Recruitment and Induction: Managing the Recruitment and Selection Process

This article discusses the importance of proper planning for staff and job positions in order to allocate resources in a planned manner. It covers HR staffing plans, relevant policies and procedures, job descriptions, and action plans for managing the recruitment and induction process for new employees.

Running Head: Recruitment and Induction 1
Manage Recruitment & Induction
Process
Task 2- Recruit and select staff

Recruitment and Induction 2
Contents
INTRODUCTION.......................................................................................................................................3
HR Staffing Plan.........................................................................................................................................3
Relevant recruitment and selection policies and procedures........................................................................4
Job Description............................................................................................................................................5
An action plan for carrying out the recruitment and induction process........................................................6
CONCLUSION...........................................................................................................................................7
References...................................................................................................................................................8

Recruitment and Induction 3
INTRODUCTION
The resources available in the surroundings are limited in nature. An organisation is bounded to
use the resources in an ethical and appropriate way. Hence, human resource appointed should be
capable to use the resources wisely as wastage of resources turns out to be great loss to the
organisation. Placing the right person on the right place then becomes an important responsibility
of the organisation. Further we will see the role proper planning of staff and job position in order
to allocate the job and resources in a planned manner (Oswick, 2015).
HR Staffing Plan
The staff or the human resource of the organisation needs to be planned before hand so that the
management is well known with the exact number of requirement and on the base of which
further plans are implemented and formulated. Top management is in charge to plan the required
staff and employees with the view of attaining their set goals (Panagiotakopoulos, 2016). When
the organisation moves ahead with motive of expanding the business, complete layout is set to
establish the brand at a new place. From the design of the new organisation till every pity
requirement is taken care of.
The basic need while setting up is to know the nature of activities to be conducted and number of
people needed to execute the plan (Rees, and Smith, 2017). The steps required are:

Recruitment and Induction 4
 Analysing the need of the organisation.
 Analysing the major competency required in performing task.
 Deciding the total required human resources.
 Conduct interview.
 Send offer letter.
 Start working.
These steps should be followed to bring the best talent to perform for the organisation.
Relevant recruitment and selection policies and procedures
In task 1, a brief about the recruitment and selection have been provided. The policies and
procedure are as follows for the same:
• Major focus is on attracting and retaining the best talent.
• To provide best trained for the client.
• No favouritism, opportunities should be provided according to the capabilities.
• Ensure the process is undertaken by the professionals.
• Proper provisions for pregnancy and maternity.
• Flow of equality of the basis of:
 Age

Recruitment and Induction 5
 Gender
 Race
 Religion or belief
The set of steps undertaken in the process are:
1. Analysing the vacant position.
2. Position description.
3. Advertisement.
4. Interview preparation.
5. Conducting interview.
6. Medical check.
7. Reference check.
8. Job offer.
The steps above details out the process that are to be practiced in order to retain and attract the
perfect fit for the organisation which helps them to attain their ultimate goals and objectives
(Pablos, and Tennyson, 2017).
Job Description

Recruitment and Induction 6
Job description means the summary of the responsibilities that an employee needs to do or
perform while he/she has been appointed for a particular job position. The job description gives
clear information about proper format of the role to be implemented (Baker, 2016). Employees
are bound to follow the framework they have been allotted, any change or steps which are taken
by the taken beyond the assigned limits needs to be first informed the supervisor. The basic
elements of which a job description consists are:
 Job title
 Job place
 Timings of the shift
 Work position
 Pay(salary)
 Department
 Provision period
The job description differs from employee to employee, department to department.
An action plan for carrying out the recruitment and induction process
Recruitment refers to the invitation to the candidates to apply for the vacant place in the
organisation. It is a process of creating a pool of candidates from which the best match gets the

Recruitment and Induction 7
job. Whereas, induction is the process of familiarizing the new candidates with the organisation.
It includes introduction with the working area, existing employees, policies and regulations, and
the facilities available in the organisation (The University of Edinburgh, 2018).The recruitment
process has been mentioned above, the following are the steps included while conducting
induction:
 Assigning a mentor to the new candidates.
 Conducting an orientation program.
 Conducting a get together with the co-workers
 Assigning of the work
Both of the process will take place one after the other in short period of interval. Recruitment and
selection will be conducted first and once the candidate is hired then at the day of joining
induction will take place, so that the new candidates are comfortable in working and feeling of
belongingness and comfort exist between the new and old employees.
CONCLUSION
From the above content, the two aspects, of staff planning and induction are focused. The staffs
that are selected needs to be comfortable at the working place so that the hesitation does not
result in poor working and delay. Planned processes are followed in a prescribed way to reach at
the desired goals and objectives. Opting for a planned process result in providing guidelines to

Recruitment and Induction 8
work in, for the employer and employees. Everyone gets a target to work for and work in the
direction to achieve them in the organisation.
References
Baker, T., (2016) The Job Description and the Old Contract. pp. 48-62. Palgrave Macmillan,
London.
Oswick, C. (2015) Engaging with Employee Engagement in HRD Theory and Practice. Sage
Journals, 14(1).
Pablos, P. O. D., and Tennyson, R. D. (2017) Handbook of Research on Human Resources
Strategies for the New Millennial Workforce. The United States of America: IGI Global.
Panagiotakopoulos, A. (2016) A Short Guide to People Management: For HR and line
managers. Oxon: Routledge.
Rees, G., and Smith, P. eds. (2017) Strategic Human Resource Management: An International
Perspective. London: Sage.
The University of Edinburgh. (2018) Purpose of induction. [online] Available from:
https://www.ed.ac.uk/science-engineering/staff/human-resources/procedures/induction/purpose
[Accessed 03/06/18]

Recruitment and Induction 9