Manage Recruitment and Selection Process

Running head: Manage Recruitment and Selection Process
Manage Recruitment and Selection Process
Name of the Student:
Name of the University:
Author note:

Manage Recruitment and Selection Process1
Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Task1................................................................................................................................................3
Recruitment and Selection process Best Practices......................................................................4
Develop recruitment and Selection Process Policy.....................................................................4
Draft communication plan...........................................................................................................8
Questions and Answers of Recruitment and Selection................................................................9
Concept of Outsourcing.............................................................................................................10
The Purpose of Industrial Relation and Employee Contracts....................................................10
Legislations Regarding Recruitment and Selection...................................................................10
Importance of Terms and Conditions of employment...............................................................11
Relevance of Psychometric test.................................................................................................11
Task 2.............................................................................................................................................12
Recruit and Selection Staff........................................................................................................12
Part A: Plan Staffing..................................................................................................................12
Evidence of consultation............................................................................................................14
Part B: Conducting Recruitment and Selection........................................................................14
Recruitment and Selection Action Plan.....................................................................................15
Advertisement for recruitment...................................................................................................16

Manage Recruitment and Selection Process2
JOB Offer Letter (as evidence)..................................................................................................17
Task3..............................................................................................................................................18
Induction program.....................................................................................................................18
Conclusion.....................................................................................................................................21
Reference and Bibliography..........................................................................................................22
Appendix........................................................................................................................................23

Manage Recruitment and Selection Process3
Introduction
The current report is based upon the case study of United Health Care recruitment and
selection process. The purpose of the study is to develop recruitment and selection policies and
procedure of United Health Care (Brown et al., 2019).
Discussion
Task1
Identification of key areas
Time frames
The identification of the key areas is identified by comparing between 2000 healthcare
united recruitment and selection policies and guidelines with the 2000 policy where the
organization manager consult with the HR. This approach helps the manager to undergo
effective recruitment and selection process which could save company’s resources and time
(Mbemba et al., 2016). The timeframe for the recruitment and selection process for United
Healthcare is 2 to 3 weeks maximum. On the other hand the 2000 policy has eight procedure in
total and which would take more time. The vacant procedure position process require 2 to 3 days
of timeframe. The second procedure is the position description which estimated to have a
timeframe of three to five days. The third procedure is advertisement which is estimated to have
a time frame of 20-25 days. Short-listing is the next procedure which is of time-frame not more
than 5 days. Interview is the next procedure, the interview is continued for 1 to 2 days. The after
math step is reference check which has a time-frame of 1-2 days, it depends on the number of
candidates selected for interview. Job offer is the last procedure for recruitment and selection
process. The time-frame is 1 to 5 days. After all procedures are completely the human resource

Manage Recruitment and Selection Process4
manager relies to the unsuccessful candidates in Healthcare United by conducting a small
meeting with the candidates. The 2016 recruitment and selection will take less time that is 2-3
weeks maximum. But 2000 recruitment and selection process used to take 35 days to complete
the whole procedure.
Recruitment and Selection process Best Practices
 The best practices for recruitment and selection process are:
 Ensuring security and privacy for candidates who have applied for the job
 Putting more emphasis on diversified recruitment and selection process that is biased free
process.
 Keeping proper track of the candidates information
 The organization must adapt more agile hiring methods.
 Social media engagement fosters effective advertisement for recruitment and selection of
candidates.
Develop recruitment and Selection Process Policy
Vacant position analysis
The vacant position analysis takes two to three days. The vacant position is analyzed
when a position becomes vacant and the organization is in need to fill to the vacant position
therefore, undergoes recruitment and selection process. This responsibility has been shifted to
manager from the human resource level in order to position right candidate in the right job
position.

Manage Recruitment and Selection Process5
The manager needs to notify HR bout the vacant position and request for the vacant position
form. The aftermath process is reviewing the position the manager gives permission for
recruitment process.
Position description
The position description is considered as the most critical and important aspect of the
process. The position description usually take minimum 3-5 days for development and
validation. The manager is well concerned with the description of the position. Appropriate
description helps management to get potential candidate for the job. The position description
includes the following:
 Title of the position
 Main objective
 The qualifications required
 WHS component
 Terms and conditions
Advertisement and promotion
This procedure takes around 20-25 days’ timeframe. For assessing advertisement the Senior
Management needs to authorize to publicly advertise the job description. The advertisement
takes place internally for about 10 days then, it is done externally for 10 days in Healthcare
Unites newsletter on internet. HR sends the newsletter to the publications department to post on
the internet. The HR creates the advertisement for authorized external print media, this is done
after internal advertisement is executed.
Short-listing