Students Project Portfolio BSBHRM525 Manage recruitment and onboarding

S t u d e n t s P r o j e c t P o r t f o l i o
BSBHRM525 Manage recruitment and
onboarding
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Contents
Section 1: Planning 6
Section 2: Development of documentation 8
Section 3: Manage recruitment activities 9
Section 4: Onboarding activities 11
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Student name:
Assessor:
Date:
Organisation this
assessment is based on:
Documentation reviewed as
preparation:
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Section 1: Planning
Describe the organisation you
are basing this project on
What is the name of the
organisation?
What does the organisation
do?
What are the objectives of the
organisation?
Describe your role and
responsibilities
For the purpose of the assignment Deloitte Tax LLP has been selected
as the organization.
The organization is one of the Big Four and provides services in
auditing, financial advisory, taxation and consultation. It is one of the
most preferred companies to work with around the world.
The objectives of the organization are to cater to the needs of the
client with quality and impactful services. Excellence is the part of the
culture and trust what they strive for.
I work as a recruitment manager with the company and looks after that
complete recruitment cycle.
Describe any existing
recruitment and onboarding
policies and practices currently
in place.
Recruitment policies
Initial screening
When the candidate applies to the company the application is
forwarded to Talent Acquisition team member. They are responsible
for assessing the skills and experience of the candidate and match it
as per the selection criteria. The advertised job helps the candidate to
give an idea what the vacant position is about. The team will contact
the candidate further once the application of the same has been
reviewed.
Interview
In order to check the competency of the candidate the experienced
members become part of the interview panel. Firstly, the telephonic
interview will be conducted by the talent acquisition team. This also
helps the candidate to check on available opportunity and ask relevant
questions regarding the role and the company. Post that technical
interview is conducted which is face to face interview take by panel or
through case study method. The in-depth interview screens the
candidate on technical and motivational grounds and evaluates the fit
against role, firm and the team in which he/she is going to work. The
final interview usually with the Director/Partner of the service line in
which the candidate is going to work.
Please note depending on the location this process can also be
conducted via online mode. The availability of candidate is checked
prior to the interview.
Tests/Assessments
Some role might attracts the process of assessments and the
candidate has to appear for them. Once the telephonic interview is
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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done within two weeks assessments will be conducted if required.
Pre-employment checks
When the interview process is moving towards final stage the pre-
employment checks are conducted before making an employment
offer. The qualification and employment references are checked
through agencies or MIE.
Offer While the pre-employment screening is already under way the
offer approval is made verbally by the talent acquisition team. When
this part is approved then the further step is followed by a written form
of offer which discloses the offer details and other employment
conditions.
On-boarding policies
The on-boarding tool is provided to the candidate as a link along with
the access to concerned HR person by checking the availability of the
candidate. The Talent team will take over about physical or online
process.
Research three options for
technology that are likely to
improve the efficiency and
effectiveness of the recruitment
process.
Summarise the research done
for each technology and
include three different
technologies in your answer
Attach proof of your research
to this section of the portfolio.
Resume screening: Investing time in screening resumes can be
tiresome and with the help of screening software this can be done in
seconds only. This helps in reducing the time to shortlist and the
candidate and save the overall time in the process. This is useful when
high volume hiring took place by the company. Deloitte do mass
recruitment for certain positions at times. The software also includes
ATS, a tracking software which helps to ask mandate questions
besides application. These questions help to collect specific
information about the candidate. When the screening is apt it helps in
reducing time of responding to the candidate as moving to another
stages of recruitment is faster and easier.
Assessment tools: These can be tests like psychometric tests which
helps to assess the skills possessed by the candidate and ensure that
candidate is a right fit for the organizational culture. Candidates can be
filtered with the help of this process before face-to-face interview and
only the skilled left for the same. There are questions, which belong to
cognitive thinking and requires candidate to take action in situation
based questions. This helps in assessing their presence of mind,
problem solving skills and numerical reasoning. It also contributes in
predicting the success roles where the candidate can perform better
and pick out the right fit for the organization.
Video Interviews: Helps in identifying team members, which can be
part of remote teams. They are more effective than face-to-face
interviews and amid pandemic the importance of video conferencing
has even increased. Video interviews include short videos where
candidate introduce themselves, answer pre-designed questions in
short videos for each question. Live interviews are also part of the
process where interviews are conducted on platforms like Skype,
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Zoom, Google meet or other video conferencing platforms. This saves
the time of candidate and the organization as there is no need to
finalize the venue only date and time for conducting video interview is
relevant.
Stakeholders
Identify who needs to support
the new policy and
procedures?
Describe how you will consult
with each stakeholder and
gather their support.
The stakeholders who need to support new policy and procedures are
Manager, Recruiter and the candidate.
Manager: The manager will be consulted by conducting a meeting on
the new policy. The HR will discuss the policy implications and points
of difference will be addressed. This help to gather support form him
Recruiter: The recruiter will understand the policy and will identify any
gaps in the process. If all goes well he will also give green signal for
the same.
Candidate: The candidate has to agree to abide by the process and
therefore before beginning he will have to read the terms and
conditions and agree with them.
Recommended HR policy and
procedures update and
supporting forms or documents
Provide an outline of a
recommended human
resources policy and
procedures (include all steps of
the recruitment process) and
supporting forms/documents
required based on your
research and the
organisational needs.
Recommended policy updates:
Identifying the need: Once the hiring need is identified the process
becomes lot more easier as job description is based on that the vacant
positions.
Preparation of job description: By understanding the organizational
and departmental needs effective job description can be designed
Developing recruitment plan: The recruitment plan is designed which
included on which portal the job will be advertised, how the candidates
will be screened and the responsibilities of talent acquisition team
Searching candidates: The candidates are searched form talent pool
which gets created due to application of candidates. This stage is time
consuming and tiresome.
Recruiting candidates: It is always possible that best talent will have
multiple offers in their hand. Therefore it is required that team maintain
timely communication with desired candidate so as to ensure that the
talent gets recruited by the company
Conducting screening: The screening of resumes is done to shortlist
the deserving candidates and then move them to next stage of
interview process.
Interviewing: The candidates will be interviewed by the expert panel
followed by finalising the talent
Offering job: The selected candidates will get offer letter and initially
they will be communicated verbally.
On-boarding new employee. After offer letter being accepted by the
candidates the on boarding process is conducted which included
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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documentation and induction process.
Review of relevant legislation,
regulations, standards and
codes of practice
Summarise relevant legislation,
regulations, standards and
codes of practice that may
affect recruitment, selection
and induction and that need to
be addressed within the policy
and procedure.
Anti-discrimination Act: This law states that each individual will have
equal opportunity at workplace and no discrimination will be done
against any individual on any ground at work area
Equal Opportunity Act: Any kind of sexual harassment, victimization or
discrimination is prohibited by the law and if any individual faced same
their complaint will be redressed
Work place health and safety Act: The workplace health and safety
measures will be followed by the owner which indicates it will be free
from any hazard and if any hazard if present necessary precautionary
measures will be taken
Code of Conduct: The ethical codes of conduct will be followed by
employee and on no circumstance they will share the information of
clients of business outside the business premises.
Fair Work and Pay Act: same designation employees whether male or
female or any other gender will get same pay. no discrimination will be
made on any kind of ground.
Sexual Harassment: If any employee reports sexual harassment strict
actions will be taken and the owner will make sure that due provisions
are there to address any issue arising out of it.
Attach: Research on recruitment technology ☐
Documents reviewed as part of your review ☐
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Section 2: Development of documentation
In this section, you only need to develop and submit the following attachments:
Attach: Original Recruitment, Selection and Induction Policy and
Procedure ☐
Revised Recruitment, Selection and Induction Policy and
Procedure ☐
Position Description Template ☐
Guidelines for effective interviews ☐
Email to manager for support of documentation ☐
Guidelines for effective interviews
While conducting an interview the recruiter or HR has to follow following guidelines so that they will be
left with best talent after the interview process.
1) It is required to put the candidate at ease. If the candidate feels unnecessary pressure he will
not be able to give correct answers or will perform poorly during the interview. By judging the
situation the interviewer should pick a topic, which is of common interest or most talked about
and helps in easy transition towards difficult questions.
2) Asking open-ended questions will give more room for discussion as it will help the shy
candidate to share more details. Asking what questions will help in collecting required
information about candidate.
3) While interviewing making notes is good idea so that important information is not missed while
finalizing the candidate.
4) The interviewer should give more opportunity to candidate to speak and he should himself
speak less. This will allow him to observe the candidate and evaluate his responses on the basis
of selection criteria.
5) It is good to be reserved with the questions which means the interviewer should understand
what need t be asked and what not to be asked during interview. The questions should be job
focused and does not involve personal life of the candidate.
Email to manager
To: [e-mail]
From: [e-mail]
Subject: Support of documentation
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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As per discussion the relevant documents are enclosed for your reference. Please review them and
allow me to roll them out for managers so that they can prepare for themselves for the upcoming
recruitment session.
Thanks and regards
D
HR
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Section 3: Manage recruitment activities
Review the Accounts Officer
position description provided
as part of the case study and
decide if it meets
requirements. Support your
answer.
The Accounts officer position description needs few changes. Firstly,
the performance goals are not part of position description. Secondly,
the qualities of candidates are required for the role should be
mentioned which is missing from the position description. Thirdly,
why the role exists and its importance for the organization should be
included in the same.
The reason behind this is a role attracts certain qualities from the
candidate. If the candidate is not aware of them he will not be able to
do justice with the position. Moreover, the importance of role or
position for the company need to be communicated for instance the
accounts officer will be key role player in dealing with clients and
suppliers as they will be introduced to the company through him.
Research two specialist
recruitment agencies that
would be able to help fill the
vacant position in your
organisation if it were
necessary.
Building Partners Recruitment (BPR): These are one of the best
recruiters in Australia who specializes in providing specialist
manpower to their clients. They are able to carve a niche for
themselves sin very short span of time and have served clients with
dedication and upto their satisfaction level.
AIR Recruitment: it is based in Newcastle (NSW) and are strategic in
their approach towards providing specialist services to the clients.
They are best in attracting, integration and retaining candidates for
the position.
Develop a template for
telephone screening for the
role.
The template is attached separately.
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Develop a script for contacting
short-listed candidates to
arrange an interview.
Script should include:
 Introducing yourself,
company and role
 Advising candidate they
have been successful in
obtaining an interview
 Details about the
interview process
 Interview date and time
 Location of interview
You can make up the details
about dates and times as
relevant.
When you have developed
your script, practice it for use
during the roleplay with your
assessor.
I am D, recruitment manager from Deloitte. Deloitte tax LLP
specializes in taxation services. We are one of the big Four in
operating in Australia. We are happy to inform you that your resume
has been shortlisted for the post of Accounts officer. The position will
be based in Sydney. The video interview is scheduled for 20th August,
2022 on Zoom. Please confirm your availability.
Attach: Revised policy or other documents based on feedback
from the meeting.
☐
Photo of research into specialty recruitment agencies that
can be contacted as necessary)
☐
2 x letter of offers for successful candidates and evidence
these have been sent promptly
☐
Rejection letter ☐
Contact details of recruitment agencies
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
11

Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
12

Section 4: Onboarding activities
Develop a script for your
meeting with the probationary
employee.
Use this to practise for your
meeting with them.
The meeting will be conducted with probationary officer Maggie with
a purpose to provide feedback for induction process, the areas which
can be improved, which can be cut short and how effective
communication can be done with employees so that they can
understand their roles and responsibilities well.
Develop recommendations for
improving the induction
process
Assume that you have
received feedback from staff
as documented in Induction
Processes Feedback. Use the
outcomes of the meeting with
Maggie, as well as the
Induction Process Feedback
in the simulation pack to
develop recommendations for
improving the induction
process.
In addition, conduct research
on best practice induction
processes.
Recommend changes to the
induction section of the
Recruitment, Selection and
Induction policy and
procedure you developed in
earlier based on the feedback
and research on best practice
induction processes.
Feedback received
The induction programme organized was too long and there is
possibility to cut of short for there days instead of five.
The hay wire conduction of activities took long duration which not
only reduced the interest in induction but also waste the time of
employees and other resources.
The induction should be start from Thursdays so that employees can
relax on weekend. The induction buddy need to be assigned to each
joinees so that they can discuss their doubts at personal level.
After joining floor buddy should also be assigned so that they can
clear their curiousity with them related to work.
The employees should also give induction feedback so as to improve
the induction given by the company.
Recommend Changes
Induction program will be of three days
1st day : company introduction, what is expected form employees
and documentation
2nd Day: issue of Id cards, laptops, introduction with their teams
3rdDay: Information about various policies and how training
commencement will be done, helpline numbers and training
schedule.
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
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Develop an email to the
responsible staff member
The text of the email should
be in grammatically correct
English and written in a
professional, business-like
style.
The text should outline the
issues, restating timelines and
offering further training and
ongoing support as required.
To: [e-mail]
From: [e-mail]
Subject: Changes in induction process
This is in reference for the existing induction process. All the
managers are required to provide their feedback regarding the
induction process so that necessary changes can be made in the
future program
D
Recruitment manager
Attach: Induction checklist ☐
Email for feedback on induction process to managers ☐
Updated Recruitment, Selection and Induction Policy
based on recommendations
☐
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: [phone]
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
14