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Recruitment and

Getting started
Part of recruitment and selection is making people aware that a
vacancy exists. Write down the different ways that you think an
employer might make people aware of a vacancy and the methods
used. When you have completed this unit see how many different ways
you had missed.

Examine how effective recruitment and selection

A contribute to business success
A3 Ethical and legal considerations in the
recruitment process

There are a number of ethical and legal issues that you must consider in relation to the
recruitment and selection process. Ethical issues are those not governed by law but
considered the right processes to follow to be fair and equal to all.

Opportunities Policies by
either researching online
or visiting employers to ask
Carry out research into Equal
It is important that employers are aware of the latest equal opportunities legislation
and ensure that they comply with it or risk prosecution. Most employers have a very
clear equal opportunities policy to help them comply with the legislation and also to
ensure that they make changes to help prospective employees from different groups
to be successful in their applications. Rawpixel
for a copy. Your school or
college will have a policy too.
Review the content of the
policy and discuss what you
have found in small groups or
pairs. How does this influence
recruitment and selection in
an organisation?
▸ What benefits are there to employers of hiring a diverse workforce?

Ethical considerations

Ethical considerations are slightly different compared to legal ones in that they include
elements that are not required by law but when implemented they ensure that the
process is fair, even if legal action could not be taken. These include considering:
▸▸ being honest in an advertisement
▸▸ maintaining confidentiality throughout the process
▸▸ ensuring the same questions are asked at interview to all candidates
▸▸ using the same criteria for all applicants
▸▸ asking applicants to disclose if family or friends work for the same business.

What would the consequences be if an employer did not follow any of the above
Pause point
ethical considerations?
Hint Think how you would feel if any of these ethical considerations affected you.
Extend What could the consequences be for an employer that was found to be acting legally
but not ethically?

2 BTEC Business
Learning aim A UNIT 8

Equal opportunities legislation

BTEC Business
Equal opportunities legislation ensures that all prospective employees are supported
to do their best and that they are not disadvantaged. The law that relates to equal
opportunity is regularly updated. The Equality Act 2010 ensures that different groups
of prospective employees are not discriminated against when applying for jobs due to
any of the following reasons:
▸▸ age ▸▸ race including colour, nationality,
▸▸ being or becoming a transsexual ethnic or national origin
person ▸▸ religion, belief or lack of religion/belief
▸▸ being married or in a civil partnership ▸▸ sex
▸▸ being pregnant or having a child ▸▸ sexual orientation.
▸▸ disability
These reasons are also called ‘protected characteristics’ and if discrimination does take
place a prospective employee can take action against an employer.

Right to work legislation Go on to the website
When they are recruiting, employers must also make sure that they have the right and find the latest legislation
to live and work in the UK. The law relating to working in the UK is complicated and relating to documents and
changes frequently. Employers must make sure that they are aware of the law and that the right to work in the UK.
they ask for the right documents and information to avoid employing a person that
AF Consider how this legislation
does not have the right to work in the UK. would affect a hiring manager
in a small business.
The government’s website has lots of information about the latest legislation but
essentially the most critical information is to ensure that prospective employees have lipowski
the correct paperwork such as letters from Her Majesty’s Revenue and Customs
(HMRC) and a British or an EU passport. Employers must check these documents and
ensure that prospective employees are allowed to work in their businesses. Employers
must keep a copy of the documents and ensure that they are still within the required
dates. If they do not check these documents and employ someone illegally they risk a
fine of up to £20,000 per person (as of August 2015)
Assessment activity 8.1 P1   P2   M1   D1   
Businesses rely on effective and efficient recruitment to help Plan
contribute to their success. There are a large number of different •• What should be the focus of my report?
methods that can be used for recruitment and selection. •• What do the command words ‘explain’,
You have been asked to consider how a large business manages their ‘analyse’ and ‘evaluate’ mean?

recruitment and selection process to ensure that they are successful •• Will I need to speak to anyone at my
in not only recruiting the best candidates for the job but for their chosen business to conduct my research?
overall business success. You should consider a business with at least Do
250 employees that you know well. Consider using a local business •• Am I on track to meet my deadline?
that you can contact or visit for information. •• Is there any part of the report I am
struggling to find information about?
You have been asked to prepare a report that looks at the recruitment
and selection process of your selected business. When preparing Review
your report you should evaluate how the recruitment processes used •• Did I complete the task in a way that I am
contribute to the success of the business. To properly evaluate the happy with?
recruitment process in relation to the success of the business you •• Did I ask for assistance when it was needed?
should explain their recruitment and selection process and provide •• Is there anything I would do differently in
reasons for their choices. You should analyse the different recruitment future assignments?
methods that the business uses and explain how these processes are
ethical and adhere to current employment law.

I have been working in Human Resources for the past 15 years. Over this time I have

George Richards been part of many different recruitment and selection processes. Each year we select
lots of young people to come and work with us on Apprenticeships or to join us after
Human Resources they have finished university.
Candidates always ask for feedback after the recruitment and selection process
Manager of a and I am happy to help them. The most common feedback that I give them is how
Finance Business AF they can improve their performance in the process by presenting themselves as
professionally as possible, ideally wearing a suit. Men should always wear a tie as
this shows they are serious about working for us. Preparation is everything. I always
ask candidates why they want to come and work for us and what they know about
our company. If they do not have good answers for these questions, I get the wrong
impression from the start.
Sometimes people say to me that going for interviews is good practice even if you
don’t get the job. This is true but what makes me really annoyed is when I offer a job
to a candidate and they say they need to think about it. I always think why don’t they
find out more about the job, make that decision before and during the process and
then let me know at the end of the interview. Offering a job to a candidate that does
not want the job wastes my time and their time!

Focusing your skills

The role of the interviewer Preparing for an interview

The role of the interviewer is very important in the When you are shortlisted for interview in the future, how
recruitment process. It is essential that any interviewer should you prepare?
is well trained and knows what they are doing to •• Find out how much time you have until the
ensure that the right candidate is chosen to work at the interview.
organisation. Here are some simple tips to help you
•• Prepare by finding out as much as possible about the
when interviewing:
organisation that is interviewing you.
•• What are the timescales involved in the recruitment
•• Try to think of as many questions as possible that you
might be asked and think through your answers.
•• Which types of questions are required?
Think of questions that you have for the organisation – if
•• How many applications are likely to be generated?
you can find out any of the answers before interview this
•• How many candidates will be selected to go forward can avoid any problems, e.g. if you need to find out more
for interview? about the salary offered it is usually not good practice to
•• Think about the level of the role and the team that ask during the interview.
the candidate will need to work with.

4 BTEC Business