Policies and Procedures for Recruitment and Selection

The assignment content provides information on the process of recruitment and selection in an organization. The process involves creating a position description, advertising the position internally and externally, shortlisting candidates, conducting interviews, reference checks, and making job offers. The importance of effective communication during this process is emphasized through the creation of a communication plan. Additionally, the assignment touches upon training and development, including assessment centers and outsourcing as means to reduce costs and increase efficiency.

Running head: RECRUITMENT AND SELECTION
Recruitment and Selection
Name of the Student
Name of the University
Author note

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Executive Summary
The report is based on understanding the recruitment and selection policy requirements in the
organization. Proper policies and procedures need to be adopted by the organization as to
understand the requirements and the procedures of the training and communication in the
respective organization. The induction is required in the organization as this will help in
gaining competitive advantage.
The aim and purpose of the report is to identify the communication plan for the training
conducted and proper review has to be done of the case study related to Healthcare United.
The structure of the report is to analyze the legislations and regulations required for key areas
in the organization. The communication plan along with recruitment and selection process
has to be implemented as to understand the outdated policies in the organization.

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Introduction
The report is on understanding the recruitment and selection policies that can be
adopted by Healthcare United in order to develop new strategic plans that can employ more
workers for the organization.
The aim and purpose of the report is to analyze the policies related to recruitment and
selection. Proper identification of the key areas has to be done as to understand the policies
required for communication plans.
The structure of the report includes the reviewing of the case study along with the
drafting plan for communication in order to develop recruitment as well as selection process.
1. Reviewing the case study
Healthcare United is provider of healthcare and it employs 1500 professionals with
the two sites in NSW as well as Victoria. The respective company recently developed
strategic plan that includes opening of new office in Hobart. The target of the HR plan is to
employ 500 employees in three different stages.
3. Comparison between 2000 and 2016 policies
The following is comparison between 2000 recruitment and selection guidelines in
comparison to developed 2016 guidelines.
Unlike case with 2000 policy, wherein the manager is required to consult with HR,
2016 policy empowers manager to conduct the process of recruitment that can save resources
and time. The timeframe for the recruitment and selection at Healthcare United is 2-3 weeks,
on the other hand the 2000 policy have eight strategies. Each of the strategies has different
time, wherein the first is the vacant position wherein estimated time is 2-3 days. In the next

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process, description of the position and period is 3-5 days. The process of advertisement has a
timeframe of 25 days and short-listing the candidates will be done in minimum 5 days. The
preparation of interview includes 1-2 days and interviewing applicants is -2 days as well that
depends on the applicants. Timeframe of 1-2 days is required in the checking of reference
that depends on the number of applicants as well. Lastly, the process of recruitment and
selection is the job offers wherein 1-5 days that is done after checking of reference. After
completion of procedures, unsuccessful candidates will be given feedback in meeting with
the HR department.
4. Identifying key areas that needs revising
The recruitment and selection process will take maximum 2-3 weeks. On the other
hand, 2000 recruitment and selection process has estimated timeframe of 35 days. Even
though it took, more time for such processes but the system was accurate as well as detailed
and chances were high in recruiting the best possible candidates as healthcare professionals.
The managers in 2016 policy can take decisions themselves and it is outdated in 2000
policy and the timeframe for the recruitment and selection has to be maximum three weeks
and it does not comply with the present legislations as in 2000 policy the time frame was not
determined as such and it took more than 3 weeks as well. The job offering took more than a
week in 2000 policy however, the process was detailed in nature and it helped in recruiting
best candidates as well. Lastly, the advertisement process takes more than 25 days but in the
2000 policy, more than 35 days and results generated were like 2016 policy.
5. Best practice of recruitment and selection process
Proper emphasis on the information of the candidates is essential as to create valuable
database for the candidates. Proper adoption of methods of hiring that are agile in nature as

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this will make the recruitment and selection process flexible. Proper optimization of the
funnel of recruitment is essential, as this will help in making the process optimized in nature.
6. Development of policies for recruitment and selection
Vacant position analysis is essential to conduct successful recruitment, selection, and
estimated time-frame- 2-3 days. Procedure- Managers prepare the position description title
and includes objectives as well as the title of the position.
Position description is essential as to create proper recruitment and selection.
Positions developed by managers need to include title of position along with terms and
qualifications. The senior management has to sign off the description of position.
Advertisements and promotion wherein position is advertised both internally as well
as externally with minimum ten working days unless special authorization is delivered from
senior management for online advertisement. Procedure is creating advertisements with
support of HR and managers send advertisements with HR authorized print media external in
nature.
Short listing procedure wherein administrative staff collects resumes, provides to the
manager, and goes through the advertisements and descriptions. External applications are
divided into yes, no or may be and internal applications are shortlisted with proper
documentation. The candidates who are not shortlisted needs to be sent standard letter
through post
Interview preparation procedure includes wherein managers and the HR request the
administration department to organize comfortable location. Proper scheduling of interview is
to be done and proper beverages has to be provided in the interview panel.

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Interviewing applicant’s procedure includes Chairperson greets the candidates and make
them introduce with the employees of the organization. The applicants are asked
about the background and questions about their domain (Claus Wehner, Giardini &
Kabst, 2015).
Reference checks procedure includes connecting with last employers or the current
employer of the candidate. The HR department employees in the organization will do the
reference check.
Job offer procedure includes the letting the candidates know about the negotiations
done by the employer and checking the criminal records and work permits of the employees
as well. The period of probationary has to be mentioned in the offer letter to the employees as
well.
7. Drafting Communication plan
Particulars Policies and Procedures
Members of organization  Proper presentations on the
redundancy and redeployment process
 Relevant information on the process
of selection
 Understanding the offers suitable for
them
Manager  To understand the policies relating to
the reference check of employees
 To maintain proper communication
with subordinates

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 Proper training and support is
essential
Human Resource  Proper training on time and scales
 To properly train on the requirements
of the job criteria
 To identify the suitable candidates
Table 1: Communication plan
(Source: Created by author)
9.
Description of tasks Competent Not competent
Presentation Yes
Workshop Not up to the mark
Table 2: Description of tasks
(Source: Created by author)
Rate the process of training
Unsatisfactory to Satisfactory
1 2 3 4 5
Sufficient
time allowed
for session

Were
adequate
resources


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available?
Was the
instruction
clear?

Was proper
time allotted
for
discussion?

Was the
supporting
documents
useful?

Table 3: Rating training process
(Source: Created by author)
10.
Assessment centre is the process of recruitment and selection wherein the company
assesses various candidates at same place and time with the help of exercises of selection of
the candidates (Armstrong, M., & Taylor, 2014).
Outsourcing is practice used by company to reduce the costs by transferring portions
of the work to the suppliers outside and not completing it internally (Swider, Zimmerman &
Barrick, 2015).
Purpose of employee contracts and industrial relations puts employer at risk as it
gives rise to breach of contract claim and the employers cannot work according to their own
policies (Greiner, 2015). Industrial relations help in promoting efficiency as well as

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productivity in the organization. It helps in promoting participation of both employers and
employees at workplace as well (Harold et al., 2016).
Legislation, regulations, standards as well as codes of practice that affects recruitment,
selection as well as induction are to familiarizing the candidates about the resources,
equipments and evacuation procedures. Proper application form is generated, as this
will help in following the reference check of the candidates. The policies relating to
documents along with the position of the volunteer is mentioned in the legislations
and policies (Breaugh, 2017).
Terms and conditions are essential aspects of recruitment as it provides equal opportunities
to the employees at workplace and making the employees understand about the terms
and conditions of the employment as well (Melanthiou, Pavlou & Constantinou,
2015).
The relevance of psychometric and skills testing programs to recruitment helps in
measuring the mental capabilities as well as behavioral styles. The suitability is measured
with the help of role of employees on the cognitive abilities (Gatewood, Field & Barrick,
2015).
Conclusion
Therefore, it can be inferred that proper recruitment and selection policies are
essential as to understand the requirements of the employees in the organization. The HR
department needs to implement strategies that require description of the various operations of
the organization as well.

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, 12.
Claus Wehner, M., Giardini, A., & Kabst, R. (2015). Recruitment Process Outsourcing and
Applicant Reactions: When Does Image Make a Difference?. Human Resource
Management, 54(6), 851-875.
Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson
Education.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Harold, C. M., Holtz, B. C., Griepentrog, B. K., Brewer, L. M., & Marsh, S. M. (2016).
Investigating the effects of applicant justice perceptions on job offer
acceptance. Personnel Psychology, 69(1), 199-227.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an
e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology, 100(3), 880.