Recruitment And Selection: Legal Requirements And Pros/Cons

In terms of legalization in the UK, Data Protection Act (1988) is a good example to be mentioned in this paper. This type of legal requirement controls the way your personal information is used by organizations, businesses or governments. People authorized to access these types of data have to follow some rules, such as use it fairly, lawfully and accurately, use it for specific purposes, keep it safe and secure. HR is about confidentiality, since they have all the details of all employees, HR people should ensure its saved and secured, therefore, such types of legal requirements are being applied by the governments.

There are many different methods that HR could use in order to implement the recruitment and selection process, such as scanning, adding in the newspaper, shortlisting, recruitment agencies, word of mouth, assessment centers, psychometrics tests and etc.

Recruitment agencies

This method is very useful, as it saves time on the employer searching for candidates and CV, it provides the employers ready CVs that suit the vacancy and with some profile about the candidates which gives the employers an idea about the employee, as the recruitment agencies usually do the interviews with the candidates first in order to know their capabilities. Also, agencies have a better knowledge of how the market is currently doing, and what are the required skills. However, some disadvantages the employer may confront here is that the employee might not meet the expectations of the employer and it adds expenses on the employer as they should pay the recruitment agency for finding candidates for them.

Psychometrics tests

The good side of this method is to know how good the employee is in specific question, task or math, however it doesn’t really give an image of the employee’s physical skill or personality which is important for most of the job.

Shortlisting

The advantage of this method is that is makes the selection easier and more accurate, whereby if you have five employees, you choose two out of them to be shortlisted for the job based on their skills. However, there might be a disadvantage of using this method if the shortlisting panel wasn’t fair in choosing between the candidates, therefore, there should be a fairly way conducted by the organization in choosing the right candidate using more than one panel, and then agree of the final decision."

Why people leave/remain in organizations

Many employees prefer to stay within their jobs because there is something about the company of the job itself that they like, for example the working environment is an important element that most of the employees look for, and if they find it, they never let it go. Moreover, paying good bonuses and rewarding system, provide good health insurance, flexibility is available, and some organizations make the employees feel that they are investing gin developing them, all of those factors play a vital role in this.

On the other hand, some employees leave easily upon getting another offer because they lack getting good incentives and motivation within their current job, for example no bonuses, working extra hours without overtime, bad environment, low pay in comparison to the market and not feeling any sense of development within the organization, therefore they start to look outside for a new challenge. Employees leaving the organization may cause negatively on the organization as the work will be stopped which might cause some losses, and they might need to pay high salary for a replacement because the company is in need for someone to replace the job.

Retaining talents

According to CIPD (2015) Retaining employees involve many processes, improving communication, increase learning and development opportunities in order to make the employees feel that he/ she is learning a new thing, improve the selection method and revise the staff rewards and recognition system.

Financial benefits

Increased pay: this is very important for each employee, which gives them a motivation to work harder for the company and retain if he/she is happy with the increase, bonuses and other type of rewards.

However, it could affect negatively if the organization faced a situation here the increase cannot be implemented to all employees, which will cause demotivation for the staff and look for other opportunities within the market.

Coaching and mentoring system

This approach is used to show the employee that the company is always trying to develop them and make them reach where they want, however if the employee agreed with his/her mentor or coach on a specific actions and it didn’t happen for any reason, this will cause a demotivation and loose trust. Flexible environment: as some companies provide flexible working hours, or allow employees to work from home, this adds benefit to the employees and make them retain as it’s a good option for them, onthe other hand, it’s sometimes considered as a weakness because the business might need them physically and they aren’t in the office.

Advises on dismissal, retirement and redundancy

The most important advise I would give to the organization is to ensure that they do the dismissal in a right way where employee doesn’t feel that the services provided to the company was not appreciated by the management specially for the ones who spent a good number of years within the same organization.

For dismissals (Fair dismissal), HR should ensure that the reason is valid for dismissal, either a mistake that affected the company or for cut-costing reason. HR should ensure that this process is being implemented fairly, therefore, an investigation should take place to further discuss the topic, also, act reasonably for example following a disciplinary procedure that meets the code of conduct, they should also ensure treating all the employees the same whether they are part time or full time employees.

Moreover, HR should have specific points that they should consider upon the decision of dismissal, for example, the employees attendance records, number of sick leaves, and finally ensure that if this job is no longer exist will still not affect the company’s performance.

Voluntary redundancy/ retirement, whereby the HR should prepare a good package to provide to the employees upon dismissal, retirement or redundancy process, as the employee will be losing his/her job sometimes without a valid reason that could convince the employee themselves. In addition, to implement the redundancy fairly, HR should use some methods, such as last in first out, which contains employees with shorter services, check the employee’s disciplinary records and their appraisal, skills, qualifications and experience.