where the business can receive pentacles, or even get sued as well as face imprisonment or get
charged heavily for the recruitment of the employee that doesn’t meet the document
specification to hire workers in the UK. Employers need to ensure that they are aware of the
potential cost to their business (and their reputation) if they are found to be employing workers
who are not legally entitled to work in the UK. The UK Border Agency (UKBA) operates a strict
compliance framework in the UK country and requires businesses to ensure that they do not
employ illegal workers. They have legal powers to impose “civil penalty” fines of up to £10,000-
£20,000 per illegal worker found at any business premises, where the employer cannot
demonstrate that the worker has the legal right to work. Business owners can protect their
business by making sure that owners carry out the specified “document checks” before any
new employees start working for them. Document checks will only be effective if owners carry
them out before their employees start working for them. Some employees will have an
unlimited right to work in the UK (e.g. they are British citizens or have some other kind of
permanent status) and for those people, business owners just need to carry out the document
checks once before they start work. The way an employee can prove themselves to work for a
company in the UK is through their biometric residence permit number, their biometric
residence card number, and their passport or national identity card. Owners need to ensure
that they are provided with the sight of original documents, e.g. an original passport. If the
passport photograph does not appear to match the age of the person or appears to have been
tampered with, owners will not be able to satisfy themselves that the documents are genuine,
and UKBA will not accept that you have established a statutory excuse against a civil penalty
fine. UKBA guidelines state that it is insufficient to copy one page of the passport and that they
require the front cover, title page, and any visa or leave stamps to be photocopied. In
conclusion, when within the recruitment and selection process, employers need to ensure that
they are meeting their adequate needs through whether the candidate has appropriate
documentation in order for him/her to work for the company, they should thoroughly check
over their residence, passport and criminal record as well as their national identity card.
M1: Analyse the different recruitment methods used in a selected business
In this merit assessment, I will be undermining the different internal and external recruitment
methods. Apple uses to hire and select the appropriate candidates for their availability of open
job applications. In addition I will also be undermining the benefits and drawbacks associated
with these recruitment methods used by Apple in order to recruit workers, through
determining their suitability for their job. Apple Inc., which is the organisation of choice in this
assignment, is a multinational corporation that is involved in electronic and computer software
manufacture and supply. Being a well-known company and whose ventures are affected by
advances in technology, it becomes important to have the best employees who will ensure that
, the company grows at par with technological advancements. It is a company that values its
employees very much as it recognizes the fact that they are the driving force towards the
organisation’s success and prosperity. The human resource department in this corporation aims
at recruiting people with the best computing skills and knowledge. The process of recruitment
and selection is a very critical aspect in every organisation and should therefore be taken
seriously since it touches on the most important resource of an organisation, the human
resource.
One method that Apples uses is through external recruitment via their online recruitment
system. Apple utilises their website for external recruitment of candidates as a form of job
application for a job position that´s available at their cooperation. The website, named ‘Careers
at Apple' is where candidates find work opportunities in their
business, where candidates can apply their job applications
(CV) through and work at Apple, only if they meet the
recruitment and recruiter needs for the open job position
within the corporation. Their website goes in depth about
Life at Apple as well as Work at Apple and work-life balance
opportunities to ultimately attract and entice candidates to
join their working business environment. Furthermore their
website uses engaging and appealing strategies such as
motivational and inspirational words to engage candidates
and encourage them to thrive and grow to ultimately help increase their vision towards
productivity and efficiency within the business. The website aims to make you connected,
makes you as part of their business culture, where there are opportunities for recognition,
shared values and equality. The benefits of Apple's approach to online recruitment as a form of
external recruitment will enable them to reach a wider radius of interested applicants. The
internet is a global phenomenon, with more and more users gaining access every day, while in
most developed countries, internet usage is extremely high. Therefore, Apple is gaining
exposure to a huge potential pool of applicants. As Apple is looking for younger recruits in
particular, then e-recruitment is probably the single most effective and efficient strategy
possible; in the US, for instance, 98% of the 18–29 age group are active internet users.
Moreover, another concluded benefit includes, Apple posting a job online or via social media
platforms via their websites provides them a chance to be more creative with their
advertisement; for instance, Apple creates and attaches a short video showing off the benefits
of working for their company. Apple use of technology says a lot about their company culture,
helping to attract specific types of candidates in the process. Apple uniqueness shines through
their appealing attractiveness of the way they promote themselves as a business of innovation
