Manage Recruitment: HR Policies, Procedures, and Strategies

This article discusses the importance of HR policies, procedures, and strategies in recruitment, selection, and induction process. It covers the steps involved in recruitment, selection, and induction process, and provides templates for successful and unsuccessful letters. It also includes position descriptions, advertisements, interview questions, and staff induction policy.

Running head MANAGE RECRUITMENT
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Name:
Institution:
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Analyze strategic and operational plan and policies to identify relevant HR policies and
objectives
There are various operational and strategic policies and plan that were meant to help the HR
department in creating a good environment between the employee and the employer (Reilly,
& Williams, 2017).
In HR policies, individuals negotiate flexible work arrangements in order to balance off their
private and work commitments. The processes and decisions must be fair between the
employees and the management. Rewards for good performance should be in the policy to
ensure that employees are fully motivated (Batterham, 2014). The policies should also cover
work ethics and conducts which so as to foster good relationship between the employees.
The objective of the policies and strategies is to have a good working environment and
relationship between colleagues.
The policies and procedures in selection, recruitment and induction must include
relevant legislation such as;
Advertising- policies and laws should be set to give any opportunity in vacant position
recruitment and publicity. This will eventually lead to selection of the best personnel when
the candidates get enough time and information to apply (Brewster, & Hegewisch,2017).
Merit- the hiring and recruitment selection should ensure that desirable criterion is followed
to ensure a policy on merit. Applicant’s skills, behaviors and knowledge should be matched
in relevant vacancy. The selection should be without bias and discrimination (Purohit, &
Martineau,2015).

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Confidentiality- recruitment policy should be done using the utmost confidentiality. There
should be no collusion between the candidates and the recruiting team (Foreman, 2017).
Purpose and scope- any entity should have commitment of scope and purpose to induction
after selection and recruitment of its staff. Induction processes should be effective (Nath,
2016).
Develop a step by step procedure to be followed for recruitment, selection and induction
process.
The steps includes
1. Vacancy identification
2. Position description and evaluation need
3. Development of recruitment plan
4. Search committee for selection process
5. Implementation and recruitment plan
6. Applicants review and short listing process
7. Conducting of interviews
8. Hire
9. Finalize the recruitment process
10. Induct the successful applicant.
Identify need for recruitment.
The main reason for a recruitment policy in an organization is to ensure that there is a
transparent and fair selection process and to ensure that the right candidate is selected.

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 Once policies and procedures are developed, in a simulated work environment, obtain
support on these policies and procedures from your senior manager (Your assessor or
colleague can act as a senior manager).
The principles, policies and strategies in human resource must be centered on the principle of
fairness. The organization implements, develops and evaluates HR policies and strategies that
are intended to create a good working environment (Garimella, & Paruchuri, 2015)..
 Develop Position Description to be used for the advertising purpose for the following
positions in VTI Group: Administration Manager, Marketing Manager and Training
Manager and Finance Manager.
Position description for the position of ; Administrative manager; Marketing manager ;
training manager and finance manager
A qualified person with 15 years of managerial experience, in either marketing,
administration, finance or training.
A post graduate degree in relevant field.
Demonstrated experience in the field
Ability to communicate properly both in orals and in written form.
Highly effective.
 Develop an advertisement each for the above mentioned positions which are to be
posted on job portals.

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Administrative manager position
A qualified person with 15 years of managerial experience, in administration.
A post graduate degree in administration field.
Demonstrated experience in the field
Ability to communicate properly both in orals and in written form.
Highly effective.
Marketing manager
A qualified person with 15 years of managerial experience, in marketing.
A post graduate degree in marketing field.
A member of marketing professional body
Demonstrated experience in the field
Ability to communicate properly both in orals and in written form.
Highly effective.
Training manager
A qualified person with 15 years of managerial experience, in training.
A post graduate degree in relevant field.

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Demonstrated experience in the field
Ability to communicate properly both in orals and in written form.
Highly effective.
Finance manager
A qualified person with 15 years of managerial experience, in finance.
A post graduate degree in relevant field.
A member of a professional body
Demonstrated experience in the field
Ability to communicate properly both in orals and in written form.
Highly effective.
 List the specialists you can consult in HR processes
1. Career resource specialists
2. Human resource specialists
3. Healthcare and technical assistance specialist
4. Government record specialists
5. Labor relations specialists
6. Tax specialists

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 In a simulated work environment, advertise your jobs to two other colleagues.
An opening has hereby been advertised for internal recruitment for the position of chief
accountant. The qualifications are 4 years of experience in accounting, an accounting degree
and a professional course. The application ends after four days (Hegewisch, &
Brewster,2017).
 What form of training and ongoing support you will provide to all individuals
involved in recruitment, selection and induction processes?
The training and support is to make sure that they know the roles of the accounting
department and the chief accountant position. Train on revenues and income statements. They
should also be trained on how to ask questions during recruitment (Hunter, Saunders, &
Constance, 2016).
 Develop a set of at least 10 questions you would be asking in an interview from each
candidate for above mentioned positions. Please note that the questions must be position
specific and no more than 4 general questions.
1. When did you work for the last company, the starting and ending date?
2. Why did you leave the company?
3. What was your starting salary and ending salary?
4. Did you get along well with the management and your colleagues?
5. What were your strengths and weaknesses as an employee?
6. What is the marketing strategy you use for the company you work for?
7. Name the accounting cycle?
8. What strategies would you use to ensure efficiency in your department?

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9. What is the mission, vision and defining statement for this company?
10. What are the dates for payments of relevant statutory deductions and the fines
imposed for late payments?
 Prepare a set of at least 5 questions you would be asking in conducting reference
checks.
11. When did you work for the last company, the starting and ending date?
12. Why did you leave the company?
13. What was your starting salary and ending salary?
14. Did you get along well with the management and your colleagues?
15. What were your strengths and weaknesses as an employee?
 Develop a template for an unsuccessful letter which you are required to send to all
unsuccessful candidate.
Dear applicant,
Thank you for your interest in the position advertised by VTI Company. However, we wish
to inform you that you were unsuccessful in the interview conducted on Wednesday. Thank
you for showing interest and we wish you all the best in your career.
Yours faithfully,
HR and Recruitment manager.

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 Develop a template for successful letter which you are required to send to all
successful candidate. The successful letter should include but not limited to: o Terms
and conditions and its importance o Date of joining o Position and roles and
responsibilities o Reporting person o Remuneration
Dear Applicant,
We are delighted to tell you that you were successful for the position you applied for. We are
happy to engage you further as our employee for the position of chief finance officer. The
reporting date will be the second day of June next month. All the functions of a chief finance
officer and the roles are attached in the contract. Your remuneration will be $30,000 a month.
Yours faithfully,
HR and Recruitment manager.
 Develop staff induction policy.
The importance of the induction process is to ensure that the company assists the new
employees to settle well in their environment and only applies to work place conduct and
ethics. The induction process are well conducted, planned and evaluated in order to benefit
both the employer and employee.

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References
Batterham, P. J. (2014). Recruitment of mental health survey participants using Internet
advertising: content, characteristics and cost effectiveness. International journal of methods
in psychiatric research, 23(2), 184-191.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human
resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Foreman, J., Keel, S., van Wijngaarden, P., Taylor, H. R., & Dirani, M. (2017). Recruitment
and testing protocol in the National Eye Health Survey: A population-based eye study in
Australia. Ophthalmic epidemiology, 24(6), 353-363.
Garimella, U., & Paruchuri, P. (2015). ^ 2: An Agent for Helping HR with
Recruitment. International Journal of Agent Technologies and Systems (IJATS), 7(3), 67-85.
Hegewisch, A., & Brewster, C. (2017). Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Routledge.
Hunter, I., Saunders, J., & Constance, S. (2016). HR business partners. Routledge.
Nath, C. D. (2016). Analysis of recruitment process Lafarge Surma cement Ltd.
Purohit, B. A., & Martineau, T. M. (2015). 068: RECRUITMENT, PLACEMENT AND
TRANSFER POLICIES AND PRACTICES FOR GOVERNMENT DOCTORS IN INDIA:
ARE THEY PEOPLE CENTRIC?.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An
international perspective. Sage.
Reilly, P., & Williams, T. (2017). How to get best value from HR: The shared services
option. Routledge.

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