Recruitment, Selection Policies As Well As Guidelines Report 2022

Running head: RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT
Recruitment, Selection Policies as well as Guidelines Report
Name of the Student:
Name of the University:
Author’s Note:

RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT1
Table of Contents
Executive Summary...................................................................................................................3
Introduction................................................................................................................................4
Discussion..................................................................................................................................4
Conclusion................................................................................................................................19
Reference List..........................................................................................................................20

RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT2
Executive Summary
The current assignment discusses about comparisons between recruitment policies for
Healthcare United in between years 2000 and 2010 and it talks about a work plan as well as
induction plan for development of manpower resources. This formulation of policies for
recruitment plan generally talks about certain issues and ways to solve those issues in order to
create the work environment challenging for the employees in the workplace.

RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT3
Introduction
Healthcare United is an organization that provides services towards healthcare facilities and it
conducts employment opportunities currently for 1500 candidates from different sites known
as Victoria as well as NSW. They have formulated a plan in order to initiate new strategies
for employing 500 more people in three different stages for their new office that would be
built in Hobart. Recruitment process of Healthcare United in the year 2000 used to abide by
strategies of organization, appropriate legislation procedures and through these processes
they were able achieve best practices towards recruitment process (Igbokwe-Ibeto&
Agbodike, 2015). Their recruitment process used to involve various procedures like analysis
over vacant position or position description. However in 2010 there were some changes
incorporated in selection process like managers are allocated the responsibility to recruit
staff, training of various personnel and support documentation. The managers shall be
supported by members consisting of HR department. The current report makes a comparison
study between selection procedures followed by the organization in the year of 2000 to that
of 2010 and various legislation procedures that are being followed. It also provides a
recommendation on further improvement of the procedures throughout the recruitment
process and provides a detailed research.
Discussion
1. Understanding of Recruitment as well as Selection Policies of Healthcare United in
the year 2010
Healthcare United has a soul objective to achieve the top position in terms of providing
healthcare services in Australia. It is an organization that wants to expand its operations in
various parts of the country including the new office that it has started in Hobart.
It is basically an organization that works to serve various customers in following ways:

RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT4
 It is the best organization in terms of providing quality services to various customers all
over the country through skilled and well-trained professionals
 It is renowned in terms of providing services that are equipped with current scientific
innovations and technologies to both staff members as well as clients
 The organization undertakes innovative practises as well as various procedures that has a
star mark effect on internal as well as external environment of organization
 It tries to compete with other firms in hospitality industry through its various facilities and
methods
To enhance the future requirements of the firm, the aim of the organization is to conduct a
recruitment process in three different stages for 500 vacancies for skilled healthcare
professionals in upcoming five years (Davison et al. 2016).
Prime factors of recruitment as well as selection policies include:
 The board of managerial department of the Company is going to undertake roles as well
as responsibilities for recruiting as well as selecting professionals, providing them
adequate facilities for training and take care of documentation process
 Members constituting Department for Human Resources will look after the Managerial
Team
 Period for selection as well as recruitment shall be kept confined to maximum two to four
weeks
 Vacancies in the firm for new positions shall be advertised through external as well as
internal processes for ten consecutive days for working. If special exemptions are to be
applied as well as they are required to be advertised through social media then it can be
done so and also through famous national newspapers of Australia

RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT5
 Interview of candidates are to be performed through platform that would consist of skilled
personnel
 The Company shall maintain equality in terms of recruiting a candidate for the job
2. Analysis of Recruitment as well as Selection Procedures of Healthcare United in
year 2000
In the year 2000, Healthcare United formulated development of selection as well as
recruitment procedures that were in pace with various strategies of organization as well as
legislation laws.
Selection as well as recruitment process include various methods:
 Analysis towards various vacant positions in the Company
Suppose a position got emptied due to someone leaving the Company, then it becomes
important to judge the necessity of that position for the Company. It used to become the
responsibility of the manager to take the decision within two to four days to convey to the HR
department and request for further conducting interview to fill up the empty position (Roth et
al. 2016). The manager had to fill up a form for permission for further recruitment by putting
forward necessary reasons before the higher authority as to recruit a personnel. This complete
process was subjected under examination by HR Department and after the agreement was
done, the final bill was passed by senior management board that constitutes approval for the
same. HR Department used to decide in order to fix various implications, legislative laws and
awards for those person who would be holding that position in the firm.
 Description of Position hold by the person
Recruitment that was required to be done for various positions in the Company was done by
utilizing a template that would lay down description for various positions like title of
position, main objectives, necessary qualifications for that post, a WHS component and