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All of Unit 8 Ps, Ms and Ds coursework Graded at high quality
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Unit 8 P1Sainsbury’s was founded in 1869 by John James and Mary Ann Sainsbury and it is currently the second
largest PLC chain of supermarkets in the UK with over 600 supermarkets and 800 convenience stores, also
operating overseas like in Europe. They sell a variety of tangible item such as food, clothing and toys.
Additionally, they sell intangible service such as insurances which can consist of car, pet and life.
Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable
candidates for jobs within an organisation. Sainsbury may need to recruit for many reasons, such as
increasing the work force as it can spread out the responsibility of work throughout the force, additionally
gaining new and unique skills in members that can give them a competitive advantage in the market.
Sainsbury will need to fill out new offices or branches that are being opened as they constantly expand due
to their current succession of them being a popular supermarket, so they need more staff to help cope with
these expansions. Another reason Sainsbury may need to recruit is because the number of employees
needed locally, nationally or even globally has increase due to customers or sales increasing.
Sainsbury can use Job Centres as a way to employ people from the public to work for them, they can do
this by advertising job placements on their website, billboards, social media and many more methods of
large-scale advertising. A benefit of this is that they can target a larger audience, therefore attracting new
talents that can exceed the job expectation so they can increase business activity, this can be further
enhanced as Sainsbury is an established business that is known for being oblige with the employment act
2010 of fair treatment of staff. However, a disadvantage will be that its time consuming and require a large
amount of money to advertise, therefore increasing the outflow of cash.
Sainsbury can use Agency as a private recruitment centre which require payment for their services, the
benefit of agency is that they can provide skilful workers that can make an immediate impact on Sainsbury,
therefore giving them the chance to increase profit and overtake Tesco as the number one market leader.
An agency also reduces the outflow of cash for Sainsbury as they don’t need to advertise or train the
applicant because the agency handles the whole requirement process. However, a disadvantage is that an
agency is that Sainsbury must pay for their services, which is costly as they may repeatedly not find the
right person that will be a good fit for the job, which greater increase the cost of their services, this is due to
the selection process being limited to the data they have, and not what they see of the applicant.
At Sainsbury there many supervisors’ roles like a manger or CEO who can hire candidates internally or
externally. Internal recruitment is filling a job vacancy by employing someone who is already an employee
of the business, for example a Sainsbury staff being promoted to a manger by a CEO which is done
through communicating between people employed in the same organisation. Internal methods of
recruitment may include notice boards, words of mouth, company website and email to staff. External
recruitment is filling a job vacancy by employing someone from outside of the business, for example
Sainsbury recruiting by using a job agency, job centre or contractor which is done through communicating
between people employed in an organisation and others outside that organisation. External methods of
recruitment may include websites, newspaper, social media and specialist magazines.
,Additionally, there also the act of advertising internally and externally. An advantage of advertising
internally is that all candidates are known to the organisation so Sainsbury would have a better insight on
the person as they are working with them, this also cut cost of advertising as all the candidate are internal
and not external. However, a disadvantage is that no new talent is being introduce as the choices are
limited within the business, and the successful candidate will then need to be replaced meaning Sainsbury
will need another recruitment plan which would cost them. An advantage of advertising externally is that
candidates may have new ideas and skills to bring as they that can help Sainsbury achieve their aims and
objectives like market dominance and profit increase. However, a disadvantage is that the person
appointed may not be as good as they appear to be for that role, therefore wasting the business time and
money as they have to restart the recruitment process.
Effective and Ineffective recruitment is the act of finding a candidate that can either make a positive or
negative impact on the business. The impact of Effective recruitment on Sainsbury is that the applicant can
fit into the right culture of the business so they can quickly have a positive impact on Sainsbury because
they are aware of what is expected of them. Whereas, the impact of Ineffective recruitment on Sainsbury is
that it’s a waste opportunity cost that could have benefitted Sainsbury as no amount of training,
encouragement or even discipline can improve a difficult employee.
Sainsbury's handle enrolments through their website as a way of online recruitment, which is advertised by
various means such as social media, adverts and many more. This is done to target a large number of
candidates who can hold potential for the business. They shortlist their candidates by the traits that they
have like good communication skills to interact with customers and colleagues, or good maths skills to
serve at the cashier. They also shortlist by using a job specification which consist of the list of attributes a
person should have for a particular job, for example qualities, qualifications and knowledge. An advantage
of this is that it gives a clear understanding of an applicant, so the decision-making process of employing
them will be easier and less time consuming. However, a disadvantage is that it can be time consuming for
Sainsbury to categorise this information of each candidate, which increase cost as they are paying their
recruitment team extra as a way of motivating them to not get discourage and make fatal errors.
BEI which refers to Behavioural Event Interviewing is a technique that asks the candidate to describe a
situation or an experience they had in a previous job. Sainsbury use this technique to gathers valuable
information from the candidate responses because past performance can predict future performance.
However, if the candidate had no past jobs then prediction on their future performance will be hard to
predict.
Sainsbury can decide how they’re going to employ by setting up group activity, because at Sainsbury your
apart of a workforce that is expected to work as a team to fulfil their designated aims and objectives. They
can also put candidates on probationary period which the business trains and observe them to see if they
are suitable for the role. This can be done by off-the-job training which occurs away from the job, and On-
the-job training that occurs at the place of work while the workers are doing their jobs. An advantage of off-
the-job training is that it limits the risk of employees ruining Sainsbury reputation and profit as it is a
simulation. However, a disadvantage is that it requires extra time for the business to set up as its outside
, the working periods. An advantage of on-the-job training is that it puts the applicant in real life working
condition which can build up experience for them. However, a disadvantage is that candidates can pick up
bad habits as they can be easily influenced by current employees.
Interview protocol is a guided structure for the interview like: what to say at the beginning of the interview,
the interview questions, and what to say at the end of the interview. This is important for a every business
to have as it helps to establish conversation as the interview is structured to prevent or minimize mistake
for both participants, therefore giving the applicant a better chance to prepare and even succeed in the
interview.
P1 Bibliography
https://sainsburys.jobs/working-at-sainsburys/assessment-process/
https://thegossagency.com/2015/12/13/why-its-important-to-have-ethics-in-advertising-especially-to-reach-millennials-2/#:~:text=Ethics%20in%20advertising%20is%20important,the%20needs%20of%20the
%20customer.&text=Companies%20need%20to%20show%20they,cares%20about%20what%20they%20need
https://sainsburys.jobs/
https://www.smartrecruiters.com/resources/glossary/recruitment/
https://www.theguardian.com/business/2007/feb/02/supermarkets2
https://www.brighthr.com/articles/hiring/recruitment/popular-employee-recruitment-techniques/
https://careersourceokaloosawalton.com/files/public/Behavorial%20Interview%20Template.pdf
https://nsuworks.nova.edu/cgi/viewcontent.cgi?article=2337&context=tqr#:~:text=A%20researcher's%20interview%20protocol%20is,or%20certain%20ideas%20and%20experiences ).
Unit 8 P2
This report will explain how and why a business adheres to recruitment processes which are ethical and
comply with current employment law. Ethical considerations are based on the human principles of right and
wrong, whilst Legal requirements are based on written law as something can be legal but not ethical.
Legal Requirement
Legal requirement is any laws or regulations that is issued by any governmental authority to protect the
business and their stakeholders like employees. One of these legal requirements is the equal opportunities
legislation which is a legal procedure that protects candidates from discrimination by employers. To prevent
this the Equality Act 2010 was implemented into the working environment as it covers all the laws such as
discrimination, harassment and victimisation. If this act is broken, the prospective employee can take action
against the prospective employer. Sainsbury complies with these laws due their well-known reputation of
being the first and best option for customers, they do this by consistently funding their HR department
(Human Resources) who ensure that their employees are treated and paid fairly throughout their time with
the business.
The right to work legislation is a fundamental law for employers as they must ensure the individual, they are
recruiting has the right to live and work in the UK. The UK law relating to this is constantly changing, so
employers must ensure they are aware of any changes and adhere at all times, or they will liable for a fine
up to £20,000 per illegal worker.
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