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Unit 13: Recruitment and Selection in Business | Assignment 1 (P1, P2)
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- Pearson (PEARSON)
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1UNIT 13, ASSIGNMENT 1
RECRUITMENT AND SELECTION IN
BUSINESS:
REPORTING ON RECRUITMENT AND ITS LAWS AND
REGULATIONS
BY DAYNA TYE
DAYNA TYE | 13 – RECRUITMENT AND SELECTION (REPORTING ON RECRUITMENT AND ITS LAWS
AND REGULATIONS)
, 2
Contents
Introduction
……………………………………………………………………………………………………………
………………………. 3
Recruitment Planning
……………………………………………………………………………………………………………
………… 3
Reason for a vacancy
…………………………………………………………………………………………………………..
3
Decision to recruit
……………………………………………………………………………………………………………
…. 4
Internal recruitment
……………………………………………………………………………………………………………
4
External recruitment
…………………………………………………………………………………………………………..
5
Cost and time considerations of external sourcing
…………………………………………………………….. 6
Recruitment Advertising
……………………………………………………………………………………………………………
……. 7
Internal advertising
……………………………………………………………………………………………………………
.. 7
External advertising
……………………………………………………………………………………………………………
.7
Methods of application
……………………………………………………………………………………………….. 8 – 10
Current UK and EU legislations
………………………………………………………………………………………………. 11 – 12
Bibliography
……………………………………………………………………………………………………………
…………………….. 13
Images (figure 1, 2 and 3)
……………………………………………………………………………………………………………
…. 14
DAYNA TYE | 13 – RECRUITMENT AND SELECTION (REPORTING ON RECRUITMENT AND ITS LAWS
AND REGULATIONS)
, 3
Introduction
In this document I will be talking about the recruitment process for two different
companies, one of them being Megger, the other being St. Edmund’s Catholic
School. I will pretend to be trying to impress the staff at the business’ Human
Resources department on what I know and have found out about recruitment due
to my research. I will be aiming to achieve a permanent paid position at the end
of my work experience.
Megger LTD is a business based near Aycliffe in Dover. Within this business they
have about 300 employees. They also have this business in Germany (Baunach /
Radeburg), Sweden (Danderyd, Stockholm), UK (Dover, Kent), USA (Dallas, Texas)
and USA (Valley Forge, Pennsylvania). They are a leading worldwide
manufacturer of portable Electrical Test Instruments. Megger is part of the
Thyssen Bornemisza Group. They are worth €230M+ and growing at 8% per
annum.
St Edmund’s Catholic School is based in Dover, Kent. Within the school they have
74 teachers and 645 students. “St Edmund’s are passionate about learning and
teaching. The school gives the highest priority to quality teaching that excites,
motivates and challenges all of them.”
I will have to look at whether the business has to undertake internal recruitment
(recruiting someone who already works for the business to do a different job) or
external recruitment (recruiting from outside the business) and how the process
is going to take place.
Recruitment Planning
REASONS FOR A VACANCY
There are a few different reasons which
helps a business decide if they need to
recruit or not; maternity, paternity,
retirement, etc. They also have to
determine whether the position is going to
be temporary (for a limited amount of
time specified) or permanent (until that
person decides to leave or the job ceases
to exist). Many organisations are
expanding therefore businesses have to
work out if they need to recruit for the amount of work they have within the
business.
Businesses will need to recruit in order to cover female staff who end up going
on maternity leave; this role could be temporary until she decides she wants to
come back to work although she could decide that she wants to leave after she
has had her baby, the role would need to be kept open for 9 months after the
baby is born in order to be fair to the mother; if after 9 months, she decides that
she does not want to continue working there, they would have to consider
recruiting someone properly and going through the whole recruitment process.
Some businesses may also have to cover for paternity; they could hire someone
from a cover teacher agency or they could see if anyone within the department
could cover their job whilst they are away. Since September 2009, mothers and
fathers have been allowed to share their leave; for example a mother may
DAYNA TYE | 13 – RECRUITMENT AND SELECTION (REPORTING ON RECRUITMENT AND ITS LAWS
AND REGULATIONS)
, 4
decide to only take 6 months off and let the father have the other months whilst
they go back to work in order to make it easier for both parents. The business
must be given a notice as to when to mother decides she is going to take her
SMP, she can then give her employer notice of how long she is planning to take
off from work giving a ‘binding notice’ meaning she must come back to work that
day. SPL and ShPP can only be given once the child is born. Both parents must be
eligible in order for this to go ahead. Businesses would need to know the details
of how they would split their SPL/ShPP and when they will be returning to work.
There are a set number of weeks that is allowed for shared parental leave; both
parents must agree on how much they are going to take each and should stick to
it in order to make it easier for their employers as to their pay.
Megger and St. Edmund’s have similar reasons in order to recruit someone:
maternity, paternity, if someone retires, if someone quits, etc. They may not
decide to recruit if they can distribute the work between people within the
department. St. Edmund’s may decide to recruit someone on a temporary basis
if one of their staff goes on maternity level (this is happening for the business at
the moment – there is an example of the advert they put out, on the last page,
figure 1). Megger may decide to recruit someone on a temp-perm basis in order
to make sure the person they are hiring is suitable for the job, or if the person
doesn’t like the job, they can leave before their temp period is up; they may
decide to do this if someone quits and they need someone to fill the role but
could distribute some of the work between others in the department.
DECISION TO RECRUIT
Businesses will decide to recruit if they feel it is completely necessary. If they do
decide to go ahead and recruit, they will have to think about how much paper
work they have to gather and how much information they will need to collect
from the employee. Some businesses may also decide to ‘restructure’ their
business meaning instead of hiring someone new, they divide the work of a job
role into different sections and allocate it to people already in the business.
Business look at how well an employee is working with the amount of work they
already have and then decide if they could cope with anymore work, and if HR
feel they can, they would allocate the work out to those in the department
instead of recruiting someone new. Businesses have to be careful where they
spend their money so if they can cut back on wages, it would be beneficial for
them.
Once the business has decided that they need to recruit, they need to decide
whether they are going to do this internally or externally.
Once Megger and St. Edmund’s have decided to recruit, after asking the
bosses/leadership team etc., they will put together their job description and
person specification and they will then decide how they would want to advertise
the job (this will be explained in the next 2 sections: ‘Internal Recruitment’ and
‘External Recruitment’.)
INTERNAL RECRUITMENT
Internal recruitment means the person is employed within the business;
someone who already works for the business is given the role. Sometimes this
type of recruitment will also give current employees the chance for promot9on or
additional responsibility; this can be motivating for them.
DAYNA TYE | 13 – RECRUITMENT AND SELECTION (REPORTING ON RECRUITMENT AND ITS LAWS
AND REGULATIONS)
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