Managing recruitment selection and induction processes Name of University Author

Developing a systematic recruitment, selection and induction process Recruitment and selection method include: Providing advertisements in job sites and newspapers Interview candidates on theoretical and practical basis Undertake a reference check before providing the joining letter The induction process includes: Conduct a meeting outlining the objectives, aims and mission of the company Introduce the junior members with the senior members Identifying need for recruitment process According to Chaneta (2014), recruitment is necessary for VTI Group so that it can: Fill a vacant position with talented employees Maintain transparency Maintain

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Manage recruitment selection and induction processes
Name of Student
Name of University
Author Note

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Table of Contents
Task-1.........................................................................................................................................3
Critically analysing strategic and operational plan................................................................3
Developing policies and procedures.......................................................................................3
Developing a systematic recruitment, selection and induction process.................................3
Identifying need for recruitment.............................................................................................3
Performing trails of the forms and making adjustments........................................................4
Developing Position Description............................................................................................4
Developing advertisements....................................................................................................5
Listing consultant specialists..................................................................................................5
Advertising jobs......................................................................................................................5
Identifying forms of training to be provided..........................................................................7
Developing 10 questions for each candidate..........................................................................7
Developing 5 questions for reference check..........................................................................8
Developing template for an unsuccessful letter......................................................................8
Developing template for a successful letter............................................................................9
Developing staff induction policy..........................................................................................9
Developing staff induction orientation check list.................................................................10
Obtaining feedback about induction.....................................................................................10
Refining induction policies...................................................................................................10
Task-2.......................................................................................................................................11

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Developing report on HR related technologies....................................................................11
Task-3.......................................................................................................................................12
Question 1: Discussing importance of trails of forms..........................................................12
Question 2: Specialist services that can be used..................................................................12
Question 3: Describing outsourcing.....................................................................................12
Question 4: Indicators used to hire and terminate staffs......................................................12
Question 5: Importance of consulting senior manager.........................................................13
Question 6: Factors essential to notice of probationary staff...............................................13
Question 7: Information to be included in employment contract.........................................13
Question 8: Explain the HR related principles.....................................................................14
Question 9: Explain relevance of psychometric and skill testing programs........................14
Bibliography.............................................................................................................................15
Appendix..................................................................................................................................17

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Task-1
Critically analysing strategic and operational plan
VTI Group needs to undertake a proper marketing technique so that the company can
continue to maintain its dominance in the market. The analysis of the rate of satisfaction of
the customers is also important for the company as it tries to identify the demands and needs
of the customers. Proper sales management technique is also required so that the company
can provide effective service to the customers.
Developing policies and procedures
It is essential to ensure that VTI Group follows proper policies and procedures so that
it can maintain legal recruitment, selection and induction process. Following statutory present
in the Corporation Act 2001 can help VTI to maintain employee satisfaction and recruit
talented individuals. Application of unethical means need to be avoided by the company to
comply with the legal procedures of the land.
Developing a systematic recruitment, selection and induction process
Recruitment and selection method include:
 Providing advertisements in job sites and newspapers
 Interview candidates on theoretical and practical basis
 Undertake a reference check before providing the joining letter
The induction process includes:
 Conduct a meeting outlining the objectives, aims and mission of the company
 Introduce the junior members with the senior members

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Identifying need for recruitment
According to Chaneta (2014), recruitment is necessary for VTI Group so that it can:
 Fill a vacant position with talented employees
 Maintain transparency
 Maintain operational management
 Provide consistency
 Lend creditability
Performing trails of the forms and making adjustments
The policies that can be formed by VTI Group include:
 Formulate legal procedures such as maintaining fair selection and providing equal
opportunities
 Maintain a proper marketing research so that competitive advantage can be gained
 Ensure that the distribution process follows a systematic path that provides end users
with an opportunity to gain the products directly
Developing Position Description
Administration manager: The administrative manager of VTI Group needs to
monitor the daily functions of the company. Effective analytical knowledge is required so
that the activities can be conducted properly. At the same time, it is necessary to maintain the
motivation of the employees so that they can work in a productive manner for the success of
VTI Group.
Marketing manager: The marketing manager needs to identify the needs and
demands of the customers and be able to communicate with the customers and identify trends
in the market that can help in gaining competitive advantage for the company.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Communication with the customers need to be done based on the importance of the
marketing scenario and the manner in which VTI Group can gain the loyalty of the people.
Training manager: This is considered as the most important role as the development
of the new employees needs to be provided by the people recruited in this position. The
training manager needs to make sure that the new employees develop their skills that can help
them to continue with working efficiently in the organisation.
Finance manager: The role of the finance manager of VTI Group is to analyse and
forecast the financial requirements and budget of the company. They need to estimate the
profit and loss and the factors in which investment can be made so that the company can
maintain its financial position in the market.
Developing advertisements
(Refer to appendix)
Listing consultant specialists
The consultants required by VTI Group include:
 HR specialists so that knowledge and skill about effective recruitment and selection
can be conducted
 Marketing research specialist so that the changes in the market can be analysed and
the needs of the customers can be understood
 Finance specialist so that effective budget of the company can be maintained
Advertising jobs
The job description various posts available in VTI Group include:
Position of the job: Administration manager

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Description:
 Monitor daily work
 Analyse the level of operations within the organisation
 Supervise and motivate workers
Qualification needed: Post-graduate qualification from any reputed university
Preferred candidates: Fresher and experienced candidates can apply
Position of the job: Marketing manager
Description:
 Analyse need of customers
 Identify trends in the market
 Predict marketing changes
Qualification needed: Marketing degree with distinction from any university
Preferred candidates: Experienced candidates of 3 years of on-field marketing
research are preferred
Position of the job: Training manager
Description:
 Help in the development of new employees
 Help in providing an effective induction

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
 Analyse the strengths and weakness of the new employees
Qualification needed: Have a post-graduate degree from any reputed university
Preferred candidates: 4 years Experience in the training of employees
Position of the job: Financial manager
Description:
 Ability to conduct proper financial research
 Maintain transaction records of the company
Qualification needed: A degree in finance from any university
Preferred candidates: Experienced or fresh graduates
Identifying forms of training to be provided
The forms of training that VTI Group can provide to its employees include:
 Classroom training so that it can help the employees to gain knowledge related to the
theoretical as well as the practical aspects of the task.
 On-the job training so that the employees can contribute for the productivity of the
company along with learning new techniques
 Skills training that can help the employees develop special skills for their respective
departments. For example, for marketing personnel skills to convincing customers can
be taught
Developing 10 questions for each candidate
Questions for the candidate for the position of marketing manager

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Question 1: What is the reason behind applying for the job?
Question 2: Do you have any experience in this position?
Question 3: What were your responsibilities in the previous company?
Question 4: What is the reason for quitting the previous job?
Question 5: What will be your response if other companies offer you a better job position
currently?
Question 6: What is your expected salary from the job?
Question 7: What are the steps to conduct an effective marketing research?
Question 8: How can you handle customer demands?
Question 9: What marketing mix elements will you focus?
Question 10: How will you deal with the clients?
Questions for the candidate for the position of training manager
Question 1: What is the reason behind applying for the job?
Question 2: Do you have any experience in this position?
Question 3: What were your responsibilities in the previous company?
Question 4: What is the reason for quitting the previous job?
Question 5: What will be your response if other companies offer you a better job position
currently?
Question 6: What is your expected salary from the job?

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Question 7: What training methods will you adopt?
Question 8: How will you develop employees without prior experience in this position?
Question 9: What type of training method do you think will be suitable for the new joiners?
Question 10: Will you be continuing with theoretical or practical application of the training
process?
Questions for the candidate for the position of financial manager
Question 1: What is the reason behind applying for the job?
Question 2: Do you have any experience in this position?
Question 3: What were your responsibilities in the previous company?
Question 4: What is the reason for quitting the previous job?
Question 5: What will be your response if other companies offer you a better job position
currently?
Question 6: What is your expected salary from the job?
Question 7: What method of financial transactions record will you follow?
Question 8: How can you maintain the budget of the company?
Question 9: What financial stability method can you adopt to mitigate excess cash flow?
Question 10: How will you manage the financial responsibilities given to you?
Questions for the candidate for the position of administrative manager
Question 1: What is the reason behind applying for the job?

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Question 2: Do you have any experience in this position?
Question 3: What were your responsibilities in the previous company?
Question 4: What is the reason for quitting the previous job?
Question 5: What will be your response if other companies offer you a better job position
currently?
Question 6: What is your expected salary from the job?
Question 7: What is the way to motivate and develop employees?
Question 8: How will you ensure daily routines are maintained?
Question 9: What are the ways by which the operations of the company can be maintained?
Question 10: What activities do you need to take so that the employees can follow the rules
and work in a systematic manner?
Developing 5 questions for reference check
Question 1: How well do you know the candidate? (Provide name)
Question 2: Are there any criminal record that need to be known?
Question 3: How does the candidate deal with pressure situations?
Question 4: Can you provide evidence of his/her responsible nature?
Question 5: What are his/her capabilities?
Developing template for an unsuccessful letter
Dear (name of the candidate),
Subject: Letter of rejection

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
We appreciate the fact that you have provided your time for attaining the interview.
However, we regret to inform you that you are not selected for the current position (mention
position name). VTI Group wants to congratulate you for your effort and hope to see you
working for the company in the near future.
Regards
(Name)
(Title)
Developing template for a successful letter
Dear (name of the candidate),
Subject: Offer letter for job
VTI group has acknowledged your candidacy and have selected you for the position
(mention position name) in the company. You will need to attend the induction session that
will take place on (provide date) at (address and location of branch) that will be provided by
the training managers. A separate document will be provided to you by your supervisor
(provide supervisor name) based on which your training will be conducted. For your efforts,
you will be provided with a salary of (insert sum). Hope you will consider the offer and help
in the growth of success of the company. You need to abide by the policies and rules of the
organisation violating which may get you terminated.
Regards
(Name)
(Title)

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Developing staff induction policy
According to Shackleton (2015), induction helps employees to familiarise with the
proceedings in an organisation. In VTI Group, it is essential that the induction programme
outline the details of the company such as its mission, vision and objectives. Personal details
of the employees need to be taken that includes bank details, previous employment details
and qualification documents. At the same time, it is essential to introduce the new members
with the existing staffs.
Developing staff induction orientation check list
TASK YES NO
Provide corporate email of employees
Develop access keys for the employees
Introduce employees with the superiors
Impart the employees with the knowledge of the organisational goals and
mission
Explain to the employees about the policies of VTI Group
Provide a list of holidays
Explain the employees about the leave scheme
Explain employees about the legal rules and procedures of the company
Record personal details of the employees such as bank details and
employment details
Obtaining feedback about induction
The feedback of the induction method of VTI Group provided by the two candidates
suggests positivity for the process. VTI conducts both survey as well as personal interview to
understand about the induction process. Based on this feedback, it can be said that VTI Group
conducts an effective induction process for the new employees.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Refining induction policies
The induction process of VTI Group can be improved by
 Conducting a question-answer session
 Providing time for the interaction between the new employees and the existing
employees
 Inform about the legal structures that are followed
 Try to minimise the induction period so that time for training period can be increased
Task-2
Developing report on HR related technologies
VTI Group can use social media to conduct a background check on the selected
candidates. However, the adoption of advanced software can help in the future development
of the organisation. The software that can be adopted is provided with its benefits and
features:
Software Features Pros
AI & automation Helps in developing
machined programmes and
conducting numerical
calculations
Provides the application of
artificial intelligence
Applicant tracking system Helps in gaining candidates
from different fields and
countries
Conducts worldwide search
for suitable candidates
Recruitment CRMs Helps in increasing revenue
and conducts a balance
Helps in providing training
to employees as well

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
between selection and
recruitment process
Task-3
Question 1: Discussing importance of trails of forms
According to Hunter et al. (2017), trail forms can help in providing the employees
with an opportunity to understand the terms and conditions of employment. Details regarding
the legal terms, policies, job description and remuneration are provided that help in ethical
recruitment of the candidates.
Question 2: Specialist services that can be used
The outsourced specialist services that can be used include the HR specialist and
training specialist so that effective method of recruitment and selection can be maintained. At
the same time, the finance specialists need to be consulted for identifying the budget of the
company.
Question 3: Describing outsourcing
Rudolph, Toomey and Baltes (2017) stated that outsourcing refers to a situation in
which companies makes a contract with other organisations by rendering their internal
services. This is mainly done so that the capabilities of an organisation can increase and profit
can be gained from the outsourced candidates.
Question 4: Indicators used to hire and terminate staffs
Hire staffs:
 Analyse if they have any criminal activities recorded
 Analyse the capabilities by conducting former employers
 Conducting a reference check from neighbours, friends and other related people

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Terminate staffs:
 Violate organisational protocols
 Unproductive
 Failure to meet the expectations of the organisation
Question 5: Importance of consulting senior manager
Senior managers can help in providing valuable advice about the hiring and
termination of staffs. The senior manager maintains records about the performance of the
employees along with relevant details such as retirement of employees and the resignation
period of the employees.
Question 6: Factors essential to notice of probationary staff
The notable factors include:
 Efficiency of the employee
 Punctuality
 Manners
 Attitude
 Knowledge about the particular position offered
 Skills of the employees
Question 7: Information to be included in employment contract
According to Burbules (2018), employment contract need to provide information that
includes:
 Job position
 Job description
 Terms of employment

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
 Name of reporting person
 Date of joining
 Rules and policies
 Salary structure
 Leave policy
Question 8: Explain the HR related principles
Anti-discrimination Anti-discrimination refers to abstaining from being biased over
ethical issues. The legislations that need to be followed includes
Age Discrimination Act, 20004, Racial Discrimination Act,
1975, Sex Discrimination Act, 1984
Equal Opportunity Equal Opportunity Act, 2010 states that every employee
irrespective of gender, race or age need to be treated equally in
terms of roles and responsibilities provided and salaries
Industrial relations The Industrial Relations Act 1988, helps industries to maintain
commissions and prevent any dispute within the industries
Workplace relations This is a sub-division of the Industrial Relations Act and was
formed in 1996. This provides companies with the right to
maintain workplace health and safety policies
Question 9: Explain relevance of psychometric and skill testing programs
Psychometric and skill testing programmes are required to understand the mental
capabilities of an individual and the skilful manner in which they can solve critical problems.
The test is conducted by providing a set of scenarios to the employees that need effective
solving methods (Brynjolfsson & McAfee, 2014).

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Bibliography
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Burbules, N., (2018). Watch IT: The risks & promises of information technologies for
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Chaneta, I., (2014). Recruitment & selection. International Journal of Management, IT &
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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
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decade.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Appendix
Administration manager
Marketing manager
Vacancy for Marketing
Manager
 Speak with customers
 Conduct a thorough research of
the market
 Ensure demand of the
customers are met
Hiring for Administration
Manager
 Provide challenging situations
 Monitor daily work
 Help to maintain effective
communication

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Training manager
Finance manager
Requirement for Finance
Manager
 Effective calculations
 Maintain patience and focus
 Ability to be predictable
Needed Training Manager for
VTI Group
 Experienced with over 4 years
 Develop and nurture talented
candidates
 Train employees to attain
success