IntroductionThere is a vacancy in our company which is the team leader for customer relationship. So we need recruitment an appropriate staff to be the team leader. I designed whole process of recruitment in this report.At first, we must ensure our recruitment is fair and legal. So there are some information about the legal that we need to know.The Sex Discrimination Act (SDA)The SDA makes it unlawful to discriminate on the grounds of sex. The SDA applies to two kinds of discrimination, direct discrimination and indirect discrimination.The Equal Pay Act (EPA) 1975The EPA says women must be paid the same as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value.National Minimum Wage Act 1998This act increases the rights of workers by determining a national minimum wage in line with other European Union states.The Race Relations Act (RRA) 1976This act makes it unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), creed, or ethnic or national origin.The Disability Discrimination Act 1995It makes it unlawful to discriminate against disabled individuals without justifiable reason, and requires employers to make reasonable adjustments to the workplace or working arrangements to accommodate disabled people.The Asylum and Immigration Act 1996This act makes it a criminal offence for an employer to offer employment to a person who does not have permission to work in the UK. The employer must check before confirming employment. Rehabilitation of Offenders Act1974This act allows offenders who have not been reconvicted of any offence for a period of time, to apply for jobs and take up offers without the embarrassment of having to admit past convictions. The period of time after which sentences are regarded as ‘spent’ depends on the nature of the offence and sentence. Any conviction resulting in a sentence of more than 30 months will never be considered as ‘spent’ under the te rms of this Act.Trade Union and Labor Relations Act 1992This act states that employers must not discriminate against job applicants on grounds of trade union membership or non-membership of a trade union.Employment Rights Act 1996It protects employee s’ rights with regard to deductions from pay.Before a formal recruitment, we need do a job analysis to gain information about the position. Job analysis plays a central role in HRM. Information regarding the job’s duties may be the basis for creating training programs. Information about the human traits required to do the job are used to decide what sort of people to recruit and hire. Job analysis support fair employment practice and a fair pay and reward policy. There are various techniques can be used to do a job analysis, such as interviews, questionnaires, observation, participant diary/logs.Interview is used widely in the job analysis. This method is suitable to analyze every levels and every position. The main advantages of interviews is that we don’t need employee complete the job illustration. And it can provide a chance for communication between employee and employer. Interview is more flexible, so it work out well. But it also have many disadvantages. Interview is handled by people, the result might be influenced by emotion. And interviews need a special time, a proper location.Questionnaire is the fastest method to collect information from employees. But questionnaires need high standards in designing. A typical questionnaire should include:·main duties of this position and time of every duties·association for internal and external·job coordinate and monitor duties·materials and facilities that position need·knowledge, technique and liability that position need·job condition·training·etc.Observation need we decide study purpose, and get permit. It need a lot of time to observe. It is cheap and handling easily. But it is not easy to control the whole observation. It is easily to be influenced by various factors. And it is just suitable to the physical position, mental work is difficult to observe.Participant diary/logs is finding out a job nature by details that employee written down. This method may cause lack of the real information, so when we use the participant diary, we need guide by writer.After job analysis, we will carry out a selection. This is a flow chart about the whole selection process (As bellows).This process includes two main resources of candidates, internal and external.There are an enormous variety of sources of potential candidates, and each source will have advantages and disadvantages to recruiter. Furthermore, the most appropriate source of candidates will also be influenced by the size, function, location and budget of the recruiting organisation.I promote the internal recruitment. Our company has many potential managers.External and internal recruitment both have advantages and disadvantages. External recruitment can attract qualified person join our company. And there is a big range we can choose. A new employee may bring new style and idea in our company. But external need a formal recruitment process, it is expensive and need long time. And the new staff needs some time to adapt to the new work environment.Internal recruitment is cheaper and more quickly. We can select an appropriate staff from our exist employees. There are many ways we can choose, such as post an advertisement in our company’s website, Promoting, job rotation, and reemployment. Exist employers knew our company well, we don’t need to carry out the training course about our company’s rules and culture. And they can get into the work quickly. Otherwise selecting employees from our company also can arouse the energetic. So I recommend the internal recruitment.Depending on this flow chard, after job analysis, deciding candidates’resources, now we need post an advertisement.Advertising is the most frequently used method of attracting candidates. There are many space we can post our advertisement on. However, no matter which resource is used, it is critical that design an attractive and effective recruitment advertisement.After post on advertisement, we should select a appropriate candidates. There are many choices of selection method. Before an interview, letters and CVs is the main way to assessment the identified. But in this recruitment, we can investigate the performance of every candidate in recently years. And we can ask some advice to the manager of candidates and the colleagues.These information is important for us to make the final decision. And I think an interview is necessary for us. Unstructured interview is more suitable. The questions have not been prepared in advance, interviewers ask questions as they come to mind, and there is generally on set format to follow, the process of interview more likes a chat. Because of the candidates are all from our company, they all have work experience and knowledge about the job and our company. So the structured interview can’t distinguish the differences of candidates.In the interview, the in-basket and the leaderless group discussion both are the good ways to assessment the interviewers.The candidates is faced with an accumulation of reports, memos, notes of incoming phone calls, letters, and other materials collected in the in-basket of the simulated job he or she is to take over. This is the in-basket method. Good team leaders for the customer relationship need the ability to coordinate various relationships and handle many problems. In-basket test can inspect one’s ability in short time.The leaderless group discussion means that a leaderless group is given a discussion question and told to arrive at a group decision. A team leader for the customer relationship need good communication ability and awake to teamwork. The leaderless group discussion can evaluate each group member’s interpersonal skills, acceptance by the group, leadership ability, and individual influence.There are guidelines for selection interview.Before the interview, we need prepare amply. Firstly, we need to decide a proper time and location for the interview, and who will attend in this interview. Secondly, we should prepare material about this interview. It includes questions, assessment standard, candidates’ material and vacancy materials. Finally, we should arrange accommodation for candidates.At interview period, ensuring every interviewee is fair and specialty is important. It will influence whole interview. If we carry out an unstructured interview, we need to control the interview process well. And ensure the questions are efficient. And the after the interview, we need a final decision in a short time.After selection, we will welcome a new employee in our company. And we need help him/she carry out new job smoothly. A new employee need some time to know the job well, these information can help them adapt to the new job as quickly as possible. Because of the new staff is from our company, so we needn’t introduce our company and the basic rules. But we need to provide job descriptions to the new staff and a new appraisal standard for this position. Introduce the new supervisor to him/her. Maybe we will provide job training for the employer. Adapting to the new job need some time, we must ensure the new employee can get into the new job successfully, and provide help continuously.All above is the whole recruitment process. After recruitment, we need evaluate this recruitment. We can analyze every step in this recruitment. We can assessment the cost of designing and posting our advertisement, and the effectiveness of it. For the interview step, we need to assessment whether the select method is effective or not. The time we spend and how many work we done is also an index that we can evaluate our recruitment. And we must collect complaints in the whole process. We also need collect feedback information to help us design next recruitment.。