Business Level 3
Unit 13 – Recruitment and Selection in Business
By: Khalid Jeylani

P1
In this assignment I am going to identify how two organisations plan recruitment using internal and external sources. My two organisations are Samsung and Tesco
Samsung
Samsung is a South Korean multinational conglomerate company headquartered in Samsung Town, Seoul. It comprises numerous subsidiaries and affiliated businesses, most of them united under the Samsung brand, and are the largest South Korean chaebol (business conglomerate).
Samsung was founded by Lee Byung-chul in 1938 as a trading company. Over the next three decades, the group diversified into areas including food processing, textiles, insurance, securities and retail. Samsung entered the electronics industry in the late 1960s and the construction and shipbuilding industries in the mid-1970s; these areas would drive its subsequent growth. Following Lee's death in 1987, Samsung was separated into four business groups – Samsung Group, Shinsegae Group, CJ Group and Hansol Group. Since 1990s, Samsung has increasingly globalized its activities and electronics, particularly mobile phones and semiconductors, have become its most important source of income.
Notable Samsung industrial subsidiaries include Samsung Electronics (the world's largest information technology company measured by 2012 revenues, and 4th in market value), Samsung Heavy Industries (the world's 2nd-largest shipbuilder measured by 2010 revenues), and Samsung Engineering and Samsung C&T (respectively the world's 13th and 36th-largest construction companies). Other notable subsidiaries include Samsung Life Insurance (the world's 14th-largest life insurance company), Samsung Everland (operator of Everland Resort, the oldest theme park in South Korea) and Cheil Worldwide (the world's 15th-largest advertising agency measured by 2012 revenues).
Samsung has a powerful influence on South Korea's economic development, politics, media and culture and has been a major driving force behind the "Miracle on the Han River". Its affiliate companies produce around a fifth of South Korea's total exports. Samsung's revenue was equal to 17% of South Korea's $1,082 billion GDP.
Why do vacancies occur at Samsung
At Samsung, there is a great labour turnover, and currently there are over 270,000 employees across 79 countries and 157,000 concession staff. However it can occur that employees leave for reason such as:

* Long-term sickness, which would require a temporary employee to cover the position until the member of staff is able to work again.

* Maternity leave would require a temporary employee until the member of staff returns, which usually lasts between 6-12months.

* Retirement, which would require an employee to be recruited permanently as this member of staff, will not be returning back to work.

* Transfer would mean that the employee will not be returning to work, and so a permanent contract would be made available for a new member of staff.

* Termination would lead to a permanent position becoming available as this member of staff will not be returning back to work.
Samsung is always looking for dynamic leaders to enhance our global excellence for the digital 21st Century. They're passionate about their people because they know their people make them the leader in diverse marketplaces and a market innovator in technology. New job postings are added daily.
As one of America's fastest-growing companies, and one of the world's premier technology companies dedicated to innovation, the possibilities for talented, creative, and dedicated people at Samsung truly are endless.
At Samsung, their employees are they most valuable asset and they know their success as a company depends entirely on them. If you think you have the talent, the drive, and the dedication to further their success they invite you to join them.
Samsung's U.S. divisions represent a wide range of technology disciplines that include consumer electronics, corporate technology solutions, consumer and business telecommunications, semiconductors, and information systems.
In these cases, Samsung would need to employ new members of staff to fill these positions so that no loss is made to the store financially or physically in terms of stock. Samsung can choose to employ staff permanently or temporarily, which can be the case over Christmas time when temps are needed to cover the floor when there is high demand for products. If an employee leaves for such reasons, Samsung can choose to recruit new staff, depending on their financial state as a business, and also dependent on the importance of the job role. If Samsung decides they do wish to recruit, they can advertise the vacancy/vacancies they have, internally or externally.
Internal and External sources used to recruit.
Samsung usually recruits internally, as this is a cost-effective and time-saving method. If they choose to advertise internally, posters are situated within the staff room and locker room where employees are most likely to see the advertisements. However they do also advertise their vacancies clearly on their intranet site for current employees if they wish to look, but these vacancies can also be found by members of the public ‘externally’ on Samsung website too which is also a fairly cheap process as it does not require a third party input, which would usually be a job centre or newspaper, who could advertise on behalf of the company. Advertisements can also be found in shop windows which along with other external methods of advertisements can be costly. It is known that advertising internally for a vacancy in-store is usually a quicker process than externally as the process consists of less filtration of candidates and interviewing which as well can be costly to the company which could be an opportunity cost, as this money could be spent on other expenditures such as bonus schemes and better facilities for employees.
Tesco
Tesco PLC is a British multinational grocery and general merchandise retailer headquartered in Welwyn Garden City, Hertfordshire, England, and United Kingdom. It is the third largest retailer in the world measured by profits and second-largest retailer in the world measured by revenues. It has stores in 12 countries across Asia and Europe and is the grocery market leader in the UK (where it has a market share of around 28.4%), Ireland, Hungary, Malaysia, and Thailand.
Tesco was founded in 1919 by Jack Cohen as a group of market stalls. The Tesco name first appeared in 1924, after Cohen purchased a shipment of tea from T. E. Stockwell and combined those initials with the first two letters of his surname, and the first Tesco store opened in 1929 in Burnt Oak, Barnet. His business expanded rapidly, and by 1939 he had over 100 Tesco stores across the country.
Originally a UK grocery retailer, Tesco has diversified geographically since the early 1990s and into areas such as the retailing of books, clothing, electronics, furniture, toys, petrol and software; financial services; telecoms and internet services. The 1990s saw Tesco reposition itself; it moved from being a down-market high-volume low-cost retailer, to one which appeals across many social groups, by offering products ranging from its "Tesco Value" items (launched 1993) to its "Tesco Finest" range. This broadening of its appeal was successful, and saw the chain grow from 500 stores in the mid-1990s to 2,500 stores fifteen years later.
Tesco is listed on the London Stock Exchange and is a constituent of the FTSE 100 Index. It had a market capitalization of approximately £18.1 billion as of 22 April 2015, the 28th-largest of any company with a primary listing on the London Stock Exchange.
Why do vacancies occur at Tesco
Workforce planning is the process of analysing an organisation's likely future needs for people in terms of numbers, skills and locations. It allows the organisation to plan how those needs can be met through recruitment and training. It is vital for a company like Tesco to plan ahead. Because the company is growing, Tesco needs to recruit on a regular basis for both the food and non-food parts of the business.
Positions become available because: * jobs are created as the company opens new stores in the UK and expands internationally * vacancies arise as employees leave the company when they retire or resign or get promotion to other positions within Tesco * new types of jobs can be created as the company changes its processes and technology
Tesco uses a workforce planning table to establish the likely demand for new staff. This considers both managerial and non-managerial positions.
In 2008/09, for example, Tesco calculates that to support its business growth there will be a demand for around 4,000 new managers.
The Planning Process
This planning process runs each year from the last week in February. There are quarterly reviews in May, August and November, so Tesco can adjust staffing levels and recruit where necessary. This allows Tesco sufficient time and flexibility to meet its demands for staff and allows the company to meet its strategic objectives, for example, to open new stores and maintain customer service standards.
Tesco seeks to fill many vacancies from within the company. It recognises the importance of motivating its staff to progress their careers with the company. Tesco practises what it calls 'talent planning'. This encourages people to work their way through and up the organisation.
Through an annual appraisal scheme, individuals can apply for 'bigger' jobs. Employees identify roles in which they would like to develop their careers with Tesco. Their manager sets out the technical skills, competencies and behaviours necessary for these roles, what training this will require and how long it will take the person to be ready to do the job. This helps Tesco to achieve its business objectives and employees to achieve their personal and career objectives.

Job Descriptions and Person Specification
An important element in workforce planning is to have clear job descriptions and person specifications. A job description sets out: * the title of the job * to whom the job holder is responsible * for whom the job holder is responsible * a simple description of roles and responsibilities
A person specification sets out the skills, characteristics and attributes that a person needs to do a particular job.
Together, job descriptions and person specifications provide the basis for job advertisements. They help job applicants and post-holders to know what is expected of them. At Tesco these documents are combined. As they are sent to anyone applying for jobs, they should: * contain enough information to attract suitable people * act as a checking device to make sure that applicants with the right skills are chosen for interview * Set the targets and standards for job performance.
Job descriptions and person specifications show how a job-holder fits into the Tesco business. They help Tesco to recruit the right people. They also provide a benchmark for each job in terms of responsibilities and skills. These help managers to assess if staffs are carrying out jobs to the appropriate standards.
Internal and External sources used to recruit.
Tesco first looks at its internal Talent Plan to fill a vacancy. This is a process that lists current employees looking for a move, either at the same level or on promotion. If there are no suitable people in this Talent Plan or developing on the internal management development programme, Options, Tesco advertises the post internally on its intranet for two weeks.
For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-careers.com or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process.
People interested in store-based jobs with Tesco can approach stores with their CV or register though Jobcentre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available.
For harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco advertises externally: * through its website and offline media * through television and radio * By placing advertisements on Google or in magazines such as The Appointment Journal.
Tesco will seek the most cost-effective way of attracting the right applicants. It is expensive to advertise on television and radio, and in some magazines, but sometimes this is necessary to ensure the right type of people get to learn about the vacancies.
Tesco makes it easy for applicants to find out about available jobs and has a simple application process. By accessing the Tesco website, an applicant can find out about local jobs, management posts and head office positions. The website has an online application form for people to submit directly.
In conclusion from researching a little into the background of vacancies and why they occur within a business, it seems clear that the reasons vacancies occur are fairly similar, but this depends on the sector or industry that a business operates within, and this may lead to a differ in reasons for vacancies. In terms of recruitment, it is clear that the more cost-effective and time-effective method of recruitment is Internal, but it seems that with External recruitment other benefits can be gained too.

P2
In this assignment I will be explaining the impact of the legal and regulatory framework on recruitment and selection activities.
What is Equality Act?
A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined, they make up a new Act that provides a legal framework to protect the rights of individuals and advance equality of opportunity for all.
The Act simplifies, strengthens and harmonizes the current legislation to provide Britain with a new discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society.
The nine main pieces of legislation that have merged are: * the Equal Pay Act 1970 * the Sex Discrimination Act 1975 * the Race Relations Act 1976 * the Disability Discrimination Act 1995 * the Employment Equality (Religion or Belief) Regulations 2003 * the Employment Equality (Sexual Orientation) Regulations 2003 * the Employment Equality (Age) Regulations 2006 * the Equality Act 2006, Part 2 * the Equality Act (Sexual Orientation) Regulations 2007
There are further elements in the Act that did not come into force in October 2010, but may do in the future. We await updates from the Government on these developments. Examples are: * Duty to make reasonable adjustments to common parts of leasehold and common hold premises and common parts in Scotland * Provisions relating to auxiliary aids in schools * Diversity reporting by political parties * Provisions about taxi accessibility * Prohibition on age discrimination in services and public functions * Civil partnerships on religious premises
Elements of the Act that will not be coming into force: * Dual discrimination: the government has decided not to bring this into force as a way of reducing the cost of regulation to business. * Socio-economic inequalities under the Public Sector Equality Duty * Gender pay gap information (s78). The Government has said that it will not implement the gender pay reporting measures in section 78 of the Act while it is working with business on how to best support increased transparency on a voluntary basis. The Government will annually review this approach, in order to assess whether this approach is successful and take a view over time whether alternatives are required, including using a mandatory approach through section 78 of the Equality Act.

Protected Characteristics
The Equality Act covers the same groups that were protected by existing equality legislation and now calls them `protected characteristics´: * age * disability * gender reassignment * race * religion or belief * sex * sexual orientation * marriage and civil partnership * pregnancy and maternity
What are the difference between Direct and Indirect Discrimination
In equality legislation, there's an important distinction between direct and indirect discrimination. It's unlawful to discriminate against people who have 'protected characteristics' - treating someone less favourably because of certain attributes of who they are. This is known as direct discrimination.
The protected characteristics include: age, disability, gender reassignment, sexual orientation, marriage and civil partnership, pregnancy and maternity, race, religion or belief, and sex.
You don't have to have a protected characteristic to be discriminated against. If someone thinks you have a characteristic and treats you less favourably, that's direct discrimination by perception.
Similarly, if you're treated less favourably because a colleague, associate, family member or friend has a protected characteristic, that would be direct discrimination by association. It's also possible to be discriminated against for not holding a particular (or any) religion or belief.

Examples of direct discrimination include dismissing someone because of a protected characteristic, deciding not to employ them, refusing them training, denying them a promotion, or giving them adverse terms and conditions all because of a protected characteristic.
Indirect discrimination occurs when an organisation's practices, policies or procedures have the effect of disadvantaging people who share certain protected characteristics.
Indirect discrimination may not be unlawful if an employer can show that there is an 'objective justification' for it. This involves demonstrating a 'proportionate means of achieving a legitimate aim'.
The aim must be legitimate, and a real objective consideration such as the economic needs of running a business. But arguing that it's more expensive not to discriminate is unlikely to be considered a valid justification.
It must be a proportionate measure too, meaning that the discriminatory impact should be significantly outweighed by the importance and benefits of the aim. There should also be no reasonable, less discriminatory alternative.
There's no objective justification defence for cases of direct discrimination - except on the basis of age. For example, enhanced redundancy payments made to workers above a certain age may not be discriminatory because they reflect the extra problems older workers face when losing their jobs.
Type of Discrimination
Direct Discrimination Direct Discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have (see Perceptive Discrimination below), or because they associate with someone who has a protected characteristic.
Associative Discrimination
This already applies to Race, Religion or Belief and Sexual Orientation. It is now extended to cover Age, Disability, Gender Reassignment and Sex. This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Perceptive Discrimination
This already applies to Age, Race, Religion or Belief and Sexual Orientation. It is now extended to cover Disability, Gender Reassignment and Sex. This is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess the characteristic.
Indirect Discrimination
This already applies to Age, Race, Religion or Belief, Sex, Sexual Orientation and Marriage and Civil Partnership. It is now extended to cover Disability and Gender Reassignment.
Indirect Discrimination can occur when you have a condition, rule, policy or even a practice in your organisation that applies to everyone but particularly disadvantages people who share a protected characteristic.
Harassment
Harassment is "unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual's dignity or creating intimidating, hostile, degrading, humiliating or offensive environment for that individual".
Employees will now be able to complain of behaviour that they find offensive even if it is not directed at them, and the complainant need not possess the relevant characteristic themselves. Employees are also protected from harassment because of perception and association.
Third Party Harassment
This already applies to Sex. It is now expected to cover Age, Disability, Gender Reassignment, Race, Religion or Belief and Sexual Orientation.
The Equality Act makes you potentially liable for harassment of your employees by people (third parties) who are not employees of your company, such as customers or clients.
Victimisation
Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so. The Equality Act amends the definition 'victimisation', so that no longer needs to point to a comparator.
Age
The Equality Act 2010 makes it unlawful to discriminate against employees, job seekers and trainees because of age. For example, this may include because they are 'younger' or 'older' than a relevant and comparable employee.
Disability
The Disability Discrimination Act 1995 (informally, and hereafter, the DDA) is an Act of the Parliament of the United Kingdom which has now been repealed and replaced by the Equality Act 2010, except in Northern Ireland where the Act still applies. Formerly, it made it unlawful to discriminate against people in respect of their disabilities in relation to employment, the provision of goods and services, education and transport.
The Equality Act 2010 says that you must not be discriminated against because: * You have a disability. * Someone thinks you have a particular disability. This is known as discrimination by perception. * You are connected to someone with a disability. This is known as discrimination by association.
In the Equality Act a disability means a physical or a mental condition which has a substantial and long-term impact on your ability to do normal day to day activities.
You are also covered by the Act if you have a progressive condition like HIV, cancer and multiple sclerosis, even if you are currently able to carry out normal day to day activities. You are protected as soon as you are diagnosed with a progressive condition.
You are also covered by the Act if you had a disability in the past. * For example, if you had a mental health condition in the past which lasted for over 12 months, but you have now recovered, you are still protected from discrimination because of that disability.
The Act does not protect non-disabled people from discrimination. So it is not discrimination to treat a disabled person more favourably than someone who is not disabled or someone who does not have the same disability. * For example, if an employer decides to offer an apprenticeship to a disabled student. People who wanted to have the opportunity to be an apprentice but who are not disabled could not claim that they had been discriminated against.
Gender Reassignment
Gender reassignment is a personal, social, and sometimes medical process by which a person's gender appears to others to have changed. Anyone who proposes to, starts or has completed a process to change his or her gender is protected from discrimination under the Equality Act. A person does not need to be undergoing medical supervision to be protected. So, for example, a woman who decides to live as a man without undergoing any medical procedures would be covered.
Marriage and Civil Partnership
The Equality Act 2010 makes it unlawful to discriminate against or treat someone unfairly because they are married or in a civil partnership. Gay and Lesbian couples are able to register their civil partnership which gives those many of the same rights as same sex and opposite sex married couples.
Pregnancy and Maternity
The Equality Act 2010 makes it unlawful to discriminate, or treat employees unfavourably because of their pregnancy, or because they have given birth recently, are breastfeeding or on maternity leave. Discrimination happens when a woman is treated unfavourably because of her pregnancy, pregnancy-related illness or she exercises the right to statutory maternity leave.
Race
The Equality Act 2010 makes it unlawful to discriminate against employees, job seekers and trainees because of race - this includes the different elements of colour, nationality, and ethnic or national origin. For example, this would include turning down the best applicant for a job because they are Nigerian and the employer feels they would not 'fit in' with the rest of the staff because they are all English.
Religion or Belief
It is unlawful to discriminate against workers because of their religion or belief, or lack of religion or belief.
When you buy or use goods and services * At work * In education * In housing.
Sex
The Equality Act 2010 makes it unlawful for an employer to discriminate against employees because of their sex. Sex discrimination against men is just as unlawful as sex discrimination against women. Also, it is unlawful for a woman to discriminate against another woman because of her sex, and for a man to discriminate against another man because of his sex.

Sexual Orientation
The Equality Act 2010 makes it unlawful to discriminate against employees, job seekers and trainees because of their sexual orientation. For example, an employer not promoting an employee purely because they are gay is likely to be discrimination.
The Act defines Sexual orientation as: * Orientation towards people of the same sex (lesbians and gay men) * Orientation towards people of the opposite sex (heterosexual) * Orientation towards people of the same sex and the opposite sex (bisexual).
The law applies equally whether someone is a lesbian, gay man, heterosexual or bisexual.
Equality & Human Rights Commission (EHRC)
The Equality and Human Rights Commission (EHRC) is a non-departmental public body in Great Britain that was established by the Equality Act 2006 and came into being on 1 October 2007. The Commission has responsibility for the promotion and enforcement of equality and non-discrimination laws in England, Scotland and Wales. It took over the responsibilities of three former commissions: the Commission for Racial Equality, the Equal Opportunities Commission (which dealt with gender equality) and the Disability Rights Commission. It also has responsibility for other aspects of equality: age, sexual orientation and religion or belief. As a national human rights institution, it seeks to promote and protect human rights in Great Britain (with the exception of matters falling within the remit of the Scottish Human Rights Commission, SHRC).
Legislation: Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002
Fixed-term employees should not be treated less favourably than comparable permanent employees on the grounds that they are fixed-term employees, unless this is objectively justified in accordance with the legal framework.
Employment of Ex-Offenders
Employers can’t turn someone down for a job because they’ve been convicted of an offence if the conviction or caution is ‘spent’ - unless an exception applies. Job applicants don’t need to tell potential employers about spent convictions or cautions.
What counts as a Spent Conviction?
Convictions with a sentence of 4 years or less will become spent after a certain period of time. This is known as a ‘rehabilitation period’. Its length depends on how severe the penalty was.
Rehabilitation periods for England and Wales Custodial sentence | Rehabilitation period (from end of sentence) | 0 - 6 months | 2 years | 6 - 30 months | 4 years | 30 months - 4 years | 7 years | more than 4 years | never |

Non-custodial sentence | Rehabilitation period (from end of sentence) | community order | 1 year | fine | 1 year (from date of conviction) | absolute discharge | none |
The rehabilitation period is halved if you were under 18 when convicted (except for sentences of up to 6 months where it’s the sentence period plus 18 months).
There are different rehabilitation periods in Scotland and Northern Ireland.
Cautions
Simple cautions become spent immediately. Conditional cautions become spent after 3 months.
Exceptions
If the job requires a criminal record check, and this shows that someone’s not suitable for a job because of a spent conviction or caution, the employer can withdraw a job offer. The employer should tell the applicant that an exception applies.
Criminal record checks are carried out by the Disclosure and Barring Service (DBS), which used to be the Criminal Records Bureau (CRB). CRB checks are now called DBS checks.
Safeguarding Children and Vulnerable Adults
This provides the legislative framework for a new vetting and barring scheme for people working with children and vulnerable adults. The Act establishes a central database of offenders in respect of people working, or applying to work, with children or vulnerable adults. Any person named on the list will be barred from working with children and/or vulnerable adults, or subject to monitoring.
Eligibility to Work in the UK
You must check that a job applicant is allowed to work for you in the UK before you employ them. 1. You must see the applicant’s original documents 2. You must check that the documents are valid with the applicant present. 3. You must make and keep copies of the documents and record the date you made the check.
You could face a civil penalty if you employ an illegal worker and haven’t carried out a correct right to work check.
You must not discriminate against anyone because of their race.
Checking the documents
You need to check that: * the documents are genuine, original and unchanged and belong to the person who has given them to you * the dates for the applicant’s right to work in the UK haven’t expired * photos are the same across all documents and look like the applicant * dates of birth are the same across all documents * the applicant has permission to do the type of work you’re offering (including any limit on the number of hours they can work) * for students you see evidence of their study and vacation times * if 2 documents give different names, the applicant has supporting documents showing why they’re different, e.g. a marriage certificate or divorce decree
Read the guidance on how to carry out right to work checks and what documents you can accept.
Further checks
You’ll have to make further checks on your worker if they have a limited right to work in the UK.
Taking a copy of the documents
When you copy the documents: * make a copy that can’t be changed, eg a photocopy * for passports, copy any page with the expiry date and applicant’s details (eg nationality, date of birth and photograph) including endorsements, eg a work visa * for biometric residence permits and residence cards (biometric format), copy both sides * for all other documents you must make a complete copy * keep copies during the applicant’s employment and for 2 years after they stop working for you * record the date the check was made
Make sure you follow data protection law.
Data Protection
The Data Protection Act controls how your personal information is used by organisations, businesses or the government.
Everyone responsible for using data has to follow strict rules called ‘data protection principles’. They must make sure the information is: * used fairly and lawfully * used for limited, specifically stated purposes * used in a way that is adequate, relevant and not excessive * accurate * kept for no longer than is absolutely necessary * handled according to people’s data protection rights * kept safe and secure * not transferred outside the European Economic Area without adequate protection
There is stronger legal protection for more sensitive information, such as: * ethnic background * political opinions * religious beliefs * health * sexual health * criminal records

P3
In this assignment I am going to prepare the documents in selection and recruitment activities.
It’s a great way to find out what life with Samsung is really like, working with a range of teams and departments. We will also ensure you receive some skills development along with many opportunities to build your knowledge about the store and how we operate. So you’ll build a real impression of where you want to take your career – and we’ll help you get there. What’s more, if we’re impressed with your performance, we’ll aim to invite you back for our graduate scheme.
To make things as simple, personal and fair as possible, we process entries as soon as they come in, so it’s worth submitting your application as soon as you can.

Business Development Manager
Job Description: If you are looking for more than a job role, but to be part of a company which feels like your extended family rewards you for your ability to deliver and demonstrate great customer service, which naturally forges great business relationships and increased sales then this is the job for you.
You will be of a positive and happy outlook to your working life, and if you are working in this role that will come naturally. You will also love working for this successful team, be a good team player and enjoy delivering excellent customer service and developing business relationships.
Pay

This role will pay £25,000 - £30,000 per annum. The successful candidate will be entitled to a pro‐rata Holiday allowance.

Reports to
Head of Finance

The basics of the role will be: * Building and maintaining strong B2B customer relationships * Face to face new sales and customer account review meetings * Proactive account management and retention * Tariff and data analysis of usage to assist with recommendations to the customer * Consultative advice * New business development * Proposal writing and presentation * Internal and external communications
Intern Person Specification * ‐ Good understanding of social media * Good IT skills * Good communication skills, written, verbal and interpersonal * Creativity and ability to work on own initiative and meet deadlines * Good customer service skills * Attention to detail * Team player * Qualifications * Ideally a degree qualification will be held * Minimum A-level standard, with minimum B grades in English and maths
The Opportunity
This position is at our head office in Uxbridge and will run for 10 weeks during September 18th-2nd November 2016.
What the Company Offer * The opportunity to develop valuable banking and communications skills * The chance to gain an insight into the running of a unique ethical bank – that exists to help customers or clients create a better society for all * Be part of a friendly team

To apply

Please email your resume and a short cover letter to BusinessManager@Samsung.co.uk
For more Information about this role please contact our business department team on 01732 441900. Close date is Thursday 30th June 2016.

CV
KHALID JEYLANI
LONDON
07909464166 | Khalid.al-walid@outlook.com

Profile
A highly motivated, confident account manager with exceptional multi-tasking and organisational skills. Having extensive experience of identifying the needs of corporate customers and of running and delivering sales and marketing campaigns for key clients. Possessing a significant record of achievement in sales assistant and able to quickly understand the mission, vision and values of an organisation. Now looking for a new and challenging managerial or consultancy position, one which will make best use of my existing skills and experience and also further my personal and professional development.
Education
Westminster Academy London, W2 5EZ 2012 - 2014
GCSE’s: English Language – D, Maths – D, ICT – Merit, Business Level 2 – Pass,
English Literature – E, Arabic – A*, RE – F, Science – E

City of Westminster College London, W2 1NB 2014 - 2015
Business Level 2 – Pass, Maths and English Functional Skills

CCP Graduated School London, NW10 0UF 2015 – 2016 present
Business Level 3, Maths and English GCSE and Functional Skills

Experience
Retail Assistant London 2013 – 2014
In this role I served customers, worked the till system, stocked shelves and undertook general cleaning duties. Working quickly as part of a team to ensure customer waiting times were kept to a minimum. I was also the nominated first aider for the shop and this required training and review on a regular basis.
Oxfam London
Customer Service 2014 * Some experience with homewares and an eye for style is essential. * We are able to help your knowledge grow. * We need volunteers who already have some basic understanding of homewares and their potential value. * Gain and develop retail experience. * Enhance CV. * Meet new people. * Share your knowledge and experience with others as you learn. * An interesting and varied experience. * Work as part of a diverse team. * This is an opportunity to help Oxfam's mission of achieving a just world without poverty. * A chance to specialise in particular sections of the shop. * Language improvement for non-English speakers. * Lunch expenses and reasonable local travel costs can be reimbursed in line with Oxfam's policy. * Delivering excellent customer service. * Operating tills (optional).
References Available Upon Request

Covering Letter

Khalid Jeylani
London
Mobile: 07909464166
Telephone: 02034893749
Email: khalidjey25@gmail.com

6th of June 2015
Dear Sir/Madam
I am writing to express my interest in working for Sales Assistant as a specialist Customer Services consultant. I am a Sales Assistant graduate looking to secure a role in this field and I believe I have many skills that could benefit your organisation.
I am dedicated, hardworking and enthusiastic, with a strong passion for sales assistant. During my studies, I undertook a range of relevant modules including assistant and selection and CIPD electives that are considered best practice in short listing and interviewing techniques. This would ensure that I could hit the ground running in any role involving such duties.
Additionally, I succeeded in a number of employability modules that developed my communication, presentation and teamwork skills. During the college holidays I worked at Oxfam shop where I built many strong relationships and delivered excellent customer service.
These skills also equipped me a small but busy Customer Service department where I worked effectively within a team, meeting deadlines and coping with the pressure. I thoroughly enjoyed this experience and have a reference from the Customer Service manager that supports my success in this role.
I can bring the following skills to your organisation which I have developed during my academic years and work experience:

* Time management and strong organisational skills * High-level customer service * Cash-handling and sales ability * Motivation and dedication

Thank you for taking the time to consider this speculative application. I would welcome the opportunity to meet with you and explain more about how I can add value and contribute to the continued success of Customer Service. I look forward to hearing from you to arrange a convenient date and time for an interview.
Yours Faithfully,
Khalid Jeylani
M1
In this assignment I am going to compare the purposes of the different documents used in the selection and recruitment process of a given organisation. My selected organisation is Tesco
Job Advertisement
We offer excellent benefits that help to make Tesco a great place to work. There are a variety of excellent share schemes you can be part of, to share in our success.
After 6 months you will receive a Privilege card, giving you 10% discount on your Tesco shopping throughout the year, both in-store and on-line. There are also additional special offers available to colleagues throughout the year.
About The Job
Tesco: Crawley
Shift Pattern:
Monday 13.30 - 17.15, Tuesday 13.30 - 17.15, Wednesday 13.30 - 17.15, Thursday 13.30 - 17.15, Friday 13.30 - 17.15
Please Note: * If you are applying for a vacancy on a flexible contract, this operates on the principle of you informing us upon interview your availability to work within an agreed window’. This will form part of your contract and your hours can be adjusted each week to meet the changing needs of the business.
Main Responsibilities
The Customer is at the heart of everything we do.
It’s your responsibility to ensure: * Customers get the finest shopping journey. * Customers are always able to get the products they need. * Customers are excited by our promotions and find our aisles welcoming. * Customers have a slick and speedy checkout experience. * Customers leave our store feeling valued and satisfied.
Whether you are looking for flexibility to suit your lifestyle or the opportunity to progress your career, this can be the role for you.
Ideal Candidate
Are you warm, friendly and approachable?
Do you have a passion to deliver great customer service?
Do you thrive whilst working in a supportive team?
Would you go the extra mile for your customers?
Can you adapt to working in a fast paced ever changing environment?
If you have answered yes to all of the above, we can’t wait to hear from you.
Job Description
Main Responsibilities
Ensuring there is a safe environment for those who work and shop in my store(s)/ office(s).
Building effective relationships and communicating clearly with store leadership teams, managing expectations where necessary. Responsible for ensuring assets are fixed in line with the agreed SLA.
Taking ownership of the reactive and proactive maintenance of my store(s)/ office(s).
Using the systems available to me, accurately recording work completed and describing work which needs to be escalated.
Working collaboratively with my internal service teams and external contractors.
Putting community, customer and colleague welfare at the heart of every decision I make.
Meeting all the necessary legal and compliance standards, where possible exceeding these.
Managing my own time and resources effectively, making the most of my time at work.
Supporting my region in achieving team goals, identifying problems and implementing effective solutions.
Being aware of the cost implications of my actions and ensuring the most effective and efficient fix.
Living our values, treating others how I would expect to be treated, and help to create a great place to work.
Ideal Candidate
Maintenance and/or engineering and/or building experience
Customer service
Working remotely
Delivering statutory requirements
Working safely
Person Specification
You’ll be someone who gets on with people and works well in a team, while being ready to roll up your sleeves and do what’s needed to give their customers great service. They’ll be depending on you, as the face of Tesco, to put their customers at the heart of everything you do:
• Get to know your customers, greet them with a smile and serve them with pride
• Take time to listen, and help out wherever you can: ‘Every little helps’
• Make decisions that are right for their customers
• Be passionate and knowledgeable about their products and services
• Always be there, on time and properly presented

They also need you to:
• Handle the products carefully to keep everything in tip-top condition
• Stick to their Health and Safety policies
• Help them be more efficient by saving on time, products and energy
• Talk to colleagues, sharing your enthusiasm and helping to create team spirit
• Act quickly to do what’s right, while being open to change at the store
• Have the energy and drive to be your best – and exceed expectations
• Share ideas with your manager and colleagues on how we can make the store even better
Cover Letter
A cover letter is a written document submitted with a job application explaining the applicant's credentials and interest in the open position. Since a cover letter is often one of only two documents sent to a potential employer, it is often extremely important in determining whether the applicant will obtain an interview for the position.
Application Form
Form or paper which indicates interest in a particular place of employment or position within a company. Typically requests personal identification information, such as name, address and phone number, as well as a history of job experience.
CV
A summary of a job applicant's professional experience and educational background, along with other relevant information regarding the candidate's qualifications. The curriculum vitae is similar to a resume, but is used more frequently by candidates who have published works in journals, such as scientists or academic professionals.

P4
In this assignment I am going to plan to take part in selection interview
Planning Process for Employer
I set out a spacious office for my candidate; it wasn’t too big or too small. It was enough to make the candidate comfortable. As an employer i greeted my candidate courteously, this shows respect for the person and will help out them at ease. I told them something about myself and the company. This is the first impression the candidate will make of you, so i presented a tidy office and turned off my mobile phone. I then set the stages of the interview process. I did this by telling the applicant what to expect for the next half hour or so. I didn’t want to take the interview too easy because the applicant may take the interview less seriously. But being too serious will likely make the candidate more nervous. I interviewed i used the hard approach on them to see if they’d get nervous. I presented myself very smart and intelligent as how you conduct yourself during the interview must also reflect the image and values of my business. Lastly I gave my candidates a chance to ask questions. This allowed them to feel sense for friendship towards me the employer
Planning Process for Employee
In setting up the meeting I needed to guarantee that I need to dress intelligently, arrive on time and research about the organisation. I am additionally going to be setting up an arrangement of inquiries which I am going to ask the questioner in regards to the employment opening. By joining in a practice meeting I have permitted me to comprehend the significance paving the way to arrangement of the meeting.
Preparing for the interview
Practice, practice, experience. Research the position, the company, and current affairs within the mixed bag of goods part make use of before the questions you have a feeling will be questioned, then get ready example. Answers get ready open-ended questions to question one saying questions have knowledge of the dress-code of the. Firm, and dress as in agreement get ready a list of experiences and examples putting examples on view your power to do the mixed bag of goods look up. Directions and have knowledge of where you are going write a say one has been kind you note reasserting your interest in the position.
My back space today has been (put) in middle around getting ready myself to become the very best money business person giving expert opinion I can become. Let me say to you especially how I’ve got ready myself. I am a not gotten first degree learner in controlling of money and accounting at university. My past experiences have been in do trade with general public and higher education. Both aspects have got ready me well for this living.
I need to be working for a very good, of highest quality company like yours in a mixed bag of goods in which I am managing information. I idea to send in (writing) my quality of being a chief, between-persons, and special to some science or trade expert knowledge, powers to do well. My long-range living end, purpose is to be the best information systems one expert in something of science, trade I can be for the company I work for. My high-purpose mixed bag of goods is one that makes into company both my education and useful work skills to be the best I can be. namely putting together my education in controlling of money with my working knowledge of customer-service operations, businesslike powers, computer expert knowledge, powers to do well, and office activity expert knowledge, powers to do well. I need to put to use my given to getting details expert knowledge to help people meet their get money for ends, purposes. This is exactly why I am made come round that I would be a very of great value part of the Santander group. My past experiences have made clear me that I have special rights facing and over-coming the physical acts offer of making an exchange of goods for money. Without a doubt, once I have done expertly my presentation and prepared myself for Objections, I have a feeling very with self belief moving near people I do not have knowledge of and making come round them that they need my product. Lastly, I like sales because my possible & unused quality for good outcome is limited only by how much of myself I give up toward my end, purpose. If any business is started on self-determinism, it surely must be the money business industry.
My goals join becoming a made a statement money business one giving opinion so I can get a better working knowledge of money business makes observations. That back space would make able me send in (writing) to my client base as a better money business person giving expert opinion since I would have that in addition knowledge into the companies they look for to give in. I could then be a cover manager or even branch office manager.

P5
In this assignment I am going to take part in a selection interview
How would you describe yourself?
My back space today has been (put) in middle around getting ready myself to become the very best money business person giving expert opinion I can become. Let me say to you especially how I’ve got ready myself. I am a not gotten first degree learner in controlling of money and accounting at university. My past experiences have been in do trade with general public and higher education. Both aspects have got ready me well for this living.
What specific goals, including those related to your education, have you established for your life?
I opiate to be working for an excellent company like yours in a job in which I am managing information. I orchestrate to contribute my leadership, interpersonal, and technical skills. My long-range vocation goal is to be the best retail assistant I can be for the company that I hope to one day work for.
What will it take to attain your goals, and what steps have you taken toward attaining them?
I’ve already done a month’s work experience at Retail Assistant in my first year at university to see how the Business management works especially assistant because working in a assistant is my ideal career. I know that the business management encourages the pursuit of my graduate degree and will reimburse for tuition. I aim to get as much experience as I can and gain more extensive knowledge of business and financial analysis.
Please describe the ideal job for you following graduation?
My ideal job is one that incorporates both my edification and practical work skills to be the best I can be. Namely coalescing my inculcation in retail assistant with my working cognizance of customer-accommodation operations, computer skills, and administrative skills. I opiate to utilize my analytical expertise to avail people meet their retail goals. This is precisely why I am convinced that I would be a very valuable member of the Samsung team.
What specific goals have you established for your career?
My goals include becoming a Certified Retail Assistant so I can obtain a better working erudition of retail research analysis. That background would enable me contribute to my client base as a better retail consultant since I would have that extra insight into the companies they seek to invest in. I could then be a branch office manager.
What motivates you to put forth you greatest effort?
You might be thinking that because I am intrigued with retail, only retailer emolument would incentivize me to achieve. Albeit monetary rewards are paramount to me, I am driven to prosper internally. More than anything, I opiate to be revered by my friends and co-workers for being the most proficiently adept at what I do. Whether I am considered to be the best car detailer in my hometown or the best columnist for my college newspaper, I opiate to be apperceived as the best.
If you were able to do so, how would you plan your college career differently?
I wouldn’t transmute anything. All that I have done was a great learning experience that I will carry forward throughout the rest of my life.
Given the investment our company will make in hiring and training you, can you give us a reason to hire you?
I sincerely believe that I’m the best person for the job. I realize that there are many other college students who have the faculty to do this job. I additionally have that faculty. But I additionally bring a supplemental quality that makes me the very best person for the job — my posture for excellence. Not just giving lip accommodation to excellence, but putting every component of myself into achieving it. In college and at my anterior jobs, I have consistently reached for becoming the very best I can become. I cerebrate my leadership awards from my college, and my management positions result from possessing the qualities you’re probing for in an employee.
What quality or attribute do you feel will most contribute to your career success?
My greatest vigour is my flexibility. I have learned that work conditions change from day to day and throughout the day, as well, no matter where I have worked in the past. I withal have realized that certain projects require individual attention and others involve a teamwork approach. These are just a few examples of the vicissitudes that transpire in the financial-consulting field, as you are well vigilant. My flexibility to habituate to the authoritative ordinances of the job has sanctioned me to surpass my supervisor’s prospects.
M2
In this assignment I will analyse the contribution of the interview and selection process that leads to the position of Classroom Assistant. I took part both as an interviewee and observer therefore I am able to compare how the different roles have contributed to the process.
Before being selected through for the position, there are three stages that each applicant must face: the pre-interview, the interview itself and the post-interview. Each of these stages plays their part in allowing the employer to carefully select the potential candidate. position or job role, it is essential that an application form is presented and that the candidate must meet the criteria as identified in the person specification in order that they have the required skills and qualifications to get offered the job.
As an interviewee, I have completed an application form that describes my qualification and experience with children. It also has my information and previous employment as well as any disability or illnesses. It is important that all these details are included correctly so that the workplace can make necessary arrangements in order to deal with the situation. As important skills to work with children are needed, I included my communication and outgoing skills, as well as listening and understanding. I made sure that it was neatly represented and wrote it in black ink and block capitals. I was also able to meet essential criteria as I found them attached on the website and ensure that it was clear that I met the needs.
As an interviewer it is important that the candidate come prepared and organized with a full interview pack that includes every piece of material requested from the interview panel. This will higher their chances to better opportunity and will also show the employer that they are committed and have what it takes to take on the role as a Classroom assistant. It is also important that the interviewer gets a report from past references as so that he/she knows if you are capable for the job. References will recommend you for the position and will tell your employer what makes you a strong team member or weaknesses that you could possibly have.
It is also important on what kind of interview gets chosen as a process of assessing candidates for this position. During our interview process, each candidate was able to get interviewed by the same interview panel and get asked the same amount of questions in the same way and then get assessed from there. This was possible because only 11 candidates had applied and therefore it was an easy process to carry out. Also because the observer is there to assess candidates, it is easier for the employer to pick who is really suitable for the assigned position. In the same way, there was no need to take aptitude tests or any kind of questioning as it couldn’t have been shorter listed. And because the interview was carried out by a professional who has been involved in recruitment for so long and know that requisites for the post there was no need for the process to be shortened.
At the end of the process, one candidate has to be selected for the job post to be offered. This can be done in many ways, however as an interviewer, it is best to write a job offer letter because it is polite and formal and the candidate can more than likely receive it which also saves on time and costs. On the other hand, applicants who didn’t get through will get a job rejection letter instead.
Interview
This is the process where the interviewer has a formal meeting with the interviewee finding out why they want the post and what makes them a good staff member compared to the others. As an interviewee I needed to make a good impression to boost my chances by arriving early, dressing smart, showing my personality through being formal and smiling and stating why I would really love to work for them.
It was also important that as an observer I made it clear that every detail and personal information was going to be strictly confidential and that everybody had an equal and fair opportunity to get the job, therefore seating arrangements and questions were exactly the same for every interviewee and questions could not be asked by me to make interview unfair. I also needed to make sure that the interview was carried out in a Health and Safety policy environment free of any possible danger or harm that could be caused by equipment.
An interview check-list is needed and useful for both sided of the interview panel as it contributes to the process because for the interviewee can know what needs to be included in the interview pack and provide necessary information while the observer or interviewer will use it as a method to ensure that all points they are looking for are being covered. This will also help control the interview because it is mannered and well organised and interviewers are able to control their time and decide what to say for each question. As an observer, notes were also taken to keep on track of the candidates’ performance in order for rank to be given at the end and meet the decision criteria and right documentation.
Communication between the interviewer and interviewee is important because as an interviewee I had to make sure I was listening carefully to questions so that I could give the correct answers, however this was also made easy as I already had an interview questions document already prepared. This is also important because it showed the interviewer that I am capable of listening and communicating well therefore able to work under command and instructions given. I also used body language to make the interview more interactive and make more impression using eye contact with both the interviewer and observer which made them more interested to hear what I had to say. Questions that were used were all open questions which gave me the ability to explain and satisfy them with my answers.
As an observer I noticed that communication between the candidate and interviewer were quite tense but body language tend to loosen the tension and make the interview more relaxing. I listened carefully to answers in order to take accurate notes and able to give feedback to the employer. The candidate came across really clear and I was able to notice that they were confident in their position and therefore it helped with the process even more.
Post-interview
After the interview, this is the final stage of the process in which some candidates are rejected and others are offered the post. It is also referred as recruitment because the candidates are gives a response based on their interview and therefore then judgement is made as to who gets picked.
I informed candidates about their interview giving them feedback on what were their strong points and weak points where they could have improved via phone call. This makes it seem more professional as it shows the interviewee that the employer is making effort in reaching them and sending them their best of wishes for their future career. As an interviewee feedback will be used as a way of improvement for the next job offers and interviews coming ahead. However before candidates could be informed if they were unsuccessful, a job offer was made to the applicant that was selected.
This took place before rejection letters were sent out because if the selected candidate decides to refuse the offer because of lost of interest or new employment, then the employer would pick the next person in line that was likely to get offered. This will therefore save restarting the whole process again as the employer is assure that the selected candidate accepts the offer before telling the others that they weren’t as successful and did not meet their standards.
As an observer I also asked for feedback from the candidates who apply as to hear from them how the process could have been improved and what changes could be done for next time. I took all answers into consideration as it will give better opportunities to other candidates to make a successful interview. I would also check the selected candidate’s reference to hear their point of view on the candidate.
D1
In this assignment I will be evaluating the usefulness of the documents in the interview pack for a given organisation. My selected organisation is Tesco
Job Advertisement & Description * Balliol Business Park, Newcastle Upon Tyne (NE12), NE12 8BU * From £16,990 to £20,000 per annum pro rata * Tesco Bank * Part Time
Customer Service Representative – Newcastle
Salary £16,990- £20,000 ( pro rata - depending on experience) + benefits
Part Time evening & weekends – Various shifts
Shift 1 - Sunday to Wednesday (5pm to 10pm through the week, Sunday 10am to 4pm)
Shift 2 - Wednesday to Saturday (5pm to 10pm through the week, Saturday 10am to 4pm)
We’re looking for the very best customer service advisors to work in our Call Centre in Newcastle-Upon-Tyne. This is your chance to kick start a long term career and undergoes exceptional training and development with one of the best employers in the UK.
As a Customer Service Advisor, you’ll provide quality service to customers who ring looking for advice on their existing products and services. You’ll be enthusiastic about building a top notch rapport and will always aim to find a resolution for any query.
As well as a passion for delivering excellent customer service you’ll be fully comfortable using a PC, have great communication and listening skills and enjoy working as part of a team.
Our vibrant Newcastle office offers great location with links to Newcastle City Centre, large on site canteen, Costa Coffee. Our other benefits are really good too:
· 25 Days holiday (plus additional 8 days for Bank Holidays)
· Pension Scheme
· Childcare voucher scheme
· Discounted Insurance Products
· Privilege discount card
· Share save scheme
Tesco Bank has been around since 1997 and today we help more than 6 million customers every day with everything from insuring their pets, to buying their first home. Our 4,000 colleagues serve our customers seven days a week from our four main centres in Edinburgh, Glasgow and Newcastle, and we are also available through online and mobile banking 24/7. * Contact: claire carmichael * Reference: Totaljobs/3173 * Job ID: 66026880
Person Specification
An important element in workforce planning is to have clear job descriptions and person specifications. A job description sets out: * the title of the job * to whom the job holder is responsible * for whom the job holder is responsible * a simple description of roles and responsibilities
A person specification sets out the skills, characteristics and attributes that a person needs to do a particular job.
Together, job descriptions and person specifications provide the basis for job advertisements. They help job applicants and post-holders to know what is expected of them. At Tesco these documents are combined. As they are sent to anyone applying for jobs, they should: * contain enough information to attract suitable people * act as a checking device to make sure that applicants with the right skills are chosen for interview * set the targets and standards for job performance.
Job descriptions and person specifications show how a job-holder fits into the Tesco business. They help Tesco to recruit the right people. They also provide a benchmark for each job in terms of responsibilities and skills. These help managers to assess if staff are carrying out jobs to the appropriate standards.
Application Form
To apply for a job in one of our Offices you will need to register with us, and create a profile. You can keep your profile up to date with your latest skills and experiences.

When you find a job you want to apply for, you will then just complete the online application form for that role. Once you have completed your application we will review it to see if you have the skills that we are looking for.

The first stage in our selection process is a telephone interview, and if you are successful we will invite you in for a face-to-face interview with the team you have applied to work in.

You may also be asked to participate in a series of online verbal and numerical reasoning tests, depending on the role you have applied for, and possibly a second face-to-face interview.

If you successfully complete all stages of the recruitment process, you will complete a company induction to welcome you to the Tesco team.
To apply for a job in one of our Stores, Distribution or Dotcom Centres, you will need to register with us, and create a profile. You can keep your profile up to date with your latest skills and experiences.

When you find a job you want to apply for, you will then just complete the online application form for that role. Once you have completed your application we will review it to see if you have the skills that we are looking for.

If successful we will invite you in for an interview at the location that you have applied to work in – for management roles there will be an initial telephone interview, before the face to face interview.

You will also be given the opportunity to 'have a go' at the type of work you have applied for – this could be on the shop floor, or completing a driving assessment – whilst completing the face to face interview. This will give you the opportunity to decide if Tesco is right for you and if we think you are right for Tesco.

After this, you'll hear back from us within 10 days – hopefully to welcome you on board!
CV
I think that the CV is very useful in the interview pack as it can help a business to have an overview of a candidate. As the CV containing short summary about yourself and your work experience I think this helps an organisation to see how your work ethic is like, which helps them when comparing to other candidates in the selection process. From my own experience at BP interview it helped them see what type of person I am and the qualification I have. The CV also let me know that the information written about me wasn’t that appealing in the CV, so it needs to improve as I came across better in person. However as a CV is a short summery of a person, some people may think its not that useful to have in a interview pack as it might not be enough space for people to state information about themselves, even though you would have a letter of application for that, the CV is the first important thing a organisation would look at.
The CV helps Marriott in the selection and recruitment process as it makes it easier for Marriott to pick out potential applicants they would want to interview and offer a job to. Marriott would want their applicant to have previous experience in a guest service associate environment, so by looking at a candidates CV they will be able to know whether the candidate has that experience. If the candidate doesn’t then Marriott may not want to look much into with that candidate as they would have to give them training which can be time consuming for Marriott.