Improving Recruitment and Selection Policy for Business Management

This document discusses the importance of having a clear recruitment and selection policy for business management. It proposes a new policy that focuses on e-recruitment and outlines the steps and procedures involved in implementing it. The document also includes a position description, job advertisement, short-listing and interview process, and a job offer letter. Additionally, it suggests changes to the organization's induction plan and provides a case study on improving the recruitment process through technology.

Running head: DIPLOMA OF BUSINESS MANAGEMENT
Diploma of Business Management
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Assignment 1..............................................................................................................................2
Project 1.................................................................................................................................2
Project 2.................................................................................................................................8
Task 3: Case Study...............................................................................................................11
Task 4: Short Answer Questions..........................................................................................12
References................................................................................................................................17

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Assignment 1
Project 1
Answer (a)
One of the most integral elements of the various recruitment as well as selection
policies should be its insistence on offering detailed information to the candidates regarding
the various aspects of the job. In this regard, I would like to say that the organization that I
work for does not have clear recruitment and selection policy. Here is an overview of the
recruitment and selection policy that I propose for the concerned organization-
Area: Recruitment and Selection of new employees
Title: Recruitment and Selection Policy
Issue Date: 01/12/2018
Policy: This recruitment and selection policy will try to overcome the limitations of the
earlier policy followed by the concerned organization related to the same. In this regard, it
needs to be said that in the earlier times the organization used to follow manual style of
recruitment which was not only time consuming but at the same time very costly. In order to
overcome this limitation the organization will follow e-recruitment policy which not only be
time saving but at the same cost effective as well. For example, the organization through the
use of this policy would advertise regarding the job vacancy over their official website and
other social media platforms. In addition to this, the organization would at the same time
conduct interviews over video calls and also through the use of similar tools.

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Answer (b)
Procedure: For the effective implementation as well as use of the above policy the
concerned organization would have to follow the following measures-
 The organization would have to create an effective online portal as well as presence
through which it would be able to advertise regarding the job vacancies and also the
kind of candidates that it is looking for.
 The next stage would be short-listing of candidates on the basis of the resumes that
they have submitted to the organization over their online portal. The HR department
of the organization would send an e-mail to the short-listed candidates regarding the
time of the video interview.
 The third stage would be to the process of conducting video interviews and analyzing
the key competencies of the candidates and their aptitude for the concerned job.
 The next stage would be to conduct a background check of the candidates and also to
check whether the details that the candidates have offered to the organization are
genuine or not.
 The next stage would be the selection of the candidates on the basis of the manner in
which they have performed in the video interview.
 The final stage would be the sending of offer letters which would specify the date of
joining, the key job roles, remuneration and other benefits that the candidates would
be entitled to once they join the organization. Furthermore, prior to this the
candidates would also have to submit relevant documents regarding their educational
qualification, job experience and others to the organization.

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Answer (c)
Position Description
Job Designation Job Roles
Trainee
Administrator
 Answering the phones in an effective manner.
 Maintaining an effective relationship with the different clients
as well as customers of the organization by answering their
queries related to the services offered by the organization. In
addition to this, the candidate would also be required to help
the customers use the services offered by the organization in an
effective manner.
 The candidate would also be required to convince the
individuals who make query calls to opt for the services offered
by the organization.
 Recording the diverse data of the organization in an effective
manner.
 Effectively managing customer relationship management
(CRM) software
 Sending relevant e-mails to the customers and other members
of the organization
 Organization of meetings
 Management of forms, templates, calendar of the organization
and others
 Handling of cash of the organization
 Others
Answer (d)

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Job Advertisement
Trainee Administrator
A well known reputed Australian company is looking for a
trainee administrator to work in close association with its
customers or clients. The candidate would be required to not
only answer the phone calls of the customers but at the same
to resolve their queries as well. In addition to this, the
candidate would also have to maintain the data of the
customers and also the organizational data in an effective
manner. Other important key skills that the candidates are
required to have are effective time management, data
handling, cash handling and others. Salary is negotiable for
the right kind of candidate. Interested candidates can mail
their resume to [e-mail]
If you have any query then you can reach us on the number
0123456789
Answer (e)
Short-listing and interview process
The candidates would be short-listed on the basis of the resumes that they have
submitted to the organization through e-mail. The HR department of the concerned
organization would match the key skills mentioned by the candidates in their resumes with
the requirements of the organization so as to short-list the right kind of candidates. The
interview panel would consist of a team of four members, two HRs of the organization (one

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male and one female HR), branch manager (female) and senior manager (male). Furthermore,
the candidates would have to undergo video interview the time of which would be notified to
the candidates over mail.
The interview panel is likely to ask the same kind of questions to all the short-listed
candidates. Some of the important questions that the interview panel would ask the
candidates are-
1. What is your primary motivation for taking up this job?
2. Why do you think that the organization should hire you as a trainee administrator?
3. Where do you see yourself ten years down the line?
4. Why did you leave your previous job?
5. What new aspects do you think you would bring to the organization?
The HR department of the concerned organization would conduct atleast one reference
check for each of the candidates. Some of the most common questions that the HR
department would ask in this regard are-
1. Do you think that the candidate is a dependable one?
2. Is the candidate a team player?
3. Do you think that the candidate would be able to handle the pressure of the job
role of a trainee administrator?
4. Does the candidate have a past criminal record?
5. Is the candidate prone to mental illness or similar kinds of problems?

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Job Offer Letter
Dear Candidate,
This is to inform you that you have been short-listed for the designation of trainee
administrator in our organization. You are required to report to the organization on 10th
January 2019 along with all your educational and experience documents so as to complete the
documentation and induction process with our organization. You shift timing will be 10 AM-
6 PM from Monday to Saturday. More importantly, you are supposed to report to Mr. Joseph
Smith, the trainer of our organization on 10th January 2019 at 10 AM sharp. In addition to
this, you would be offered an on-job training of 30 days. On the successful completion of this
training you would be under probation for a period of six months. You actual salary will be
revealed to you at the successful completion of your documentation and induction. So, kindly
report to the business center of the organization at the above mentioned date and time.
Thank you.
The applicants who have not been selected by the organization would be notified
through e-mail regarding the reasons why they have not been selected for the concerned job
role by the HR department of the organization.

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Project 2
Answer (a)
The major policies regarding which the candidates are briefed about in the induction
process are zero tolerance policy, diversity policy, gender equality policy and others.
However, it needs to be said that there are several sections of these policies that the
organization needs to make changes in. For example, the organization needs to broaden the
scope of the zero tolerance policy and make inappropriate and unethical use of organizational
resources as part of this policy along with the sexual abuse, harassment and other aspects that
this policy tries to prohibit. In addition to this, the organization also needs to promote the
gender diversity among the employees along with the cultural, ethnic and other forms of
diversities that it is promoting currently.
Answer (b)
This is to inform you that I would propose certain changes that the organization needs
to make in the current policies that it is following. These changes would not only broaden the
scope of the various policies of the organization like zero tolerance policy, diversity policy,
gender equality policy and others but would at the same time would improve the culture of
the workplace as well. This in turn is likely to improve the business prospects in a substantial
manner and these in short are some reasons why I think the organization needs to integrate
these changes within the framework of the existing policies followed by it.
Answer (c)
Induction Plan
Employee Name

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Date of Joining
Employee responsible for the induction
Activity Signed by
staff
Signed by
Manager
Initial meeting or interaction with the manager, team leader
and other members of the organization
Provided important regarding the job roles, training,
organization and others
Provided information regarding remuneration, benefits, perks,
leave and others
Discussion of the terms of employment and others
Discussion of the important policies of the organization
Discussion of probation period, monthly targets and others
Introduction with the colleagues and others
Answer (d)
The modified induction will be sent to the management team for approval and for its
effective implementation Lewin’s change management model will be followed. For example,
during the first stage the management team and the employees will be conveyed information
regarding the limitations of the current induction that the organization is following. During
the next stage effective training will be offered to the employees regarding the changed
induction plan, the importance of the new induction plan will be cascaded to the employees
and others. Furthermore, the plan before its complete implementation will be implemented

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for a trial period to analyze its effectiveness and the different individuals of the organization
would also offer feedbacks through e-mails regarding their opinion of the plan and also the
changes that they would like in the plan. The final stage would be to make changes in the
plan on the basis of the feedback and also its integration within the culture of the
organization.
Answer (e)
Feedback form for the employees
1. On a scale of one to ten how would you rate the new induction plan which the
organization is currently following?
2. On a scale of one to ten kindly state the extent to which the current induction plan is
being able to convey relevant information to you
3. On a scale of one to ten kindly state the extent to which the current induction plan is
better than the earlier one
4. What are the changes that you would like to make in the current induction plan
followed by the organization?
5. What do you think are the negative aspects of the current induction plan followed by
the organization?
6. What is your opinion of the current induction plan of the organization?
Feedback form for the managers
1. Do you think that the new induction plan is being able to fulfill the goals of the
organization?
2. What is your opinion of the current induction plan of the organization?

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3. What do you think are the negative aspects of the current induction plan followed by
the organization?
4. What are the positive aspects of the new induction plan of the organization?
E-mail
Dear Sir/Madam,
This is inform you that I personally believe that feedbacks are important for the current
induction plan since these feedbacks will highlight the changes that we need to make in this
plan. Furthermore, this will enable us to make the induction plan more in synchronicity with
the needs and the expectations of the employees which will in turn improve their
performance. These in short are some of the major reasons why the organization needs to
collect feedback for the further improvement of the induction plan.
Thank you.
Task 3: Case Study
This is to inform you that the manual system of record keeping that the organization is
currently following for the purpose of record keeping of the documents related to recruitment
is causing various problems. In this regard, I would suggest that the organization take the
help of recent technologies and digitalize the process of record keeping. This would not only
improve the communication process between the organization and the candidates but at the
same time would improve the overall recruitment process itself. Here is a list of top five
technological tools that the organization can use for the improvement of the record keeping
and also the recruitment process-
1. Recruiting software: The use of this software will help the organization to find the
right kind of candidates and that too in a shorter time.

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2. Applicant tracking software: This will help the organization to tract the right kind of
candidates
3. Video interviews: This will reduce the recruitment cost and time for the overall
recruitment process
4. Artificial Intelligence: This is likely to reduce the work burden of the HRs and at the
same time ensure that the right kind of candidates are selected for the job
5. Use of big data analysis: This will help the organization to find the right kind of
candidates among the plethora of candidates who apply for the jobs.
Task 4: Short Answer Questions
Answer 1
It is important to trail forms and documents so as to keep an official record of the
same and also to ensure the fact that the different individuals related to an organization have
access to the same (Rees & Smith, 2017). Furthermore, it is also important to make necessary
adjustments as per the feedback so as to improve the forms and documents and also to make
them more agreeable with the employees.
Answer 2
The staff related to the process of recruitment and selection needs to be briefed about
the current policies followed by the different contemporary organizations and also the
benefits of these processes (Warmerdam, Lewis & Banks, 2015). In addition to this, the
organization can conduct mock or demo versions of these processes so as to offer the right
kind of exposure to these staffs. Furthermore, active cooperation as well as support of the
managers and other members of interview panel is also important for the staff members
related to the process of recruitment and selection.

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Answer 3
Some of the specialists that I would have to access during the process of recruitment
and selection are the managers, team leaders, branch managers and others. I would have to
contact the team leaders since they would give me a brief about the kind of candidates that
they need. In addition to this, the managers would play an active role in the selection of right
kind of candidates.
Answer 4
Outsourcing refers to the process through which an organization transfers a part of
their business enterprise to other places or nations because of better business opportunities
(Slavić, Bjekić & Berber, 2017). This is usually done when the organization wants to expand
its business or for that matter wants to reduce the operational cost and thereby enhance the
amount of profit earned by it.
Answer 5
(a) Anti-Discrimination: As per the “Anti-Discrimination Act” (1991), the organizations and
also the employees are strictly prohibited by the national governments of the different nations
to make any discrimination between the diverse work-force that is a part of their organization
(Ladkin & Buhalis, 2016). This is done to ensure the fact that all the employees of the
organization have access to the same kind of opportunities.
(b) Equal Employment Opportunity and Diversity: The “Equal employment opportunity (eeo)
and anti-discrimination”, “Fair Work Ombudsman” and others ensures the fact that equal
opportunities is being offered to the different employees of an organization regardless of their
age, gender, social or cultural background and other aspects (Rees & Smith, 2017). These at

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the same time ensure the fact that no discrimination is being done among the different
employees of the organization.
(c) Industrial Relations: The relation between the different industries in the nation is being
maintained by “Australian Industrial Relations Commission (AIRC)” and its various acts
(Warmerdam, Lewis & Banks, 2015). These acts state that the different industries are
required to follow the notions of fair trade, ethical behavior and others for maintaining an
effective relationship among themselves/
(d) Workplace Relations: The “Fair Work Act 2009” states that the different organizations
are required to foster the kind of atmosphere in their workplace wherein all the employees
would have access the same kind of opportunities (Slavić, Bjekić & Berber, 2017). In
addition to this, they are also required to deal with all the employees in an ethical as well as
legal manner.
Answer 6
The psychometric tests and skills offer an overview of the key competencies as well
as abilities of an individual. The three important psychometric tests that the recruiters can
utilize are Big Five Personality Test, MBTI and Gallup’s Test (Ladkin & Buhalis, 2016). The
use of these tests would help the recruiters to understand the competencies of the candidates
and also find out whether they would be able to complete the different job roles in an
effective manner.
Answer 7
The most important policies that the organization Woolworths Limited uses are
gender equality, anti-discrimination policy, fair wage policy, industrial relations, workplace
relations and others (Cole, 2004). The primary objective of the organization behind the use of

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these policies is to offer the kind of workplace environment to the employees wherein they
would be able to perform as per their maximum potential.
Answer 8
(a) Hire Staff: The existing employees of the organization are not being able to handle the
work pressure in an effective manner and also complete the different tasks in the stipulated
deadline
(b) Terminate Staff: The existing employees are not being able to perform as per the
expectation of the organization and also there is not enough work for all the employees
Answer 9
It is important to consult the relevant managers for determining future human resource
needs such as hiring and terminating since it is these individuals who are entrusted with the
work of performance management and reviews (Warmerdam, Lewis & Banks, 2015). More
importantly, these individuals are also likely to have adequate information regarding the
amount of work that the concerned organization is likely to have in future.
Answer 10
The most important things to observe are-
 Whether the employees are being able to complete the tasks in an adequate manner or
not
 The behavior of the employees
 Whether they are being able to adjust to the team environment of the organization or
not
 Others

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Answer 11
The use of two way feedback is the best way to ensure the fact that adequate feedback
has been offered to an employee in probation period and at the same time has been
understood by them (Cole, 2004). Furthermore, another indication of the same is the
performance of the employees in the probation period. For example, if they are being able to
perform in an adequate manner then that means that the feedback is working.
Answer 12
There are various kinds of information that needs to be included in an employee
contract like the terms of employment, remuneration, leave policies, compensation,
incentives, release policies and others (Herschberg et al., 2017).
Answer 13
This is important since the new candidates needs to have proper documentation
regarding their new jobs and also to make the job roles and the terms of employment much
more transparent to the new employees.
Answer 14
Assessment center can be defined as a process through the key competencies of the
different candidates is analyzed so as to determine the kind of job roles that would be most
suitable for them (Abraham et al., 2015). Thus, the candidates are required to participate in
different kinds of meetings so as to discuss an actual job-related problem.

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Recruitment and Selection Dilemma: Finding a'Fit'. The Journal of Developing
Areas, 49(5), 335-342.
Cole, G. A. (2004). Management theory and practice. Cengage Learning EMEA.
Herschberg, C., Benschop, Y., & Van Den Brink, M. C. L. (2017). Gender practices in the
recruitment and selection of early career researchers. In Academy of Management
Proceedings (Vol. 2017, No. 1, p. 10584). Briarcliff Manor, NY 10510: Academy of
Management.
Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer
and prospective employee considerations. International Journal of Contemporary
Hospitality Management, 28(2), 327-345.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An
international perspective. Sage.
Slavić, A., Bjekić, R., & Berber, N. (2017). The role of the internet and social networks in
recruitment and selection process. Strategic management, 22(3), 36-43.
Warmerdam, A., Lewis, I., & Banks, T. (2015). Gen Y recruitment: Understanding graduate
intentions to join an organisation using the Theory of Planned Behaviour. Education+
Training, 57(5), 560-574.