Recruitment and Selection of Staff Tasks 1 and 2
Recruitment and Selection of Staff
Denise Chilton
Word count 3213
Task 1
1.1 The Recruitment Process
Look at the business, future plans and whether the post is required.
Check the Job Description and Person Specification is current, relevant and without discriminatory wording, making clear the skills and knowledge essential for the post.
Advertise the vacancy through at least 2 different channels to widen the audience.
On receipt of applications check for completion.
Sift and short list applications.
Decide on interview format and questions – for shop floor, tills etc include a practical aspect.
Send out invites to selected candidates.
Carry out interviews – include HR and a team leader from the relevant department in the store.
Select and notify the successful candidate – as soon as possible.
Give feedback to unsuccessful candidates – as soon as possible.
Carry out pre-employment checks – Right to Work checklist, references etc.
Agree start date.
1.2 Factors that generate a need for recruitment
Growth and expansion – new stores and departments opening.
Internal promotions – junior staff moving up the grades and more senior staff becoming team leaders.
Staff changing employment.
Maternity – a lot of store staff are female.
Long term sick leave.
Seasonal work – particularly Christmas when the store is generally busier and the toy department is very busy.
1.3 Legal and legislative requirements of the recruitment process
The Equality Act 2010 replaces all of the previous anti-discrimination laws with one single Act. The Act protects people from being treated less favourably because they have a protected characteristic.
Those relevant to recruitment are –
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation
This Act brought about ‘positive action’ in recruitment which means it is not unlawful discrimination to take special measures aimed at alleviating disadvantage or
Denise Chilton
Word count 3213
Task 1
1.1 The Recruitment Process
Look at the business, future plans and whether the post is required.
Check the Job Description and Person Specification is current, relevant and without discriminatory wording, making clear the skills and knowledge essential for the post.
Advertise the vacancy through at least 2 different channels to widen the audience.
On receipt of applications check for completion.
Sift and short list applications.
Decide on interview format and questions – for shop floor, tills etc include a practical aspect.
Send out invites to selected candidates.
Carry out interviews – include HR and a team leader from the relevant department in the store.
Select and notify the successful candidate – as soon as possible.
Give feedback to unsuccessful candidates – as soon as possible.
Carry out pre-employment checks – Right to Work checklist, references etc.
Agree start date.
1.2 Factors that generate a need for recruitment
Growth and expansion – new stores and departments opening.
Internal promotions – junior staff moving up the grades and more senior staff becoming team leaders.
Staff changing employment.
Maternity – a lot of store staff are female.
Long term sick leave.
Seasonal work – particularly Christmas when the store is generally busier and the toy department is very busy.
1.3 Legal and legislative requirements of the recruitment process
The Equality Act 2010 replaces all of the previous anti-discrimination laws with one single Act. The Act protects people from being treated less favourably because they have a protected characteristic.
Those relevant to recruitment are –
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation
This Act brought about ‘positive action’ in recruitment which means it is not unlawful discrimination to take special measures aimed at alleviating disadvantage or
References: Ref 1 www.equalities.gov.uk Ref 2 www.interview-skills.co.uk Ref 3 www.acas.co.uk