Support the Recruitment, Selection and Induction - BSBHRM405

BSBHRM405 is a course that teaches about recruitment, selection and induction process. The course covers different activities such as creating a timeline, developing job description, complying with legislation, and advertising job vacancies. It also covers different sources of recruitment such as local newspapers, online job sites, trade publications, references, and mobile advertisements.

Student Id:6016
BSBHRM405 Support the recruitment, selection and induction
staff
Table of Contents
Activity 1A.................................................................................................................................1
Activity 1B.................................................................................................................................1
Activity 1C.................................................................................................................................4
Activity 1D.................................................................................................................................4
Activity 1E.................................................................................................................................5
Activity 2A.................................................................................................................................6
Activity 2B.................................................................................................................................8
Activity 2C.................................................................................................................................9
Activity 2D...............................................................................................................................10
Activity 2E...............................................................................................................................12
Activity 2F...............................................................................................................................14
Activity 3A...............................................................................................................................15
Activity 3B...............................................................................................................................17
Activity 3C...............................................................................................................................17
Activity 3D...............................................................................................................................18
Activity 3E...............................................................................................................................19
Activity 3F...............................................................................................................................20
Activity 3G...............................................................................................................................20
Activity 3H...............................................................................................................................21
Activity 4A...............................................................................................................................22
Activity 4B...............................................................................................................................23
Activity 4C...............................................................................................................................23
Skills and Knowledge Activity................................................................................................24
Major Activity..........................................................................................................................28
Activity.................................................................................................................................28
References................................................................................................................................36

BSBHRM405 Support the recruitment, selection and induction
staff
Activity 1A
In order to develop a timeline, there are different ascertainment that are required to be done
are as follows:
Firstly, proper consultation is required from different kind of sources along with
websites as to consider format for the timeline. There are different timelines and formats
along with different organising systems that will be found easily online.
Secondly, a work breakdown structure has to be created as this will help in creating
and determining the different kind of project dependencies. The dependencies of the project
are essential in nature as this helps and ascertain the total amount of time that is required for
each of the tasks effectively. The strategic goals and operational plans has to be considered
effectively as this will assist the company in developing the timeline effectively.
Furthermore, determination of the total time that was required for each task has to be
identified efficiently that will help in identification of the resources availability in the market.
The total time is required to be done and analysed appropriately that will help in
identification of the important milestones and this will help in building the timeline for the
project milestone in an appropriate manner as well.
Lastly, the timeline has to be reviewed as this will help and assist in understanding the
timeline requirements as this will help in reporting, analysing and improving the data
effectively with proper implementation of the time situation. The stakeholder needs along
with skills and experience of the labour market is essential in nature to be involved in
developing timeline to gain more knowledge on the different aspects effectively.
Activity 1B
A job description can be described as a general statement which is written down for a
particular job and is based on the different results which have been obtained from the job
analysis. It comprises of duties, purpose, responsibilities, working conditions and job title. It
also consists of the designation of the person and the salary package which the employee can
expect to earn. A job description forms the basis of the job specification.
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A job description can be a useful tool in helping the potential candidate to analyse the
environment and the different role that he will be applying for. Very often the candidates are
not aware of the job which they are looking out for and what to expect. The job description
comes in handy in the long run as it assists the organization as well to analyse the different
job requirements which are present in the organization. They assist them in going a long way
to decide upon the features which need to be present in an employee and the quality which a
company is looking out for.
Consult means that when a difficult decision needs to be taken then, a manager or an
individual tends to take the advice of another individual in order to see to it that the
organization makes successful decision making (Kristensen and Ravn 2015). Consultation
goes a long way in assisting the organization to make the correct decision in the correct
format.
Reflect means to study the information which is present with the recruiter. There may
be certain gaps present in the job description and thus for this purpose, they need to be filled
up. An office assistant`s example can be used in the given scenario and they can maintain the
records in order to determine later the necessary steps. The maintenance of records could
necessarily refer to the batch documents, entering them into the given database, storing the
different electronic files, filing of important documents and backing them up.
Confirmation means to confirm with or agree on something. The confirmation is an
important criteria in decision making as it assists in agreeing with a particular aspect. It is
crucial to confirm with an individual in job scenarios so as to let the candidate know that he is
fixed for the job and he needs to join from a specific date.
Priorities means to sort out the different options available and set them according to a
given priority list which reflects which one is the most important one and which one is not.
Prioritization goes a long way in assisting an individual to ensure that the most important
thing in the organization is done first followed by the others.
Keep it current means that an individual needs to follow the principle of timeliness
in the sense that he needs to be aware of the different events that have been taking place in
the current environment. This helps the individual in taking the correct decisions which go a
long way in assisting the individual to prosper in the business environment.
Job description: Marketing Manager
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Position profile:
The profile for the given job advertisement is the Marketing Manager
Position Summary
A marketing manager will be working in association with the Sales and marketing
department. The individual will be seeing to it that they are successful in their ordeal and can
bring about success to the company
The marketing manager will also look out for the advertisement, sales and other
related aspects of the company.
Selection Criteria
 Post graduate in Marketing Management
 2 years of experience
 Above 25 years of age
 Acute knowledge about the given industry
 Willing to work longer hours.
Legislations
 The state and federal legislations
 WHS legislations
 Commonwealth legislations
 Dangerous substances regulations
 Conditions of employment regulations.
Standards
The Standards Australia can be referred to as an organization which assists the
candidate in development and accreditation of a Standard if an employee is interested in
acquiring one. They can be defined as documents which state down certain specifications
ensuring that the products and goods are consistent and safe.
Standards are the standards like:
 ISO Standards
 The HRF 101:2010 Standards
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Activity 1C
It is essential in nature to consult with the personnel about the job description. The
best responses can be given by the individuals or the officials from the respective department
itself. It is mandatory in nature to analyse the different kind of responsibilities that are
required to be adopted by the different candidates who specialises in different departments.
The entire workforce strategy is essential to be analysed effectively as this will help in
providing the responses that are effective in nature.
It is essential in nature to comply with the legislation while developing a job
description as this will be helpful in making the employees understand about the different
duties that are being assigned to them and perform their duties accordingly as well. The
disclaimer is legal in nature as this usually covers the different additions that do not result in
material changes and the disruption of such responsibilities by the employees should be
illegal under the eyes of law.
It is essential in nature to consult with the other members of the staff as this will find
out the first-hand to analyse the actual requirements of the respective position. The best kind
of responses are obtained from the employees who do not have actual kind of job. It is
essential in nature to adhere to the policies of the company along with licencing requirements
to make the necessary improvements effectively.
Activity 1D
The laws which cannot be contravened in the job description relate to the laws of the:
 Australian Human Rights Commission Act 1986
 Age Discrimination Act 2004
 Disability Discrimination Act 1992
 Racial Discrimination act 1975
 Sex Discrimination Act 1984
The unlawful discrimination can take place in the given work scenario when the
following aspects are considered. These are as follows:
 Age- When individual are discriminated based on age.
 Disability- When individual are discriminated based on ability or disability
 gender reassignment- When the gender of an individual is concerned
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 marriage and civil partnership- When the marriage is considered to be a point of
discrimination
 pregnancy and maternity- When the deal relates to the deal of pregnancy and
maternity
 race- With respect to the race of a person
 religion or belief- With respect to the religious beliefs
 Sex- With respect to the gender of a person.
Privacy
Privacy can be rightly defined as the ability of an individual to be able to seclude
themselves or hide a given information about themselves or the decision to express
themselves selectively. Although the boundaries or the areas in which an individual chooses
to be private may vary from person to person. The Australian Capital Territory (ACT) is the
act which is referred to in the given scenario. However, matters that are considered to be
private are largely special or sensitive to them. In scenarios of privacy, security is overlapped
and thus information is protected in the manner. Privacy is often largely connected with the
integrity of an individual.
Activity 1E
It is essential in nature to obtain approval to advertise the position as this is essential
and mandatory in nature to propose the news to the director of Human Resource as this helps
in estimating the entire cost that will be incurred while filling up the position respectively in
the organization in a specific department. Furthermore, the search plan is required to be
created for the appointments that is required to be taken for conducting the interview for the
required position and there can be different suggestions that can be gained from the higher
authorities while posting the vacant position in the newspapers or through different websites.
The type of candidates that should require approval for the internal positions include
the ones who are already working in the respective organization and there will be shift in the
position in which they are working presently. Secondly, the candidates who are being
referred by the higher officials or the ones who are being referred by the employees for a
specific position within the organization.
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There are different benefits that are being offered by job sharing that includes that
there are two valued employees who might otherwise quit to pursue the different issues
related to work-family balance issues. Secondly, the company is being able to gain two brains
that are creativity and enthusiasm and both the employees are committed towards the success
as well. The successful job share partners are very much accountable to one another and this
will help the employer in building effective relationships with the co-workers.
On the other hand, there are different advantages that is gained by the employees
through job sharing approach. The employees in the organization can ask for pay for cross-
over day along with this helps in increasing the cost of employment for a jobs hare as well.
Furthermore, the cost of the benefits may rise and when there are two employees who are
working in the organization, and when in such situation, the employee is not comfortable and
they fail to share work style that is required, in such situation this provides the other
employee in providing such benefits to the other employee who is compatible in nature to
perform such functions effectively as well.
Activity 2A
Local newspaper- The companies can advertise their job vacancies in the local newspapers
that are present in the given city or the given country. All the job seekers tend to read the
newspapers regarding the job vacancy and thus, the advertisement forms an easy and cheap
method of advertisement (Schermerhorn et al. 2014).
Advantages:
 Cost effective
 Easy to distribute
Disadvantages:
 Obsolete
 Not that detailed
Online Job sites- The online job sites are also a new source of advertising for the job
advertisements. With the advent in technology, job advertisers like to give the advertisements
in the online websites. The format of the given advertisements are more detailed than the
online advertisements.
Advantages:
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 New technology
 Easy access
Disadvantages:
 It is quite expensive
Trade Publications- Trade publications refers to the books and documents which are
essentially printed for trade purposes are referred to as Trade publications. The Trade
publications are obtained in order to advertise just in the business domain
Advantages:
It is an acute measure and reaches directly to the target audience
 Cheap
 Effective
Disadvantages:
 Old technique
References- The references can also be described as a common way of advertisement as it
assists in the job vacancy fill up as it goes a long way in bringing about the new employees
who already have connections in the firm.
Advantages:
 Known employee
 Cheap
Disadvantages:
 Limited exposure
Mobile advertisements- The mobile advertisements also tend to act as a new technique
whereby the organization needs to send out messages and mails to the potential candidates
(Bolman and Deal 2017).
Advantages:
 Cost effective
 Target advertisement
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Disadvantages:
 Can create unnecessary increase in database
Social Media- Social media can also be used as a useful technique to advertise for the given
jobs and other related techniques. Most of the individual are quite active on the social media
platform and thus for this reason, it is very important to implement the advertisement in this
domain. The advertisement aspect goes a long way in helping the organization to manage the
recruitment aspects
Advantages:
 Easy to use
 Cost effective
Disadvantages:
 Not accessible by all
Activity 2B
In order to advertise a professional position, the best way and process to reach out to
the different best personnel is to advertise the vacant positions in the newspaper or through
social media networks. It is essential in nature to start up with the local newspaper as this will
help in searching the local candidates and gain the best candidates towards the specific job
types as well. The targeted online websites can be used to advertise their job position and this
will help in attracting the qualified candidates who are required in the organization.
While writing and posting the advertisement, the details about the entire organization
along with the different details of the contact number of the organization along with the email
id of the organization. Furthermore, the different kind of details about the vacant job position
has to be described in an effective manner that will help the candidates to understand the
position with the details that are necessary to be adopted for the vacant position. The different
details of the qualifications of the candidates has to be ascertained effectively as to help the
employees in analyse the job requirements.
Outsourcing is defined as the agreement wherein the organization contracts with
internal activity to different organization. It includes the contracting out the entire business
process along with different non-core functions of the business as well. Outsourcing is the
practice of hiring party outside the company as to perform the different services that includes
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offshoring of activities as well. Outsourcing is known as business process outsourcing and
this is the practice of hiring another individual or organization either internationally or
domestically as well. Furthermore, it allows the business to focus on the different core
competencies and this will cut the costs and improve the overall efficiency as well.
The organizations need to outsource for different kind of reasons such as certain kind
of business functions. The most common reasons that includes controlling and reducing the
operating costs and this helps in sharing the risks with the partner company as well.
Outsourcing will help in reducing the entire labour costs and this is the main reason in which
the different companies choose the reason to outsource in an appropriate manner.
Furthermore, outsourcing helps in reducing the costs along with focusing on the
business and this will give access to the different world class kind of capabilities as well.
Additionally, the outsourcing will help in risk management and this assist in compensating
for insufficient kind of internal resources as well. When the organization will not require to
undertake the different kind of business risks and the outsourcing will be good risk
management strategy that can be applied by the company.
Activity 2C
In order to consult with a relevant panel, the given needs to be consulted with:
 The Manager- The manager is the one who is responsible for managing all the job
opportunities an d the different workers and thus for this reason, it becomes extremely
important to ensure that the right kind of managers are selected for consultation
 The Department concerned- The department for which the employee is selected also
needs to be concerned with respect to the job roles and criteria’s which are available
for the employees. They also need to be informed that new employees are being
selected.
 Supervisor- The supervisor also needs to be consulted with in order to attain advice.
The committee needs to be formed in order to ensure that there exists no discrepancy
with respect to the discrimination of the employees, the breach of the private legislation,
breach of confidentiality and the different organizational procedures. The duties of the
different panels also include conducting the reference check, shortlisting of the applicants and
participating in the interview process.
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It is thus, important to form a proper panel who will be looking after the needs of the
different employees in order to ensure that the best candidates are appointed. They should be
given access to the correct files, thus the second round may be taken for certain applicants
when the number of applicants are large in number.
In the scenario, it is extremely important to ensure that there exists no conflict. There
will be certain time periods whereby the different members may face certain problems,
however this should not come in the way of the business and such conflicts need to be
avoided in order to ensure that the right applicant is employed. This can be taken to be as
discrimination. In such a scenario, there can be a negative impact on the employee
relationships and the image of the given organization as well. Hence, those members who are
acting as a source of conflict should try and withdraw from the panel for convenience.
Activity 2D
The respective job post from which I have resigned currently is Human Resource
Manager. I was working with a respective organization as the HR manager wherein it has
been seen that I was handling the different kind of recruitment, selection and training of the
employees (Konrad et al. 2016). The main function that was performed by me was to conduct
the different recruitment process in an effective manner. I used to coordinate, direct along
with plan the administrative functions of the organization. I used to oversee the recruiting,
interviewing along with hiring the new staffs and consulted the different top executives on
strategic planning and this will serve as the link between the organization’s management
along with the employees.
Interview Plan
Sequence Structure
Interview Type Job selection
Objectives Collecting appropriate information whether
the tasks can be performed by them
effectively along with provide information
about organization and job.
Style and Approach Semi structured interview along with
flexibility
Format Establish the rapport within five minutes
along with collecting information within 10
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minutes as well.
Subjects Proper analysis of the past experience and
previous education and training of the
employees effectively as well.
Legislative Requirements to be considered while developing interview plan are as follows:
The different laws that is required to be analysed and this is required to be analysed to take
care that the breaches should not take place:
 Anti-discrimination law
 WHS laws
 Confidentiality Laws
Seven Type of Questions that are required to be analysed are as follows:
Question Type Defined -Used
to assess
Used for Examples
Open ended Get more than
no or yes
answers
(Brewster,
Chung and
Sparrow 2016)
Right research
is required to be
done as to
ensure that the
interviewees
matches the
different
answers as per
the needs of the
organization
Why the
candidate is
interested in the
profile?
What are the
most skills that
are remarkable?
Closed Ended To make sure
that the
information is
correct
(Armstrong and
Taylor 2014)
To review that
there are no
doubts in the
resume of the
interviewees
Are you
experienced?
Hypothetical Problem Does the Is the
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Solving in
nature along
with different
knowledge and
skills
interviewee
follow up the
different
questions as to
clarify the
information
(Bratton and
Gold 2017)
information
correct of safe
work place?
Leading These are
assumptive in
nature
To see if the
interviewee off
guard and see if
it is positive in
nature
It can be hard
working in such
an environment
Multi
Barrelled
Skills of
reasoning
One question is
same in nature
like the other
two questions
The type of questions that has to be considered while placing the interview are as follows:
General Questions
Specific Questions
Job Functions
Behavioural Questions (Brewster, Mayrhofer and Morley 2016)
Activity 2E
When the applicants are sorted then they need to ensure that the entire process is quite
transparent in nature so as to ensure that there does not exist a scope for discrimination.
The applicants need to be sorted according to the different criteria’s and the applicants
which will match with the job criteria need to be separated. The employees which do not
match will be segregated as well.
The different matching criteria’s which will be considered will include critical skills,
identification of the gaps in the different information in order to form the selection criteria.
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They can also include soft skills and different knowledge components (Nkomo and Hoobler
2014). Desired qualities may also be present.
Very often certain organizations may also consider the other personality traits to
check whether the organization can meet specific goals of the organization.
The preferred personality traits which can be matched appropriately are as follows:
 Confidence
 Will power
 Response to change
 Autonomous abilities
 Personality traits
Hence, the given template is then used in order to assess the different candidates who
are present in order to match the total which emerges. Those who achieve the highest scores
in such cases, are chosen for the next step.
Resume criteria
The resume criteria plays a key role in deciding whether the task can be matched or
not, and whether the given employee is suitable or not, In this criteria, the achievements and
awards, past experiences, employment history and the number of years of experience are
measured against the appropriate criteria.
Paul
Name 1 2 3 4 5
Retail 
Key Board
skills

Customer
service

Mary
Name 1 2 3 4 5
Retail 
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Key Board
skills

Customer
service

Peter
Name 1 2 3 4 5
Retail 
Key Board
skills

Customer
service

Hence, Peter needs to be selected as a candidate.
Activity 2F
Me: Good Morning, I just called you up to make sure that the appointment is fixed for
tomorrow
Client: Good Morning, I remember the same and the appointment is fixed on Monday from
10:00 A.M and 3:00 PM
Me: Yes, Thank You so much for your cooperation and as discussed, I will be present there
within the said deadline
Design of Email
From: [e-mail]
To: [e-mail]
Cc: [e-mail]
Subject: Reminder for the Interview on Monday from 10: 00AM to 3:00 PM
Dear Student,
Hi! Hope you are having a good day. I have mailed you with the entire details of the location
wherein the interview will be taking place along with the different essentials that are required
to be carried down by you. Please carry your CV along with the other certificates of the high
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school along with the master’s degree certificates as well. Furthermore, I would request you
to come down to office before 5 minutes of the scheduled time.
Thanking You
Regards
XYZ
Telephone Number: 458215823285
Activity 3A
The interview process
The interview process needs to be considered in the manner such that the entire
process is successful in convincing the employee and in ensuring that the right candidate is
selected for the right employees.
Hence, before the interview is conducted, the following needs to be ensured:
The candidate needs to be comfortable in the given procedure and it should be seen to
it that their references and the resume is considered primarily. The original copies of the
qualifications also need to be considered accordingly in order to ensure that there does not
arise a case of Privacy scanning laws (Kehoe and Wright 2013).
For the comfort of the different employees, the following needs to be ensured:
 The refreshments are present
 The room is not threating
 The supervisors are present
 The applicants are comfortable
The first and the last incident which takes place tends to have the most impact on the
given candidate.
Preparation for the interview
In case a selection panel is being used then, the emails need to be sent to the particular
panel in order to remind them to be present in the meeting. Furthermore, the selection criteria
needs to be matched with the different performances. The question needs to be prepared.
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They need to see to it that the situation needs to be handled carefully in order to determine the
procedure.
Opening the Interview
The applicant needs to be introduced to the panel and the interviewer needs to be briefed
upon the happenings of the interview and inform them about another interview process which
will be taking place/ The given plan which has been formed needs to be put into action.
Stages of the Interview
The interview is divided into three different stages:
Initial
The applicant needs to be asked about the selection criteria and see to it that he
understands about the different interview process. The different applicants need to be
informed that different notes will be taken during the interview process. When the comfort is
established then the background of the interview is taken and they can carry forward with the
next step.
Body
The body phase is used to establish a rapport with the applicant. All questions
regarding the given job are asked in the given scenario and well-structured questions need to
be kept in mind. Various behavioural examples need to be considered in order to structure the
entire process.
Follow up
The follow-up procedure involves asking whether the given individual has any
particular questions. They can show their certificates in order to prove their competency.
Further there should be various questions so as to ensure that no process is left incomplete.
Closing of the interview
The closing phase of the interview will involve that the applicant is made aware of the
fact that they will be considered in case of availability and the kind of role they can expect to
have. The notification process will be briefed upon. They will be asked to be available for a
second interview and lastly, the interview must be thanked for his time and remind them to
remain in contact in case of any further requirement (Gatewood Field and Barrick 2015).
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Activity 3B
It is essential to thanks the candidates for coming to the interview as the candidates
have taken out some time to come down for the respective time frame and they have given
their best shot as well. The thank You note is essential in nature to customize the follow up
details of the interview effectively as well. This can be used as the opportunity to overcome
the objections effectively (Cascio 2018)
The key stakeholders in the assessment of the candidates are as follows:
 Selection Panel Members
 Selection Panel Chairperson
 Human Resource Management Team
 Recruitment Services
Activity 3C
Correct biases
There may be various criteria’s when there might take place certain situations
whereby there is a conflicting point of interest and the different criteria’s need to be
measured.
The primary aim of the applicant should be to:
 Demonstrate the evidence that needs to be collected in order to analyse the selection
criteria
 The indicator of the success of the result
 Star Method of analysing the behavioural outcome needs to be measured in order to
ensure that the interview is successful.
Immediately after the interview:
1. The different panel members need to give their choices and their options. The primary
aim of these need to be seen to it that the different views match or not.
2. The different interview notes need to be classified and hence, this needs to be
matched and the interview panels need to be considered effectively. A conclusion in
this regard needs to be reached and rating needs to be provided to the different
behaviour of the given set of employees.
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3. All the interviewers tend to match their criteria ratings and the consensus need to be
achieved.
4. The selection criteria weights are agreed upon and the consensus ratings are made.
5. The different interviewers are required to discuss the selection criteria and ensure that
there exists a vacant position or a new one is created
6. The training and development is offered to the different employees
7. The interviewee is required to complete any additional administration tasks.
Consensus
In order to ensure that a consensus is reached it is important to maintain a
structured communication in order to resolve any issues which are raised.
Structured communication is important and it shall ensure that:
 Rating the value of each performance skill
 The trainability of the different performance skills of the candidates
 The different Panel members are able to rate the behavioural ratings
 The applicants are able to fit into the organization
Activity 3D
It is required to obtain permission from the candidates before contacting referee as
there should not be any kind of discrimination among the different candidates. The
confidentiality is essential in nature as there can be different times when the referee cannot be
employed as the employees are still working in the organization and the permission is
required to be taken from them as to make the entire process successful in nature.
Explanation of the steps
 Firstly, introduce yourself
 Confirm that you are the correct person
 It is required to be made sure that the right person is contacted and the person is free
to speak
 Furthermore, ensure that the call is confidential to them as this is essential in nature
 Find out the difficulties faced by the person
 Analysis of the pressure that is faced by the individual
 To close the entire interview, analyse whether the person can be re-employed
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 Thank them for their time and re-affirm that the entire interview was confidential in
nature
 Noting down the time along with date of discussion
Activity 3E
The selection report is formed in order to be used as an official record of the given
interview process. It aims to not only record the recommendations of an individual but also to
ensure that the decisions of the staff members which were made are just and fair. The report
helps in making the financial decision making criteria’s. The report also needs to provide a
feedback to the given employees and be rigorous in describing how an individual or a panel
will arrive as conclusions.
The report
The report can be described as a steps which the selection panel will be making use of
their decision and give a justification for the different decisions which they shall be making.
It is primarily done in order to be sufficient in helping to make the final decision.
The different decision makers in such a scenario are as follows:
 The HR Manager
 The CEO
 The General Manager
In case no suitable candidate is formed, then the selection panel needs to start the
entire procedure once again. This proves to be very effective.
Feedback
Some organizations need to depend on post selection feedback. The constructive
feedback which is obtained goes a long way in helping to understand why the given
procedure has been largely unsuccessful and how they can become better in the given
selection process.
In order to ensure proper feedback is given:
 Encourage them to apply again
 Ask them to provide a SWOT analysis
 Ensure that they understand that the organization is able to utilize the feedback
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 Prepare detailed reports based on the given feedback.
Panels and recommendations
The different pane members must remember that they need to ensure that they tend to
provide the recommendations for the same and the report is [resented professionally. The
concept of the different panel members needs to be clear and a brief report needs to be
provided. Even though a situation might arise whereby the consensus is not achieved, the
ranking method might be used for the same in order to fill a given position (Hoque 2013).
Activity 3F
In order to advise the candidate that we are unsuccessful in their application is such
that by informing the candidate through telephonic conversation or email about them being
unsuccessful. Thanks, the candidate for taking out time and wish them all the best for their
future prospects. Any feedback can be provided in order to improve their confidence
effectively.
Activity 3G
In a scenario, whereby the selection process turns out to be very lengthy in nature
then, it can be due to the given reasons:
The candidate decides not to join
If the candidate does not join the organization then the process needs to be repeated
once again and thus the uncertainty increases considerably
Loss and cost
Very often when the employee agrees to join at a particular time frame and there
exists a gap between his joining and leaving the organization then the given organization is
struck by certain monetary and non-monetary aspects.
Ways in which the delay in the recruitment procedure can be delayed:
The following procedures may be used to ensure that any delays can be mitigated:
 The job description needs to be formed appropriately in order to obtain the best
candidate for the organization
 The timeline of the interview needs to follow a structured format
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 The person who is responsible for the decision making needs to be ensured that he
takes them properly
 Commitment of the interview dates needs to be important
 Proper communication channel needs to be maintained
 The realistic goals need to be taken in order to ensure success.
For salary negotiations:
Very often the organization and the different employees cannot arrive at a particular
salary then the procedure which needs to be followed are as follows:
 The organization needs to know the salary expectations in order to conduct the cost
benefit analysis (Boella and Goss-Turner 2013).
 The offer needs to be pitched carefully in order to see to it that the negotiation is
successful
 Lastly, the final offer needs to be made clearly.
Activity 3H
Documentation required for candidates who have been chosen are as follows:
 Proper copies of CV
 Scans of their qualifications and references
 Letters from previous workforce
 Selection Reports
 Referee checks
 Interview Sheets
 Selection Reports
The confidentiality waste can be disposed of through Disposal Company sourced as to
remove the different shredded information that are confidential in nature. It has to be made
sure that the information has been destroyed completely and the privacy concern acts has
been followed as there has been different cases wherein the organization do not follow such
steps and this becomes problem for the company to protect themselves from litigation as
well.
In order to decide the keep a record of the candidates, then the authorisation of the HR
department is essential in nature as this will help the company in maintaining the record
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effectively. The documents are required to be processed as the confidential files are shredded
and then the destruction is required to be done with due permission from the Hr department.
Activity 4A
Letter of offer
A letter of offer can be described as a document which provides the given
information:
 The name of the employee
 The nature of job
 The starting date of the employment
The letter of offer may also comprise of information like the:
 Tax file form
 Personal information form
 Banking details
 Superannuation forms
It needs to be noted that along with the letter of offer, two original copies of the
employment contract need to be given out to the different parties.
Employment contract
The successful candidate will be able to complete the rest of the forms and send them
for processing. They shall be encouraged to send the contract to office and other relevant
documents
List of information are provided:
 The location of the given employment
 The hours of work to be done
 The responsibilities of the employee
 The probation period of the employee
 The compliances that he will be required to abide by
 The remuneration to be offered to the given employee
 The different leave entitlements which are given to the employees.
 They also comprise of information which is confidential
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 The termination issues also need to be provided to the different employees
Activity 4B
I will tell her that the start date for the successful kind of candidates has to be
communicated to staff and management along with:
 Planning an induction
 Arrange proper mentor and coach
 Arrange ongoing training as part of induction
The administrative department should not have proper access to the information
effectively as there can be confidentiality of the data and this can affect the entire reputation
of the organization as well. Furthermore, as a manager, I would be requiring them to help
them in analysing their position and become the morale of the entire team. By
communicating with the staffs, it is essential in nature to communicate the needs effectively.
The communication of the new appointment with management and staffs are essential
in nature as to make sure that the date is communicated appropriately with the organizational
procedures. The team members will include in the induction process and volunteer to assist
the candidates effectively to walk through the work site as well.
Activity 4C
Purpose of feedback and evaluation
The feedback and evaluation is generally conducted in order to ensure that the whole
recruitment procedure has been successful and the loopholes can be identified easily.
Importance of induction plan
 The induction plan helps in reducing staff turnover and absenteeism, reducing
accidents and reducing various incidents.
 It increases productivity, job satisfaction and facilitates learning.
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Skills and Knowledge Activity
Timeline for appointment of PA
Particulars
I
Mont
h
2
Mont
hs
3
Mont
hs
4
Mont
hs
5
Mont
hs
6
Mont
hs
Issue of the
advertiseme
nt
Recruitmen
t of the
candidate
Selection of
the
candidate
Induction
Process of
Candidate
Introducing
to the team
Job description
 Proper screening of the telephone calls
 Organizing along with maintaining diaries along with making and fixing different
appointments
 Dealing with different incoming calls
 Producing different kind of documents along with briefing papers as well
Selection Criteria
The selection of the candidates has to be done in such a manner that will be suitable for the
respective position. The selection criteria include:
 To check whether the candidate is HS pass or graduate
 Secondly, to analyse the previous experiences or the job descriptions
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 Thirdly, to verify the criminal or other briefing records of the candidates effectively
Key Personnel
 HR manager
 CEO
 General Manager
Legislative Requirements
 The state and federal legislation
 Dangerous substances regulation
 Conditions for employment regulation
 WHS Legislation
 Commonwealth Legislations
Advertisement for PA Position
Vacancy at XYZ Organization for the position for Personal Assistant in HR recruitment
Industry
Minimum Qualification- 12th pass with minimum 55% aggregate
Interested students can call on the number: 558521256312
Questions for the Interview
 Tell me something about yourself
 What is your last or past job experience?
 What are the trainings that you have received from the previous workplace?
 Will you be able to handle the different queries effectively?
Shortlisting the candidates
The candidates will be shortlisted by analysing their speaking and communication
skills. The communication skills play a major role in managing the different queries of the
clients in an effective manner. The respective PA post will be required to be confident and
professional in handling different queries appropriately in the organization as this will help
the company in gaining strong customer base.
Reviewing interview Questions
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There is one question that has to be reviewed as there is breach of legislative requirements
that include the following:
The organization can directly ask about the different kind of training or the training
needs that will be provided by the company in the present along with the salary package
negotiation as well.
Document required for assessing candidates against selection criteria is the report based on
selection criteria.
Biases and Negotiations
These can be corrected with proper implementation of different strategies adopted by
the company in order to analyse the issues and solve them appropriately as well. The biases
can be solved in the organization by ensuring that the committee has to be comprised of
different individuals from different domains that will reduce conflicts.
Procedure for referee reports
 To check everything is recorded in an effective manner
 To evaluate the different performance of the employees
Name of the
candidate
Performance of the
candidate
Selection Criteria Comments
A Good
B Average
c Poor
Selection Report
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Selection Report
Information about the position
Job Title
Position
Location
Full time
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The recommendations that can be provided to the selection report as to change the
entire report is that the referee report has to be published only on the approval of the different
clients as this information are confidential in nature and this will help in solving the different
kind of reports in an appropriate manner. The documentation has to be provided as to
implement the different strategies to solve the issues in an effective manner. The
demonstration has to be done in such a manner that this will help and assist in maintaining
the different kind of information effectively.
Procedure to advise to unsuccessful candidates
The procedure that has to be followed in analysing and identifying to be advised to
the candidates who are unable to succeed in the organization are such that the candidates are
to be made aware of the situation effective. Furthermore, the candidates are required to be
thanked for coming and attending the interview and taking time out to be helpful in
conducting the same effectively as well.
Procedure to secure preferred candidate
The candidates who have been selected has to be matched with the selection criteria
report that will help and assist in displaying the maximum score that will be helpful for the
company in selecting the candidates as per the education and past experience qualification
that is mandatory in nature to maintain the position in an effective manner as well.
Furthermore, the preferred candidates can be secured with proper implementation of
strategies to solve the different kind of queries and solve the different kind of issues
effectively as well.
Documentations
 Curriculum Vitae
 Scan of different qualifications such as education and past job experience
 Certificates of the different courses that has been conducted effectively
 Different criminal and briefing records
 Health Documents
Induction Plan
 Introduction Session in the morning from 9:00 AM to 11:00 AM
 Secondly, providing the tea and snacks to the candidates
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 Providing the candidates with the different briefing records and reports
 Providing the candidates with different important records that are necessary to be
analysed effectively
 Furthermore, the candidates have to be made aware about the tasks that is required to
be handled by them effectively and appropriately
 The candidates’ queries have to be answered effectively and then there will be lunch
session
 Lastly, wrapping up the session and the snacks has to be provided to the candidates.
Major Activity
Activity
1. Plan for recruitment
1.1 Obtaining the approval for filling the position and clarification of the time lines
and the requirement based on appointment.
1.2 Assisting in the preparation of the job descriptions which can reflect the
requirements of the role in an accurate manner. The job descriptions will be
prepared based on the procedures and the policies of the company.
1.3 The relevant personnel need to be consulted about the relevant description of the
job and the strategy based on workforce.
1.4 The job descriptions of the personnel need to comply with the legislative
requirements of the company.
1.5 The approvals need to be obtained for advertising the position.
2. Plan for selection
2.1 Choosing the appropriate technology and channels for the purpose of advertising
the vacancies and the identification of the appropriate training pool.
2.2 Advertisement of the vacancies for requirement of staff which is based on the
procedures and the policies of the company.
2.3 Consulting with the relevant personnel so that the selection panel can be convened
and the interview questions can be developed.
2.4 This planning also assists in the process of ensuring that the questions of the
interview are based on the various legislative requirements.
2.5 This process assists in the process of short-listing the applicants.
2.6 Scheduling the interviews and the further advising the relevant types of people
regarding the dates, venues and the times.
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3. Supporting the selection process
3.1 Participating in the process of interview and the assessment of the candidates
based on the criteria of selection.
3.2 Discussion of the assessment with the other members of the selection panel.
3.3 Correction of the deviations or the biases based on the procedures that are agreed
upon and the negotiation based on preferred candidates.
3.4 Contacting the referees for the reports.
3.5 Preparation of the selection report and making recommendations to seniors for the
appointment purposes.
3.6 Providing advice to the unsuccessful candidates based on their outcomes.
3.7 Securing the requirements of the preferred candidates.
3.8 Completing the necessary documentation based process according to the
procedures of the company and observing the privacy related requirements and the
confidentiality.
4. Induction of the successful candidates
4.1 Providing the successful candidates with contract based on employment and other
relevant documentation.
4.2 Advising the managers and the work based team about the new recruitments.
4.3 Providing advice to the managers and the staff based on the staring date of the
candidates and various arrangements that are to be made for paying the employees
and keeping their records.
4.4 Making arrangements for the successful induction of the candidates based on the
policies of the organization.
Answer to Question 1
The organizations can use different options for the advertising the vacancies. The
company that is taken into concern in this case has its own website and it has also placed
advertisements in the newspapers. The various channels that have been used for
advertisement related purposes are the search engines of the government, journals and the
websites that are specific for different industries. The various types of internal
communication that is used in this case are intranet, newsletters and the emails. The
newspaper based advertisements are also a major channel which is used for the advertising
related purposes. All the channels that are used by the company has its own advantages and
disadvantages (Coller, Cordero and Echavarren 2018).
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Answer to Question 2
The various legislations that need to be considered by the organization for the
formation of job descriptions are the federal and the state based legislations, the
commonwealth based legislations, the WHS regulations, dangerous substances based
legislations and the conditions that are based on the employment regulations. The code of
practice is thereby considered to be the set of the activities, actions, responses and the
responsibilities which are based on events which apply to the profession, trade or the industry
as a whole. The awards are also based on the minimum levels of standards and the conditions
related to the employees in the industry. The professional association of the company is also
based on the ways of uniting and then informing people who are a part of the same
profession.
Answer to Question 3
The relevant attributes that are required for the purpose of carrying out particular role
in the company will be cleared to me by the human resources manager. The manager will be
able to provide me with the relevant information that is required for the purpose of creating
the appropriate type of job description. The various qualities of the employee will be cleared
to me with the help of information that is provided to me by the HR manager of the company.
This will further be helpful for me to create the job description in an appropriate manner
which can help in the recruitment based process (Lievens 2015).
Answer to Question 4
The various laws and legislations that are based in anti-discrimination are, the Age
Discrimination Act 2004, the Australian Human Rights Commission Act 1986, the Disability
Discrimination 1992, Racial Discrimination Act 1975 and the Sex Discrimination Act. These
acts have been covered under the Commonwealth Law. These laws are thereby followed by
the organization so that the different areas based on the discrimination can be covered easily.
These are thereby related to the territory or the state where the legislation based on
commonwealth applies. This helps the company to protect the employees from different types
of discrimination that is not lawful in nature.
Answer to Question 5
The organization has different procedures that are based ways by which the approval
related to advertisement can be obtained. The human resource manager of the company may
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have to place an internal advertisement so that the approval can be gained based on placing
the advertisements in other areas outside the company. The procedure based on the approval
that is required for placing the advertisements needs to be different from in different
companies. The process of documentation is also different in various companies. The human
resource manager needs to prepare both the internal and the external documents as well. My
organization will have a different type of process that is created for documentation. The
positions of the displaced employees are also filled with the help of internal advertisement
within the organization itself (Dandaro, Silva and Carvalho 2017).
Answer to Question 6
My organization has a website which is used for the purpose of placing the
advertisement for vacancies. The newspaper advertisements are also placed by the company
based on the vacancies that have been created. The different channels of my organization
thereby include, the websites and the journals, the search engines of the government and the
other internal communication based processes. The potential candidates of the company are
also selected with the help of these advertisement based channels. My organization is then
able to gain access to different CVs and the information of potential employees. This helps
the company to take proper decisions based on the ways by which the individuals can be
selected.
Answer to Question 7
The advertisement based on the vacancies in the company will be related to the ways
by which the position for the job is displayed and the various organizational procedures are
followed in a proper manner. The small companies may not have proper procedures or formal
policies that are able to guide in the process of placing the appropriate type of advertisements.
The audience that is aimed by the advertisement is also a major part of the advertisement
based process. The pool of applicants or the potential employees are targeted with the help of
the advertisement which is placed in the various channels. The timeline that is required for
the preparation and advertisement of the position is also placed in the advertisement (Lepistö
and Ihantola 2018).
Answer to Question 8
My organization uses a selection panel which is used for the purpose of recruiting the
employees. The selection panel is created in such a manner which can be helpful for the
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selection of the appropriate candidates in different important positions. This panel helps in
providing opinions that are based on the candidates who have been shortlisted by the
advertisement based process. The members of the selection panel include, the human
resource manager of the company, the operations manager and the appropriate manager of the
departments for which the recruitment process is being conducted (Kang and Shen 2017).
Answer to Question 9
The question that I need to ask myself before designing the questions that are related
to the interview are based on the ways by which I am able to place myself in the position of
the employees who are being considered for the recruitment based process. The first question
will be based on the experience that I had based on the time when I had been interviewed for
the position where I am working now. The second question will be based on the ways by
which the interview questions are able to test the abilities of the employees in an appropriate
manner. The third question that I will ask myself will be based on the depth of the questions
that have been prepared to be asked in the interview (Kang and Shen 2017).
Answer to Question 10
The different personality traits that I will test in the employees at the time of interview
are the communication related skills, the skills of the candidates that is based on the ways by
which they are able to multitask and complete the jobs and targets. The ability of the
employees to form strategies in various situations will also be tested. The judgement based
capability of the candidates needs to be analysed based on the requirements of the job. The
levels of cautiousness of the candidates will also play an important part in the process of
interview. The thinking based capability and team playing skills of the employees will be
analysed in the interview that I will conduct with the employees. The ways by which the
candidate is able to fit in the culture of my organization will be analysed by me in the
interview (Ployhart and Weekley 2014).
Answer to Question 11
The applicants will be invited for the interview after the process of shortlisting is
complete by selecting employees from the various applications that are made. The
information that is provided to the employees is thereby based on the compensation that they
will receive for the services provided. The other types of information will information that is
related to areas where the employees will be placed with respect to their job responsibilities.
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The various levels of information that is provided to the employees are helpful for the
purpose of helping them to understand their duties in the company and the ways by which
they can achieve the targets. This will be helpful for the employees to set their targets and
goals in an effective manner (Mahmood 2015).
Answer to Question 12
The selection criteria that has been set by the organization needs to be reviewed in an
effective manner before actual process takes place. The interviewers thereby need to analyse
and assess the entire criteria that has been designed for selecting the employees. This is an
important part of the recruitment process as it helps the interviewers or the recruiters to make
sure that the employees are selected based on the perfect criteria. This will further be helpful
for the organization to create an employee base which is efficient in nature (Ployhart and
Weekley 2014).
Answer to Question 13
The review process of the selection criteria is mainly done by the head of the
department in which the employees are to be recruited. The main part of the review process is
based on the ways by which the employees are selected entire recruitment based process. The
human resource managers are also a part of the review process which helps them to decide
the reliability of the entire process. The departmental head and the human resource managers
are therefore the most important stakeholders of the entire work process. This will help the
company to decide the perfect criteria which can be applicable for the selection of the
employees (Saifalislam, Osman and AlQudah 2014).
Answer to Question 14
The choice of the applicant is not always clear for the organization. The conflicting
points can occur among employees with respect to the criteria of selection. The selection
criteria can thereby be refined with the help of refinement of each part. The members of the
panel need to be provided with choices that are based on the capability with the help of which
they are able to meet the various criteria of selection. The details also need to be provided
based on various behavioural types of examples. The biases can be avoided by the notes
based on the interview that are provided to the employees. The interviewers need to read the
ratings that are based on the criteria. The criteria of selection are thereby based on the phase
of preparation which is decided with the help of several calculations. The major factors that
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are based on the process of reaching a consensus is by using the communication skills in a
professional manner for resolving the issues that have been raised in the process. The process
of structured communication is useful for the reduction of deviations and biases in the
organization.
Answer to Question 15
The referee based questions will be created by the human resource manager of the
company. This document also provides the required support to the recruitment process in the
organization. The referee is the document which provides the required supporting information
to the recruiters of the company (Saifalislam, Osman and AlQudah 2014).
Answer to Question 16
The selection reports are based on ways by which official records of interview process
is kept. This is mainly aims at reporting the recommendations of the selection panel and the
members of the staff. This report thereby provides support to the maker of the decision and
the ways by which the final decision is made. This report is thereby used for the purpose of
providing feedback to the applicants who mainly request the feedback based on post-
selection. This report plays a rigorous role in describing the ways by which the selection
panel has used the process of the selection. The main responsibility of selection panel is to
ensure that the documentation is made available for the person assigned for making the final
decision.
Answer to Question 17
The process of informing the unsuccessful candidates of the outcome of the interview
should be based on the feedback process that is used by the recruiters. The outcomes of entire
process are thereby provided to the employees so that they are able to improve their work
process in the future.
Answer to Question 18
The delays that can occur in the recruitment process needs to be minimised so that the
candidates required for the appropriate positions can be selected as soon as possible. The job
description needs to be clear, the time frames need to be created in an effective manner. The
process of communication needs to be efficient and the goals that are created need to be
realistic (Almeida and Fernando 2017).
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Answer to Question 19
The confidential waste of the organization and the various printed materials that are
used in the recruitment based process need to be disposed. The records are disposed based on
the authorisation that is provided by the HR manager of the company. The files are shredded
and are placed in the waste bin.
Answer to Question 20
The major components that are a part of the employment contract of an organization
are mainly based on the location, the hours of the work, the responsibilities and the duration
of the probation period that is to be served by the employees. The compliance of the
candidates with different procedures and remuneration provided to the employees are also
based on the contract with the employees.
Answer to Question 21
The HR department is advised of new recruitments as the managers have not proved
to be efficient enough to select the appropriate employees for different positions in the
organization. The change that has been planned in the employee based can thereby lead to the
increase in efficiency of the department.
Answer to Question 22
The finance department is advised for new recruitments so that the work process can
be improved in an effective manner. The finance department is responsible for the various
important functions and roles that are played by the employees. The changes in employees of
this department will help in increasing the effectiveness and the efficiency (Furnham 2017).
Answer to Question 23
The induction process is based on the ways by which the employees are able to learn
the different organizational processes and further they are able to adapt to the environment.
The process of orienting the employees for the purpose of creating their position in the
company and understanding the entire work process is thereby a part of the induction process
of the company.
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BSBHRM405 Support the recruitment, selection and induction
staff
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