Recruitment Process and Induction Procedures

This assignment provides a comprehensive overview of the recruitment process, including the preparation and representation of self-awareness. It also discusses the legal requirements for recruitment documentation, such as the Equality Act 2010 and Data Protection Act 2003. Furthermore, it explains the purpose of induction, which includes compliance with policies on safety, sexual harassment, and bullying, as well as retention techniques to support new employees in adjusting to their roles and responsibilities.

Assessment 11 – Restructuring at Bluechip Finance
Part 2- Managing the Resourcing Campaign- Part A

PART A
JOB DESCRIPTION
Job Title : HR Advisor
Responsible to : HR Manager
Responsible for : None
Overall Purpose/Objectives Of Role :
To be simple as possible as the internal employees acts as a key users of the HR tools. Tough
tools can complex the connection within the processes and tools.
To make the policies and procedures highly integrated.
To empower the management and the employees. They let the managers to choose the best
candidates and approaches.
The Role :
 Providing advice to the managers for the recruitment and selection process.
 Updating the HR information system on a regular basis.
 Providing proper consultation to the employees regarding any issues or troubles.
 Negotiating the conditions of the employment with the staff.
 Giving assistance on the policies or procedures to all the employees.
 Proper coordination of the process of appointment for successful applicants.
PERSON SPECIFICATION
Competencies Essentials and Details
Knowledge  Good knowledge of roles and responsibilities of HR systems.
 Knowledge and Implementation of all the HR policies and
procedures.
 Proper understanding of the employment laws.
Experience  Experience of dealing with senior authorities.
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 Previous experience of working.
 CIPD study or some more relevant experience of study.
Skills  Interpersonal, attractive interaction skills.
 Sufficient sympathy towards each employee.
 Efficient knowledge of using MS office, email and the internet.
Rationale for Agreed Attraction Approach and Advertisement
Role of HR has a huge impact on the whole performance of the company. It will help the
company in ensuring the best suitable candidate for the company who are capable of helping the
company in achieving the targets. All they need for the advertisement procedure are the four
factors, tactics, creative execution, big ideas and the advertising strategies. Tactics behave as the
decisions that are of short term. These are related to the advertising media and methods. Creative
execution considers all the basic forms of advertisement like scripts, stories etc. The advertiser
has a deep and big idea in mind that helps in communicating the strategic messages and facts in a
creative way. It considers all the essential key information as the salary details, employee
number, closing date. It also includes all the benefits that the company provides as the Staff
Travel which impresses the suitable candidates for them and let them know they look after them
properly. Proper discussion on discrimination is also being provided in the company because no
company allows any type of discrimination in it, whether it may be regarding skin, color, race
etc. no company permits it.
Selection Criteria and Short-listing Matrix
Candidates Weighting Candidate 1 Candidate 2 Candidate
3
Candidate 4
Essential
Criteria
Score
Result
Score
Result
Score
Result
Score
Result
Skills 3
Knowledge 2
Experience 1
2

Essential total
Desirable
Criteria
Experience 3
Skills 2
Knowledge 1
Desirable
Total
Overall Total
Comments
Selection criteria and short listing matrix
Candidates Weighting Khalid Jennifer Lopez Steve
Essential
Criteria
Score
Result
Score
Result
Score
Result
Score
Result
Skills 3 3,4 3,6 2,6 6,2
Knowledge 2 6,2 6,2 2,1 1,2
Experience 1 3,3 2,2 2,3 0,1
Essential total
Desirable
Criteria
9 10 10 5
Experience 3 4,2 2,3 6,5 2,6
Skills 2 4,2 4,4 5,7 1,1
Knowledge 1 2,5 1,1 2,3 3,3
Desirable
Total
9 8 15 10
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Overall Total 18 18 25 15
Comments Managerial
roles
Customer
facing
Knowledge
of policies
and
procedures
is there,
but it may
not be
according
to HR.
Communication at
most of the levels
Personal Statement for Allocation of work
When I started, first I sent my documents to Maria and asked her if there are any changes that
need to be modified. She helped me by sending her own documents so that I can compare the
both and add the things I have missed. To fit in the criteria, I added some more points from
Maria’s documents. After the add up, I again sent my documents to her. She compiled it all very
well to create an impressive Advert fit purpose.
Interview Plan/ Assessment Matrix
After we both discussed the whole format of the interview plan, we created a set of questions for
specific positions. After a lot of discussion, we selected some questions that would help us to
determine the efficiency of the candidates. I created an interview plan and sent to Maria. She
referred my format and made her own set of questions which she will ask while conducting an
interview. After the plan was made accordingly to select the best suitable candidates, I focused
on making the interview scoring matrix. I also took feedback from Maria. After compiling all the
important information and ideas, Maria and me decided to split the work efficiently so that we
both can choose the best suitable candidates for the company.
Plan
 Select the candidates that come in the required criteria.
 Arrange an interview so as to check their efficiency.
 Out of all selected, recruit the ones who seem suitable for the company.
 Make them clear about the roles and responsibilities of their position.
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 Providing them proper induction and orientation so that they are properly trained of the
work they have to do in the company..
 Giving them the knowledge of rewards and compensations.
 Providing them support and motivation.
Interview Questions
Saryah Tailor
Knowledge and skills
Provide an example where you have adopted a communication style to suit different
situation/people?
Tell me one situation that help me to understand your knowledge about H policies and
procedures?
Saryah Tailor
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Collaboration
Provide an example where you have worked with a team or group to achieve a specific target?
What was the situation?
What came as the outcome?
How efficient was the outcome?
What you have learned from the experience>
Saryah Tailor
Personal attributes
What are your strengths?
What are your weaknesses?
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Concluding the interview:
 Thank the candidate for attending the interview.
 Ask them if they have any questions regarding their roles.
 Wish the candidate for better outcomes.
Interview Scoring Matrix and Criteria wit Rationale
Candidate Name Baslow
Role HR Advisor
Interviewers Saryah Tailor
Interview Date 20August2017
Interview Time 11:00 a.m. (start) 1.30 p.m. (end)
Questions Rationale Ideal Response Score
Knowledge and
Skills
To develop an
appropriate level
of skills and
knowledge
To be able to
represent better
communication
skills and proper
knowledge of
employment
laws.
Collaboration To develop an
understanding
level of
interactions in a
workplace
culture
Contributes in
achieving targets
and goals.
Personal
Attributes
Development of
level of
preparation and
representing self
Identifying the
strength required
for the role
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awareness.
Total Score :
Comments:
Outcome:
PART B
Legal Requirements for recruitment documentation
After the whole procedure, it is my responsibility to confirm the outcome from the
recruiting manager. Some legislations that need to be keep in mind are discussed as under :
Equality Act 2010
It proves to be a simple and consistent legal framework which can help the company
from any sort of discrimination. It says no sort of discrimination is allowed in a workplace.
Whether it is regarding colour, skin, race etc. It is not at all allowed in the company. All
the employees must be treated equally.
Data protection Act 2003
The recruitment manager should make the employees aware of the fact that the
information they fill in their forms are safe and secure properly, That data can only be used
by the company for assessment and evaluation of them. In case, they are selected, that data
is transferred to the employment records also. No unofficial authorities have access to that
data.
Purpose of Induction
In actual, proper induction is given to the employees to give them an introduction of the
environment in which they have to work, the whole process covers the employee rights.
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Some specific purpose of induction which can prove beneficial for the employee as well as
for the employer are discussed a under:
Compliance
The process helps the employees to provide the efficient knowledge about
various policies on safety, sexual harassment, bullying. This helps the company by
preventing the incidents.
Retention
It helps in giving the support to the new employees for adjusting in the new roles
and responsibilities.
These techniques provides proper knowledge of the work they have to do in their
specific position, also it provides an environment that the employee feels safe and
secure in the workplace environment. When the employees stay focused and
confident, they can be able to achieve the targets of the company at a faster rate.
Thus, the process is beneficial for both the employees as well as the company.
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REFERENCES
Interview and Selection
http://www.businessballs.com/interviews.htm#group%20selection
http://www.methodist.org.uk/downloads/dev-per-Section-7-Recruitment-Stage-4-The-
Interview.pdf
http://www.nps.gov/training/tel/Guides/Interview_Template.pdfhttp://www.acas.org.uk/index.
aspx?articleid=3734
Interview Scoring Matrix
http://www.gobookee.org/job-interview-scoring-templates/
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http://www.gobookee.org/get_book.php?u=aHR0cDovL3ZlcnNvbGxhLmNvbS9wYWdlcy9wY
Wdlcy9maWxlcy9Jbn
Job Descriptions
http://www.businessballs.com/jobdescription.htm
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