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2024 Unit 8 Recruitment and Selection - Assignment 1 (DISTINCTION*) Examine how effective recruitment and selection contribute to business success

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  • Course
  • Unit 8 - Recruitment and Selection Process
  • Institution
  • PEARSON (PEARSON)
  • Book
  • BTEC Nationals Business Student Book 1 Activebook

This essay is for Unit 8 Recruitment and Selection Assignment 1. This work covers all of the criteria required to achieve distinction as well as the correct structure and layout needed to reach these high grades (please have a look at the previews). Just follow the content, it will save you time an...

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Document information

  • March 18, 2019
  • January 8, 2022
  • 18
  • 2023/2024
  • Essay
  • Unknown
  • A+

Subjects

  • employment law
  • workforce planning
  • job analyses
  • person specification
  • job description
  • interview
  • learning aim a
  • btec business
  • level 3
  • unit 8
  • cv
  • p1
  • p2
  • m1
  • d1
  • recruitment and selection process
  • pearson

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  • Unit 8 - Recruitment and Selection Process
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Unit 8 Recruitment and Selection
Assignment 1
Recruitment and Selection Processes in Large
UK Businesses
P1: Explain how a large business recruits and selects giving reasons for their processes

P2: Explain how and why a business adheres to recruitment processes which are ethical and
comply with current employment law.

M1: Analyse the different recruitment methods used in a selected business.

D1: Evaluate the recruitment processes used and how they contribute to the success of the
selected business

Index
Dixons’s Recruitment and Selection Process ………….…………………….…………………….………….…….…………..2

Workforce Planning ………….……………….….…………………………….….…………………………….….…………..….……..3

Job Centres and Agencies ………..……………………………………..…………………………….…………….…….…..………..4

Recruitment and business success ………………………..………………………………………………………..………………..4

How a professional recruitment process leads to efficient staff integration? …………………………..…….…4

Job advertising – internal vs external ………………………..……………………………….…………………..………………..5

Job analyses………….……………….….……………………………………….….….…………………………….….…………….……..6

Job description ………….……………….….………………………………………….…………………………….….…………….……..7

Person specification ………………………..………………………..……………………………….…………………..………………..9

CV (curriculum vitae) …………….….……………………………………….….….…………………………….….…………..……..10

Application forms and Letter of application.………………………..……………………………….………………….……..12

Online Recruitment and Selection.………………………..……………………………….…………………..…………………..13

Communication with prospective employees.………………………..……………………………….…………………..….15

Currys employment ethics and compliancy with employment law.………………………..……………………….16

Evaluation on how the recruitment processes used contribute to the success of Currys………………...17




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Recruitment and Selection
Processes in Currys
Currys is a British electrical retailer was found in 1884, currently the company has 73 high street
shops and 295 megastores across the United Kingdom with more then 10 760 employees. The
company is owned by Dixons Carphone and is currently the largest UK electronics retailer. Dixons’s
massive workforce requires comprehensive and effective workforce practises. This report will
explain, analyse and evaluate those practises.



Dixons’s Recruitment and Selection Process

Job Vacancy



Contract Job Analysis




Selecting & Create JD. &
Offer Job PS.




Screening
Interview
Applications


Shortlisting




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P1: Explain how a large business recruits and selects giving reasons for their processes.

Workforce Planning




The workforce planning identifies and analyses the need of the organisation in terms of type,
knowledge and size in order to meet its business objectives. This process informs the business on the
cornet and future impact on the workforce taking into account internal as well as external factors. In
Currys the human resources management team and the finance department work closely to identify
the workforce needs. This large British company needs to recruit staff constantly due to several
factors, listed below:

 Growth of the business – Currys have continued to grow annually by 3% for the past few
years[ CITATION ByT17 \l 2057 ]. This leads to higher demand for staff members because
more customers are visiting the store. If there aren’t enough staff to help the customers the
store may loose on sales and result in bad customer experience. Further the company is
expanding in Northern Europe mainly with their subsidiary business Elgiganten which is
based in Denmark and Sweden. Because of the company growth nationally and
internationally there are constantly new vacancy spaces created which need to be filled in,
to help the business continue to grow.
 Currently (2019) Currys has 10 760 employees which means that there will be a lot retiring
staff which opens job places. Further the retail industry is known for its high staff turnover,
meaning that a big percentage of the employees leaves the company every year[ CITATION
Mar17 \l 2057 ]. This is another big factor which influences the new staff demand.
 Peak period temporary staff – The retail industry sales are highly seasonal – the period
around Black Friday, Christmas and New Years are the busiest times of the year. To meet the
demand each year Currys needs to employee Christmas temporary staff.

The recruitment and selection process of Currys is consisted of two main stages:

 Creating all the documents needed for the job advertisement as well as the portal for the
applicants to send off their applications to the business
 Once the application portal is closed comes the selection process. It is when the company
filters and selects the best candidates to be invited for interview.

Job Centres and Agencies
Some organisations, typically smaller companies, don’t have the suitable staff and department for
recruitment. Those companies typically outsource this function by the use of recruitment agencies


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