Recruitment and selection – The most important HR function

Running Head: HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Name of the Student:
Name of University:
Author Note:

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Table of Contents
Assessment 1...................................................................................................................................3
Answer 1......................................................................................................................................3
Answer 2......................................................................................................................................3
Answer 3......................................................................................................................................4
Answer 4......................................................................................................................................4
Answer 5......................................................................................................................................5
Answer 6......................................................................................................................................6
Answer 7......................................................................................................................................6
Answer 8......................................................................................................................................6
Answer 9......................................................................................................................................7
Answer 10....................................................................................................................................7
Answer 11....................................................................................................................................7
Answer 12....................................................................................................................................7
Assessment Task 2...........................................................................................................................9
Plan for recruitment.....................................................................................................................9
Position description.....................................................................................................................9
Email to the Human Resources Manager..................................................................................10
Job advertisement......................................................................................................................10
Email to the Human Resources Manager..................................................................................13
Interview questions....................................................................................................................14
Email to the Human Resources Manager..................................................................................15
Shortlisting the candidates.........................................................................................................15
Email to the Human Resources Manager..................................................................................16
Email to the successful candidates............................................................................................16
Email to the Human Resources Manager..................................................................................18
Assessment Task 3.........................................................................................................................19
Interview with two candidates...................................................................................................19
Candidate assessment................................................................................................................22
Questions for developing Referee reports.................................................................................22
Selection report..........................................................................................................................23
Email to the CEO.......................................................................................................................23
Email to unsuccessful candidates..............................................................................................24
Reply to the email of the unsuccessful candidates....................................................................24

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Letter of offer.............................................................................................................................25
Email to the successful applicant...............................................................................................26
Email to the CEO and your work team......................................................................................27
Email to the pay department......................................................................................................27
Email to your Human Resources team......................................................................................28
Reference.......................................................................................................................................29

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Assessment 1
Answer 1
For recruitment process, it is important to have the academic certificates and the ID
proof.
In selection process, the resume of the aspirant is required whereas the recruiters also
provide the job acceptance letter as an approval of accepting the job.
The induction process requires a policy documentation of the company and an induction
feedback form where the employees are requested to ventilate their experience regarding the
induction process.
Answer 2
The human resource life cycle is also known as the employee life cycle where it describes
the phases of an employee from the time of his or her employment to the transition. In other
words, Sato, Kobayashi and Shirasaka (202) opined that the human resource life cycle is
contributed enough in the function play of each stages in employment. It is directly attached with
the organisational practice where the role and relevance of each steps of employment will be
analysed and designed. Therefore, it can be stated that the human resource cycle is very pertinent
for a business organisations to focus on the human resource life cycle stage.
In this regard, the role of recruitment and selection is highly pertinent and associated with
a number of important facet. For instance, Brewster (2017) advocated that the role of human
resource management is to facilitate an effective hiring practice so that it can link with the
organisational vision and objectives. Therefore, the HR team must recruit the potential people

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who are seemed to have enough expertise required by the organisation. On the other hand,
Järvenpää, Lanz and Siltala (2018) pointed out that the selection process goes through a lot of
scrutiny because it is always a pivotal practice for the organisation to select people who are best
fitted for the organisation.
Answer 3
The research of Järvenpää, Lanz and Siltala (2018) argued about 5 stages in human
resource life cycle in terms of the recruitment, on boarding, development, retention and
transition. The recruitment stage is associated with the finding the right fit people so that it will
help to meet the objectives of the company. The next phase is resembled with on boarding where
the human resource management is responsible to let the new employees used to with the
organisational environment. Henceforth, an induction will be taken so that the employees
understand the organisational culture and share their valuable feedbacks regarding induction. The
next step is associated with the development and training of the newly employed employees for
not only enhancing their skills and abilities but also encouraging them to go through a career
development process. Furthermore, retention of the employees are also essential part of the
human resource life cycle because employees are considered to be the main contributor of
organisational success. Henceforth, open communication and transparent remuneration practices
are very obvious for the business companies to motivate the employees. The final step is
identified as the transition phase of the employees where they will either get terminated or leave
the organisation for either better opportunity or retirement. Therefore, it is a very sensitive and
crucial stage for the HR team to handle the situation professionally.

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Answer 4
There are three mandatory acts that are enacted to safeguard anti-discriminatory
practices. The commonwealth acts are as follows,
Fair Work Act 2009 which provides safety and flexible working arrangements for the
employees. As a matter of fact, the Fair Work Act 2009 is also entitled to deliver fairness at work
and prevent discrimination against employees (Gelber and McNamara 2016).
On the other hand, Workplace Gender Equality Act 2012 aims to promote equality for
both male and female employees at workplace. The principle objective of the regulation is to
encourage the female employees to participate in employment and reduce the margin of gender
discrimination in workplace.
Apart from that, the Equal Opportunity Act 1984 represents the value of equality in
workplace irrespective of age, gender, race, ethnicity, gender, disability and so on. It can be
stated that the presence of Equal Opportunity Act 1984 helps the employees to get more security
and satisfaction in job.
Answer 5
As far as the Fair Work Ombudsman and the Fair Work Act 2009, it can be stated that the
business companies have to take into consideration of the flexibility and satisfaction of the
employees and by any means pledge to maintain the same. It is important to note that protection
at work is also a fundamental right for the employees and they can influence the company
management by join union or direct approach. Moreover, it is also a pertinent aspect for
safeguarding the rights and privileges of the employees in the form of introducing negotiable