Recruitment And Selection

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An Approach To Recruitment And Selection- TyCoffî

An Approach to Recruitment and Selection- TyCoffî

Context of the Study

This paper is based on the HR practices that must be implemented according to specific situations of the company. The paper is about a café TyCoffî which is a UK-wide coffee-house chain. The owner Mike wants to design an approach to recruitment and selection for the new coffee-houses. The paper presents the best approach to attracting internal and external candidates. The paper also addresses recommendations to to the chief executive of the TyCoffî, Mike Jones.


Acquiring and keeping high-quality talent is critical to an organisation's success. As the job market becomes progressively comparable and the available abilities grow more varied, recruiters need to be more selective in their choices, since poor employing decisions can produce long-term contradictory effects, among them high training and development charges to minimise the incidence of poor presentation and high turnover which, in turn, influence staff morale, the output of high quality items and services and the keeping of organisational memory. At worst, the organisation can fail to achieve its objectives thereby losing its competitive edge and its share of the market. (Barber, 2009, pp. 154)

An Approach to Recruitment and Selection

Recruitment is described as “the set of activities and processes utilised to lawfully get a sufficient number of trained people at the right location and time so that the people and the administration can choose each other in their own best short and long term interests”. In other words, the recruitment method provides the administration with a pool of potentially qualified job candidates from which discerning assortment can be made to load up vacancies flourishing recruitment begins with appropriate employment planning and forecasting. In this stage of the staffing method, an administration should formulates designs to load up or eradicate future job openings founded on an investigation of future desires, the talent available within and out-of-doors of the staff, and the current and anticipated resources that can be expended to appeal and retain such talent. (Bartram, 2010, pp. 261-274)

Detailed Recommendations

The Recruitment Process

Successful recruitment involves the several processes of: development of a policy on recruitment and retention and the systems that give life to the policy; needs assessment to determine the current and future human resource requirements of the organisation. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organisation must be assessed and a priority assigned; identification, within and outside the organisation, of the potential human resource pool and the likely competition for the knowledge and skills resident within it; job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth; assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience; determination of the organisation's ability to pay salaries and benefits within a defined period; identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity ...
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