Recruitment, Selection and Retention Procedures

To assist in looking for the right candidate for the job specified, to begin with I need to follow the company’s procedures and policies to help guide me in making the right decision.

A job specification

A job specification will need to be developed in order to ensure that a potential candidate well understands the role.  This document will outline the roles and responsibilities of the new employee at City Link. For a new job, say like the two administrators’ positions, I will get the management committee to develop the job description and in case it is an existing job like the 33 drivers, this position needs to be reviewed before the recruitment process begins (Van Iddekinge, 2005).

I will involve the line manager and human resource department, review the job specification and explain to them the reasons as to why I need a person to assume that role. It is at this point that I will be answering any questions that will arise. I will call for a meeting with the department to explain the new position and tell them how the position will be filled.

The question of ‘In House Promotion’ may also arise and if a member of the section is assumed to have a significant criteria that is needed for the position, this would be suitable for the company since there would be less training required for the candidate since he would naturally adjust to the role quickly.

In judging any possible ‘in house’ candidate, I would give a ‘basic ability test’, which would assess against some key points that include:

Quality - I would ensure that they are aware of the City Link’s quality assurance policy

Volume - They are required to demonstrate a thorough understanding of the City Link’s quality assurance policy

People - Ensure that the needed leadership skills are met or are easily created

Cost - As much as possible, ensure that they are aware of the importance of reducing costs

Person Specification

The document will also contain a ‘personal specification’ that will highlight those attributes that are being looked for in a driver and also administrator. A job description will also be involved. This describes the skills, knowledge, qualities and experience that are required of the right candidate.  Management should also be tasked with reviewing said job description to ensure its accuracy and that it is updated.

Application Form

The application form should be the document used by the candidate when applying for the job of a driver or an administrator.

A Monitoring Form

This document will be used to monitor the applicants in terms of equal opportunities.

Copies of relevant and updated information regarding City Link and interview dates will be retained.

Impact of Legal, Regulatory and Ethical Considerations to the Recruitment and Selection Process

It is quite a complex process to have new employees recruited in an organization. This process of interviewing and referencing candidates up to the final stage of selecting candidates is bound by several laws that are implemented in order to ensure:

1.      The recruitment process is not only fair but equal

2.      Candidates are not discriminated against due their sex, ethnicity or their age

3.      That the candidates have the right to work in UK

According to the Sex, Race, Disability and Discrimination Act (Hepple, Coussey, and Choudhury, 2000), both the publisher and advertiser are liable for a discriminatory advertisement. The publisher is not liable if he shows that he reasonably relied on the advertiser’s statement, which was not unlawful. In case of misleading or false statements, advertisers increase their chances of being prosecuted.

Job Advertising Stage

At the stage of job advertisement, ensure that no one is discriminated against in terms of sex, age or race, whether it is in a positive or negative manner. For instance, ‘we would want a young keen trainee’ discriminates against age. ‘A man is required for lifting heavy objects,’ would be discriminating against sex. ‘Only British citizens need apply’ discriminates against race.

The advertisement should not break the law. For instance, advertising a job that pays 2 per hour would not be legal as it is below the minimum required wage rate.

Right to Employment

One should ensure that the applicant has a legal right to work in the UK even if anyone in the EU or UK will automatically have that right. It is also crucial to conduct a criminal background check so as to review the criminal record of anyone who will be working in a position of trust or with children.

Statement of Employment

Within the first two months, the new employee is entitled to a written statement of employment. This will detail their salary, working hours and the holiday entitlements at City Link. The business policies are also clarified here regarding sick leave, the grievance and disciplinary procedures.

Take Part in the Selection Process

Welcome the interviewee to City Link by name and greet him, thereby putting him at ease. Then direct him toward the interview chair and introduce the interviewing panel. Moreover, discuss the outline of the position. Prior to the interview, ensure that the interview questions have been prepared and each of the panel members is aware of the questions to ask. Go ahead and ask the applicant to introduce himself and give a brief of his background in education as well as work history. Then give the applicant terms and conditions of the position and provide him a chance to give his answers. Even if it is important to know a lot about the applicant, the following should be kept in mind during the interview (Antony, 2004).

·         Avoid using any comments relating to sex even if they are deliberated as jokes

·         Stay away from such questions as, ‘do you plan to have children?’

·         Avoid bias and treat all candidates as equals

·         Judge each person’s suitability for the position based purely on their experience and skills

·         In case there is a disabled applicant for the job, ask questions on how you can assist them in carrying out their job despite the disability.