Manage Recruitment Selection and Induction Processes

This article discusses the recruitment, selection, and induction processes in Healthcare United. It covers interview techniques, reference checks, and feedback for unsuccessful candidates.

Running head: MANAGE RECRUITMENT
Manage Recruitment Selection and Induction Processes
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
6. Interview applicants.....................................................................................................................3
7. Reference Check..........................................................................................................................4
9. Feedback for the unsuccessful candidates...................................................................................5
References........................................................................................................................................6

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6. Interview applicants
According to the given information interview should be conducted at the head office of
Healthcare United. The recruitment and selection policy of this organization includes various
stages. Therefore, the duration of the interview should be 30 minutes. On the other hand, no
more than 12 interviews can be conducted within a day. These are basic rules of taking an
interview. In order to give shape this interview process, several steps are applied. To conduct an
interview different organizations follow different practices (Soares et al. 2015). In the context of
Healthcare United at first, the Chairperson provides greetings to the candidates and conducts an
introduction phase. The interview is opened by the chairperson. Therefore, the HR members are
present in the panel and they ask standard interview questions to the applicants to identify their
skills. On the other hand, the staff members of job-related department ask three questions to the
candidates. After completing the questionnaires panel gives thank to the candidates and select the
candidates, which need approval from the senior management. However, the interview process is
good in Healthcare United but it can be improved by using the modern technique.
The management always provides common questions to the candidates as a result; many
candidates can easily answer these questions. By providing creative questions the management is
able to find the intelligent candidates (Board 2017). It will be helpful for Healthcare United to
get skilled candidates by providing creative questions to the candidates. Therefore, by giving
problem-solving task will be helpful for this organization to identify the talented candidate for
the proper designation. Apart from this use of video conference will be effective to improve the
interview process in Healthcare United.

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7. Reference Check
Reference check is a crucial part of the selection process as it helps the organization to
understand the behavior of the candidates and their performance. In order to check the reference
consultation with the referee is an effective way (Barry and Starr 2015). For Healthcare United it
is important to make an effective communication with the referee to understand the capability of
the candidates. In this process, the manager of Healthcare United gives a call to the previous
workplace of the candidates or the referee by introducing self and purpose of the call. Therefore,
the HR manager needs to investigate about the skills and knowledge of the candidates. On the
other hand, personality analysis is crucial while selecting a candidate for a particular designation.
The HR manager of Healthcare United asks the referee about the personality of the candidates
before selecting the candidates. Therefore, it is important to ask the manager if they have any
problem with the candidates as it will reveal the personality and ability of the candidates.
In order to improve the reference check procedure Healthcare United can use social
media. Social changes the recruitment and hiring process in the recent years. This is considered
as the effective recruitment tool. Hence, by using social media the management of an
organization is able to check the background information of the candidates (Guedes 2015). The
manager of Healthcare United needs to give a quick look at the candidate's social media site,
which will help them to get more insight about the candidate’s personality. However, social
media gives more information regarding the personality of the candidates compared to traditional
reference check. Use if social media to check the reference, as well as the personality of the
candidates, is useful. This saves the time and gives quick information to the manager of an
organization.

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9. Feedback for the unsuccessful candidates
Healthcare United needs to provide feedback to the unsuccessful candidates by
conducting an individual meeting. However, the HR departments need to conduct a 30 minutes
meeting for the unsuccessful candidates. The meeting is for the internal unsuccessful candidates.
On the other hand, a phone call is given to the external unsuccessful candidates to get feedback
from them. Face to face conversation is a good process to collect feedback from the unsuccessful
candidates (Almeida et al. 2017). However, the unsuccessful candidates will get a scope to
express their opinion regarding the selection process. This will help the management to
understand the loopholes in their selection process. Therefore, based on the feedback the
manager will be able to improve their selection process. Face to face conversation will be an
effective approach for Healthcare United to find out the reasons for which the candidates are not
selected. In the context of Healthcare United, the HR managers keep a record of the unsuccessful
candidates. This entire process may take one or two days based on the candidate's number.
However, feedback collection from the unsuccessful applicants is a good practice and it is not
present in all organizations. Hence, for Healthcare United implementation of such process will
make this organization unique in terms of their recruitment and selection process.

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References
Almeida, Shamika, and Mario Fernando. "Making the cut: occupation-specific factors
influencing employers in their recruitment and selection of immigrant professionals in the
information technology and accounting occupations in regional Australia." The International
Journal of Human Resource Management 28, no. 6 (2017): 880-912.
Barry, W., and S. Starr. "The chamber of fear: a role playing approach to the recruitment and
selection of learning technologists." (2015).
Board, Governing. "Recruitment & Selection." (2017).
Guedes, Susana. "The Use of Social Media within the Recruitment and Selection Process."
(2015).
Soares III, William E., Aparajita Sohoni, Herbert G. Hern, Charlotte P. Wills, Harrison J. Alter,
and Barry C. Simon. "Comparison of the multiple mini-interview with the traditional interview
for US emergency medicine residency applicants: a single-institution experience." Academic
Medicine 90, no. 1 (2015): 76-81.