Supporting the Recruitment, Selection and Induction of Staff

The assignment discusses the process of recruiting, selecting, and inducting new employees at Carline Motors. The company shortlists candidates based on their skills and knowledge, selects a few applicants, and provides induction training to its new employees. The report highlights the importance of this process in improving employee skills and knowledge. It also notes that every organization should recruit the best person for the right job, and the selection of candidates depends on the recruitment process.

SUPPORT THE
RECRUITMENT,
SELECTION AND
INDUCTION OF STAFF

Table of Contents
INTRODUCTION....................................................................................................................................................3
PART 1.....................................................................................................................................................................3
PART 2.....................................................................................................................................................................6
PART 3.....................................................................................................................................................................7
CONCLUSION........................................................................................................................................................8
REFRENCES...........................................................................................................................................................9

INTRODUCTION
Every organization have to recruit best person for the right job which are helpful to
meet their corporate goals and objectives. They have to conduct proper selection process in
order ton appoint workers (Marshall and et. al, 2011). Recruitment is conducted in order to
filling the vacant positions. Interview process is completed in three stages which help
companies to recruit best person.
PART 1
1. In every recruitment and selection process it is necessary to mention the job description
which is able to attract people. Through this it is prove that recruitment process is lawful and
candidates trust that job offer is genuine. With the help of job description candidates can
easily understand that for which job profile they are going to select (epper and et. al, 2013).
2. Step1- Every company have to vacant job or evaluate that for which job they conduct
recruitment process.
Step2- After identify vacancy then evaluate needs. This is a important step which have to
follow by most of the companies.
Step3- After that organization needs to develop recruitment plan which is the final step in
selecting person for the job.
3. In most of the companies recruitment process is conducted by the senior managers so that
before starting recruitment process consent of senior managers is important (Smith, 2013).
Vacant job can be fulfil with the effective recruitment process which only conducted with the
permission of senior management.
4. Via internet- It is best option for advertise recruitment process. It is the fastest way to
introduce people about their selection or recruitment process. Most the people are use internet
so that they can easily get information about it.
Via print media- Companies can advertise their recruitment process through releasing add
in newspapers, magazines and visual and audio media.

Via college recruitment- College recruitment play an important role in advertise recruitment
process in order to aware people about this process.
5. Some candidates are shortlisted who have attractive skills and knowledge. Company select
people who able to meet the requirement of them. Person who are experienced in same job
and having attractive skills and knowledge those are shortlisted for the selection.
6. Every company wants to select best person for the job. Firstly, they conduct interview
process which is help by senior members and then shortlisted candidates on the basis of their
skills and knowledge and at last select best person for the right job (Berry, Petrin, Gravelle
and Farmer, 2011).
7. Various types of information are provided to the applicant when organizing an interview
for the job position such as full description of job profile, working days, salary packages,
working environment, number of existing employees and much more.
8. Existing employees are able to provide lots of information about company which is
necessary for new workers. New members are able to collect information like working
environment, salary procedure, leave taking procedure, behaviour of their senior members
and much more. These informations are helpful for new employees to take corrective
decision regarding join firm or not.
9. If new members are consult with their new members then are able to collect lots of
information which is beneficial for them. Existing employees are helpful to provide some
important information which is beneficial to gaining.
10. There are several measures which can be taken for maintaining the confidentiality of the
applicants so that they can manage the privacy of them. Organisation can take several steps
like installing various authenticated software which are specialised in privacy protection of
their customers (Naris and Ukpere, 2010). As if the applicants will see that there is safety in
giving private information to the entity then they can make various steps in order to maintain
the confidentiality. Goodwill of entity can be increased if such improved steps has been taken
by its management. Better performance of any enterprise can only be ensured if such entity is
performing improved and integrated operations then its performance in the market can also be
increased.
11. Recruitment and selection process can provide better employees to any entity. As it
consists a number of business management process through which any candidate could be

selected hence it can be said that recruitment and selection process if maintained in a better
way then it can provide better efficiency and productivity to any entity. As skilled workers
can perform well as compared with those who are not skilled enough (Ingersoll and Strong,
2011). There are several legislation which can guide recruitment and selection process of any
entity. Such legislation frameworks provides guidelines which are mandatory to be followed
by entities. These are mentioned below:
 Equal Pay Act, 1970
 Disability Discrimination Act, 1995
 Equality Act, 2006
12. There are several methods through which any entity and human. Successful applicant
have to join the company and improve their performance as well. And unsuccessful applicant
have to prepare something and try to improve their skills and knowledge. They share their
views with new members as well as existing members who are going to join the company.
13. Employee training is the very important section of the company, for the company the new
employee must be the first priority (Bireda and Chait, 2011).
It save the lot of money and time, if the employee start the duties quickly then they can save
money and time.
Reduce the employment turnover.
It ensures the operational efficiency of the company.
14. There are three stages of the interview process as followings:
1. Introduction of interview-First stage includes introduction of interviewee and
interviewer to each other.
2. Working phase- This stage involves data gathering about interviewee.
Closing of interview- It contains indication of ending interview and last chance to share and
self expression.
15. Selection report- Selection report is like a document containing information about
selection process. It contains list of all questions asked during interview, referee check and
other needed documents. It is used to convey the recommendation by recruitment panel. This
report makes the recruitment decision unbiased and fair.

PART 2
1. Every job description and advertisement which companies are released for recruitment of
people are needs be meet with legislative requirements. Through this candidates must ensures
that the job description is genuine. If it is not match with the organizations must ensure that
advertise must be meet to the legislative requirement.
2. Various types of methods are used by sally's job vacancy in order to recruitment best
person for the job. It can mostly use two types of methods for advertisement which are as
follows:
Media advertisement- This is the fastest method to provide which is able to provide
information towards their targeted audience (Alhija and Fresko, 2010). With the help of this
platform organization can deliver their important information to people. It include print
media, TV and radio.
College selection- It is the method which is used by most of the companies. Through
this companies can directly interact with students and after conducting interviews they can
able to select best students for their job. They can use this method for advertisement as well
as select employees for company.
3. After conducting interviews companies can select person and shortlisted them on the basis
of their skills, knowledge and experience (Swart and Kinnie, 2010). This one the step of
selection process which help organization to select best employees for the job. Develop
interviews question by them on the basis they can select person. If any one of them are solve
those question then that candidate would be directly disqualified or able to select for the job.
Selection panel is responsible to conduct systematic process for selection in order to choose
right person for the right job.
4. The sally's recruitment process timeline is realistic because it has proper selection formate
which attract large number of people towards their organization. The formate of selection
process is attractive and genuine through which they can select best candidates for their
organization. They provide an opportunity to people to join best company and earn attractive
salary. The main reason of realistic company is it can follow proper and systematic method
for select employees.
5. Sally select candidates after shortlisted them and then conducting final interviews. After
the final interviews they choose three person for their company. But these candidates are no

turn up. For the same purpose they continuously try to contact them and try to convince them
towards job (Sahlberg, 2011). The best action which they choose is try to contact and
convince them. The action which is taken by sally must be in the interest of organization.
These three applicants are able to join company which is beneficial for them to meet
corporate goals and objectives.
PART 3
1. Recruitment timeline is helpful for every organization which is necessary to be maintain by
them in order to select best person for the job. Carline motors needs to recruit regional sales
manager for the Sydney location (Petit, Roczniak-Ferguson and Ferguson, 2013). The
candidates must have attractive skills and knowledge which is helpful for company.
2. In order to select candidates Carline motors used various types of techniques which are
helpful for them to select best person for the job. Two types of techniques which they use to
select regional sales managers are as follows:
 Higher authorities are have to review the resumes of their candidates before they
arrive and select them on the basis of their qualification and experience. This is the
best techniques which is opted by most of the companies. This method is useful for
them to choose best person for the right job.
 Higher authorities are have to spend much time with each and every candidates.
Through this techniques they are able to get knowledge about their each person. With
the help of this method they can identify candidates weaknesses and strength through
they have to allot work them accordingly.
3. Some question which are set by the organization in order to recruit regional sales manager
are as follows:
 Define your past working experience like what you need to do there, what experience
you gain and what is your past job profile.
 What is your basic qualification and how much much experience you have.
 From which subjects you completed your last qualification and which subject you like
the most.
 What your strength and weaknesses which having on the business organization.
 Define your management skills and knowledge.

 What you know about skills and abilities are required for the regional sales manager.
4. Telephonic interviews are the first step of every interview process which is most conducted
by HR of the company. HR of Carline motors have to conducted telephonic interviews for the
regional sales manager profile. The questions which they ask are as follows:
 Explain about your self like qualification, hobbies and family background.
 How much experience you have and what's your job profile there.
 What you know about the Carline motors company.
 What is your expected salary.
 Why you want to join this company.
5. On the basis of recruitment process two applicants are selected from 4. these two selected
employees have some attractive skills and which rest of two don't have the same. Firstly,
company shortlisted them and select few of them. Members of Carline motors shortlisted 4
applicants but two from the them.
6. Also they draft an a letter for unselected applicants in order to ensure them leave the door
open for the future better opportunities are waiting for them.
7. Carline motor provide induction for their new employees in order to provide training to
them (Support the recruitment, selection and induction of staff. 2017). Which is important
part in organization for improve their skills and knowledge.
CONCLUSION
On the basis of above report it has been concluded that, every organization have to
recruit best person for the right job. The selection of candidates are depends on the
recruitment process. Firstly, they need to shortlisted candidates then select few of them on the
basis of their skills and knowledge. Also companies conducted induction programme for their
new employees in order to provide proper training to them.

REFRENCES
Books and Journals
Alhija, F.N.A. and Fresko, B., 2010. Socialization of new teachers: Does induction matter?.
Teaching and Teacher Education. 26(8). pp.1592-1597.
Berry, A.B., Petrin, R.A., Gravelle, M.L. and Farmer, T.W., 2011. Issues in special education
teacher recruitment, retention, and professional development: Considerations in
supporting rural teachers. Rural Special Education Quarterly. 30(4). p.3.
Bireda, S. and Chait, R., 2011. Increasing Teacher Diversity: Strategies to Improve the
Teacher Workforce. Center For American Progress.
Ingersoll, R.M. and Strong, M., 2011. The impact of induction and mentoring programs for
beginning teachers: A critical review of the research. Review of educational
research. 81(2). pp.201-233.
Marshall, S.J., and et. al, 2011. Leading and managing learning and teaching in higher
education. Higher Education Research & Development. 30(2). pp.87-103.
Naris, N.S. and Ukpere, I.W., 2010. Developing a retention strategy for qualified staff at the
Polytechnic of Namibia. African Journal of Business Management. 4(6). p.1078.
Petit, C.S., Roczniak-Ferguson, A. and Ferguson, S.M., 2013. Recruitment of folliculin to
lysosomes supports the amino acid–dependent activation of Rag GTPases. J Cell
Biol. 202(7). pp.1107-1122.
Repper, J., and et. al, 2013. Peer support workers: Theory and practice. London, UK: Centre
for Mental Health and Mental Health Network, NHS Confederation.
Sahlberg, P., 2011. The Professional Educator: Lessons from Finland. American Educator.
35(2). pp.34-38.
Smith, R., 2013. Human Resources Administration: A school based perspective. Routledge.
Swart, J. and Kinnie, N., 2010. Organisational learning, knowledge assets and HR practices
in professional service firms. Human Resource Management Journal. 20(1). pp.64-
79.
Online
Support the recruitment, selection and induction of staff. 2017. [Online]. Available
through :<http://www1.rmit.edu.au/courses/c5221empl7058c1445>. [Accessed on
6th April 2017].