Assignment Brief/Workbook

Name: Date:

Unit Title: Recruitment and Selection in Business Unit Number: 12

NOTE ON PLAGIARISM

Assignments must be all your own work and must not have been copied partly or
entirely from any other source, such as books, the internet or from other students’
work. If you wish to use another author’s exact words in a short quotation this must
be clearly marked up in inverted commas with the exact source given, including
page number, so that your assessor can clearly see which words have been copied
and are not your own. Just quoting references used at the end is not sufficient.

Please refer to your Learner Handbook to read the centres plagiarism policy

LO1 – Know the processes involved in recruitment planning

(refer to page 8 of the Unit 12 Standard)
P1/M1/D1

You need to research two businesses of your choice and work through the questions below.
Use examples to support your answers

Organisation One
Organisation Name BAT (British American Tobacco)

Identify how they plan Internal Sources

recruitment using BAT regularly promote their employees to meet their recruitment
internal and external need internally. In such cases, this process is quite easy and
sources? takes short time than another recruitment process. First of all,
they evaluate an employee’s ability and work experiences so that
(in you answer you they can identify if that employee is ready for the new post. Then
should identify and they take some tests and assessment depending on the post and
describe how this finally select a potential customer for the job.
organisation:
*plans its recruitment External Source
In case of external recruitment, it takes quite a time and rigorous
*advertises jobs activities are done before selecting a candidate.
According to their website, every year, BAT recruits new
*asks applicants to employees in multiple posts especially young professionals
apply for jobs) through this way. They have a strong HR administration which
determines the yearly need of employees for the organization.
{P1} Then they evaluate the tasks of the post to determine what kind
of person is needed for the job. Then they make an eye-catching
advertisement for the post giving enough information about the
post, required skills and qualities of candidates, remuneration
system and other related information. They usually encourage
potential candidates to apply through personal e-mail or through
their website. Then they short-list the CVs collected to choose
most efficient candidates for their organization. Then some
stages of interview and assessment take place according to the
post and finally, the final selection of the candidate ensures.

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Unit Title: Recruitment and Selection in Business Unit Number: 12

Organisation Two
Organisation Name HSBC Bank

Identify how they plan Internal Sources

recruitment using HSBC Bank has a strong HR team both globally and country
internal and external level team to manage all HR related activities like recruitment
sources? and selection, orientation and other training related activities. IN
case of internal recruitment, HSBC has their own regulations to
(in you answer you regularly promote employees for new or vacant jobs within the
should identify and organization. According to their website, they internally evaluate
describe how this their employees and take some necessary assessments required
organisation: for the post to select employees internally. They have their own
*plans its recruitment policy that shows the criteria that employees need to fulfill to
have a promotion to a new position or have a new post in the
*advertises jobs organization.

*asks applicants to External Sources

apply for jobs) There are multiple stages of the recruitment process from
external sources.
{P1} Global and country level HR team continuously working to
determine their employee need yearly to make an effective
employee plan and their management can be possible.
According to their need, they post their job vacancies in their
website to attract candidates with potential. In their job
announcement, brief information about the job and requirements
are attached carefully. Other relevant information is also provided
according to the post. And after they give a vacancy
announcement, following tasks are done accordingly:

1. Collection of CVs from own website and personal e-mail

account.
2. Primary screening to shortlist the candidates.
3. Primary interview
4. Assessment Center
5. Final interview
1. 6. Selection

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Unit Title: Recruitment and Selection in Business Unit Number: 12

LO3 – Be able to prepare documentation involved in the selection

and recruitment process
(refer to page 8 of the Unit 12 Standard)
P3

You need to show you can prepare the documents used in selection and recruitment
activities

Imagine you are the recruitment manager at a company of your choice. Pick a role and
create the documents below

{P3} Create a Job Description for this job role

The job description of “Executive-Sales and Marketing” of British American Tobacco

Job Description
1. Sales products, services by establishing contact and developing relationships and
generate sales.
2. Gather market and customer information and provide feedback on buying trends
and services.
3. Visiting potential customers for new business, direct and indirect approach to
attract new customers and fulfill the sales target.
4. Need to achieve sales target, excess selling is highly encouraged.
5. Prepare business proposal/quotations, offer latter and presentation of the data.
6. Proper documentation of the paper related to the deal.
7. Create new customers and maintain long-term relationships with existing client.
8. Achieve company target and profit target with proper planning and execution.
9. Must have fair knowledge about web applications, software, server networking for
sales and marketing.

{P3} Create a Person Specification for this job role

The person specification of “Executive-Sales and Marketing” of British American Tobacco

Person Specification
1. Strong interest in Selling products or services.
2. Attention to detail
3. Able to work long hours outside the office.
4. Self-starter
5. Strong understanding of market condition
6. Smart and tactful.
7. Ability to focus on specific goal.
8. Ambitious enough to reach the apex.

Educational requirements
1. Minimum graduation Completed from any institution preferably concentrated in
marketing.
2. Any professional degree regarding marketing will get privileges.

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Unit Title: Recruitment and Selection in Business Unit Number: 12

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Unit Title: Recruitment and Selection in Business Unit Number: 12

{P3} Create an Advertisement for this job role

Picture: Portfolio page (2018)

British American Tobacco is one the leading multi-category consumer goods company
that provides tobacco and nicotine products to hundreds of millions of adult consumers
worldwide. We have been satisfying consumers, delivering shareholder value and creating
valued employment for over a century. However, we are entering the most dynamic period
of change our industry has ever encountered. For further development of sales and
marketing team, we are open to hire candidates.

Position: Executive-Sales and Marketing

Vacancy: 10

Job Description
1. Sales products, services by establishing contact and developing relationships and
generate sales.
2. Gather market and customer information and provide feedback on buying trends
and services.
3. Visiting potential customers for new business, direct and indirect approach to
attract new customers and fulfill the sales target.
4. Need to achieve sales target, excess selling is highly encouraged.
5. Prepare business proposal/quotations, offer latter and presentation of the data.
6. Proper documentation of the paper related to the deal.
7. Create new customers and maintain long-term relationships with existing client.
8. Achieve company target and profit target with proper planning and execution.
9. Must have fair knowledge about web applications, software, server networking for
sales and marketing.

Person Specification
9. Strong interest in Selling products or services.
10. Attention to detail
11. Able to work long hours outside the office.
12. Self-starter
13. Strong understanding of market condition
14. Smart and tactful.
15. Ability to focus on specific goal.
16. Ambitious enough to reach the apex.

Educational requirements
3. Minimum graduation Completed from any institution preferably concentrated in

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Unit Title: Recruitment and Selection in Business Unit Number: 12

marketing.
4. Any professional degree regarding marketing will get privileges.

Experience Requirements

1. Fresher can apply

2. 1-2 years of experience in the same field can have privileges.

Remuneration: Negotiable.

Job Nature: Full Time.

Pictures: 4 Reasons Why Sales And Marketing Work Better Together (2017)

{P3} Create an Application form for this role

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Name: Date:

Unit Title: Recruitment and Selection in Business Unit Number: 12

Job Application Form

Thank you for your interest in working with us. Please check below and fill up the
application form for further process.

Personal Information

Full Name: ……………………………………..

Father’s Name: ………………………………….
Mother’s Name: ……………………………………
Full Address: ………………………………………………
Date of Birth: …………………............................
Sex: ……………………………….
E-mail: ………………………………………….
Phone: ………………………………………..

Educational information

Please write about your educational background with results and institution name in below
box. Knowing that organization can check the accountability of this information.

Experience (If have Any)

Please fill up the below box if you want to share your work experiences.

Controversial Information
Please feel free to share any disclosed information about you if you want to

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Name: Date:

Unit Title: Recruitment and Selection in Business Unit Number: 12

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 Assignment Brief/Workbook
Name: Date:

Unit Title: Recruitment and Selection in Business Unit Number: 12

LO2 – Understand the implications of the regulatory framework for

the process of recruitment and selection
P2

Explain the impact of There are different laws and regulatory framework in the UK in
the legal and regulatory term of recruitment and selection process of an organization.
framework on Here, discussed some of the impacts of legal and regulations
recruitment and on organization recruitment and selection process.
selection activities
First of all, the most common legislation which is called “The
(when giving your Equality Act 2010” clearly aimed at providing a simple and
answer you also need effective way to prevent discrimination in the time of recruitment
to make reference to and selection. According to CIPD (2017), the law equals every
the actual laws and possible potential candidate considering age, disability, gender
explain how the legal reassignment, race, sex, pregnancy and maternity and another
and regulatory category of candidates in the organization. So organizations
framework impacts need to comply with these terms and can’t avoid a potential
organizations in terms candidate or can terminate in such cases.
of
Secondly, in the UK there is another common term of law that is
*Planning of “Fixed Term Employees Regulations 2002”. According to CIPD
Recruitment (2017), this law states that fixed termed employees shouldn’t be
treated less favorably than permanent employees just because
*The documents used they are fix termed employees. Under this legislation, there is a
clear guideline for the redeployment of the fixed term
*The interview process) employees and also the redundancy guideline for in case of
termination of the employees. So organizations need to give
{P2} proper treatment while the employees are termed to work in the
organization. Even there is some guideline, for example, an
interview board, management needs to disclose their fixed
timetable to the candidates. So organizations need to comply
with this law when they try to select an employee to work in the
organization.

Thirdly, there is another important activity in the UK called

“Rehabilitation of Offenders Act 1974” that organizations need
to comply. Through this legislation, the working of convicted
workers ( with some exception) become valid in the UK.
Kellman (2014) states, this law clearly shows that if any
candidate has some “spent” conviction for any kind of offensive
activities, they are eligible to work and it is clearly prohibited to
question about it forcefully in interview board if candidates don’t
want to disclose much. There are some serious examples
where organizations didn’t comply with this act and suffered
through financial and regulatory punishment. So in such cases,
organizations need to identify if the offence is “spent” or not and
act accordingly in the time of recruitment and selection.

Fourthly, In recent years, many migrants are coming to the UK

for the purpose of study or work. So there is a law regarding
these migrants especially to check that if they are eligible to
work in the UK or not. This legislation lies in the Act named
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Name: Date:

Unit Title: Recruitment and Selection in Business Unit Number: 12

“The Immigration, Asylum and Nationality Act 2006” which

actually was in action in 2008, to prevent illegal people or
immigrants to work in the UK. According to Sheffield (2016),
Organizations need to comply with this law at any cost to avoid
the penalty up to €10,000 for every illegal worker in the
organizations. So organizations need to assess the eligibility in
case of hiring a foreign people and also check for any kind of
illegal incident record in the name of that person to avoid future
collusion.

So we can see a clear impact of law and regulatory activities in

any department of the organization especially in HR activity
regarding recruitment and selection process.

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Unit Title: Recruitment and Selection in Business Unit Number: 12

LO4 – Be able to participate in a selection interview

(refer to page 8 of the Unit 12 Standard)

You need to prepare and take part in a selection interview (as an interviewer).

P4/P5/M2/D2

{P4} Create a PLAN

below for a selection
interview you will carry
out

According to Mankin (2010), planning an interview session of

potential candidates is one of the crucial element of selection
process. Before calling applicants to attend an interview
session, i need to arrange a suitable venue with a good
environment, sort out candidates according to the need of the
organization and the post, call them or e-mail the candidates
addressing every details needed to attend final interview.
As a HR Manager, i also need a person from marketing and
sales department specially divisional head to check conceptual
knowledge and capabilities of the candidates.
25 candidates have been selected to be called for interview.
The program will start sharp 11:00 am. So candidates have
been requested to come within 10:30 am. Basically there will
be 3 part of the interview session. They are:
1. General knowledge test ( will be conducted by me)
2. Conceptual or department related test (will be
conducted by marketing department head)
3. Negotiation and compliance part ( only for selected
candidate for the post, done by me)
There will be some basic questions that i might probably ask.
Like,
1. Tell something about yourself including education
background and experience if any.
2. Relevant and precise questions related to education
and experience.
3. What you know about our organization.
4. Why you want to join here or what drives you to apply
for the post.
5. Explain why should we hire you.

Take part in a selection Assessor Observation

interview
{P5} it was quite a communicative session with the candidates but
some of them were clearly unprepared for the interview.
As an evaluator, i picked 15 best candidates as,
1. They were quite ready and enthusiastic about the
interview, were well dressed, looked serious to get the

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Unit Title: Recruitment and Selection in Business Unit Number: 12

job.
2. They have a good and relevant background, completed
post-graduation in marketing, good conceptual
knowledge with almost 1 year of experience.
3. They all knew much about the organization and have
relatives working in our organization. In my sense that
is a good sign to select someone familiar to avoid
further problems if we don't know anything about that
person.
4. They all agreed to join from next month with our
projected salary range.
So finally, i will discuss my opinion with the department head
to choose the final candidates and probably will call the
selective 10 candidate again to have the final interview with
the CEO.

References

Majumder, S. (2017). Why Employee Relations are Important in an Organization?. [online]

LinkedIn. Available at: https://www.linkedin.com/pulse/why-employee-relations-important-
organization-sampurna-majumder/ [Accessed 10 Jun. 2018].

CIPD. (2017). Employment Law | CIPD. [online] Available at:

https://www.cipd.co.uk/knowledge/fundamentals/emp-law [Accessed 10 Jun. 2018].

Citizensinformation.ie. (2017). Health and safety at work. [online] Available at:

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Unit Title: Recruitment and Selection in Business Unit Number: 12

http://www.citizensinformation.ie/en/employment/employment_rights_and_conditions/healt
h_and_safety/health_safety_work.html [Accessed 10 Jun. 2018].

BRIN, D., 2014. Why You Should Hire For Potential, Not Experience. Fast company.
Available at: https://www.fastcompany.com/3035990/why-you-should-hire-for-potential-
not-experience [Accessed 9 Jun. 2018].

HSBC.com. (2018). HSBC Group corporate website | HSBC Holdings plc. [online]
Available at: https://www.hsbc.com/ [Accessed 10 Jun. 2018].

Mankin, D. (2010). Human resource development... New Delhi: Oxford University Press.

Bat.com. (2018). British American Tobacco - British American Tobacco. [online] Available
at: http://www.bat.com/ [Accessed 10 Jun. 2018].

Haldar, U. (2010). Human resource development. New Delhi: Oxford University Press.

Sheffield, U. (2016). Legislation and Recruitment and Selection - Recruitment & Selection
Guidance - Jobs, Recruitment & Selection - HR - The University of Sheffield. [online]
Sheffield.ac.uk. Available at: https://www.sheffield.ac.uk/hr/recruitment/guidance
[Accessed 10 Jun. 2018].
Kellman, D. (2014). Avoid These 6 Recruiting-Related Legal Issues. [online] HR Exchange
Network. Available at: https://www.hrexchangenetwork.com/employment-
law/articles/avoid-these-6-recruiting-related-legal-issues [Accessed 10 Jun. 2018].

Oxford College of Marketing (2017). 4 Reasons Why Sales And Marketing Work Better
Together. [online] Oxford College of Marketing Blog. Available at:
https://blog.oxfordcollegeofmarketing.com/2015/06/04/4-reasons-why-sales-and-
marketing-work-better-together/ [Accessed 10 Jun. 2018].

Twopoints.com.my. (2018). Homepage. [online] Available at:

http://www.twopoints.com.my/#portfolioPage [Accessed 10 Jun. 2018].

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