Support the Recruitment Selection and Induction of Staff - Desklib

This study material on Desklib covers the recruitment, selection and induction process of staff. It includes topics such as job description, interview process, performance objectives, and more. The material also provides insights on the impact of failing recruitment plans and the importance of inducting employees.

Support the Recruitment
Selection and Induction
of Staff

Table of Contents
Assessment 1....................................................................................................................................3
Question 1...................................................................................................................................3
Question 2...................................................................................................................................5
Question 3 ..................................................................................................................................6
Assessment 2 ...................................................................................................................................6
Question 1...................................................................................................................................6
Question 2 ..................................................................................................................................7
Question 3 ..................................................................................................................................8
Question 4...................................................................................................................................9
Question 5.................................................................................................................................10
REFERENCES..............................................................................................................................12

Assessment 1
Question 1
Stage 1:Attraction, recruitment and selection
Stage 2: Introduction, Orientation, onboarding
Stage 3: Career planning and development
Stage 4: Retention
Stage 5: Separation and terminate phase
Identify human resource activities:
Stage 1:
 Preparing job advertisement
 Preparing job description
 Conducting interviews
Stage 2:
 Introducing employees to organisation
 Providing necessary training
 Ensure employees understand policies and procedure of company
Stage 3:
 Providing training and development
 Offering promotion
 Increase their job responsibilities
Stage 4:
 Offering various benefits like medical facilities, PF and many more to employees
 Increment
 Understanding their problems and grievance
Stage 5:
 Providing them notice of termination

 Communicate them to understand their problems
 settlement all dues of employees
Function of recruitment, selection and induction
 Recruitment refers to process of attracting employees towards organisation in order to
increase number of applicants
 Selection refers to process of identification of right kind of employees among available
applicants.
 Induction refers to process of introducing an individual to a job in company.
b.
 Additional staff helps to do more work
 Additional staff helps to improve morale of employees and also reduce work pressure
 Helps company to get new ideas
Failing of recruitment plan can create various impact on recruitment needs. Organisation hire
employees in order to carry out their operation smoothly without any problem (Savaglio, and
et.al., 2021). Failing plan of recruitment create impact of revenue of business as due to lack of
staff, firm faced problems in completion of their work. With this, pressure of work on staff
members has increase which can create impact on morale of employees. With recruitment of
wrong person and lack of staff turnover of employed has also increased.
D.
It is important for review and develop job description as it helps in recruiting, orientation of
employees. It also helps in setting goals and providing training to employees. This job
description helps in developing performance standards for employees.
E.
It is important for an organisation to induct employees as it provide opportunity to employees to
meet with other employees and their seniors. It helps employees to adjust in working
environment of company and also increase efficiency of company.
F.
The Human Resource life cycle is portrayed as a circle as it start with attracting
employees and recruit it in order to carry out operation of firm effectively. This cycle ends with
termination of employees. But organisation, always needs employees for completion of their
operation and for this, managers further needs to hire employees.

Question 2
JOB DESCRIPTION
DATE: 1-09-2021
JOB TITLE: Administrative assistant
DEPT: Administration Department
REPORTS TO: Administrative Executive
APPROVED BY: CEO of Company
SUPERVISES: 15 to 20
JOB SUMMARY: Administrative assistant is responsible for providing clerical and
administrative service which ensure efficient and effective operation
REPORTING RELATIONSHIPS: Top level to middle level management
CONDITIONS OF EMPLOYMENT:
Employees needs to face induction process of company and also needs to complete their 2
months of training. Prohibition periods of employee is for three months.
DUTIES & ESSENTIAL JOB FUNCTIONS:
 Conduct research, preparing papers, compiling data and also giving presentation to
executives and committee members.
 Attending important meeting of company and record minutes.
 File as well as retrieve various corporate document, report and records.
OTHER FUNCTIONS AND RESPONSIBILITIES:
 Answering phones and also call to important parties.
 Reading and analysing incoming memos, submission as well as reports to determine
significance and plan.
SELECTION CRITERIA:
 Online test
 Group discussion
 Personal interview
QUALIFICATIONS AND EXPERIENCE:
REQUIRED:
 Completion of graduation in business administration
 At least 1 year experience in administration department in any organisation

PREFERRED:
 Completion of post graduation in business administration
 5 year experience in administration department in any department
Question 3
Job Title: Assistant Administration
Location: 125, High street, London
Job description: Assistant administrative needs to take major decision of companies and also
manage subordinate employees. They also contribute in development of business by ensuring
every activities is conducted smoothly.
Application are invited for job position assistant administrative and candidates must posses
skills and knowledge to perform this job role.
Description of organisation: Soft-glow is an IT company which is providing superior solution
to their client.
Assistant Administrator
Eligible candidate should posses following skills and knowledge:
Completion of graduation from recognised university in business administration
1 year experience in administration department
Excellent communication skills
Critical thinking ability
Team working skills
Motivation and leadership skills
Time Scale
Inviting application 01-05 September, 2021
Short-listing of application 06-10 September, 2021
Interview date 20-25 September, 2021
Assessment 2
Question 1
 Tell me something about yourself?

 Where you have worked in previously and what are reasons of leaving your past
organisation?
 Why you leave your past organist after 1 year?
 What 5 things you dislikes about your past organisation?
 Tell me something about your education and training?
 Tell me about your personality, charter and interest?
 Tell me about best and worst thing about your personality?
 Why you fit for this organisation?
 What is one thing which make you unique from others?
 What are your strength and weakness?
 Why you want to join out organisation and why you think you are best fit to this
company?
Question 2
Recruitment Activities – Action Plan
Action plan of recruitment activities include various activities which is to be by human resource
personnel in hiring and selecting suitable candidate for firm (Service, and Thornton, 2021).
There are various activities to be includes in action plan of recruitment process like identification
ODF needs of employees, developing job description, job advertisement, inviting candidate,
conducting interview, selecting candidate, sending offering letter and induction.
Name:
Date:
Activity People Involved When
Identification of recruitment needs Department head identify needs
of employees in each
department
15/09/21
Develop job description Human resource manager
prepare job description
18-09-2021
Develop job advertisement Human resource manager
develop job advertisement
25-09-2021

Conduct interview CEO of company conduct
interview of assistant
administrative
30-19-2021
Sending offering letter Human resource manager send
offering letter to candidate
15/10/21
Induction Administrative executive
introduce candidate with other
members
20/10/21
Question 3
Environment of interview - It is important for human resource personnel to conduct interview
in appropriate environment. This interview of Assistant Administrative is to be conducted by
Administrative executive of company in office (Tor, 2021). In this interview, chairs are arrange
in manner that both Executive administrative and candidate are sitting face to face.
Conduct the interview
 Tell me about yourself
 Why did you leave your last job?
 What experience do you have in this field?
 Do you consider yourself successful?
 What do co-worker say about you?
 What do you about this organization?
 What have you done to enhance your knowledge in the last year?
 Are you applying for other jobs?
 Why do you want to work for this organization?
Job Candidate Evaluation form
Candidate evaluation forms are termed to accomplished by the interviewer to measure the
individual's overall qualifications for the post by which they have applied (Vedhathiri, 2021). In
each of the heading the interviewer might give the individual a numerical evaluation and
mentioned the particular job related remarks in the space that are provided.
Name of the candidates -
Name of the assessor -
Job title -

Position code -
Date and signature of the assessor -
PROFESSIONAL
Criteria
Sub-criteria
Assessment
Personal skills
Criteria
Sub-criteria
Assessment
Personal data
Criteria
Data
Question 4
1-09-2021
Nick Klaus
Soft-glow
Dear Nick Klaus
We are happy to inform you that you are selected for job in Soft-glow company. You have
successfully pass all necessary stages of interview process with your skills and knowledge. This
letter is to inform you that you are selected for Assistant Administrative. Your joining date will
be 15 September 2021. You needs to carry all necessary documents along with you on day of

joining including your ID, Documents related to education and training.
Your total package of job is 2500000$. We are also offering you other benefits on based on
your performance. You are not allowed for any leave before completion of your prohibition
period. Before resigning form organisation, you needs to service notice period of around 3
months.
Elena Salvatore
Human Resource Manager
Soft-glow
Question 5
Performance Objective
A performance objective is termed as a particular end result that contributes to the
attainment of the social unit or management by which the employee is anticipated to achieve or
produce (Woodhead, and et.al., 2021).
Induction for a new employee
Pre
commen
cement
Day 1 Day 2 End
week 1
On the
job
training
On the
job
training
On the
job
training
On the
job
training
Review
Administ
rative
Staff link
access
and
orientatio
n
Commen
ce HETI
Online
Orientati
on
Pathway
Complet
e all
required
documen
tation
Continua
tion of
HETI
Online
orientatio
n
Pathway
Occupati
on
Specific
training
requirem
ents
HETI
Online
Occupati
on
Specific
training
requirem
ents
HETI
Online
Occupati
on
Specific
training
requirem
ents
HETI
Online
Occupati
on
Specific
training
requirem
ents
HETI
Online
All
required
HETI
online e-
learning
complete
d

REFERENCES
Books and Journals
Savaglio, M., and et.al., 2021. The recruitment of volunteers into a community programme for
older people: lessons learned. Voluntary Sector Review.
Service, B. and Thornton, K., 2021. Learning for principals: New Zealand secondary principals
describe their reality. Educational Management Administration & Leadership, 49(1),
pp.76-92.
Tor, S.F., 2021. Probing the effect of library staff'discussions at duty posts on graduate students'
research activities: Evidence from a Nigerian university library. The Journal of
Academic Librarianship, 47(2), p.102278.
Vedhathiri, T., 2021. Leveraging Government Initiatives through Facilitating the Newly
Recruited Faculty Members in Engineering. Journal of Engineering Education
Transformations, 34, pp.22-37.
Woodhead, G., and et.al., 2021. Setting up an exercise physiology clinic in youth mental health:
staff and student perspectives. Advances in Mental Health, 19(1), pp.4-16.