Support the Recruitment, Selection and Support of Staff - Desklib

This study material covers various aspects of recruitment, selection, and support of staff. It includes answers to questions on staffing requirements, job descriptions, legislation related to human resources in Australia, and more. The material also provides a job description for the position of Sales Manager and a job advertisement for the position of Waiter at a Coffee Shop.

Running Head: Support the recruitment, selection and support of Staff
Support the recruitment, selection and support of Staff
Q&A

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Table of Content
Answer 1A.............................................................................................................................................3
Answer 1B.............................................................................................................................................3
Answer 1C..............................................................................................................................................3
Answer 2A.............................................................................................................................................4
Answer 2B.............................................................................................................................................4
Answer 3................................................................................................................................................7
Answer 4A.............................................................................................................................................7
Answer 4B.............................................................................................................................................7
Answer 5................................................................................................................................................8
Answer 6A.............................................................................................................................................8
Answer 6B.............................................................................................................................................9
Answer 6C..............................................................................................................................................9
Answer 7................................................................................................................................................9
Answer 8A.............................................................................................................................................9
Answer 8B............................................................................................................................................10
Answer 9A...........................................................................................................................................10
Answer 9B............................................................................................................................................11
Answer 10............................................................................................................................................11
Answer 11............................................................................................................................................11
Answer 11A.........................................................................................................................................12

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Answer 11B..........................................................................................................................................12
Answer 11C..........................................................................................................................................12
Answer 12............................................................................................................................................13
Answer 13A.........................................................................................................................................13
Answer 13B..........................................................................................................................................14
Answer 14............................................................................................................................................14
Answer 15............................................................................................................................................15
Answer 16............................................................................................................................................15
Answer 17............................................................................................................................................16
Answer 18............................................................................................................................................16
Answer 19............................................................................................................................................17
Answer 20A.........................................................................................................................................18
Answer 20B..........................................................................................................................................21
Answer 21............................................................................................................................................21
Answer 22............................................................................................................................................22

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Answer 1A
Recruitment is a fundamental business function of the HR team; an effective HR team ensures that
the recruitment is in sync with the timeline of filling in the position. Hiring a right candidate who is fit
for the job is another key aspect of recruitment. In order to identify the requirement to make
recruitment it is expected out of the HR team to lay out the strategic and operational plans
indicating when the team would require an addition in the workforce. At the same time the
workforce may be sufficient currently, but the future projections indicate otherwise, thus creating
projections is one of the important parameter in identifying the requirement for recruitment.
Another way to identify the need for recruitment is by going through the historical records of the
company and seeing when the need for the recruitment arrives. Based on all these parameters a
timeline has to be drawn with all the projection and numbers which are gathered by the line
managers. After plotting down all these points the recruitment process has to begin. A previous
employment agency, referral, advertising etc. can come handy in picking the right candidate for the
job (Sarma, 2017)
Answer 1B
Positions in an organization are created primarily due to following reason: Termination/Resignation
of an employee, business expansion, future market projections, need for additional manpower. All
these reasons have to be justified by the line managers, or the people who are leading the team.
These are the people who are well aware of the business process and know the pulse of the team.
They are the best judge of their team and also know how the productivity of the organization will be
increased. Hence it is said that approvals are needed before filling up the positions, else it will be a
simple waste of human and organizational resources (Chan & Kjellberg, 2017)
Answer 1C
It is extremely essential to cater to the timelines before making an appointment in order to ensure
no waste of the human and the organizational resources. HR has to keep in mind the notice period
which has to be served by the going employee and also the duration in which he has to cover the set
target (Russell & Brannan, 2016)

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Answer 2A
Competency profile for the role of Sales Manager:
A sales manager is a person who is confident, well averse with the current business tools being used
in the organization and also has certain experience in handling team. Some of the competencies
required for the position of sales manager are
 Achievement motivation
 Emotional stability/Adaptability
 Emotional intelligence
 Accountability
 Time management (Johnston & Marshall, 2016)
Answer 2B
A job description is a very useful document which helps in assisting and determining the key
responsibilities, objectives and tasks for the job. A job specification entails the skills, education and
experience the employee needs to have to actually perform the duties. As mentioned in the earlier
question, the job description has to be created for the profile of Sales manager for online real estate
portal
Job Title-Sales Manager
Job Purpose-The individual will be responsible for selling the online space of Magic bricks to the real
estate clients. The clients are well known real estate giants, brokers and builders. The person will be
responsible for retaining old clients as well to acquire new customers. He will be responsible for
individual P&L of all his accounts. The position is encompasses revenue generation and product
promotion (DeConinck, 2015)
Job Description
Position-Key account manager-Sales
Skills required-Corporate/Retail/Enterprise sales
Experience- 4-6 years
Salary-170000 AUD

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Job Location-Sydney/Melbourne/Canberra
Corporate Sales
 Research and identify the sales opportunity, generate leads, follow up on the leads, lead and
manage the team of sales professionals, identify the target and segment the market into
brokers, real estate companies and builders(Hase & Busch,2018)
 Reach out to new customers for new customer acquisitions, make relevant pitches and
presentation to the clients and explain the benefit of the product and services.
 Understand the entire client requirement and customize the product/service according to
the needs of the customers.
 Maintain a healthy relationship with new and existing clients.
 Ensuring the delivery of products and services in the stipulated time.
 Ensure proper servicing of the accounts and also after sales service.
 Keep a track of the revenue from each account.
 Data reporting to the management and gather market intelligence.
Retail Sales
 Customer meets and greet.
 Serves customers by helping them to select the best properties.
 Advising the customers by providing right information on the products(Rahman, 2016)
Enterprise Sales
 Achieve the sales/revenue targets for new and old clients
 Maintain and develop excellent relationship with the clients
 Promote the company positively and comply with the core values and mission of the
company.
 Ensure timely collection of all the revenues from the client
 Provide regular feedback to the management on the market conditions, competition and
factor influencing sales(Price, 2016)
 Maintaining a sustained relationship with the clients.
 Comply with the sales process of the company and communicate the same downward.
Attributes
 Confident and an attractive personality
 Good command over the language
 Team handling experience

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 Knowledge on the MS tools and other business software
 Self- motivated
Competencies
 Knowledge of the Australian real estate market.
 Knack of digital metrics
 Great presenter
 Excellent communication skills
Qualification & Experience
 MBA from a Tier 1 college
 3-6 years’ experience (Preferably in real estate sales)
 Age should be less than 36 years
Selection criteria
The candidate will have to report to the regional sales manager who sits at Sydney. The reporting
will be direct followed by weekly review meeting with the regional sales managers and the zone
sales managers (Kundu, Rattan, Sheera & Gahlawat, 2015)
Task or duties associated with the position
 The key account manager has to map the account with the team underneath him.
 Usage of sales force tool to monitor the progress on the account and check if the
compliances are being followed(Lane, Armin & Gordon, 2015)
 Daily reporting to the regional sales manager
 Daily briefing with the team members
Legislation related to human resource in Australia
 State and federal legislation
 Commonwealth legislation
 Dangerous substance legislation
 WHS legislation
 Condition of employment legislation
Anti –discrimination Legislation
 Age-discrimination act 2004
 Australian human rights commission act 1986
 Disability Discrimination Act 1992
 Racial discrimination Act 1975
 Sex discrimination Act 1984
WHS Legislation

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January 1 2012, the WHS act 2011 and the work health and safety regulation 2011 took effect.
Standards
Standards Australia is the place to go to build a standard. The role of Standards is to assist one in the
development and accreditation of a Standard if someone ever decides to develop one for the
company. Standards can be understood as published documents setting out the procedures and
specifications ensuring that the products and services are consistent. Standards are developed in
three ways:
 National Standard
 AS/NZ Standard
 ISO Standards
 HRF-101:2010
Answer 3
In order to create an accurate job specification or description, consulting with the person who is
actually doing the job makes much of a sense as it helps in identifying the clear cut job
responsibilities. The person is in a better position to explain his responsibilities in the job to the HR
who can further draft the job description for other candidates. The other person can better explain
the rationale behind the experience and qualification required to do the job effectively. These
personal also helps in designing a better training plan which the person can learn I order to excel
further in the organization (Lawless, 2014)
Answer 4A
Commonwealth Government- Governed by the laws passed by the commonwealth government
State/Territory government- Governed the laws passed by state or territory government
Local Government- Local government by laws are passed by the councillors who are elected by the
people who reside or own businesses within the local government.
Answer 4B
A diverse workforce is the need of the hour; with the increasing globalization workforce diversity has
increased and so has the challenges pertaining to workforce diversity. The workforce diversity can be
made up of:
 Difference in Age
 Difference in social status

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 Difference in culture
 Different race
 Different ethnicity
 Different religion
 Different experience
 Different nationality(Moore, 2015)
Answer 5
The position can be filled both internally and externally, but for both the ways organizational
approval is must and should for the HR managers. This may differ according to the size of the
organization, but the approval is important part. All this has to be in close sync with the WHS
legislation. In case the companies don’t have any policies set in the place, the HR has to go through
historical advertisement used for vacant position. The same can be replicated with the slightest
tweak in it.
Answer 6A
Job Advertisement
PET Insurance Expert
Contractual Job (3-6 months)
Attractive salary- (40k-60k Plus commission)
Qualification- Graduate (Any degree)
Experience-Should have a great understanding and experience in sales, customer underwriting and
claim. The candidate will be preferred he has the above mentioned experience (1-3 years)
Position for- RBI Insurance
Application to be submitted on or before 28th March 2018
Job Description- Individual contributor, handle and manage the specific territory and handle all the
existing account in that territory. Nurture relationship with the clients and explain the importance of
PET insurance. Maintain a key account list of 100 plus clients and daily reporting to the regional
manager.
Interested candidates can apply on the website www.rbiinsurance.com, or send in their resume to
[e-mail] . The shortlisted candidates will be informed through mail or telephonic call.
Note: Outside candidate will be given ticket fare and 1 day accommodation.

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Answer 6B
 Government job search engines
 Industry specific websites and journals
 Internal communication such as newsletters, intranet and emails
 Newspaper advertisement
Answer 6C
It is extremely important to have a beforehand knowledge on the existing resources in the insurance
sector. The data can be obtained from www.abs.guv.au, this will give statistics on the existing
resource and the labour market in the insurance sector. The talent pool can be picked from people
who are pursuing their careers in the insurance sector and also from job portals where in the
candidates are applying for the insurance position.
Answer 7
Out of all the options mentioned in the question, qualified is not a staffing requirement, it is more of
a job requirement. All the other options like casual, permanent, full time, part time etc. are the
staffing requirements.
Answer 8A
Job Description
Job Title Waiter at Coffee Shop
Job Type Full time
Location Melbourne
Reporting Store Manager
Responsibilities Take ownership of the store
Cover shift of other waiters, as and when required
Wait on the table, take orders.
Ensure that the waiting time is less for the customers
Keep the waiting list in line and updated them on time
By heart the menu and have knowledge on the specials
Ensure a pleasant atmosphere for the customers

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Qualification Undergraduate/Graduate
Experience 1-2 Years of Previous waiting experience
Skills Customer friendly, good communication skills, polite, quick decision
making, pleasant personality, self-motivated
Performance Goals Ensure less waiting time
Ensure the orders are taken and served on time
Ensure pleasant atmosphere for the customers
Cover the shift of other waiters in time of crisis.
Interview Questions
Could you please run us through your Profile?
Please give us an insight on your previous job experience
Is there any particular incident with customer where you delighted him with your services?
How comfortable you are with working in different shifts, and if need be will you be in a position
to extend your working hours?
I am sure you must have understood your job responsibilities, is there any question that you
would like us to address?
How soon can you join?
Tell us something about yourself which is not written in your resume, but defines you as an
individual.
Answer 8B
 Please provide information about your previous clients- Confidentiality Law Breach
 What are your plans if you get pregnant-Anti discrimination law
 Would you be able to work during menstruation days- Anti discrimination laws
 How comfortable you are working at one of our workplaces which is not in good working
condition- WHS (Ahmad, Bosua & Scheepers, 2014)
 Describe the sales strategy your previous employer used in the territory- Confidentiality law
Answer 9A
In an interview wherein maximum applicants are extremely talented, it becomes quite tricky for the
HR to short list the candidates, and thus one has to opt for selection criteria. The criteria can be
based on the relevant past experience, qualification required for the job, skill set required to excel in
the job and at times if the entire team is young HR use age also as selection criteria.

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Answer 9B
Experienced candidates are more professional in approach and they have a better understanding
than the fresher’s when it comes to understanding the corporate culture. Another advantage of
hiring experienced candidate is that they have exposure of the job roles and responsibilities in the
workplace and hence took less time in adjusting in the workplace. A big disadvantage of hiring
experienced candidate is that they are skilled only in one skills set and thus get lazy and become
accustom in doing the same task. Hence, a lot of companies do not give experience a higher
weightage, preferably companies with start-up culture give less heads to experienced and prefer
fresher’s over them and train them to better fit the needs of the organization.
Answer 10
The following points have to be kept in mind while scheduling interviews:
 Give applicants at least one week of notice before the interview
 The time of interview and confirm their availability
 Duration the interview will take has to be communicated(Elliott, 1996)
 Provide the location of the venue/ Send maps to the candidate
 A date by which applicant has to confirm their candidature for the interview(Spradley, 2016)
Answer 11
The questions have to be based on the selection criteria and thus the questions which are
formulated around it are:
 Have you read all the elements in the selection criteria we provided you before coming for
the interview?
 How comfortable you are in playing with children and mentor them? Share some past
experience if you have any in similar kind of job role
 Your working hours will be from 10 AM to 4 PM, Monday to Friday. Do you feel comfortable
with the same and can contribute 100% in this time duration
 What was your learning’s in taking care of children from the age bracket of 3 months until 5
years.

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Answer 11A
 What makes you interested in working with children, what is it that makes this position
lucrative to you?
 In the entire day, when do you think you are most productive and why so you think so?
Answer 11B
Person 1 Person 2 Person 3
Since my early age I was a
baby sitter for most of my
relatives while they were out
for vacations. I always
connected with children and it
gives me immense pleasure to
teach them something useful.
I believe because they are
extremely innocent, naïve and
the most wonderful creation of
god. They are a source of
positivity and help me in
deflecting my attention from
the negativities and
cunningness of the world.
I am a parent of 2 loving kids
and I feel strongly that my
parenting has been hugely
successful when I see them
doing well with their lives. I
would like to impart my love
and care to other lovely
children as well.
I guess I am most productive
during the early hours of the
day, starting as early as 5 until
7 in the evening. I believe the
reason for the same can be
contributed to my morning
yoga and meditation, it gives
me energy to propel myself
during the day
I am a morning person and
hence I am productive through
the entire day. I run, pray and
eat healthy to stay active
through entire day
I have worked in many
companies in the past with
different shift timings and
hence I am productive until and
unless I am sleeping. Thus time
for me Has never been a
constraint.
Answer 11C
Person 1: I believe the candidate is young, energetic and knows the contemporary ways of working
with children. His experience of handling his family kids can be put to good use if his energy is
channelized in the right direction. I think we can consider him.
Person 2: In my opinion the person has all the traits needed in a childcare worker, he loves kids, and
he loves their nuances and certainly likes to hang out with them. He has opted healthy lifestyle
during his entire life tenure and I strongly believe that he can impart right direction to the child in
the early age.

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Person 3: The candidate has an absolutely likable personality, but I still believe he is too over
confident and he might perceive all the children to be like his children. This can definitely create
some trouble in his behaviour towards children
Hence I would like you guys to make a choice from person 1 and 2 for the position of childcare
worker.
Answer 12
In order to correct the bias the following has to be ensured after the interview:
 Give every panel member to speak on the candidate
 Opinions must be based strictly on the selection criteria
 Interviewers to take turns reading the criteria rating and overall suitability rating.
 The preparation phase to train the candidate should also be taken in account.
To reach consensus a good communication has to be ensured among the panel members, a
structured communication will ensure:
 Everyone has expressed their opinion in clear and concise manner
 The candidate has not been discriminated
 Rating the value of each performance skill
 Applicant fits in the current staff.
Answer 13A
The following template will have question after doing the basic introduction and confirming it is the
same person the HR wanted to reach out to have information on the candidate
Question Template for calling a referee
1- Is it a good time to speak with you, on saying yes, proceed with the following questions
and in case of no, ask for a suitable time to call him/her
2- Just wanted to ask how long you did two work together?
3- What was the nature of managerial relationship amongst you two? Were you his manager,
if yes, for how long?
4- What according to you was strength of the candidate?

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5- What according to you were the shortcomings of the candidate
6- Confirm some of the information as provided in the resume.
7- What according to you is missing in the candidate and how can we train him better?
8- How was his performance and contribution during the team meetings?
9- Is he self-motivated or needs a constant support to fulfil his job duties?
10- On a scale of 1-10, how would you rate his performance and behaviour in the
organization?
Answer 13B
Referee 1 Referee 2
Yes, sure, I am free to talk Absolutely, it is a good time to talk.
We were approximately for 2 years The tenure of our working together was for an
year
I was his line manager We were colleagues; I joined a year later than he
did.
In my opinion his confidence and knack for
details were his strength
He was really handy when it comes to technical
know-how; also he was a very passionate
listener.
I think he used to get impulsive at times, which
affected his decision making, was his biggest
shortcoming
He was a multi tasker, he could not be tapped
with one task at hand, and he always
multitasked, due to which certain time his
productivity got decreased.
All information confirmed All information correctly answered
I think you can treat him in customer centric
approach
He should have training related to dealing with
customers and how to build a relationship with
them.
He was a good team player, always contributed
his out of the box ideas to the team
He was one of the active members during the
team meeting and always had something
wonderful to say most of the time.
He is a self-starter, focussed on achieving his
goals
He is self-motivated individual
Performance in the organization 8, behaviour-8 Performance in organization- 9, behaviour in
organization-9
Answer 14
Information on Job posting
 Job title
 Job Position
 Location
 Full time/ Part time
Application Information
 Names
 Withdrawn Applicants
Selection Methodology
 CV
 Reference reports
 Group activities

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 Demonstrations
Shortlist Method
Order of shortlist
Referee check
Pre-employment check
Salary to be offered
Recommendation for appointment
Names of people on selection panel
Feedback
Answer 15
Information on Job posting
 Job title Sales Manager
 Job Position Manager
 Location Sydney
 Full time/ Part time Full time
Application Information
 Names Andrew, Sam, Roberts, Harsh, Devesh, Smith, Claire
 Withdrawn Applicants NA
Selection Methodology
 CV Yes
 Reference reports Yes
 Group activities Yes
 Demonstrations Yes
Shortlist Method Telephonic, Personal interview, Sales demonstration
Referee check Yes
Pre-employment check Yes
Salary to be offered 15000 AUD Per Month
Recommendation for appointment I would like to recommend Devesh for the job because
of his sincerity and honesty during his interview. He was extremely sharp and bright when it
came to answering tricky questions. Also, his experience in the retail sector is an added
advantage for us
Names of people on selection panel Roma, Akriti, David, Albert
Feedback Devesh aced all the interview rounds
Answer 16
A rejection letter to all the people who applied for the position of Sales manager at Hosuing.com,
but were not selected for the position.
Dear Candidate,
Thank you very much for showing your interest for the position of Sales Manager at Housing.com. As
one can imagine, we received a good number of responses and it felt overwhelming seeing the
interest of the people in the said position.

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However, we regret to inform you that we will not be in a position to take your candidature forward.
Although your performance and qualification were apt, at this point in time it was not a fit for our
organization. We have kept your Resume in our records and will surely get back to you in case any
exciting opportunity knocks our door. Meanwhile, all the very best for your future endeavours.
Best wishes for your job search and once again thanks for showing interest in Housing.com
Thanks & Regards
HR Director
Answer 17
Letter in response to candidate’s query needing specific reason for cancellation of his candidature
Dear Candidate,
Thanks for writing in back to us, as you know we get a number of job applications and it is really not
possible to give feedback to every person on an individual basis. However, we made an exception for
you this time and dig your application records.
Your performance as marked by the selection panel was average. The reason for cancellation of your
candidature was your lack of experience in sales. We wanted a person with a 3+ industry experience,
however your experience was only 6 months and hence it does not fit in our selection criteria.
It certainly is not a matter of getting disheartened, we have kept your resume in our database and as
soon as we find a position matching your qualification and experience, we will get in touch with you.
Meanwhile, all the very best for your future endeavours.
Thanks & Regards
HR Director

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Answer 18
High calibre candidates are in high demand and hence they have to be secured as soon as the
organization decides to go with the candidate, else, the company will have to settle down with the
next best option. In order to secure his candidature the following things have to be kept in mind:
Delay in recruitment Process- The final recruitment process may be time consuming and hence
efforts should be made to reduce the time in final selection of the candidate and also keep him
updated with the process and the timeline.
Candidate may decide not to join- This can be directly linked to not keeping the candidate in loop
with the time delays in the recruitment process, this turns candidate’s perception about the
organization as negative and he may decide not to join the organization. Hence, to secure his
candidature he has to be informed on a regular basis.
Loss and Cost- Sometimes the date of joining might not be suitable for the candidate due to his
notice period or relocation or some other reasons. Hence the organization has to keep all the points
in mind before rolling out the joining date.
Things which should be done to secure his agreement thus are:
 The job description has to be updated
 The timelines has to be clear from the start
 Ensure that the decision maker is available to read the recommendation of the panel
 Ensure that the communication never breaks between the HR department and the
candidate.
 Making realistic goals before going in hunt for a candidate
 Prior knowledge on the mark up the candidate would require on the salary and match with
the organization’s policy
 The final offer should be made max in a day or two after the decision maker gives a final
word, the same has to be sent to the candidate and his acknowledge to be kept in records.
Answer 19
In the case of a contract agreed upon, it specifies that the organization is under obligation to give 5
Personal leaves during the year, these leaves will be paid, and the employee is entitled to avail them

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at any given point in time, or in accordance to the terms and contract of the agreement. It necessary
does not mean that the employee will get only 5 leaves during the year.
Another clause attached to it is that if an employee’s takes leave after consuming his quota of 5
leaves, his salary will be deducted. This will come in two categories:
ULWP- Uninformed leave without pay
LWP- Informed leave without pay.
The only difference is that he will not be paid for the leaves he takes after consuming those 5 leaves.
Answer 20A

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Answer 20B
Documents other than the employment contract which has to be provided to the candidates are:
 Induction checklist document
 Legislation related to human resources in Australia
 Privacy documents

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This entire booklet will be comprehensive in addition to the employment contract and will pave a
path for his journey in the organization
Answer 21
 In case of a new appointment team members might be waiting for the new joinee to come in
and assist them with his duties and fill the void created by the leaving employee. It is
essential to communicate the date of joining thorough the organizational procedures. Mail
should be sent out to the entire department about the profile of the hired candidate and the
manager has to be informed face to face.
 They should be told to welcome the employee and join the induction process to make the
employee feel welcome; also they should introduce him to every person on the floor. It will
be really helpful if the employees can be asked to volunteer for the new candidate and help
him with the overview of the office premises.
Answer 22
The first thing a new candidate notices when he enters the office is the Induction program. The
induction program should be well written, composed and according to the timeline and also be
beneficial for the new joinee. As a part of induction the employee has to learn the culture of the
organization, learn the structure of the organization and learn the KSA’s to be successful in the
organization. The induction checklist should therefore contain the following:
 History of the organization
o Mission and vision
o Organizational chart
o Site layout
o Product and services(Jordon & Lloyd,2017)
 Terms of employment
o Leave, contract, probationary period and contracts
 Pay details
o Date and how
 Work conditions
o Code of conduct and ethics, WHS practices(CHingwena,2017)
 Walkthrough Including

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o Introduction to team, work area, emergency procedures, job and amenities.
References
Ahmad, A., Bosua, R. and Scheepers, R., 2014. Protecting organizational competitive advantage: A
knowledge leakage perspective. Computers & Security, 42, pp.27-39.
Chan, E. and Kjellberg, A., 2017. # RecruitmentSocialMedia: How Swedish organizations can utilize
the beneficial outcomes of using social media in the recruitment process.
Chingwena, N., 2017. The impact of induction to employee productivity at Aggreko International
Power Projects (Zimbabwe) (Doctoral dissertation, BUSE).
DeConinck, J.B., 2015. Outcomes of ethical leadership among salespeople. Journal of Business
Research, 68(5), pp.1086-1093.
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