Manage Recruitment Selection and Induction Processes - Desklib

This article discusses recruitment procedures, policies, and strategies to improve the recruitment process. It also provides insights on job position descriptions, personal qualities, and behavioural traits. The article is relevant for students studying human resource management or related courses. The article is written in a simple language and is easy to understand.

Running Head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
MANAGE RECRUITMENT SELECTION AND INDUCTION
PROCESSES
Students ID:
Name of the University
Authors Note:

1MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
1. Analysing BizOps operational plan and recruitment procedures
Bizops Enterprise has been one of the leading business consultancy, which support
and guides thousands of companies with their professional team of individuals. Among the
list of objectives set up by the organisation, a key objective related to recruitment procedure
states that the company aims in hiring the most suitable candidate for the vacant job role. The
company further aims in hiring candidates based on the candidate’s merits and providing
equal opportunity to each individual.
The recruitment methodology that the BizOps Enterprise follows in regards to the
objective set up by the company is in-depth and well integrated. In order to disseminate equal
opportunity to each individual candidate, a recruitment panel is set up by the organisation
with a minimum membership of three (Jalloh, Habib and Turay 2015). However, the
membership size of the panel could expand according to the potential judgment procedure. In
order to make sure that the most suitable candidates are chosen for the vacant job role, the
recruiting panel members are highly qualified and trained staff members that ensure selection
of right candidate. In order to make sure that the selection procedure takes place in the most
efficient way behavioural interview is conducted in order to analyse the candidates in the
most effective way.
2. Developing a new policy and procedure for recruitment, selection and induction
The new recruitment policy of the company states that all the interested candidates
that qualify after the first round of interview shall have to provide a 15-minute presentation
describing their key strengths and achievements.
This new recruitment policy shall help the recruitment panel to judge the candidates
communication as well as presentation skills that is extremely significant for any job role.

2MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
3. Updates in organisational policies
The company’s objective is to accelerate the rate of revenue by 15% at the end of
current financial year. Therefore, in order to meet the objective of the company, the
production and performance of the employees must be up to the mark. Henceforth, then
company shall update its current organisational policy of recruitment and instead hire
employees that are qualified and experienced for the vacant job role (Feldman, Chapman and
Amini 2016). This policy update shall help the company to recruit those candidates that have
prior experience of at least 2 years in the similar job field. Hiring experienced candidate shall
reduce the time required to select the suitable candidate and also will enable better
performance level from the employees hence meeting the objective efficiently.
5. Research and review strategies for effective recruitment process
The current recruitment process have a panel member of three members that judge the
candidates in the recruitment procedures. However, a few additional strategy shall add a more
valued recruitment procedure and shall also increase its effectiveness. The panel team for
judging and shortlisting the candidates shall be of at least five members for delivering the
task of recruitment efficiently. In addition to this, the applicants for the advertised job role
shall be narrowed down by qualified and experienced professionals of the company (Allen,
Biggane and Otondo 2013). This strategy will help the company to speed up the process of
recruitment to a significant level. Another strategy that shall be adopted by the company is to
treat each and every candidate like customers. Building a good relationship with the
candidates shall open up scope for more potential employee or referral source as their
feedback shall affect the behaviour towards the company in other candidates as well
(Verhoeven 2016).

3MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
6. Importance of present organisational policies and procedures
The current recruitment policies states that the company shall aim to recruit the most
suitable candidates for the advertised job role. The company must significantly adhere to this
organisational policy since hiring suitable candidate shall act as adding an asset to the
company. Employees are determined to be one of the key asset of any organisation since their
performance and rate of productivity directs the company’s way towards fulfilling the goals
and objectives (Berisha and Pula 2015). Therefore, hiring the most suitable candidate for the
job role shall be one of the most significant organisational policy. In addition to this, the anti-
discrimination and diversity policy of BizOps Enterprise states that each employee associated
to the company shall be treated with equality and are provided with safety standards in order
to make sure a healthy and work friendly environment. Equality is the right to every
individual and any kind of discrimination in any field of work leads to chaos and conflict.
The company by introducing this policy have safeguarded the basic human right and have
channelled a healthy working environment.
8. Communicating policies and procedures to relevant staff
For the purpose of communicating the information regarding the policies and
procedures to relevant staff the following recommendations are enumerated –
 The first and foremost step of that the company shall take in initiating the change is to
inform the company’s employee regarding the upgrading of company’s policies and
procedures. The company must explain to all the employees up front the significance
of bringing this change and the relevancy of it. The company head shall also inform
the possible impact due to these changes. An official meeting shall be conducted with
each department and disseminate this information officially.

4MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
 The second step would be to encourage the employees to give feedback regarding
significant changes made in policies and procedures. This shall help expand the
domain of collaboratively setting up the handbook for policies and procedures and
shall also provide new ideas for setting up the new policies.
 The third step would be to conduct a meeting with all the staff members of the
company and introduce the final product with them. In this meeting the addressing
person shall reinforce the importance of this made changes and a guide the staff
members that how it shall be followed.
 The company shall give all the employees the chance to review the new policy
manual and shall provide them the opportunity to ask any queries that is related to the
newly introduced policies and procedures.
 Some of the policies that shall be introduced may require some extensive training
programmes in order to make sure that how the policies apply to them.
 Lastly, the authority shall request every employee to read the upgraded company’s
policies and shall sign off the read document online. This shall make sure that every
employee read through the policies and procedures upgraded by the company.
9. Human resource needs in collaboration with relevant managers
 The first step would be to take part in strategic planning. It is determined that the
Human resource (HR) team is a significant part of strategic planning team. Hiring and
retaining efficient employees are essential to improve the performance rate but also to
expand innovative thinking and productivity. Henceforth the HR shall not only
execute senior management’s role strategic planning, they become an integral part of
strategic planning.

5MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
10. Strategies to ensure current position descriptors
 Conducting a gap analysis shall give the results of future Human Resource needs. The
current state of the company and the desired state shall help to conduct this analysis.
 Determining the existing level of staffing and efficiency. The training levels,
education and performance levels can give an outline of strengths of the workforce.
This data shall help to determine the human capital needs for future.
11. Outcomes and decisions to improve recruitment procedure
In order to improve the recruitment procedure of the company it has been observed
from the above discussion that company’s must channel a good candidate experience. This
shall not only increase the good reputation of the company instead shall bring in more referral
candidates to the organisation.
In addition to this, some of the recruitment policies require upgrade as they do not
align with the current objective of the organisation. Henceforth, the decision of introducing
new constructed policy handbook shall be initiated.
12. Job position description
Job title: <Administrator >
Reporting to: <Human resource manager>
Salary: < $60,000 per year inclusive of base salary, superannuation and commission as well
as benefits >
Hours: <Permanent full-time employees, 9 hours shift >
Location: <Bizops Melbourne city Outlet >

6MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Purpose of the position
<The role of the administrator is to carry out administrative tasks conforming that all the
employees have sufficient assistance to work in an effective way. In this context, the task of
the administrator includes managing bookkeeping activities and mentoring the assistance of
the office. The ideal candidates will be competent in prioritising and working with less
supervision. They are required to behave in a self-motivated and trustworthy way. Moreover,
the office administrator helps in ensuring that all the operational run in a smooth way and
contributes towards sustainable growth.>
Responsibilities and duties
Responsibility 1
< Coordinating the activities of the office and all the functions in order to secure the
effectiveness and compliance with the organisational policies >
Responsibility 2
< Monitoring over the administrative employees and dividing responsibilities for ensuring the
performance of the employees.>
Responsibility 3
Maintaining stock of the official supplies and placing orders whenever required by the
company
Responsibility 4
Carrying out accounting and clerical duties, consisting of filling, responding phone calls,
answering emails and preparing documents such as invoicing and tracking of the budget.

7MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES

8MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Academic and trades qualifications
Essential Desirable
<insert list of essential qualifications> <insert list of desirable (but not essential)
qualifications>
An associate degree is necessary with a
bachelor degree
Strong knowledge in MS Excel and
QuickBooks software
Work experience and skills
Essential Desirable
<insert list of essential experience> <insert list of desirable (but not essential)
experience>
Minimum 2 years of experience in Office
settings
Experience working within a
manufacturing environment
Required high school diploma with
BSC/BA in office administrative skills
and relevant field
Required qualifications in secretarial
studies will benefit.
Personal qualities and behavioural traits
Essential Desirable
<insert list of essential qualities or <insert list of desirable (but not essential)

9MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
behaviours> qualities or behaviours>
Effective written as interpersonal skills of
communication
Excellent organisational and skills of
leadership
Ability to carry out multiple tasks and
prioritise the projects
Able to complete complicated tasks of
administration with a minimum amount
of supervision

10MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Relationships
With Purpose
1. <insert title of position> <insert details about the supervision
given and received, and the relationships
involved both internally and externally
(such as customer relations)>
2. Outlet executive the position of the administrator will be
trained by outlet executive with regular
monitoring and support
3. HR executive The position will be managed and
assisted by the HR executives
13. Ensuring advertisement of vacant position
The Bizopes enterprise needs to use the print media for advertising, for referring applicants to
their organisational websites. They are required to refer people in this way for offering
minimum about of information about the organisation I the printed advertisement and place
comprehensive material on the website of the company. In this, a well-developed website will
present a positive image for the organisation and will attract the attention of the perspective
staffs from all around the globe (Davis et al. 2016). The companies can set up search
functions and recruitment link that will allow the potential employees to search for empty
positions.
14. Utilisation of specialist

11MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
The specialists for advertisement will be used for managing the responsibilities while using
external agencies and for managing the selection and its composition. The specialists will be
used for compiling a short list of applicants and for contacting the candidates. By doing, so,
they will be explaining the candidates about the procedures of interview and testing
procedures and will inform them about the results of selection and offering the position.
15. Planning and implementing of tasks
The organisation will be investing a substantial amount of time and cost for recruiting and
selecting new employees. In addition to this providing induction provisions to the employees
is also important for the organisation. Based on the size and nature of the organisation it can
be said that the induction plan will be formal and structured in nature with an intensive
weeklong program and the induction will have one-hour session scattered over a number of
weeks (Warmerdam et al. 2015).
16. Undertaking applicant selection process
The organisation is needed to follow a state-based equal opportunity and anti-discrimination
laws and principles of diversity for ensuring that women, aged people and people from all
type of groups are treated in an equal way within the organisation throughout the process of
recruitment. The policies' of the recruitment includes informing all the applicants about the
test in advance and allowing increased opportunities for the candidates to demonstrate the
skills (Fernando et al. 2016). The internet will help in filling out the application form by
submitting the online documents.
17. Ensuring Job offers and contracts of employment
Job offers and contracts of employment will be executed promptly through a two-way
communication network for supporting the new policies and procedure in implementation
and accomplishing the recruitment outcomes. In this context, the company will be responsible

12MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
for developing forms and checklists for supporting the employees engaged in the process of
progress throughout the process in a logical way. The forms will help in ensuring that all the
employees have successfully accomplished the recruitment results and they will be able to
carry out their role.
18. Induction Form
Induction plan
Name of company: ____ Bizops
Enterprise______________________________________
[Provide name of the company]
Induction plan for the year: ____2018-19________________________________
[Mention relevant year]
The values this company stands for: the company is committed towards selecting
and recruiting employee who are capable , competent and expertise in skills-
____________________________________________________
[Mention the ethical standards and values the company functions by]
Equal opportunities for all the people by ensuring that conditions of service and
opportunities of career are fair and equitable
All information associated with the process of recruitment, selection and support will
be kept confidential to the organisation and to those who are involved within a

13MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
formal process.
Office hours (subject to conditions): ______8.30________________ to
_6.30_____________________ [hrs]
[Mention the relevant timings]
10.00- 7.00
Induction training dates: 09.10.18- 16.09.18
[Mention the dates for the special induction training that new employee/s will
undergo]
Purpose of the induction training:
To recruit and appoint the best available people by providing them with clear and
simple instructions about the process of work. To motivate the employee and to
provide them with a sufficient knowledge about the working process.
[Enumerate why the induction training will benefit the new employees]
Important numbers:
Sexual harassment cell: ____________senior
management________________________

14MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Office of the employee services: __senior manager___________________________
[Provide the contact details]
19. Training and ongoing support
The process of training and ongoing progress of employee induction will help in encouraging
the employees by ensuring that all the processes are followed. In this process, it is necessary
to regularly communicate with the employees for making them understand the value through
an appropriate conduction of Induction. In addition to this, additional incentives and punitive
measures can be implemented that will the helpful for the organisation (Kundu and Mor
2016). Suitable skills of communication and leadership will help the employees to be
motivated.
Apart from these, induction form needs to be used for analysing the difficulties of the newly
recruited employees within their first few weeks. Therefore, by establishing the
comprehensive form the organisation will have a record of training the employees.
20. Providing feedback and overseeing the management
The policy of providing feedback about the confirmation and termination of the employees
will be given during the period of the first twelve months. The senior management who will
be responsible for approving the original policy will manage these issues. Trainers will be
asking for feedback from the inducted during or after the process of induction for measuring
their perception about the effectiveness of the induction (Kanu 2015). In addition, trainers

15MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
will be asked to completing the process of evaluation after delivering the sessions (refer to
appendix 1).
21. Steps and methods to carry out induction process
During the time of providing induction to the employee's, the trainer's needs to collect, record
and store all the information of both the internal and external customers. In this, the laws of
confidentiality and producers within an organisation need to be evaluated to the employees.
In this context, the organisation's equity officer will be responsible for making the first
context for the employee's with a complaint of harassment. The training staffs responsible for
providing induction will be needed to behave confidently so that they are able to explain
legislation and all the requirements to the employees.
22. Refinements for recruitment and selection policy
All the recruit net and selection policy documents will be evaluated and stored. This will also
be disseminated amongst the employee for obtaining feedback. Moreover, in the case of ant
deficiencies requires an adjustment of policy these, is needed to be informed to the senior
level manager. In this context, all the policy and process manuals will be included in
amendment status for the recording the changes from the originally published document
(Burgess et al. 2014). By filling out the sections of the new amended table, the company will
be able to ensure that the new objectives are obtained.

16MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Reference list
Allen, D.G., Biggane, J.E., Pitts, M., Otondo, R. and Van Scotter, J., 2013. Reactions to
recruitment web sites: Visual and verbal attention, attraction, and intentions to pursue
employment. Journal of Business and Psychology, 28(3), pp.263-285.
Berisha, G. and Shiroka Pula, J., 2015. Defining Small and Medium Enterprises: a critical
review.
Burgess, A., Roberts, C., Clark, T. and Mossman, K., 2014. The social validity of a national
assessment centre for selection into general practice training. BMC medical education, 14(1),
pp.261-267.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in
Australia: what do managers think and what are organisations doing?. Equality, Diversity and
Inclusion: An International Journal, 35(2), pp.81-98.
Feldman, G., Shah, H., Chapman, C. and Amini, A., 2016. Technological, Organisational,
and Environmental drivers for enterprise systems upgrade. Industrial Management & Data
Systems, 116(8), pp.1636-1655.
Fernando, M., Almeida, S. and Dharmage, S.C., 2016. Employer perceptions of migrant
candidates’ suitability: the influence of decision‐maker and organisational
characteristics. Asia Pacific Journal of Human Resources, 54(4), pp.445-464.
Jalloh, A.A.A., Habib, M.A. and Turay, B., 2015. The effects of recruitment and selection
processes and procedures in achieving organisations strategic objectives. Journal for Studies
in Management and Planning, 1(8), pp.121-144.

17MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Kanu, A.M., 2015. How do Recruitment and Selection Practices Impact Small and Medium
Enterprises Performance in the Construction Industry in Sierra Leone? Journal of Economics
and Sustainable Development, 6 (5), pp.254-269.
Kundu, S.C. and Mor, A., 2016. Effect of diversity management on employees’
organisational commitment: a study of Indian organisations. Journal of Strategic Human
Resource Management, 5(1), pp.16-22.
Verhoeven, T., 2016. Ist Candidate Experience nur etwas für große Konzerne? Candidate
Experience Management für den Mittelstand. In Candidate Experience (pp. 131-137).
Springer Gabler, Wiesbaden.
Warmerdam, A., Lewis, I. and Banks, T., 2015. Gen Y recruitment: Understanding graduate
intentions to join an organisation using the Theory of Planned Behaviour. Education+
Training, 57(5), pp.560-574.

18MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Appendix
Appendix 1: Staff Induction evaluation form
Name: Date:
We appreciate you taking the time to complete this staff induction feedback
questionnaire to help us understand what we are doing well, and what we need to
improve.
The survey covers your satisfaction regarding the interview process, your
introduction to the company including training, and your overall perception of your
induction.
The survey has 19 questions and will take you 10–15 minutes to complete. Your
answers will be kept completely confidential. When asked about your level of
satisfaction, choose from:
• Very satisfied (VS)
• Satisfied (S)
• Dissatisfied (D)
Section 1 – Pre-employment
4. How were you recruited to Biz Ops? the Online application and
then the practical test was
conducted by the
organisation
5. How satisfied were you with the number of
on-site interviews with Biz Ops?
Dissatisfied

19MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
6. If dissatisfied, please tell us why you were
dissatisfied?
The slow process of
interview and training
process and lack of proper
resources and techniques
7. How satisfied were you with the organisation
and scheduling of your interviews?
Satisfied.
However, the existing
process interviews and
induct process does not
provide sufficient time for
processing the application.
8. How satisfied were you with the explanation of
Biz Ops benefit program?
Satisfied
9. How satisfied were you with the length of time
it took from the time you applied to the time
you were hired?
Dissatisfied
10. During the interview process, did you receive a
folder with company information?
Yes, I received a properly
documented folder
containing information
about the company.
11. Overall, how satisfied were you with the Biz
Ops interview process?
Satisfied
Section 2 – New employee induction

20MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
12. How satisfied were you with your first day of
induction?
Dissatisfied
13. How satisfied were you with the welcome you
received from your department?
Very satisfied
14. How satisfied were you with the knowledge
and skill of your assigned mentor or
co-worker?
Moderately satisfied
15. How satisfied were you with your manager’s
ability to lead and provide direction to you?
Very satisfied
16. How satisfied were you with the necessary
tools (i.e. computer, phone, etc.) provided to
complete your job?
Dissatisfied
17. How satisfied were you with the time it took to
receive your benefits package?
Very satisfied
18. How satisfied were you with the benefits
automated enrolment process?
Strongly satisfied
Section 3 – Training
19. When you were hired, what percentage of your
skills matched those required to perform your
job?
Yes
20. How satisfied were you with the computer-
based new staff induction training?
Dissatisfied
21. How satisfied were you with the flexibility and Satisfied

21MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
ease of completing the computer-based new
staff induction training?
22. How satisfied were you with the job-specific
training opportunities provided by the Learning
and Development Organisation?
Very satisfied