es in turn more prestige in the compan'. 2s per 5ranine 8+ p./9)+ if the

selection is done %ased on internal sources there will %e less chance of mistake in the selection

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procedure as the performance of that emplo'ee is e!aluated earlier and the compan' hold each

document of that emplo'ee. It promotes faithfulness as the emplo'ee promoted works more

enthusiasticall' for the compan'.

EXTERNAL SOURCES-

The main process of recruitment is done through the e6ternal sources. The e6ternal source is !er'

appropriate for the recruitment process. 2s per ;andeep and ;ingh 811+ p.1)+ the process of

e6ternal recruitment is done through !arious processes such as ad!ertisement< the compan' can

gi!e ad!ertisement that the compan' is hiring a person for the !arious positions. The compan'

can recruit through emplo'ment e6change as the emplo'ment e6change keeps the data of the

person how want to work and how are suita%le for the work. 2s per =hitaker 83+ p.3)+ the

compan' can recruit through !arious educational institutes %' the process of campus recruitment

for who are suita%le for the >o% or not suita%le for the >o%. The recruitment can %e done from the

la%our agreement and la%our unions. The ad!antages of e6ternal recruitments are to get more

amount of eligi%le person< it helps to get fresh ideas etc.

Task . I'(act of current le%islation of U, and EU on co'(an-/ #$ile recruitin% ne#

office 'ana%er

=hile inter!iewing and selecting the eligi%le candidates+ the emplo'ers ha!e to go through andstrictl' follow legislati!e rules of #$ and *uropean #nion. This can authenticated the

recruitment process. The laws are as follows

Equality Act 2010- This *?ualit' 2ct is implemented from 1st "cto%er. It main intention is to

present a simpler+ further relia%le and more successful lawful structure for pre!enting %ias. This

act ena%les e?ualit' for opportunit' of %oth male and female candidates. 7ence the emplo'er

cannot %e %iased with an' of the candidates on grounds their gender. The aim of the law is to

impro!ement of the pre!ious acts and goes with the discriminating laws to make stronger the law

to hold up de!elopment on e?ual opportunit' 8legislation.go!.uk+ 1().

Protection of ree!o"# Act 2012: 2s per this act+ no indi!idual %elow 1 'ears of age should %e

emplo'ed in a compan' 8www.ucl.ac.uk+ 1). This act safeguards the freedom of children+

who are defined as indi!iduals under 1 'ears old+ to li!e a free life. This act does not allow

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compulsi!e recruitment of children under this age and e!en prosecutes emplo'ers who recruit

such 'oung indi!iduals or force them to work.

In!irect $i#cri"ination an! %ur!en of Proof Re&ulation# 2001 - This act ensures that no

emplo'ee will %e gi!en >o% %urden on grounds of their gender 8www.legislation.go!.uk+ 1().

This ensures e?ual opportunit' for them in e!er' aspect of their >o% role.

$i#a'ility $i#cri"ination Act 1(() * This act ena%les e?ualit' for opportunit' to the person who

is ph'sicall' challenged. 7ence+ the emplo'er cannot %e in ethical to the ph'sicall' challenged

person+ the emplo'er can pro!ide one da' e6tra lea!e for the person+ can grants medical facilities

8legislation.go!.uk+ 1(). The emplo'er ha!e to %e reasona%le when the emplo'ing+ selecting+

inducting a lia%le emplo'ee.

E"+loy"ent Equality Re&ulation 200, This law mainl' honestl' or not directl' %ias against an

worker or potential worker on the floor of spiritual %elief. The s'stem also enlarges to wrap

occupational training. There are e6ceptions for actual purposes also. The' are as follows national

securit'. The compan' cannot take risk in the issue of nations safet' and the take make the

nation in an' kind of danger. 2 special reference can %e here to protect an' kind religious %elief

such as protecting emplo'ee from wearing the safet' helmet 8legislation.go!.uk+ 1().

T.e %ri'ery Act 2010 This act was implemented on 1st of @ul' in the 'ear 1.this act protects

an' commercial houses to take an' kinds of %ri%ing a different person on their a%sences. The

%ri%er' laws come under the section of criminal conspirac' 8legislation.go!.uk+ 1().



Task 0 Notice for $irin% ne# office 'ana%er

@"5 A*;C4IPTI"-

@o% title: "ffice 0anager

4eporting to: ;enior 0anager

4esponsi%ilit' for other ha!e to control the su%ordinates manage the o!erall office spontaneousl'.

&ocation: 52I&*B 5#; 2-A C"2C7 C"0P2-B

"!erall purpose of the >o%: To run and o!er presentation the work of the management

$e' acti!ities

1) 0anage the staff

) 0anage the punctualit'

2n' special re?uirement

1) IT skill

) =ord Processing

3) Presentation

/) ;preadsheets



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)ERSON S)ECI"ICATION

ualificationsDraduates

4ele!ant *6perience 'ears working in a reputed tra!el compan'

;kills and Competencies IT knowledge+ good computer knowledge+ punctualit'

Circumstancesodd social hour

RECRUITMENT ADERTISEMENT

/o' Title: -ew "ffice 0anager

Co"+any 5aile' 5us and Coach Compan'+ Bork+ #$

Salary E1(+ to E3+

Len&t. of contract : 1 'ear

Location of /o' 5aile' 5us and Coach Compan'+ Bork+ #$

Co"+any %ac&roun! 4eputed Tra!el Compan' of #$



Task 2 )lan of an a inter+ie# for $irin% Office Mana%er

Interie# can 'e con!ucte! %' sitting face to face as in personal inter!iew+ or through group

discussion. It can also %e done online through !ideo conference on ;k'pe or on telephone

through telephonic inter!iew.

Selection of can!i!ate# can %e done on ?ualification %asis+ or on grounds of work e6perience

and screening can %e through repeated anal'sis of the replies of the inter!iewee in the inter!iew

round.

The can!i!ate #.oul! 'rin& the original as well as photocopies of the rele!ant education

certificates and work e6perience letter+ along with multiple photographs of their recent

appearance.

3ue#tion# to %e asked in the inter!iew:

1. Take us through 'our strong points and weak points.

. =hat has %een 'our work e6perience as in 'our pre!ious compan'

3. =hat are 'our e6pectations from 5aile' 5us and Coach Compan'

/. =hat salar' do 'ou e6pect from us

(. 7ow can 'ou help our compan' with 'our ser!ices

Task 3 Transcri(ts of A((licant4s Inter+ie# Res(onses

1. Take us through 'our strong points and weak points.

G2s 'ou ha!e seen through m' resume that I ha!e %een working in the #$ tra!el sector since the

last 'ears+ I consider m'self to %e a !er' strong contender for the post of "ffice 0anager in

'our compan'. I am !er' enthusiastic and passionate a%out the idea of tra!elling. ;o I ha!ealwa's kept a keen e'e on the latest trends that pre!ail in the tra!el and tourism sector of the #$.

2s for m' weak points+ there can %e pro>ection of low situations in ones life+ %ut I do not

consider them to %e threats for m' carer until and unless I am a%le to withstand the tough times

in m' career.H

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. =hat has %een 'our work e6perience as in 'our pre!ious compan'

GI am not a%le to maintain an' kind of social relationship. I ha!e to work for longer hours. 2fter

working for longer hours+ I am not getting proper remuneration. I am not getting the promotion

in the >o% since I ha!e started the >o%H

3. =hat are 'our e6pectations from 5aile' 5us and Coach Compan'

GI know that this compan' is !er' reputed tra!el compan' of #$. I e6pect to get all the facilities

and respect that other emplo'ees of 'our compan' recei!e. I also e6pect that m' hard work will

%e rewarded at proper time.H

/. =hat salar' do 'ou e6pect from us

GI e6pect salar' near a%out E1.H

(. 7ow can 'ou help our compan' with 'our ser!ices

GI am capa%le of handling the staff of the compan'. I am !er' punctual. I am a%le to put up with

the staff of the compan'. I will help the compan' to grow more putting %est effort.H

5itness state'ent fro' t$e inter+ie#: 2s was seen through the responses of the candidate in

the inter!iew session+ the candidate can %e stated to possess most of the criteria that are needed

to %e in the new "ffice 0anager of 5aile' 5us and Coach Compan'. 7ence+ there can %e a

chance of hiring the prospect candidate for the re?uired designation. 7owe!er+ the salar' can %e

negotiated as the candidate possesses a work e6perience of onl' two 'ears.

Conclusion

The learner has studied an o!er !iew of recruitment process. The learner has studied the

recruitment process of the !er' reputed tra!el compan'.

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Reference list

6ournals

5ranine+ 0. 8). Draduate recruitment and selection in the #$: 2 stud' of the recent changes

in methods and e6pectations. Career Development International + 138,)+ pp./9(13

Piotrowski+ C.+ and 2rmstrong+ T. 8,). Current recruitment and selection practices: 2 national

sur!e' of Fortune 1 firms. North American Journal of Psychology+ 83)+ pp./9/9,

;andeep $.< ;ingh+ 0. 811). ;trategic 7uman 4esource 0anagement: 2 Three;tage Process

0odel and Its Influencing Factors. South Asian Journal of Management + 181)+ pp.1,13

=hitaker+ $. ;. 83). Principal role changes and influence on principal recruitment and

selection: 2n international perspecti!e. Journal of educational administration+ /181)+ pp.3(/

5ebsites

legislation.go!.uk 81(). Employers: preventing discrimination. 2!aila%le at:

https:www.go!.ukemplo'erpre!entingdiscriminationrecruitment J2ccessed on 1 "ct 1(K

princess.com. 81(). Princess Cruises Come !ac" true. 2!aila%le at: http:www.princess.com

J2ccessed on 1 "ct 1(K

thomson.co.ukcruise. 81(). #inter $oles %eneral Application Process& 2!aila%le at:

http:www.thomson.co.uk>o%sskilakesacti!egeneralapplicationprocess.html J2ccessed on

1 "ct 1(K

www.legislation.go!.uk+ 81(). 'he Se( Discrimination )Indirect Discrimination and !urden of

Proof* $egulations +,,-& 2!aila%le at:

http:www.legislation.go!.ukuksi1,,regulation(made J2ccessed on 1 -o!1(K

www.ucl.ac.uk+ 81 *& #or"ing .ith /ulnera0le %roups& 2!aila%le at:

http:www.ucl.ac.ukhrdocsrecruitment.php J2ccessed on 1 -o! 1(K

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Recruitment and Selection in Recruitment