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P1 Introduction The business I have chosen to talk about on how a business recruit's new members is Lidl. Lidl is a German supermarket retail which operates over 10,000 stores across Europe and America. Within Britain, Lidl now has more than 800 stores and 13 regional distribution centers with employing over 23,000 people in the UK. Lidl is the second most popular supermarket chain in the UK with Morrison's being the most popular out of all the supermarkets within the UK. Lidl has incorporated a strategy of selling low-cost products as a distinctive competitive characteristic. The company had generated stable growth over the last several years but gradually began losing its market share accumulation. The supermarket has wide variety of their own branded products and various categories such as Food, fresh produce, frozen foods, Italian cuisines, wines, home appliances and garden products including tools that are available from Lidl. These products are known as ‘Specials’ and are priced very low depending the type of product its. Explain the reasons why your business might need to recruit new members of staf Lidl would only need to recruit new staff as it enables them to search for the staff that fulfill their specific job roles such as cleaners, store managers, store assistants and deputy, area, and shift managers. If an employee that works full time decides to leave their job, the business would scout to look for new staff that are able to commit to the job requirements by Lidl posting job vacancies through job boards and their careers website. Lidl would also higher new staff if they feel that employees currently working there are not good enough, or they need seasonal staff during the holiday periods such as Summer or Christmas or replacing old staff that recently left the business or have been promoted to higher positions. Lidl would need to recruit new staff if a new store is opening in a new area within the UK. They would announce that they are opening a new store, then they would initially start to post new vacancies through social media, indeed, Glassdoor and their online careers website to find people that are suitable for each of the job roles in the business.

Explain how your business could use a job center or agency Lidl would use a job Centre as a job center provides current information on available job vacancies of different businesses and stores. The job vacancy would list all the things required for the applicant to work for them, whether they have the right skills for the job or knowledge on what the business sales. Using a recruitment agency is beneficial for a business to use as it allows both the agency and employer to identify the suited candidates that the business would like to employ when they have posted their job vacancy. If Lidl uses a recruitment agency it allows them to access the best job seekers and people who are actively looking for a job and this is something that Lidl would look up on as their able to see the applications from people who have applied to the specific job role they would like to work in and identify the applicants that stand out more. Advantages of recruitment agencies  Quick to find and identify the right candidate when in demand for new recruits  Cheap to outsource  Professionals scout for the right candidate Disadvantages of recruitment agencies  Expensive  Can be ineffective due to high competition between agencies looking to fill positions  Agencies work against each other to fill up positions in order beat their competition  The agencies are not experts in deciding whether a candidate is suitable for the company Stages of appointing staf When Lidl decides to appoint staff, they would look at replacing people who have left the job for a number reasons such as a promotion to a higher position or moving to another business, new stores opening in different locations resulting in new staff needed to fulfill all the job roles in the store or the business needs staff

with specific skills for the different roles in the supermarket. Another reason would be skills gap in the supermarket as there may be staff that lack the certain skills required for the job. If an applicant applies for a job at Lidl and they show that they have these certain skills in their online application and CV, then the business would decide to appoint them a position as they show that they are a right candidate for the business. Lidl would only decide to appoint new staff if their CV is up to a good standard for the job their deciding to apply for, such as having experience in retail and skills that they possess as well as talking about the things they have done within their life. Lidl will only employ an individual if they have the right documentation such as a cover letter, stating the reasons why they would like to work for them, and what they can do good for the business. Before Lidl decide to appoint new staff, they must first create a person specification on the job vacancy which details the persons qualifications, skills, experience, and overall knowledge about the business. The purpose of the person specification is to make it easier for Lidl to find the right candidates of job roles they have posted on their website. For example, if a person is applying for a position as store manager at Lidl, they are required to have effective communication skills to provide feedback to colleagues as well as experience in leading a team in fast paced, target driven environment. The manager must have experience in leading a team and if the applicant has done this, this would appeal to Lidl as they would look at references the applicant has made of their previous job as ask whether the truth has been said in what the applicant has said. How does Lidl decide on what candidates to shortlist? Lidl decide on shortlisted candidates by looking at the applicants who stand out the most in their application as well as if they have passed their online numerical reasoning, aptitude, and psychometric tests up to a standard that Lidl is looking for once they have decided on the candidates that fit their criteria, Lidl would decide to interview the applicant either online or in the store. The interview would be based on questions on why they would like to work for them, their availability during the week and how they commute to and from work. Interviews that take place in the store may consist of a group activity by selling a product to the interview stating what it is and how much its worth.

Once Lidl have decided on the shortlisted candidates, they conduct interviews with the candidates depending on the type of role they have applied for. Some of the interviews may be face to face or telephone interview. Face to face interviews would be much easier as the interviewer would be able to identify the persons strengths and highlight whether they are suitable candidate to work for the store. P2 Explain why recruitment processes must be ethical and adhere to equal opportunities legislation Rules and legislations have been set by the government to conduct the recruitment and selections process. These acts and laws ensure that every candidate has an equal opportunity of getting a job and being selected by the business they have applied for. The UK government have made laws on employment that all businesses must adhere to. If companies are not following these laws, they would be held liable for fines. Lidl has made sure to follow these laws, by having a clear opportunity policy which complies with the legislations of employment as well a code of conduct that governs fundamental principles and rules to ensure minimum social standards are enjoyed by everyone that Lidl either directly or indirectly does business with. Ethical issues in the process of recruitment and selection remain fairly and equally among everyone whose part of Lidl. This encourages a safe work environment for everyone that works at Lidl as well as more applicants deciding to apply for a job at Lidl. Legal and ethical policies that Lidl follow When an applicant applies to work for Lidl, the HR team look at different candidate's CV and make sure they only contact the most interesting applicant that suit the business and comply with the job specification of the job role they have applied for. This is then followed along by the online test and interviews which then the applicant is notified if they have been successful or not.  Questions asked to candidates must be the same criteria- for the recruitment to be fair, Lidl ask all candidates the same questions to ensure all candidates get the same opportunity to show how their right for working for company. 

 Confidentiality of keeping information safe and secure- during the application and interview process of an applicant applying to work for Lidl, Lidl must ensure that all personal information must be kept safe and secure and that the relevant important information does not get into the wrong hands. The right to work legislation Lidl are legally required to make sure that all employees who work for them have the right to stay and work in the UK. Laws like right to work always change and get amended for certain reasons and for Lidl they make sure that they are up to date with these changes. Lidl must make sure to photocopy and retrieve the candidates UK or EU passport details, national insurance number, or contacting HRMC to prove that the candidate has the right to work in UK. If candidates cannot provide these documents, then they unfortunately will not be employed by Lidl as there is no evidence of their right to work. Lidl makes sure that they check the details carefully to ensure that both names are same and no other. If they do not it can result in a fine given to Lidl. The Equality Act 2010 The equality act protects people from discrimination in the workplace. The purpose of the act is to make sure that no employee is felt disadvantaged by others and must be supported by the business. The act used to be split in several parts which include, Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995. These acts meant if you were a victim of racial abuse, you would be placed under the act of Race Relations Act 1976. After 1st October 2010, all equalities were put under the equality act 2010 and commenced after that date. The act covers:       

Age Gender Race Sex Religion Sexual orientation Nationality

National minimum wage act The National Minimum Wage is the minimum pay per hour all workers are entitled to within the UK. The pay varies depending on the age and overtime the rate increases on the month of April each year. Previous rates from 2016

Current rates from 2020

Lidl must ensure that they follow the minimum wage because if they are employing a candidate that’s age 17, they must make sure that their getting the right pay and rise until they reach the age of 18. If Lidl does not follow these laws, it could lead to the applicant filing for prosecution against Lidl as their not giving the right pay or benefits to the individual Data protection act The data protections act aims to protect an individual's personal data that relates to them such as home addresses, bank details, date of birth, salary, pictures of the individual and Lidl must ensure that all this information is stored safely to avoid the information being leaked. The individual has the right to know what information is being stored by Lidl to prevent it from being passed on to other organizations.

M1- Analyse the different recruitment methods used in a selected business. Lidl uses external recruitment which helps to pull a wider range of talent outside of the business and provides the chance to bring new experience and ideas to the company. Advantages of external recruitment  Brings New Business Insights and Ideas to the Table- easy access to candidates who have gained knowledge from working for different companies  Better Quality Candidates- external recruitment expands your reach to attract the right candidates, keeps them engaged and makes it much easier to bring them onboard.  Higher range of candidates to pick Disadvantages of external recruitment An external candidate may take a while to come up to speed in the role, which may mean it takes longer to regain productivity.  An external candidate may require more training because he or she is likely to be unfamiliar with the organization’s software, systems, processes,  Higher risk- The external recruitment process can attract candidates who are not relevant or worthy of the open position. 

An example of external recruitment used by Lidl is their online careers website. Applicants can on the website and search for their desired job role and can apply for these roles using the application form and submitting their CV. Internal recruitment Internal recruitment is the process of filling up open positions within the organization from its current workforce. Advantages of internal recruitment  Reduced time to hire- internal candidates are already part of your workplace so theirs instant access to their track records and information provided by their current line manger on how they have performed in the department they were working at before

 Shorten onboarding times- internal candidates are quicker to onboard than external candidates because they know how the company operates, their rules and polices, familiar with people in their new team, and may already know the content and context of their new roles  Internal recruitment is cost-effective than external recruitment because it does not involve job postings, communicating with shortlisted candidates, and conducting interviews its more of finding the most suitable candidates Disadvantages of internal recruitment  Employees who were considered for a role could feel resentful if a colleague or external candidate is eventually hired. As they may have wanted that specific role which can therefore lead to conflict amongst colleagues  Leaving a gap in your existing workforce- When Lidl promotes someone to fill an open position, their old position becomes vacant which causes disruption in the business's operation. Which leads to Lidl needing to find an external recruit to fill in the position  Increased training costs as the current employee may need more knowledge on the new role their taking on Job boards Lidl uses job boards such as third-party websites (Indeed, Glassdoor jobs, CV Library) as these job boards allow applicant to search for specific jobs that they would like to apply for. The website would display the category, salary, distance to travel, whether your looking full or part time position and the jobs listed on the page. The jobs listed on the website would have an overall description of the job, the skills required to have the role, experience you might need and the location of where the job is. Lidl uses job boards because it allows them to advertise and reach the specific candidate their trying to look for. Lidl set a time frame of how long they want the job up for and delete it once they have enough applications submitted to them. Advantages of job boards Automated Job Notifications  More Job Listings  Speeds up the recruitment cycle 

 Makes internal vacancies known across a wide range of sites Disadvantages of job boards  A badly designed website or technical difficulties can turn off potential candidates and damage your brand  Young people applying- applicants who are under 18 seek to find jobs and apply to Lidl but this can be a waste of time for Lidl as there looking for candidates that can work within a fast-paced environment which leads to Lidl not accepting the in applicant Outsourcing Outsourcing is when an employer uses third party organizations to help and recruit candidates Lidl would use outsourcing as it would help to find the right suitable candidates to work for them and allow them to pick the candidates that Lidl feel will fit their criteria. Advantages of outsourcing  improved focus on core business activities - outsourcing can free up your business to focus on its strengths, allowing your staff to concentrate on their main tasks and on the future strategy  increased efficiency - choosing an outsourcing company that specializes in the process or service you want them to carry out for you can help you achieve a more productive, efficient service  controlled costs - cost-savings achieved by outsourcing can help you release capital for investment in other areas of your business Disadvantages of outsourcing service delivery - which may fall behind time or below expectation  confidentiality and security - which may be at risk  lack of flexibility - contract could prove too rigid to accommodate change  management difficulties - changes at the outsourcing company could lead to friction

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An example of an outsourcing organization would be recruitment agencies. A recruitment agency is a third-party organization which provides temporary and permanent recruitment. Recruitment agencies help businesses find the right candidates that are suited to the business and help to find people that are actively searching for work. Advantages of recruitment agencies  Quick to find and identify the right candidate when in demand for new recruits  Cheap to outsource  Professionals scout for the right candidate Disadvantages of recruitment agencies  Expensive  Can be ineffective due to high competition between agencies looking to fill positions  Agencies work against each other to fill up positions in order beat their competition  The agencies are not experts in deciding whether a candidate is suitable for the company D1- Evaluate the recruitment processes used and how they contribute to the success of the selected business. For a business like Lidl to be successful, its recruitment process must be effective to ensure that they are hiring the right candidates that have the right skills and are suited to role their trying to apply for. Lidl has effective recruitment process by looking at internal and external candidates. If Lidl is hiring an external candidate who is applying for customer assistant, they look at their CV to see if they have the right skills to be a customer assistant and if they have experience in retail, whether their application form was up to a good standard as well as if their online situational analysis and numerical reasoning tests where what Lidl are trying to look for in an external candidate. If an internal candidate is trying to apply for promotional position, they must show that are able to fulfill that role and ensure that they have all the knowledge about. For example, if the role is to be the manager of the store, the internal candidate is

required to have experience in working in a fast-paced environment and leading a group of people. If the candidate does not have these certain experiences and knowledge of the role, then they would be turned down. Lidl would also encourage current employees to recommend people for the job to ensure that Lidl is getting enough candidates to identify if their past experiences and skills fit the job requirements of the job their trying to apply for. Lidl's job description highlights the responsibilities a candidate must follow when working in a certain position, this is important as it sets the standard of the type of applicant Lidl is looking for, therefore more skilled workers will be attracted, and these skilled workers would help the supermarket to reach their goals. Lidl prefer to carry out interviews face to face, as it allows the interviewer to assess everything about the individual their body language and the way they carry out the task Lidl ask them to do. This would contribute to the success of Lidl as they are able to analyze everything about the candidates their interviewing and identify if the suitable to work at Lidl whether they are able to grasp information quickly and apply it to whatever is asked by the interviewer. This ensures that the interviewer knows the candidates that have the strengths and knowledge in retail and the candidates that are inexperienced but show they have all the qualities to fulfill the job role. Lidl mu...