Exam (elaborations)
Unit 13
- Institution
- PEARSON (PEARSON)
Fully written A+/D* version of unit 13
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Unit 13 recruitment and selectionP1
Factsheet
British airways recruitment process HSBC
As of right now the aviation industry is not looking for HSBC is always looking for new workers to come join the
anyone to recruit due to the circumstances with business, last year in 2019 they had 235,531 employees all
1 coronavirus, however in 2019 British Airways had received
31,000 cabin crew applications and they had only accepted
over the globe, this was a 0.06% decrease from 2018
meaning they have vacancies open. To begin the
2,000. The first step to apply and be considered as a part application and recruitment process the candidate must
of the airline crew. Now due to new circumstances British apply online through their website for the position.
Airways must conduct their interviews and complete Applicants supply their CV and covering letter (if
application processes online using portals. necessary) and await an email regarding next steps.
When the applicant is accepted, they are then invited to Once the applicant has successfully completed the
complete a role-playing scenario assessment day where application, HSBC may send them a link to a website
they applicant is put into different situations to test whether containing some online assessments. These are designed
2 they are suitable for the position. During these stages’
applicants can drop out if they feel as though they have
to identify whether the contender has the skills required for
the role and to assess their suitability for working at HSBC.
changed their mind and do not want to pursue a career in The number and type of assessments will depend on the
aviation. role for which you are applying.
After the assessment has taken place, then British Airways Once the assessment has taken place the organization
must decide which candidates are the right fit for the role now has a better understanding of who the candidates are
and shortlist those candidates into the next stage or and this aids HSBC in shortlisting the select few that move
recruitment. British Airways would then inform the select onto the next stage. Once the people have been sourced
applicants they have successfully made it to the next part by the business, they are then invited to either attend a
3 of the process and are invited to a final interview with some
of the cabin crew and employees of the company. This also
telephone interview or face to face interview. Often HSBC
conduct a short telephone interview to assess candidates
takes place on the same day as the assessment. This is a compatibility with their values, as well as the applicants
chance for them to get to know the candidate on a personal general skills and motivation for applying. This will last
level whilst retaining a professional manner. Normally, this approximately 30-60 minutes depending on the role and is
section of the recruitment procedure takes 30-40 mins conducted by an accredited interviewer. The interview is
containing in depth questions. your chance to make sure the interviewer knows that you
are enthusiastic about the opportunity to work at HSBC. If
After the assessment has taken place, then British Airways they are successful in the interview, HSBC will be in
must decide which candidates are the right fit for the role contact and let them know what happens next.
4 and shortlist those candidates into the next stage or
recruitment. British Airways would then inform the select
Alike British airways, HSBC will make sure they complete a
full background check on the candidate(s) to reinforce their
applicants they have successfully made it to the next part
reasons for hiring that person. The reason they do this is to
of the process and are invited to a final interview with some
ensure that their brand reputation and image is not
of the cabin crew and employees of the company. This also
damaged by hiring someone that has a criminal record.
takes place on the same day as the assessment. This is a
Also, smaller records like right to work and medical history
chance for them to get to know the candidate on a personal
will be checked, this is a standard procedure during the
level whilst retaining a professional manner. Normally, this
selection process.
section of the recruitment procedure takes 30-40 mins
containing in depth questions.
There are two main checks that British Airways need to
carry out for their safety, before the applicant can start their
5
employment. A background check and medical check, if
these checks are both successful the business will book
the candidate on a week-long safety training course.
Additionally, they will ask you to attend a uniform fitting and
security check before the pre-employment stage is over
and then they are eligible to work fully under the company.
, Why do organizations need to recruit?
Organizations need to be able to locate the right candidate
for the position available. The purpose of a business
creating many stages of selection is to guarantee that the
candidate meets all the requirements that the position seeks
and the business.
There is always a fear of employees leaving the
organization in the middle of a project. It is a huge drawback
in terms of time because the new workers will take some
time to adjust to the new environment.
This process allows transparency for all potential
candidates, this procedure is fair for everyone unless some
workers require special attention or guidance. This could be
if they have physical or non-visible disabilities.
Determine the current and future needs of the company
This determines the current and future needs of the organization, with this the
business can view what characteristics fit the job role better and then source out the
perfect candidate to fit that role. This allows the business to revaluate the needs and
requirements that they demand for certain job roles, this will benefit the business as
they will be able to hire more talented individuals.
Assistance in increasing the success rate
This is to help increase the success rate of the selection process by reducing the
visible number of under-qualified or exaggerated job applicants. By eliminating the
candidates that do not fill the role accordingly the business can source the right
worker for the job position. If the individual is under-qualified or over-qualified the
business can visibly remove the candidate from the recruitment process to save time,
this is an efficient and effective method of finding the most suited worker.
Internal and external factors which influence recruitment?
Internal:
Recruitment policy
Human resource planning
Size of organisation
Cost of recruitment
Growth and expansion
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