Improved Recruitment, Selection, and Induction Policies and Procedures

This document discusses the improved recruitment, selection, and induction policies and procedures for Sebring Mechanical organization. It explains the importance of hiring candidates with ASE Auto Mechanic Certification and work experience, and suggests implementing active induction training for new employees.

 BSB50215 – DIPLOMA OF BUSINESS
 BSB50618 – DIPLOMA OF HUMAN RESOURCES MANAGEMENT
 BSB51918 – DIPLOMA OF LEADERSHIP AND MANAGEMENT
BSBHRM506 - Manage recruitment selection and induction processes
BSBHRM405 - Support the recruitment, selection and induction of
staff
PART A
ASSESSOR NAME:
Please CIRCLE the following:
I have assessed the student and found them to be Satisfactory for all listed criteria to industry standards
OR
I have assessed the student and have marked Not Yet Satisfactory the criteria where competency has
not been achieved. I have notified them of their result and they have signed confirming they have
received their result and agree with the outcome.
ASSESSOR SIGNATURE: DATE:
STUDENT NAME: DATE:
I have received the result of this assessment and agree with the outcome and the trainer’s assessment. I understand
the feedback I received and had an opportunity to discuss it.
STUDENT SIGNATURE:

 BSB50215 – DIPLOMA OF BUSINESS
 BSB50618 – DIPLOMA OF HUMAN RESOURCES MANAGEMENT
 BSB51918 – DIPLOMA OF LEADERSHIP AND MANAGEMENT
BSBHRM506 - Manage recruitment selection and induction processes
BSBHRM405 - Support the recruitment, selection, and induction of
staff
PART A
Industry (ie Beauty, Professional Services): Sebring Mechanical
Location (suburb and or state): Queensland
Number of employees (approximate): 25
Main service or product: Sebring Mechanical is a type of car maintenance and service center. It has
been serviced all types of vehicles including commercial cars, trucks, loaders and luxury cars. Sebring
Mechanical offers a broad range of services is mentioned below in order to serve its consumers in an
effective way.:
 Logbook servicing
 Exhaust repairing
 Custom made exhaust systems
 Vehicle maintenance
 General repairing (Mechanical, 2019)
 On car brake machining
 Suspension repair
 Bullbar and towbar supply and install
 Brake system repair
 Suspension lift kits
 Fault finding
 Vehicle diagnostics
 Diesel intake system cleaning
 Engine replacement and overhauling

Question 1. Explain the following aspects of recruitment:
- Assessment centers
- Outsourcing
- Industrial relations
- Psychometric and skills testing
- The purpose of employee contracts
- The human resources life cycle and how it affects recruitment and selection
MRSI.KE1
MRSI.KE2
MRSI.KE3
MRSI.KE6
MRSI.KE3
MRSI.
Answer:
Assessment center
It is an effective selection technique which has been used by companies to measure the abilities, skills, and
knowledge of a person. It is a complex method which has been utilized in selective processes, human
resource planning and identifying leadership skills, training and development needs. Presently, companies
perform assessment center exercises for identifying managerial deficiencies and weaknesses.
Outsourcing
Human resource outsourcing is an effective, competitive and sustainable method that allows core resources
of the organization to focus on strategic initiatives. In this, external suppliers are responsible for managing
the discrete HR activities such as recruitment, payroll, administrative and operational tasks, etc. Currently,
companies prefer HR outsourcing to save business operational cost (Sheehan & Cooper, 2011).
Industrial relations
Industrial relation can be defined as a complex and dynamic employee-employer relationship within the
organizational context. There are three main approaches of industrial relation such as unitary approach,
Marxist approach and pluralistic approach (Pendleton, 2016). With the help or industrial relationships,
organizations can establish harmonious relationships between management and operatives.
Psychometric and skills testing
Psychometric and skills testing is usually used as a recruitment process for assessing the skills, personality,
and knowledge of employees. In the current scenario, recruiters (HR professionals) are used the results
from these tests for determining whether the candidate is capable to work in an organization to which he is
applying or not. Psychometric and skills testing increases the efficiency of the recruitment process and
allows organizations to hire the best candidates as per the business requirements.
The purpose of employee contracts
The main objective of employee contracts is to bind two parties i.e. employee and employer through an
agreement. These contracts give security to employees by clearly defining the employment conditions and
obligations (HENDERSON, 2012). These establish a clear picture of the expectations in context to the
employment period.

The human resources life cycle and how it affects recruitment and selection
The human resource life cycle demonstrates a typical employee experience in 5 stages named as
recruitment and selection, motivation, education, evaluation, and education. It allows business
organizations to develop a strategic staffing plan for attracting the best candidates. In context to the HR life
cycle, Human resource department should develop an interviewing protocol including interview
requirements and written tests ton hire talented candidates.
Question 2. Explain why the terms and conditions of employment are an important
aspect of recruitment.
MRSI.KE5
Answer:
The employment terms and conditions regarding job responsibilities, compensation, termination,
separation, and disciplinary action have been discussed by a recruiter with an employee at the time of
recruitment (HENDERSON, 2012). It is an important aspect of recruitment which offers a form of job
security to employees. In addition to this, employment conditions and terms can reduce the chances of
arguments and disputes throughout the recruitment process.
Question 3. Identify and describe legislation relevant to recruitment, selection, and
induction of staff
MRSI.KE3
Answer:
 Labour hire licensing Act 2017 - This act protects workers from exploitation at the workplace.
Companies should comply with this act when hiring new workers (Levander, 2018).
 Fair work act 2009 – The human resource recruitment department & agencies should comply with
the fair work act 2009, state and tertiary anti-discrimination act in order to conduct recruitment,
selection and induction processes fairly.
 Equal opportunity act 1984 – It promotes equality of employment opportunity by providing
remedies of discrimination in terms of sexual orientation, pregnancy, marital status, race, age,
impairments, political conviction, etc. during recruitment and selection processes.
Question 4. Critically analyses the sample policy and procedures framework for
recruitment, selection, and induction at the end of your handout.
MRSI.PE1
Answer:
Critical analysis
By critically analyze the recruitment and selection of an organization, it has been found that Sebring
Mechanical organization are currently using both internal and external job advertisement approaches such
as social media platforms and online job websites channels to advertise the vacant or new job position.
Based on the candidate’s ability and suitability, the decision has been made by the selection panel. Sebring
mechanical organization treats all candidates consistently and unbiased manner during the recruitment and
selection process. On the basis of HR policy, the new employees in Sebring Mechanical organization will
undergo an induction program relevant to vehicle repairing and maintenance practices. Moreover, they get
an opportunity to know about organizational goals and operations during the induction procedure.

In the selection criteria, the organization does not include specific training certification that can be
considered to hire the candidates. It is the major limitation of existing HR policy of the organization. The
critical analysis of the policy indicated that induction training of the organization has participative which is
less effective as compared to active. In order to increase the quality of services, the organization should
improve its existing HR policy.
Sample HR Policy
1. Purpose
The main purpose of HR policy is to suggest effective staff recruitment, selection, and induction
program implementation practices compliance with regulations that will allow Sebring Mechanical
organization to hire the best candidates in order to become the first preference of customers in
Queensland.
2. Policy
The Human resource policy of Sebring organization outlines staff induction, staff recruitment and
staff career development procedures and practices that ensure that
1. All employees should be provided with professional career development opportunities
2. All employees of Sebring organization must be recruited and selected based on merit through
open & fair processes,
3. All employees should be provided with information about organizational policies through
induction programs
3. Scope
The HR policy has been applied to the Sebring Mechanical organization’s business operations.
4. References
 Fair Work Act
 Equal Opportunities Act
 Anti-discrimination act
 Labour hire licensing Act 2017
5. Procedures
5.1 Employee Recruitment
5.1.1 pre-recruitment consultation
 The director of Sebring Mechanical organization is responsible for recruitment planning when
new job position has been created on the existing position has become vacant. In Sebring
Mechanical organization. The vacancy arises when someone has left the position or new
position created by HRD. It is essential for the Respective manager to decide carefully how
the vacant position could be filled, for example, by part-time employees, through internal
employee transfer.
Normal, decisions related to pre-recruitment would be taken by the selection panel and HR
Manager. They will discuss the following aspects during a pre-recruitment meeting
o Job description
o Advertisement
o Selection criteria, processes, and techniques
Other aspects that could be discussed during pre-recruitment consultation include

o Probation period
o Health and safety issues
o Reference checking
o Interview questions
o Counseling of applicants
5.1.2 Job Advertisement
Sebring mechanical organization mainly focuses on internal and external advertisement methods
such as social media platforms and online job websites channels, newspaper, etc. to advertise the
vacant or new job position. The organization executes formal job advertisement and employee
selection processes in order to hire the best candidates.
5.1.3 Selection
The main aim of Sebring Mechanical organization is to hire the best candidate with the highest
caliber. The selection procedure aims to
o Recruit qualified, the best and right candidate for a position
o To recruit candidates consistently, openly and fairly.
5.1.4 Selection committees
Through job advertisement, the selection committee attracts a greater number of job applicants.
There are various types of resources available for the selection committee such as
o Selection criteria
o Position Description
o Job applications
o Written references
o Policies on an equal opportunity, selection, and recruitment
o HR plan
o Training plan
o Qualification requirements
5.1.3.2 confidentiality
The selection committee must maintain the confidentiality of job applicants. The selection committee
staff members must not discuss any kind of confidential information with outsiders or other
employees (non-panel members).
5.1.3.3 Conflict of interest
The staff members of the selection committee should not be a personal or close friend of any job
applicant. Before the processes commence, they should declare conflicts of interest.
5.1.3.4 Referee reports
These reports have been used by the selection panel for shortlisting candidates. The referee reports
must be appraised critically when a selection process has been completed or the shortlist has been
compiled.
5.1.3.5 Recommendations
It is the responsibility of the selection committee to provide a recommendation to the director who
makes the final decision after reviewing the information.
5.1.3.6 Notification
The Director of Sebring Mechanical organization has been recommended to
1. Advice unsuccessful applicants
2. Arrange and provide every successful candidate with a contract of employment which

includes terms of probation, details of working hours, etc.
3. The employment contracts should be designed on the basis of employment type i.e. full-time
employee or part-time employee
5.2 Actions
5.2.1 training and development
In order to improve the quality of services, The Director of Sebring Mechanical Organization
should provide training and development opportunities to all its valuable employees.
The Director is responsible for
o Induction training for new staff members
o Identify the training needs of employees
o Identify future skills development needs
5.2.2 Training program
It is the responsibility of a Director of Sebring Mechanical organization to plan, develop and
implement training program after analyzing key requirements of its staff members. This program
involves
 Organization and planning of quality awareness practices
 Training staff members to meet their professional and functional roles
5.2.3 Training requirements
Sebring Mechanical organization has been established training and development needs for
providing quality services. The Director of the organization ensures that
 Training records are maintained
 Training requirements should be assessed properly
 Training should be planned appropriately
 Training is carried out on the basis of a designed plan
5.2.4 Review and documentation
The effectiveness of the training program will be assessed and reviewed by the Director of
Sebring Mechanical organization.
5.2.5 Records
o The Manager is responsible for maintaining the training records.
o The trainer must ensure that all employees have received the training.
6. Induction procedure – The new employees in Sebring Mechanical organization will undergo
an induction program relevant to vehicle repairing and maintenance practices. Moreover,
they get an opportunity to know about organizational goals and operations during the
induction procedure.
 Duration of induction program – At least 7 days
 Provide information about organizational goals, mission, and vision.
 Allocate employee mentor
 Provide a training guide and materials to all new employees.
 Provide instructions and training related to OHS.
7. Documentation
Staff Training Record
Employee name
Date of commenced in an organization

Training Date Conducte
d by
Employee
initials
Results Supervisor
initials
Question 5. Describe how possible changes to your organization’s strategic and
operational plans mean that different recruitment policies and objectives must be
established. Develop at least two improved recruitment, selection and induction
policies, and procedures.
(MngRSI.PC1.1)
(MngRSI.PC1.2)
Answer:
Organization’s strategic and operational plans are correlated to the recruitment, selection and induction
procedures and policies. The strategic plans demonstrate how an organization can achieve its goal term
goals, whereas, recruitment, selection and induction programs help the organization to attract and hire the
best candidates who will contribute to the achievement of business goals. Moreover, the changes in an
organization’s operational and strategic plans could change the job descriptions, motivation strategies,
training and development, induction, recruitment, and selection strategies.
Two improved recruitment, selection and induction procedures and policies
 Sebring Mechanical organization should recruit candidates who have knowledge about ASE Auto
Mechanic Certification and at least 1-year work experience within the industry.
 The induction training of the organization should be active instead of participative as it will improve
the induction process. In the induction training program, there is a need to include the policy of
active training that will allow new employees to get practical knowledge about their work. The time
duration of the induction program should be at least 2 weeks (Al-Kassem, 2017).
Question 6. Write a report to your manager which explains how your two ‘improved’
recruitment, selection and induction policies and procedures (from Q5) are better than
the current ones, and propose that your new policies/ procedures be adopted. Also,
write less formal communication to colleagues explaining the change, and inviting trials
and suggestions for further improvement.
(MngRSI.PC1.4, 1.5, 1.6)

Answer:
Report to the Manager
Gold Coast, 13 June 2018
General Manager
Sebring Mechanical
Subject: Suggestions regarding improvements in recruitment, selection and induction policies, and
procedures
I am writing this letter to inform you about the improvements that can be made in the recruitment and
induction policies and procedures. During the recruitment and selection process, HRD should hire
candidates who have knowledge about ASE Auto Mechanic Certification and at least 1-year work
experience within the industry. Moreover, the induction process can be improved by including
participative learning methods in the program. The questions will be asked to participants during and
after the participative learning methods that allow them to relate the training to their own experience.
The recommended policies and procedures should be properly aligned with the organization’s strategic
and operational plan. The adoption and implementation of these policies will allow an organization to
become the first preference of customers in the Gold Coast by hiring experienced and skilled employees.
These policies should be applied within 1 month. If these policies will have a positive impact on the
business, then continue with these otherwise; modify the recruitment and induction program.
I am waiting for your response. ‘
Thank you.
Regards,
<enter your name>
Communication to colleagues
Dear Employees,
I would like to inform you all that our company is going to modify the induction and recruitment
policies/procedures. You all should experience these policies and procedures and feel free to give your
suggestions, comments, and feedback for further improvements. Moreover, if any employee interested
in ASE Auto Mechanic Certification training, then please contact HRD as soon as possible.
Question 7. Comment on ways modern technology can improve the efficiency and
effectiveness of recruitment and selection processes
(At least 4 sentences)
MngRSI.PC1.3
Answer:
Modern technology would improve the effectiveness & efficiency of selection and recruitment processes in
the following ways:
1. Application tracking system (ATS) can be utilized to view resumes, post job openings and track
where job seekers are in the recruitment process (Sümnig, Feig, Greinacher & Thiele, 2018).
2. Social media platforms like LinkedIn, Facebook, Twitter, etc. can be used to introduce new hires,
engage candidates and advertise openings (Ramkumar, 2018).

3. An interviewing process can be improved by conducting online interviews through video calling.
4. Moreover, candidate screening can be performed effectively and efficiently by using intelligent
screening software that will automatically screens, shortlists and grades candidate for you.
Question 8. Prepare a job description summary and any other necessary documentation
for an upcoming vacant position.
A: Mention your organization’s policy for a diverse workforce. Include references to
requirements, awards, codes, qualifications, and WHS as required by the position.
B: Write a brief email to your supervisor about the job description, seek their
consultation, and seek their permission to advertise, including timeline and personal
needs.
The format of your email should include the following:
To:
From:
Subject:
Details of the email
Regards,
MRSI.PE1, 2, 3, MRSI.KE1,
SRSI.PE2, 4, SuppRSI.PC1.1,
1.2, 1.4, 1.5
Answer:
Job description
Automotive technician – Sebring Mechanical
Sebring Mechanical is one of the leading Australian organization which is looking for an
experienced Automotive Technician who will contribute to the achievement of business goals
and objectives by providing impeccable and reliable preventive maintenance services.
Type: Full-time
Location: Goal Coast
Roles and responsibilities
 Maintain a safe and clean workplace
 Evaluate the needs of customers
 Working efficiently and quickly to provide better customer experience
 Perform automotive preventive maintenance like replacing lights and wipers, replacing filters,
refiling and checking other vehicle fluids, changing the oil.
Successful candidate profile
 Multi-tasking ability
 Approachable personality
 Willingness to learn
 Eagerness and patience to help customers
 General understanding of loyalty cards, payment methods, and Australian currency
Benefits include
 No late evenings
 Flexible work schedule
 Paid vacation, sick time and holidays

Diverse workforce policy
Selection Criteria
 In context to the diverse workforce policy, the organization has been provided equal employment
opportunities. The qualified candidates would receive considerations for employment without
any kind of discrimination in context to gender identity, protected veteran status, national origin,
sexual orientation, sex, color, and race.
Requirements
 The candidates will be selected on the basis of test results, skills, qualification, and previous work
experience.
Qualification
 The candidate should have ASE Auto Mechanic Certification.
WHS
 The management of Sebring Mechanical will provide personal protective equipment’s to ensure
their health and safety.
Email to supervisor
To: Supervisor of Sebring Mechanicals
From: <enter your name>
Subject: Job description
It is to info that description of vacant Automotive technician position has been attached as a draft
with this email. I request you to review & approve this position by 20/06/2019. Please give
permission to advertisement including personal needs & timeline.
Regards,
<enter name>
Question 9. Write an email to your selection panel members to:
A: Ensure that the current position descriptors and specifications are used in all aspects
of recruitment, selection, and induction.
B: Offer training and support to anyone who isn’t familiar with the current Policies and
Procedures.
The format of your email should include the following:
To:
From:
Subject:
Details of the email
Regards,
MngRSI.PC2.2, 2.3
Answer:
Email to selection panel members
To: Selection panel members
From: <Enter your name>
Subject: Conduct recruitment, selection and induction processes effectively
I would like to inform all members of the selection panel that they must consider current position

specifications and descriptors when performing selection, recruitment and induction processes so that hired
candidates will allow Sebring Mechanicals to achieve its goals. I have attached the job description with this
email. Please review it carefully before planning and conducting recruitment, selection and induction
processes.
Along with this, it has been also advised to the selection panel members to conduct provide support and
training to anyone who is unfamiliar with existing procedures and policies of an organization.
Regards,
<enter your name>
Question 10.
A: Describe where you will advertise this particular position
B: Comment on any significant legal or internal policy and procedure requirements.
C: What is your approximate budget for advertising and what advertising will that
purchase?
SRSI.PE3, MRSI.KE4,
MngRSI.PC2.4,
SuppRSI.PC2.2)
Answer:
A: This particular position will be advertised on “Seek” website.
B: Equal employment and No Discrimination policies are significant in context to job posting and
advertisement.
C: Approximately $275 – 495 Per post, depends on posting features (Betterteam, 2019).
References
Al-Kassem, A. (2017). Recruitment and Selection Practices in Business Process Outsourcing
Industry. Archives Of Business Research, 5(3). doi: 10.14738/abr.53.2180
Betterteam. (2019). Top 100 Job Posting Sites in Australia (Updated for 2019). Retrieved from
https://www.betterteam.com/job-posting-sites-australia
Clifford Tizhe Oaya, Z., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection
Strategy on Employees’ Performance: A Study of Three Selected Manufacturing
Companies in Nigeria. INTERNATIONAL JOURNAL OF INNOVATION AND
ECONOMIC DEVELOPMENT, 3(3), 32-43. doi: 10.18775/ijied.1849-7551-
7020.2015.33.2003
HENDERSON, D. (2012). Employment Contracts, Psychological Contracts, and Employee

Well-Being - An International Study - Edited by David E. Guest, Kerstin Isaksson and
Hans de Witte. British Journal Of Industrial Relations, 50(2), 376-378. doi:
10.1111/j.1467-8543.2012.00894_2.x
Levander, C. (2018). 5 Acts and Legislation Recruitment Professionals Need to Know | Bullhorn
AU. Retrieved from https://www.bullhorn.com/au/blog/2018/09/5-acts-and-legislation-
recruitment-professionals-need-to-know/
Mechanical, S. (2019). Sebring Mechanical | Gold Coast Mechanics. Retrieved from
https://www.sebringmechanical.com/index.html#services
Pendleton, A. (2016). Ownership, Financialisation, and Employment Relations: Employment,
Industrial Relations, and HRM in Stock-Market Listed Firms. SSRN Electronic Journal.
doi: 10.2139/ssrn.2880497
Ramkumar, A. (2018). A Conceptual Study on How Electronic Recruitment Tools Simplify the Hiring
Process. Indian Journal Of Public Health Research & Development, 9(6), 136. doi: 10.5958/0976-
5506.2018.00537.5
Sheehan, C., & Cooper, B. (2011). HRM outsourcing: the impact of organisational size and
HRM strategic involvement. Personnel Review, 40(6), 742-760. doi:
10.1108/00483481111169661
Sümnig, A., Feig, M., Greinacher, A., & Thiele, T. (2018). The role of social media for blood donor
motivation and recruitment. Transfusion, 58(10), 2257-2259. doi: 10.1111/trf.14823