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Unit 8 - Assingment 1
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Btec level 3 business - distinction level unit 8 assignment 1
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Unit 8: The Recruitment and Selection ProcessAssignment 1
P1 -Explain how a large business recruits and selects giving reasons for their processes.
Introduction
In this assignment I will Examine how effective recruitment and selection contribute to business
success. I am going to explain how my chosen business recruits, including ethical and legal
factors, the different recruitment methods they use I will evaluate how the company's
recruitment process contributes to the company's success. The company I have chosen is
Sainsburys.
Sainsbury’s was founded in 1869, by John James Sainsbury’s. They are a public limited company. Their
ownership is open between the general public. People can share stocks freely through stock exchange. It
is one of the leading UK food retailers and has been in the financial and property sector. The
supermarket is the main business resulting for the huge turnover of the company. Sainsbury's
employs more than 145,000 people and therefore, is one of the vast players of the economy.
Sainsburys have over 600 supermarkets and 800 convenience stores.
A company such as Sainsburys follows a recruitment process in order to find the most suitable
staff needed for the role. Sainsburys will have to identify the vacancies in the business. These
vacancies can become available due to many things. For instance, an employee must be
replaced either because they were either sacked or have left the job. Or someone has switched
departments, been promoted or perhaps have retired. Due to these reasons' vacancies
become available and Sainsburys will start looking for people to fill in the specific role.
After Sainsburys identifies the available vacancies they create a job description. A job
description simply states what the job involves and states the duties and responsibilities the role
requires. For instance, a trading assistant at Sainsburys involves Helping customer's needs,
replenishing stock, code checking and using the tills. In order to find the most suitable person
for this role Sainsburys make the job description very clear and concise in order to deliver what
is expected.
After the job description Sainsburys write a person specification. This is a description of the
qualifications, skills, experience, knowledge and other attributes that a potential employee must
have in order to do the job. The purpose of this is to make it easier for Sainsburys to find the
most suitable person for the role. For instance, if a person is applying for a position in
Sainsburys as a customer service manager they are required to have good communication
skills, must be well organized and have basic computing skills like word processing, databases
and emails. Or the bank manager must be experienced in managing a team or individuals,
project management.
After creating the person specification, they will advertise any vacancies available in order to
attract skilled employees. Sainsburys can use internal methods to advertise a vacancy (internal
recruitment means that employees that are already in the business will transfer to that open
vacancy). For instance, In Sainsburys we have a message on our bulletin board which tells us
which vacancy is available, there may also be posters.
, Sainsburys can also advertise vacancies externally, which means they will advertise the open
vacancies outside the business. For instance, on their website, in colleges or newspapers. Once
the job is advertised candidates can apply for the role.
The recruitment process of Sainsburys follows a no CV policy.
However, Sainsbury's recruitment process is done through their website. Sainsburys use an
assessment process rather than CVs. Here are the steps which involve Sainsburys recruitment.
Search online
Click apply.
Complete your details
Online assessment
This include a verbal or numerical reasoning test, a personality questionnaire or a situational
judgement test.
Next steps?
Then, you will be informed if you’re through to the next stage. May be via email.
Your interview
If you pass the online assessment you will be called in for an interview. For a retail role, you will
be asked to schedule an interview online, and for Store Support Centre roles, someone from the
recruitment team will be in touch to arrange an interview with you.
We'll be in touch
After the interview, you will be reviewed and contacted in the next few days.
Final stage assessment
We might invite you to a second interview or assessment stage (this is usually only for our Store
Support Centre roles). This may include an exercise such as a presentation or case study –
something that’s relevant to the role you’re applying for.
Decision time!
Our recruitment team, or the store you’ve applied to, will soon be in touch to let you know the
outcome. If we feel you’re a good match for the role, then we’ll offer you the job and your
contract will be sent through to you via email.
P2
Rules and legislations have been set by the government to control the recruitment and selection
process. These acts make sure that employment is equal, and everyone gets an opportunity at
getting the job.
The equality act 2010
The equality act protects people from discrimination in the work. It is split into different sectors,
which is; Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act
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