At, Primark, the recruitment and selection process is largely governed by equal opportunities legislation. Their equal opportunity legislation suggests that during recruitment and selection process, every candidate must be treated in the same way regardless of their race, disability, sexual orientation or gender nationality and religious affiliation. The main legal obligations that affect the recruitment process at Primark is the Employment Rights Act 1996 that declares that if any employee is provided with work lasting for more than one month then they must receive a contact of employment.
Purpose of this contract of employment is to provide employees with every bit of information that may concern them in terms of their job. For example Contract of employment at Primark includes details of the job title, hours of work, holiday entitlement rate and method of payment as well as notice of termination required. The Race Relation Act 1976 affects the recruitment and selection process of Primark. This Law requires the business not to discriminate candidates on the grounds of their race but rather judge them on their qualification, skills and knowledge.
Example Primark is a British company, they must be sure that candidates are not discriminated against if they are not English. Primark’s recruitment and selection process is affected by the sex Discrimination Act 1975. Legislation suggests that gender should not be not be use to discriminate against of any candidate. Example Primark ensure that during the recruitment and selection process, individuals should be differentiating according to their level of qualifications, skills and knowledge rather than gender.
Primark also act according to Equal Pay Act 1970, Example during the recruitment and selection process they ensure that all employees whether male or female are provide with the same rate of pay with the same level work. The recruitment and selection process at Primark affects by The Disabled Person Act 1995. Primark take reasonable effort to offer a job to disabled person provided that they are suitable for certain job. They accommodate any disabled person as long as they have the qualifications, skills and knowledge that is essential for the job.
In line with the ethical obligation, Primark’s focus is on achieving continuous and sustained workplace improvements throughout our supply chain. They recognise that, where breaches are pinpointed some suppliers may be unable to meet all the terms contained within Primark’s Code of Conduct with in a short timescale. However they commit to working with and continuing to support our suppliers to achieve positive progress within reasonable timeframes agreed.
One other ethical obligation that affects Primark is, when recruiting or selecting staff they must ensure that they are honest to applicants and that all the information they are given is objective. For Example; Primark’s job description states that they are entitled to 4 weak paid holidays each year, and then the business must act accordingly. If in any case Primark fails to fulfill this promise then it possible that the employee may resent, which could affect their business image.
Moreover, during the recruitment process Primark employers tend to put maximum effort in maintaining confidentiality and to be fair on every candidate. At Primark, any member of staff involved in the recruitment of information they provide is kept confidential which is in line with data protection Act. Ideally, at Primark applicants are given the right to be informed of the progress of their applications and they are also given feedback regarding the recruitment procedure.
Interviewing is the most common method of gathering evidence from candidates. An interview is in two ways: It helps the employer to find out information concerning the candidate such as their pervious experience and their personal qualities, while it is also an opportunity for the candidate to find out a lot of information about the business on which to based their decision whether to take the job or not. As interview also part of my assessment objective, I will interview two candidates and I will also take part in the interviewee of these two participants.
In order to have a good and successfully interview I will make sure that, I plan my interview process very well. Firstly I will provide all the required documents to candidates such as application forms, job descriptions, and person specification. During the interview will consider finding a lot of information about where the interview will take place and how we are going to arrange the interview. For examples I will meet with my fellow candidates to discus what we can do to make our interview successful.
I will bring the suggesting that we should plan about where our interview will take place, the date we will do our interviews, people who are involve and the documents that I will need. At the time am going to the interview I will make sure I arrange the room where the interview will take place and ensure that it is free from any distractions area. I will consider placing some prospective of Primark on the table representing as the office of the manager.
In order to avoid wasting time and confusion I will also consider studying the candidate’s application form or their CV to know a bit about them before the day of the interview. As interviews are a crucial stage in the recruitment process, I will consider spending a considerable amount of time designing the questions that encourage candidates to give as much information as they can on their working background and also their previous work experience. Example I will put a question why have you applied for this job as a supervisor.
I will make sure that I will asked a closed question so that I will not get a “yes” or “No” answer. I will also asked a question that if the applicant is working at the moment to know if he or she is still working or not. This will indicate that if the applicant can do the job. Using a lot of opening question will give me some indication on whether the potential applicant can actually do the job or an ideal of how they are likely to cope with various situations.
Furthermore, to make sure the candidate feels at ease and are free to talk I will be friendlier to them. During my interviewing, I will try to avoid asking questions that will lead the candidate to feel discriminated. Example their gender or clothes. It is important that I listen to the applicant am interviewing actively. In order to make sure that interviewees reveal their ability, experience and motivation I will make sure they do most of the talking and I will make sure I understand what they will be saying.
I will avoid busy thinking about asking the next question instead of concentrating on the information coming forth so that I will not miss many potential leads. When interviewing I expect a good candidate to avoid small talk in this case I will help to build rapport at the beginning of the interview, especially “Yes or “No”. When interviewing it is very important to me that I will give out the right signals and always looking attentive so that I will not slouch in my chair. Obviously, the candidate’s body language techniques are also a good way of assessing their strength or weaknesses.
TRAINING AND DEVELOPMENT
The two main types of training that are often used by businesses are: on the job and off the job. On the job training is undertaken within the business. This type of training is directly related to the job that the person is performing. For example at Primark this is how their training and development are: Job Specification They `re looking for ambitious, enthusiastic, self starters with the potential to succeed in a business which has developed a reputation for high quality and outstanding value.