Recruitment, Selection, and Induction: Documentation and Process

This document discusses the documentation required and the process of recruitment, selection, and induction in organizations. It highlights the importance of avoiding discrimination in recruitment and explores the channels used for recruitment. The document also delves into the use of digital technology in the workplace for staffing requirements and discusses different interview techniques and selection processes used in organizations.

Running head: LEADERSHIP IN BUSINESS
Leadership in Business
Name of the Student
Name of the University
Author Note

1LEADERSHIP IN BUSINESS
Task 1:
1. Documentation required for recruitment, selection and induction
There are certain areas of documents that every workplace or the organization should care
about when recruiting, selecting and providing induction program to students. Organization
should provide a copy of Fair Work Information Statement, which means that the Fair Work
Act mandate should be provided to employees before or after employment has commenced.
Some other important documents such as copy of employment contract, description, personal
details, Tax File Number, superannuation product, choice super fund, collection of some
policies.
2. Process of recruitment and selection in the organization
In general, it can be added that recruitment is more of a process which helps to find and
attract the potential resources for filling up vacant positions in an organization (Kumari
2012). This process particularly source the candidates with the abilities and attitude, which
are needed for achieving the objectives of the organization. Organization follows the
requirement of identifying the job vacancy first. This means the type of tasks required to be
done are identified and then on the basis of identification, appropriate job roles are designed.
It has been identified that like every other areas of business, human resources has also an
unique life cycle, rather than paying attention to the biological aspects of development, HR
life cycle could include some specific stages such as Recruitment, Education, Motivation,
Evaluation and Celebration.
3. Type of information required for the induction program
HR manager of the organization may like to arrange an employee induction program to
include sessions with different members so that they can explain their role as well as their
teams’ role with respect to business’ activities. Induction program requires the details of any

2LEADERSHIP IN BUSINESS
occupational pension scheme, a copy of any techniques as well as employee handbooks,
uniforms and standard equipment they might require to perform their job. The candidates will
also be communicated about the health and safety policy. Employees should be provided with
the copy of business’ health and safety policy (Ash, Hodge & Connell, 2013). When it comes
to providing the induction program, HR manager or assistant HR manager delivers the
induction program.
4 . Discrimination in recruitment and selection
It has been identified that discrimination is the unfair as well as unequal treatment of
an individual as they possess a particular protected characteristics. Equality Act was passed to
combine almost 116 isolated pieces of legislation into a Single Act. To ensure that the
discrimination is not there in the workplace, the principle of Equality Act 2010 should be
followed by HR managers and supervisors when recruiting or selecting people (Ekwoaba,
Ikeije & Ufoma 2015). HR managers of the organizations have to ensure that individuals are
protected from the unfair treatment. All managers and supervisors, HR personnel should treat
every individual with fairness, dignity, and respect irrespective of any sort of differences.
According to The Equality Act 2010, HR managers should not discriminate when deciding
who to employ and HR manager must not discriminate against an employee during the
employment with the organization (Bryson 2017).
5. Channels of recruitment
In order to disclose the job recruitment and attract candidates organization leverages the
digital platform where access to audience is open. In order to disclose the information related
to job vacancy and hiring, organization presently uses the website of Seeker.com,
careerone.com, and au.jora.com and several others of the same category. These platforms are
effective because the websites are digital platforms visited by millions of users on weekly

3LEADERSHIP IN BUSINESS
basis. In SEO ranking websites holds the top position in terms of ranking of websites which
imply that platforms have tremendous popularity. According to Bhoganadam and Rao (2014)
recruitment advertisement is the means of disseminating the news of recruitment techniques
through multiple media, which could vary with respect to newspaper ads, to more mainstream
means of internet.
6. Digital Technology used in the workplace to access, enter and retrieve information
for staffing requirement
It has been identified that digital skills are essentially highly valued and in the coming
days, digital skills could be valued. Digital skills make the workplace a simpler to navigate.
Workplace in today’s contemporary business environment, organizations tend to use
augmented reality, wearable tech and big data to access, store and manage and retrieve data
accordingly (Oldham & Da Silva, 2015). For example, the wearable technology is often used
to enable employees to secure entry to pass the information between employees on the basis
of demographic and geographical information. Presently, the organization is adding virtual
on-boarding experience solution. This often helps to gain hands-on experience to learn more
to do some particular tasks and activities. On the other side, the organization is also involved
in digital platforms such as promoting organizational products and services to digital
platforms, disclosing the details of job and job role on special media platforms (Colbert, Yee
& George 2016). Moreover, digital platforms are also used to receive feedback from the
audiences belonging to distant locations.
7. Application of different interview techniques and selection process in the
organization
It has been identified that interview is the most integral part of recruitment technique and one
to one contact could provide an in-depth impression of how individual a candidate could

4LEADERSHIP IN BUSINESS
perform on the job. Thus, Findlay and McCollum (2013) mentioned that getting the most out
of interviewing is more of a combination of preparation, suitable questioning and listening.
Even though there are several techniques involved in the process, organization presently
follows the criteria based techniques as the major benefit associated with this is the way in
which it indicates the range of candidate performance in different areas. This method is
widely applied by organization by constantly testing applicant’s knowledge through a series
of rigid and structured questioning. The firm fist goes through the preparation stage. This
preparation stage follows a number of factors like personal preferences, different objectives
as well as past experience of the organization which is combined to influence techniques
implemented.
In this context, Waughray (2014) commented that planning carefully as well as employing
strenuous questioning and listening techniques could implement all of these methods. The
next step is about the requirement, which is about the job specification. In this stage
organization looks for the type of skills it requires, the major duties of the position and the
scope for the career progression. The firm often determines the type of characteristics it is
looking for; this means the firm has to outline some particular requirement when
implementing this stage. The following stage is about analysing CV and application form in
advance. In the written details of the applicant, the firm has highlighted the strengths and
weaknesses. This means that CV could also emphasise any gaps or the issues that are
required to be addressed. Organization also discover more about the organization that
applicant has worked for. Hence, the candidate must have to be questioned about his/her
previous role; for example if the individual was a supervisor, he/she has to ensure that how
many candidates were supervised.
It can be mentioned that interview room is another significant requirement because to
receive the most out of the applicant, it is highly important to put him or her at ease. The

5LEADERSHIP IN BUSINESS
organizations tend to choose a room where it will not be disturbed. It is certain that an
informal setting could put candidates at ease. For example, the brand might have to set two
chairs at a low table which could be far less threatening. The next step is about the agenda
which means the agenda developed for the interview. This might help the firm to stay within
the time limit and keep the firm focussed on the activities, it is planning to do.
Task 2: Case Study-
1.
It has been identified that managing finance is the root of all major business decisions and
this could be crucial to the success of organization in the range of sectors. It is certain that a
financial manager is responsible for providing financial guidance and support to clients and
colleagues; thereby they could make effective and sound business decisions. So, as the
financial manager, thee individual need to make good head for figures and for dealing with
the complex modelling and analysis. Brand needs to have skills on some commercial and
business awareness, excellent communication and presentation skills, analytical approach to
work. Financial manager needs to gain the skills of problem-solving skills and initiatives.
Manager needs to have knowledge and skills about the time management skills and ability to
prioritise.
2. It should be noted that management success should rely on treating the staff effectively.
The organization mist have to abide the legal obligations as an employer is the initial place to
start. The organization mist have to comply with the federal law, state and territory laws, and
industrial laws. Organization, as the legal obligation must have to pay employees the correct
wages, provide employees with the pay slip and reimburse employees for work related
expenses.

6LEADERSHIP IN BUSINESS
3. Finance manager must have some certain skills and knowledge about the job role. Firstly,
the individual must have the qualification about the position with solid accuracy and finance.
The organization mist have to gain understanding about the economics, mathematics and
statistics.
4.
We are looking for a reliable Finance Manager which will analyse regular financial activities
and subsequently provide advice and guidance to upper management on the future plans.
Responsibilities
 Generate and provide financial reports and interpret financial information to
managerial employees while recommending further course of actions
5. a). The position will be advertised in the digital platforms such as seeker.com and social
media platforms such as Facebook, Linkedln
 b). the candidates will be hired during closure of the year
 c). the advertisement will be approved by senior HR manager of the organization
 d). HR personnel will be included in the selection panel
 e). Written test and face to face discussion will be conducted
6.a) I would go through the job requirement first and then I sort the CV on the basis of skills
and qualification mentioned in Candidates’ CV
 b). I would allocate 1 hour for each interview
 c). First, I will prepare the job requirement and then I will analyses the vacant position
and eventually design the interview process.
 d). Three major document I will ask for such as applied application letter, CV,
personal information document

7LEADERSHIP IN BUSINESS
7.
First I would complete the task of analysing the job requirement. Thereafter, I will prepare
the job role and write the description of the jobs. The next step is about preparing the
advertisement of the job which will be presented in the advertising portal and eventually the
candidates will be asked to come for the interview
8. Interview questions
i). How do you manage the financial responsibilities in the job?
ii). What is that best area in finance you mostly prefer in your job?
iii). For how long have you been working as the financial manager?
iv). What was your previous job position?
V). How effectively do you manage pressure in the workplace?
vi). How do solve workplace issues and make decisions?
9. There are three areas that we will consider when analysing or selecting a candidate; firstly,
I would judge the communication skills of the candidates, another significant area how
effectively the candidate is explaining his/her regular duties and responsibilities of the job
and thirdly, we will see the real-world experience of the candidate.
10. i). What relation the candidate has with the referee?
ii). Does the candidate have any sort of crime record?
iii). Is the candidate dedicated about anything in his/her personal life?
11. Dear Candidate,

8LEADERSHIP IN BUSINESS
We are glad to inform that you are selected for applied position in our company. We would
like to join our team for achieving our organizational purpose. We wish you good luck for the
same.
12.
Dear Candidate,
We are sorry to inform you that your skills do not match with our job requirement. We
would encourage you to apply in next year.
13. I would request the respective employee to make and table with a set of columns
mentioning the start data, type of employment contract, shift timing, salary offered and
incentive structure
14.
 Type of employment contract
 Pay scale
 Job location and position
 Reporting staff
 Health and Safety policies
 Medical coverage offered by the firm
 Salary Account details

9LEADERSHIP IN BUSINESS
Task 3: Role play
Person A: Hi, please have a seat
Person B: Thank you sir,
Person A: Please tell me something about yourself
Person B: Well, I am john, I have completed my Masters’ in finance, I would like to
gain some real-world experience in job. So, I am looking for a job that fits my
expectation
Person A: Why do you think this job is a right choice for you?
Person B: As I have completed my Master’s in Finance, I believe that any job that is
based on finance can help me to gain real –world experience
Person A: Do you have a previous job experience?
Person B: No
Person A: Okay, How would you manage job pressure at work?
Person B: I will try to rely on my patience
Person A: Okay, we will get back to you soon

10LEADERSHIP IN BUSINESS
References
Ash, R., Hodge, P., & Connell, P. (2013). The recruitment and selection of principals who
increase student learning. Education, 134(1), 94-100.
Baert, S., Cockx, B., Gheyle, N., & Vandamme, C. (2015). Is there less discrimination in
occupations where recruitment is difficult?. ILR Review, 68(3), 467-500.
Bhoganadam, S. D., & Rao, D. S. (2014). A study on recruitment and selection process of Sai
Global Yarntex (India) private limited. International Journal of Management
Research and Reviews, 4(10), 996.
Bryson, A. (2017). Pay equity after the Equality Act 2010: does sexual orientation still
matter?. Work, employment and society, 31(3), 483-500.
Colbert, A., Yee, N., & George, G. (2016). The digital workforce and the workplace of the
future.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Findlay, A., & McCollum, D. (2013). Recruitment and employment regimes: Migrant labour
channels in the UK's rural agribusiness sector, from accession to recession. Journal of
Rural Studies, 30, 10-19.
Holm, A. B. (2012). E-recruitment: towards an ubiquitous recruitment process and candidate
relationship management. German Journal of Human Resource Management, 26(3),
241-259.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC
Global. Industrial Engineering Letters, 2(1), 34-43.

11LEADERSHIP IN BUSINESS
Lee, S. Y., Pitesa, M., Thau, S., & Pillutla, M. M. (2015). Discrimination in selection
decisions: Integrating stereotype fit and interdependence theories. Academy of
Management Journal, 58(3), 789-812.
Oldham, G. R., & Da Silva, N. (2015). The impact of digital technology on the generation
and implementation of creative ideas in the workplace. Computers in Human
Behavior, 42, 5-11.
Timming, A. R. (2015). Visible tattoos in the service sector: a new challenge to recruitment
and selection. Work, employment and society, 29(1), 60-78.
Waughray, A. (2014). Capturing caste in law: caste discrimination and the Equality Act
2010. Human Rights Law Review, 14(2), 359-379.
Wilson, C. (2013). Interview techniques for UX practitioners: A user-centered design
method. Newnes.