Recruitment, Selection and Induction

This document explains the strategies and options for technology to improve the efficiency and effectiveness of the recruitment and selection process. It also covers how to communicate policies and procedures to relevant staff and determine future human resource needs in collaboration with resource managers and sections. The document includes references to support the information provided.

Running head: RECRUITMENT, SELECTION AND INDUCTION
Recruitment, Selection and Induction
Name of the Student
Name of the University
Author Note:

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Question 4: Explain and research the review strategies and options for technology to
improve efficiency and effectiveness of the recruitment and selection process.
In order to enhance the effectiveness and efficiency of the selection and the recruitment
process of Parramatta, the human resource development should be opening a separate
recruitment unit within the official portal (Koleva & Stoyanova-Warner 2018). More details
should be in the criteria for the selection process such as the expertise and years of experience in
reputed organizations (Arulrajah, Opatha & Nawaratne 2015). Job advertising database should
be developed by this organization, the selected employees should be given profession training
sessions so that the desired results are obtained along with that strong employer brand should be
build by the Paramatta before starting the selection process.
Question 5: Explain how will you communicate policies and procedures to relevant staff
and how would you provide training when required.
Communication of the procedures and policies to the relevant staff should be done using
the official website of the organization (Mohammad 2015). Links should be given to each of the
concerned employees in their inboxes and effective training session from the human resource
department will be useful for the staffs to understand the policies and the procedures of the
organization in a professional way (Forney 2015).
Question 6: How will you determine the future human resource needs in collaboration with
resource managers and sections, and identify the need of the recruitment?
The future human resource needs in collaboration of every unit of Paramatta should be
determined with the help of the workforce planning, this process is followed by the development
of the responses to the identified HR needs (Russell & Brannan 2016). The strategic objectives

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and the business goals of Paramatta should be properly aligned as it will help the stakeholders of
the organization itself (Leverhulme 2017).
Efficient recruitment policy will be useful for the organization to deal with the issues and
challenges of the organizations both in terms of the HR needs and other business perspectives

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Reference
Arulrajah, A.A., Opatha, H.H.D.N.P. and Nawaratne, N.N.J., 2015. Green human resource
management practices: A review. Sri Lankan Journal of Human Resource Management,
5(1).
Forney, J.F., 2015. Who can we trust with a gun? Information networks and adverse selection in
militia recruitment. Journal of Conflict Resolution, 59(5), pp.824-849.
Koleva, N. and Stoyanova-Warner, M., 2018. ‘A New Way for New Talents in Teaching’or the
Impact of Targeted Recruitment, Rigorous Selection, Innovative Training, and Ongoing
Professional Support on Beginner Teachers’ Performance. Education in Modern Society,
p.125.
Leverhulme, L., 2017. Choosing and keeping computer staff: Recruitment, selection and
development of computer personnel. Routledge.
Mohammad, A.Q., 2015. Employee recruitment, selection and retention in Saudi Arabian family
owned small and medium scale enterprises (SME's). Kuwait Chapter of Arabian Journal
of Business and Management Review, 33(2581), pp.1-16.
Russell, S. and Brannan, M.J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management Journal,
34(2), pp.114-124.