This essay is for Unit 8 Recruitment and Selection Assignment 1. This work covers all of the criteria required to achieve distinction as well as the correct structure and layout needed to reach these high grades (please have a look at the previews). Just follow the content, it will save you time and help you easily achieve distinctions. Criteria covered: P1: Explain how a large business recruits and selects giving reasons for their processes. – P2: Explain how and why a business adheres to recruitment processes which are ethical and comply with current employment law. – M1: Analyse the different recruitment methods used in a selected business. – D1: Evaluate the recruitment processes used and how they contribute to the success of the selected business<\/p>\n\n\n\n
John Price
Unit 8 Recruitment and Selection
Assignment 1
Recruitment and Selection Processes in Large
UK Businesses
P1: Explain how a large business recruits and selects giving reasons for their processes
P2: Explain how and why a business adheres to recruitment processes which are ethical and
comply with current employment law.
M1: Analyse the different recruitment methods used in a selected business.
D1: Evaluate the recruitment processes used and how they contribute to the success of the
selected business
Index
Dixons\u2019s Recruitment and Selection Process \u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026.\u2026\u2026.\u2026\u2026\u2026\u2026..2
Workforce Planning \u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026..\u2026.\u2026\u2026..3
Job Centres and Agencies \u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026.\u2026\u2026.\u2026..\u2026\u2026\u2026..4
Recruitment and business success \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026..4
How a professional recruitment process leads to efficient staff integration? \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026.\u20264
Job advertising \u2013 internal vs external \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026..5
Job analyses\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026.\u2026\u2026..6
Job description \u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026.\u2026\u2026..7
Person specification \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026..9
CV (curriculum vitae) \u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026.\u2026\u2026\u2026\u2026..\u2026\u2026..10
Application forms and Letter of application.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026..12
Online Recruitment and Selection.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026..13
Communication with prospective employees.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026.15
Currys employment ethics and compliancy with employment law.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.16
Evaluation on how the recruitment processes used contribute to the success of Currys\u2026\u2026\u2026\u2026\u2026\u2026\u202617
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John Price
Recruitment and Selection
Processes in Currys
Currys is a British electrical retailer was found in 1884, currently the company has 73 high street
shops and 295 megastores across the United Kingdom with more then 10 760 employees. The
company is owned by Dixons Carphone and is currently the largest UK electronics retailer. Dixons\u2019s
massive workforce requires comprehensive and effective workforce practises. This report will
explain, analyse and evaluate those practises.
Dixons\u2019s Recruitment and Selection Process
2
Job Vacancy
Job Analysis
Create JD. &
PS.
Screening
Applications
Shortlisting
Interview
Selecting &
Offer Job
Contract
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John Price
P1: Explain how a large business recruits and selects giving reasons for their processes.
Workforce Planning
The workforce planning identifies and analyses the need of the organisation in terms of type,
knowledge and size in order to meet its business objectives. This process informs the business on the
cornet and future impact on the workforce taking into account internal as well as external factors. In
Currys the human resources management team and the finance department work closely to identify
the workforce needs. This large British company needs to recruit staff constantly due to several
factors, listed below:
\uf0b7 Growth of the business \u2013 Currys have continued to grow annually by 3% for the past few
years[ CITATION ByT17 \\l 2057 ]. This leads to higher demand for staff members because
more customers are visiting the store. If there aren\u2019t enough staff to help the customers the
store may loose on sales and result in bad customer experience. Further the company is
expanding in Northern Europe mainly with their subsidiary business Elgiganten which is
based in Denmark and Sweden. Because of the company growth nationally and
internationally there are constantly new vacancy spaces created which need to be filled in,
to help the business continue to grow.
\uf0b7 Currently (2019) Currys has 10 760 employees which means that there will be a lot retiring
staff which opens job places. Further the retail industry is known for its high staff turnover,
meaning that a big percentage of the employees leaves the company every year[ CITATION
Mar17 \\l 2057 ]. This is another big factor which influences the new staff demand.
\uf0b7 Peak period temporary staff \u2013 The retail industry sales are highly seasonal \u2013 the period
around Black Friday, Christmas and New Years are the busiest times of the year. To meet the
demand each year Currys needs to employee Christmas temporary staff.
The recruitment and selection process of Currys is consisted of two main stages:
\uf0d8 Creating all the documents needed for the job advertisement as well as the portal for the
applicants to send off their applications to the business
\uf0d8 Once the application portal is closed comes the selection process. It is when the company
filters and selects the best candidates to be invited for interview.
Job Centres and Agencies
Some organisations, typically smaller companies, don\u2019t have the suitable staff and department for
recruitment. Those companies typically outsource this function by the use of recruitment agencies
3
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