HRM: Recruitment and Selection Policies and Procedures

Running head: HRM
HRM
Name of the Student
Name of the University
Author’s Note

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Table of Contents
3. Analysing the 2000 Healthcare United Recruitment Selection Policy with the 2016
Healthcare United Recruitment Selection Policy.......................................................................2
4. Key areas for each procedure.................................................................................................2
5. Best practise for recruitment and selection processes............................................................3
6. Developing recruitment and selection procedures for...........................................................3
7. Communication plan..............................................................................................................4
8. Meeting with assessor............................................................................................................5
9. Policy and procedure training................................................................................................6
10. Answers to questions............................................................................................................8
a. Describe recruitment and selection method........................................................................8
b. Concept of outsourcing.......................................................................................................8
c. Purpose of employee contracts and industrial relations.....................................................8
d. Summarise relevant legislation...........................................................................................9
e. Importance of terms and conditions of employment..........................................................9
f. Relevance of psychometric and skills testing.........................................................................9
Bibliography.............................................................................................................................11

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3. Analysing the 2000 Healthcare United Recruitment Selection Policy with the 2016
Healthcare United Recruitment Selection Policy
The 2000 Healthcare United Recruitment Selection Policy provides evidence about
the manner in which facilities and procedures that exist in a competitive environment. With
the development of modern facilities and technologies in the health care sectors, it is
necessary to develop facilities that can aid the people. The 2016 Healthcare United
Recruitment Selection Policy provides emphasis on the facilities that are to be developed so
that competitive advantage can be derived. At the same time, the key recruitment to selection
is provided in the 2016 Healthcare United Recruitment Selection Policy.
4. Key areas for each procedure
 Contrary to 2016 policies: The key areas that can be identified in the procedures are
the manner in which recruitment and selection process has improved. At the same
time, the assumption of responsibilities by the managers is also an important factor
that has led to the development of the 2016 policies.
 Outdated compared to current research and practise: The outdated procedure is the
manner in which recruitment of talented individuals are made via only the interview
method. In the current research and practise, analysis of vacant position in
organisations is done and based on the analysis suitable recruitment of people are
undertaken.
 Do not comply with current legislation: The current procedure can comply with the
legislation based on the recruitment and selection undertaken by the organisations. It
is necessary to ensure that the current practises comply with the recent legislation of
the country.

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5. Best practise for recruitment and selection processes
According to Ekwoaba, Ikeije and Ufoma (2015), the best practise for recruitment and
selection processes is to start by analysing vacant position that exists in an organisation. At
the same time, position description need to be provided so that clarity of the requirement can
be maintained. Advertisements via newspapers or social media need to be provided so that
the information of the vacancy reaches the target people. Short-listing of applicants can be
done before the interview method and the applicants need to be analysed based on the
reference check conducted. As stated by Chandor (2017) reference check is important for the
recruitment of the people. Unsuccessful candidates need to be provided with proper feedback.
6. Developing recruitment and selection procedures for
a. vacant position analysis: Vacant position analysis need to be made as per retirements,
resignation and termination of employees based on the rules of recruitment or termination of
employees.
b. position descriptions: The position description includes the required place that is to be
filled. The position description needs to be made as per the requirements of an organisation.
c. advertisements and promotion: The advertisements and promotion need to be made based
on the position available and after careful research of the market related to the position.
d. short listing: The short listing of the candidates based on criteria such as qualification,
experience as well as the skills of the employees are undertaken.
e. interview preparation: The interview preparation need to be related to the position for
which the candidate applies. Relevant questions on the topic need to be asked so that the
candidates can provide proper responses.