Recruitment and Selection Process Analysis

This assignment requires an in-depth analysis of the recruitment and selection process. Students need to evaluate the effectiveness of current practices, identify areas for improvement, and propose solutions. The analysis should cover various aspects, including legal considerations, best practices, and the importance of employee training in relation to the new recruitment and selection process.

Manage Recruitment Selection and
Induction Processes-BSBHRM506
Task 1
Student Name: Student ID:
Subject Name: Subject ID:
Date Due: Professor Name:
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Table of Contents
1.0 Task 1: Develop recruitment and selection processes.....................................................................3
Introduction.............................................................................................................................................3
Recruitment and Selection Policy and Set of Procedures........................................................................3
Policy statement:...............................................................................................................................4
Purpose:.............................................................................................................................................4
Recruitment and selection process................................................................................................5
9. Feedback to unsuccessful applicants......................................................................................12
Develop a draft Communications Plan...................................................................................................12
Questions & Answers:...........................................................................................................................13
Reference Lists..........................................................................................................................................17
Appendix...................................................................................................................................................18
Appendix 1: Training Evaluation Form...................................................................................................18
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1.0 Task 1: Develop recruitment and selection processes
Introduction
The case study concerns Healthcare United in Victoria and NSW. The organisation
employs 1,500 professionals and plans to expand its operations in Hobart with 500
employees. The organisation aims at becoming one of the leading healthcare providers
in Australia and plans to employ best qualified personal to cater to patient needs (Knuth,
2014). The organisation aims at following innovative practices with best of facilities
across competitive environment. In order to hire such suitable levels of employees for
the organisation there are a few sets of recruitment and selection based policy
designed. All procedures for recruitment has been developed in accordance such as to
cater to best possible types of service.
Recruitment and Selection Policy and Set of Procedures
There are a range of procedural analysis for the purpose of recruitment and selection,
which also analyses vacant positions (Beard). Apart from step by step procedure to
develop and cater to recruitment and selection procedures, there is a procedure to
provide feedback across unsuccessful candidates as well. Thus, the case clearly
mentions and describes recruitment and selection procedures defining roles and
responsibilities for each and every personnel in the organisation.
The following are the new recruitment and selection policy for the organisation,
complying with organisational, legal and policy requirements.
Primary aspects of the recruitment and selection procedure includes;
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 Managers within the organisation will contribute in key roles in recruitment and
selection. They will also provide induction and training to new employees and
staffs
 The operating HR department functional
● HR department will have limited support in this role
● time duration for recruitment and selection will extend to three weeks
● for vacant position or new positions, position analysis will be conducted
● internally and externally vacant and new positions will not be advertised excluding
special exemptions where candidates needs to apply on online advertisement
● the general manager needs to approve internal recruitment prior to its
commencement
● trained selection panel will need to conduct interviews
● manager needs to conduct reference checks conducted of selected of staff
● An equal opportunity employer is subject to Healthcare United.
Recruitment and Selection policy and procedures
Policy statement:
Healthcare United aims to include best possible healthcare professionals by providing
equal opportunity employer.
Purpose:
The recruitment and selection process ensures that Healthcare United professionals
consists of human resources who can provide effective services.
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The organisational strategies, best practice and relevant legislation are incorporated for
recruitment and selection processes in Healthcare United.
Recruitment and selection process
The recruitment and selection process includes the following procedures:
1. Vacant position analysis
2. Position description
3. Advertisement
4. Short-list applicants
5. Interview preparation
6. Interview applicants
7. Reference check
8. Job offer
9. Feedback to unsuccessful applicants.
Vacant position analysis
Analysis of vacant position as to be analysed to make sure requirement of the vacant
position.
Manager
Estimated timeframe: A week.
In case of a vacant position the following procedure must be completed.
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Procedure
1. Post requesting ‘permission for position form’, manager notifies HR about vacant
position.
2. Position that needs to be filled is analysed and submitted to HR department,
Manager then completes their section of ‘permission to recruit form’ stating
reasons.
3. Rest of ‘permission to recruit form ’Position needs analysis conducted by HR
department.
Note: HR needs to consult with manager regarding position.
4. Approval by senior management on completed ‘permission to recruit form’ has to
be obtained.
5. Exploring implications, options, legislative and award requirements has to be done
prior permission is obtained by HR department.
6. A format for legislation and terms of services needs to be prepared by HR
department for each position.
 position descriptions:
Successful recruitment and selection procedures requires position description as an
important prerequisite.
Estimated development and validation timeframe: A week to two weeks.
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Procedure
1. A position description template is used for Position descriptions and it is
developed by HR department. It include:
a. position title
b. key objective
c. qualifications required
d. WHS component
e. terms.
Note: Senior management to sign on position description to provide necessary
permission. HR can in consultation with manager regarding position description
might ascertain posts.
 advertisements and promotion:
Healthcare United’s advertising policy: Authorization from senior management is
necessary for all positions. An internal advertisement for a minimum of ten working days
in the HU newsletter has to be published prior to being advertised externally.
The newsletter is distributed via the intranet every Monday along with hard copies are
placed on noticeboards or dashboards in offices and lunchrooms.
Timeframe: 1 month.
Procedure
1. An advertisement in HU newsletter on intranet by the HR department.
2. HR provides the advertisement in the intranet and also internet parallel.
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3. Authorised external print media advertisement is created by HR.
4. HR arranges to print in external media post advertising internally for a period of 1
month.
5. Each type of advertisement has to highlight key aspect of the job role along with
employer credibility and success with previous employees.
 shortlisting:
Elimination is undertaking during Short-listing. Internal along with external candidates
are interviewed by Healthcare United prior to eliminating them.
Timeframe: 2 weeks to 1 month.
Procedure
1. Administration staff has to take all CVs and then give to HR department for
reviewing them.
2. All position description and advertisements has to be read by HR.
3. A division into ‘yes’, ‘no’ and ‘maybe’ files of external applicant’s résumé has to be
read by the HR.
4. Complete short-list chart for external applicants can be declared and decided post,
HR analysis of ‘yes’ and ‘maybe’ resumes.
5. A completed short-list chart is prepared posts HR analyses all internal applications
and providing equal opportunity to all.
6. A database with past and present applicants is prepared to assist the organisation
for all further vacancies and interview positions.
7. Shortlisted external applicants along with internal candidates are integrated by HR.
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8. All external applicants who are not short-listed are sent a standard letter by post
email. HR organises administration staff to deliver the functionality accordingly.
 interview preparation:
All interviews are conducted at head office only by Healthcare United by
accommodating interviewing selection technique. Healthcare United appoints a panel of
HR personnel along with a manager from the related department to interview applicants
Timeframe: interview preparation 1 week maximum.
Procedure
1. Administration staff at head office has responsibility given HR to organise:
a. quiet location, comfortable and with proper sitting capacity
b. the interview panel has to be provided with food and beverages
c. in accordance to candidates availability interview schedule has to be set.
2. Interview documentation has to be organised with HR including:
a. description position
b. shortlisted candidate resumes has to be provided
c. police record form has to be checked for consent
d. HR members of Interview panel has to provide standard interview questions
e. for interviewers an interview assessment forms
f. For purpose of documentation a checklist will be used.
3. HR organises interview panel: three members of HR department and a manager r
from the job-related department with chairperson being one of the HR members.
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Note: For recruitment it is mandatory that the staff member from the job-related
department is have relevant experience in the domain.
4. All the staff member are requested to take their role as an ‘expert’ and think of
three job-related interview questions and to provide it to the Chairperson (HR).
 interviewing applicants:
Only at head office interviews are to be conducted. Interviews will be 40 minutes in
duration with a five-minute break in between. 10 interviews will be conducted in a day
and nothing more than that.
Timeframe: Two to three days depending on number of applicants interviews will be
scheduled.
Procedure
1. After introduction candidates are greeted by the Chairperson.
2. Interview opening is done by Chairperson.
3. A series of standard interview questions is asked by panel to applicants as adviced
by HR members.
4. Job-related departmental managers will asks three questions.
5. Whether applicants have any questions are asked by Chairperson.
6. The candidate is informed regarding the process by the Chairperson.
7. The candidate is thanked for attending the interview by the Panel.
8. Interview assessment is then completed by the Panel.
9. Selection of applicants are done by the Panel.
10. Subject to reference check approval is gained from senior management.
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 reference checks:
An important part of the selection process consists of Reference checks. Both internal
and external applicants are reference checked by the HR department of Healthcare
United.
Timeframe: 1 week depending on number of applicants.
Procedure
1. The main manager/referee should be contacted over Phone workplace of
applicant.
2. Purpose of call is explained by self-Introduction, and that of organisation.
3. Applicant’s knowledge and skills is questioned by standard format.
4. The applicant’s personality is questioned.
5. Opinion of applicant’s standard of work is asked from pertinent manager.
6. All questions pertaining to problems with applicant has to be asked.
7. The references has to be discussed with other HR person on interview panel.
 job offer:
After Reference check, Job offer is made to appropriate candidates.
Timeframe: 1 week.
Procedure
1. A written contract with terms and conditions is arranged by HR department.
2. Post employee contract to applicant is done by Administration department.
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3. New employee advice regarding induction program is conducted posts receipt of
signed contract from HR posts.
9. Feedback to unsuccessful applicants
All unsuccessful internal applicants has to be provided with feedback in individual
meetings along with a member of the HR department Healthcare United. A feedback
helps building proper image for the organisation by employers.
Timeframe: 1 week depending on number of applicants.
Procedure
1. Scheduling of a 30-minute meeting with each unsuccessful internal applicant is
undertaken by administration in accordance to directives provided by HR
department.
2. Feedback meetings with unsuccessful internal applicants is conducted by HR
department representative.
3. Unsuccessful external applicants are offer feedback by HR department
representative over the phone.
4. Hard copies of notes regarding unsuccessful applicants is filed by HR department.
Develop a draft Communications Plan
Employees and staffs within the organization has to be informed regarding the new
recruitment and selection policy as well as procedures. Communication Plan for
informing them has to be devised and draft. The communication plan needs to include
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written as well as verbal procedures (Compton, 2009). Written mailers and letters has to
be sent out to all employees and staffs such that they come to know regarding various
procedures and policies. Policies and procedures has to be pinned to billboard such as
to make it visible. Critical section of the policies has to be highlighted such that they are
not easily omitted. A communicating seminar that highlights major points regarding the
policies and procedures will be provided. The training or seminar will provide written
handouts to participants such that they can understand the relevance of discussion. The
step by step communication plan would first encompass first written mode of
communication and then a verbal seminar highlighting the key points.
Questions & Answers:
 Describe recruitment and selection methods, including assessment
centres
Recruitment and selection methods encompasses a wide range of procedures that
is engaged to bring a suitable personnel into the organisation. The scope of
recruitment pertains to attracting potential candidates towards the organisation
(SAVE, 2011). Selection is a procedure that is used to match suitable candidates
to organisation’s vacant positions. Recruitment method involves the process of
motivating employees to apply. On the other hand, selection is taking candidates
from the pool of employees into the organisation. Assessment centres are places
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where candidates applying for a vacant position is selected for the organisation. It
is at these centres that tests and other procedures required to check an employee
are instilled.
 Explain the concept of outsourcing
Outsourcing involves procedure whereby non-critical functions of a company is
given to an outside company, who can perform the same with competency and at
a low costs. The outsourced company performs the task and delivers it to the
company placing the order. The company that has outsourced its functionality
derives from costs advantage and efficiency of the product made within
reasonable time frame.
 Describe the purpose of employee contracts and industrial relations
Employee contracts encompass key elements of employment. It includes terms of
employment as employment period, duration of job hours, roles, responsibilities
and other necessary tasks that needs to be performed by employee (Maidment,
2011). The key purpose of employment contract is to make clear roles and
responsibilities, by reducing any conflicts in the future regarding the same.
Industrial relations on the other hand encompasses relation of the organisation
with that of an employee, labours, staffs and so on. It includes human resource
trends and has aspects pertaining to managing such relations. It includes
collective bargaining procedures, grievance handling, decision-making and other
attributes between worker unions, trade unions and the employer. The purpose of
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industrial relations is to be able to effectively handle worker, employees and other
staffs without hampering productivity of the organisation.
 Summarise relevant legislation, regulations, standards and codes of
practice that may affect recruitment, selection and induction
Recruitment, selection and induction might be affected by a number of legislations,
regulations, standards and code of practice. Worker’s health and safety Act, Anti-
Discrimination law, Employee Minimum Wage Act, Employee Equality Act are
some pertinent legislations that has to be taken into consideration. These
regulations are in turn made into standards or code of practice which are
incorporated while recruitment, selection and induction.
 Explain why terms and conditions of employment are an important aspect
of recruitment
Terms and conditions of employment are critical aspects of recruitment as
employees can be recruited accordingly. They define time of engagement,
practices and standards that are minimum to work within the organisation (SAVE,
2011). Employees can determine their suitability to job role once such terms and
conditions has been explained across to them. These conditions helps clarify to
the employee all positive and other aspects or hazards related to employment. In
cases of dispute such terms and conditions of employment serves as documents
to arrive at appropriate conclusion.
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 Explain the relevance of psychometric and skills testing programs to
recruitment.
Psychometric and skill testing programs are able to determine skills, knowledge,
abilities, psychological levels of an employee. These tests has been gaining quite
some relevance now in recruitment procedure as they enable ascertaining
matching of employee to the appropriate job role. It also allows understanding the
skills set, knowledge level, personality traits of the employee beforehand, which
can aide in the process of training and induction at a later stage.
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Reference Lists
Beard, J. G. (n.d.). Message from Associate Dean (Research) 1 Australian Research Council
(ARC) Fellowship 2.
Compton, R. L. (2009). Effective recruitment and selection practices. CCH Australia Limited.
Knuth, C. (2014). Doing it the Toyota Way in India? Managing Unsettled Labor Relations at the
Toyota Subsidiary in India. In Case Studies in Asian Management. World Scientific, 149-
168.
Maidment, J. &. (2011). Crafting communities: Promoting inclusion, empowerment, and
learning between older women. Australian social work, 283-298.
SAVE, R. (2011). PACKAGES–Midyear Book Publications.
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Appendix
Appendix 1: Training Evaluation Form
Task description Competent Not Yet Competent
1.Managers are aware regarding the new recruitment and
selection process
Competent
2.HR personnel are clear regarding their roles Competent
3.Employees and staffs aiding in recruitment process Not Yet Competent
4.Employees understanding regarding changes policies
and procedures
Competent
5.Understandign in general regarding procedures or any
issues
Not Yet Competent
Method of delivery (please circle):
presentation e.g. lecture
workshop e.g. classroom
one-to-one instruction
online interactive
other (please specify).
Rate the training:
unsatisfactory 
satisfactory
Was sufficient time allowed for session? 1 2 3 4 5
Were there adequate resources? 1 2 3 4 5
Was method of delivery engaging? 1 2 3 4 5
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Was instruction clear? 1 2 3 4 5
Was sufficient time allowed for discussion? 1 2 3 4 5
Were supporting documents useful? 1 2 3 4 5
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