Working with and Leading

People

Do Ngoc Linh Chi

GH12110
Table of content:
Introduction:
LO 1: Be able to use recruitment, selection and retention
procedures.
1.1 Prepare documentation to select and recruit a new
member of staf
1.2

The

impact

of

legal,

regulatory

and

ethical

considerations to the recruitment and selection process

1.3 Take part in the selection process
1.4 Evaluate own contribution to the selection process
Reference

Introduction
Every business must conduct recruitment. Business recruitment has
a very important role, it is the premise of the layout, use and
development training. Recruitment is done frequently because of
the business personnel can fluctuate suddenly and randomly.
Therefore, this assignment will assess all the hiring process of the
company.

LO 1. Be able to use recruitment, selection and retention procedures

Task 1.1: Prepare documentation to select and recruit a new
member of staf
Recruitment is a process of search and selection of personnel to
meet the needs of businesses and the additional workforce needed
to implement the goals of the business.

Recruitment procedures:

Recruitment notice will be posted on Facebook or Google Doc. Then

the candidates will apply, and the records will be selected according
to the requirements set out.
Step 1: HR planning and Recruitment plans
Step 2: Create a job description (JD), specification create jobs (JS)
Step 3: Recruitment notice will be posted on the Facebook page of
FPT shop and Google Doc; we encourage everyone to sign up at
Google Doc to avoid missing records and drifting.

Step 4: Collect profiles

Step 5: Scan the profiles

Job description

A job description is a list that a person might use for general

tasks, or functions, and responsibilities of a position. It may often
include to whom the position reports, specifications such as the
qualifications or skills needed by the person in the job, and a salary
range. Job descriptions are usually narrative, but some may instead
comprise a simple list of competencies (Nelarine, 2001, P39).
Vacancies: Management FPT shop
- Management and operation of all business activities in retail stores
- Acceptance and implementation of sales targets assigned in-store
management.
- Manage, supervise, train, motivate employees complete the work,
the assigned quota.
- Inventory management, store images in accordance with the
principles of the company
-

Implement

communications

promotions

to

employees

and

customers.
- Resolving customer complaints in the store.
- Receiving and handling of warranty cases for clients.
- Representatives stores

working in collaboration with local

authorities.
- The work arising within their competence
Request:
- Men and women aged 23 - 35
- University graduate or above and at least 1 year experience in
Business Administration, Information Technology, Economics.
- More than one year of experience in management in the retail
sector / chain system

- Candidates who have experience managing digital goods, Mobile,

Laptop.
- Foreign language well.
- Ability to communicate, handle the situation well
- Skill in planning and reporting
- Can withstand high pressure in work

Person specification

The person specification is the profile of the ideal person who

could fill the vacant job or role; this profile needs to state the
'essential' and the teria for selection and is produced from material
gathered for the job description role definition. The profile provides
the criteria against applicants can be systematically and fairly
assessed. A typical person specification would normally include the
following:
- Skills, aptitude, knowledge and experience
- Qualifications
- Personal qualities relevant to the job transparent.
(Nelarine, 2001, P39).
Physical attributes
-

Good appearance
Ability to speak clearly

Attainment: University graduate or above and at least 1 year

experience in Business Administration, Information Technology,
Economics.
Intelligence
-

Communication skill.
Negotiation skill
Leadership skill
Problem solving skill
Decision making skill

Interest: Each person's personality

Disposition

Always motivated, interested staf

Honest and Reliable

Circumstances: Having knowledge of Business Administration,

Information Technology, Economics

Advertisement

We've posted the notice, hiring requirements onto Google Docs for
people to register, apply. Because this software is free, no cost, so
we just took the time to share the link to it is well known.

(Google docs, 2016)

Task 1.2: Assess the impact of legal, regulatory and ethical
considerations to the recruitment and selection process
The process of recruiting new employees is very complex; the legal,
regulatory and ethical considerations also have certain impact on
the staffing process. These laws are aimed at helping organizations
by making the recruitment process and equal justice. Some impacts
are:

Protected Characteristic: The 2010 (Equality Act) lists these

protected factors: age, gender reassignment, pregnancy and
maternity, religion and belief, sexual orientation, disability, marriage
and civil partnership, race, and sex (BPP Learning Media, 2013).
Harassment: There are 3 types of harassment are prohibited:
Involves unwanted conduct (has the purpose of creating an
intimidating, hostile, degrading,... for the complainants dignity);
Sexual harassment (has the sexual natures purpose as the first
harassment); Harassment related to sex reassignment (treating
people favorably because they has rejected sexual harassment)
(BPP Learning Media, 2013).
These rules and these terms can help the candidates
understand the kinds of discrimination. Thus, our interview
becomes easier.
Equal opportunities policy: The person specification must not be
more bias to men or women, the job title must be sexless (like sale
person, not saleman), and during the interview, the questions must
not be asked discriminate by implication (BPP Learning Media,
2013).
I have to observe this rule and when I fill the news, I write that
Sale stafs. My questions are also very clear and have no
implication so they look like very satisfied.
Employment contract terms: The contract must have the name of
the related parties, date, name of job and its description. And it has
to list also the payment terms, working hours, holiday, discipline,
grievance procedures, and sick pay and pension entitlement with
notice of termination of employment (BPP Learning Media,
2013).

 This information enables many more registered candidates,

and thereby is able to find the best candidates.
Ethical behavior: In the same environment, people must respect the
autonomy of others; take special importance for trustworthiness and
honesty and well being. People must also observe the law and basic
justice, also being fair. People must also refuse the unjust advantage
and prevent harm (BPP Learning Media, 2013).
When interviewed honesty factor is the most important. All
tablets are cooperating very well, so I can quickly choose the
right candidate.
Task 1.3: Take part in the selection process
Selection process

Our team has all 8 people, so to choose the best question, each
member will make his 3 questions and from there together and
choose the 4 questions for the interview. After completing the
questions for the interview, we began to think of the script for the
candidates. After the preparation of documents as well as content
for recruitment is completed, we send the news on the Internet and
wait for resumes from the candidates. Next, we get the record and
start the scan, we will remove the records were excluded and 8
records are eligible to recruitment. We call them, or send email
notifications about the place, the time for the interview. Since there

are 8 candidates who qualify so we were divided into two groups,

each group will have 4 people. Each group will go through two
interviews,

the

first

interview

was

answered

questions

and

interviews 2nd we will give them the tools have been prepared so
that they can create a script by working group. After the interview is
complete, we will evaluate the candidates based on the criteria set
out, those who are eligible will receive our invitation, and still people
will get a refusal. Based on the criteria set out, we chose to be a
possible candidate is almost meets his requirements.
Cost per hire
To make the process of recruitment, are required to have a part of
the budget and to ensure that the budget is as low as possible, the
cost of recruitment can be stated as follows:
Items
Facebook

Activities
Post recruitment

Cost
1,200,000

advertise

information on FPT

VND

Registrants
3

shop fan page and

Vietnam
works
advertise
Google
Sheet

boost post
Post recruitment

1,500,000

information of FPT shop

VND

Post recruitment

Free

information of FPT shop

and allow candidates
directly apply for this

Cost of
travel

position
Cost of fuel for

30,000 VND

travelling to buy stufs

for decorating

Equipment
Total

recruiting room
Red scarf, knife, paper 10,000 VND
mask
The total cost to recruit 1 employees or cost per hire

when use Facebook adv is: 1,240,000 VND

Vietnam work adv: 1,540,000 VND
And Google Sheet: 40,000 VND

From the above results we see companies should use Google

spreadsheet

method

to

save

costs

and

help

facilitate

the

registration.

Question

Question 1: Why
should we choose
you instead of the
rest?

INTERVIEW QUESTION
Performance
Make a list of your
strengths and what you
can do if you are
employed.
Show the experience
and skills you have to
meet the criteria that
you apply the company
was looking for.

Present
clear
objectives and desired
career, as well as the
motivation
and
dedication
to
the
position you are applying
for.

Question 2: We
think you aren't
suitable for this
position!
Situation question
1: If you encounter
unexpected
situations to
demanding
customers
complain, what
would you do?
Situation question
2: How will you

Aims

You can bring

anything to our
company "are
questions that will
help recruiters find
the diferences
between you and
other potential
candidates.

I just ask them and

based on their answers, I
can assess their ability
to convince

See the
persuasiveness of
candidates

This time I asked them to

answer to a specific
example

Consider the ability

to handle their
situations

This time I asked them to

answer to a specific

Check possibility
their leader?

notice a bad news

to its employees?

example

Task 1.4: Evaluate own contribution to the selection process

My main role in the recruitment process is proposed that the
interview questions, for their questions and make them show all the
weaknesses and your strengths to me and the members of the
group can cooperate to evaluate properly. Before conducting the
interviews, our team was faced with two major problems, such as
choosing a questionnaire and time. Although then, two issues have
been resolved.
On interview questions, because our team has all 8 members, the
number of questions in question is a lot of interest. Therefore, one of
the samples had conveniently happens when everyone thinks your
question is important. Once can gather and analyze carefully the
questions, we just could not come up with four key questions, the
questions help evaluate the best candidates.
On the issue of time, so we lost a lot of time for making interview
questions, questions raised by situations and ideas for working
within the group. Thus in order to keep up with the progress of the
next, we have to accelerate more, and also very fortunate that the
recruitment process is going well.
And besides me noticed that, during the interview questions I was
not strong enough to afect the psychology of the candidates, and
I've said so many that make my friends feel bear because they
cannot talk to the candidates.
For the next recruitment times were nice, I have the following
recommendations: Always create situations, unexpected scenarios
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to test the skills of all of the candidates. Control, planning for the
introduction of strict and select interview questions.

Reference
Nelarine, C. 2001. Human Resource Management: A Managerial
Perspective. UK: J&L Composition Ltd., pp39.
BPP Learning Media (2013). Management: Leading People and
Professional Development: Course Book. 3rd ed. London: BPP
Learning Media Ltd. p212-222.

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