Developing a Recruitment and Selection Policy for Healthcare United

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BSBHRM506 Manage recruitment, selection and induction processes
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Contents
Assessment Task 1..........................................................................................................................7
Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures
comparing key areas for each procedure against the current 2016 Healthcare United
Recruitment and Selection Policy and relevant legislation....................................................7
Identify key areas for each procedure that need revising because they are.........................10
Contrary to 2016 policy...........................................................................................................10
Out-dated compared to current research and practice...........................................................10
Do not comply with current legislation..................................................................................10
Research recruitment and selection processes best practice.................................................12
Develop a recruitment and selection policy and set of procedures, including checklists,
that complies with organisational, legal and policy requirements.......................................13
Vacant position analysis...........................................................................................................13
Position Descriptions...............................................................................................................13
Advertisements and promotion...............................................................................................14
Shortlisting................................................................................................................................14
Interview preparation...............................................................................................................14
Interviewing applicants............................................................................................................15
Reference checks......................................................................................................................15
Job offer....................................................................................................................................15
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Develop a draft communications plan for the organisation using suitable media and
including managers and other staff who need to be informed of new policy and
procedures.................................................................................................................................17
Arrange a time and place to meet with your assessor (in the role of a senior manager) to:
...................................................................................................................................................18
In a role-play arranged by your assessor, facilitate and evaluate some training on at least
two of the procedures developed using a Training evaluation form....................................19
Answer the following questions and record your answers on a document for submission to
your assessor:...........................................................................................................................20
Describe recruitment and selection methods, including assessment centers.......................20
Explain the concept of outsourcing........................................................................................20
Describe the purpose of employee contracts and industrial relations..................................20
Summarise relevant legislation, regulations, standards, and codes of practice that may
affect recruitment, selection and induction............................................................................20
Explain why terms and conditions of employment are an important aspect of recruitment
...................................................................................................................................................21
Explain the relevance of psychometric and skills testing programs to recruitment...........21
Assessment Task 2.......................................................................................................................22
Part A: Plan staffing.....................................................................................................................22
Survey key stakeholders (relevant positions in the organisation) and identify the HR needs
of the business for the next 12 months. Collect evidence of consultation including
meeting agendas and emails....................................................................................................22
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Develop or review the organisation’s human resources (HR) capability or staffing plan to
address the HR needs of the organisation and have the plan approved by the relevant
senior manager or as per organisational processes................................................................26
Develop job descriptions, including position descriptors and specifications......................28
Identify at least one specialist who may be able to assist in the recruitment and selection
process.......................................................................................................................................30
Agree a time and place meet with your assessor...................................................................31
The staffing plan and internal and external requirements, such as adherence to relevant
legislation..................................................................................................................................31
Your planned use of specialists who may assist you.............................................................31
How you will ensure correct use by managers of position descriptions..............................31
Your role in the recruitment and selection process................................................................31
Review the HR staffing plan, policies, procedures and processes with your assessor before
proceeding to Part B................................................................................................................33
Part B: Conduct recruitment and selection process...................................................................34
Develop an action plan for recruitment and selection in accordance with the HR staffing
plan, including training, advertising,......................................................................................34
Assess the need for and provide training or other forms of support, such as coaching, for
persons required to participate in recruitment. Collect evidence of conducting or
providing training or support, including delivery/coaching plans or schedules.................36
Conduct advertising in accordance with planning, Collect evidence such as screen
captures of online advertising.................................................................................................38
Conduct recruitment and selection in accordance with planning and internal and external
requirements:............................................................................................................................39
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Conduct or oversee interviews................................................................................................39
Advise candidates of outcomes...............................................................................................39
Execute job offers and contracts of employment. Ensure new appointments are advised of
salary terms and conditions.....................................................................................................39
Assessment task 3........................................................................................................................42
Introduction..............................................................................................................................42
Conduct research on induction procedures and program content within your workplace
and industry..............................................................................................................................43
The draft policy statement, objectives, program outline, procedures, and documents for
each stage of the induction process that suit the organisation and comply with relevant
legislation..................................................................................................................................45
Induct staff using your guidelines or following relevant organisational policies and
procedures.................................................................................................................................47
Appendix.......................................................................................................................................52
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Assessment Task 1
Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures
comparing key areas for each procedure against the current 2016 Healthcare United
Recruitment and Selection Policy and relevant legislation.
The comparison of the key areas of recruitment and selection procedure of 2016 and 2000
Healthcare United Recruitment and Selection Policy and the relevant legislation are
mentioned below:
S. No 2000 Healthcare United Recruitment
and Selection Policy
2016 Healthcare United Recruitment
and Selection Policy
1. As per the policy of 2000 Healthcare
United Recruitment and Selection
Policy, It is the responsibility of HR to
recruit the appropriate and suitable
employee for the company after the
written permission of the manager
(Zhao and Liden, 2011).
According to the Healthcare United
Recruitment and Selection Policy of
2016, The manager of the company holds
the major responsibility for the purpose
of recruitment and selection process.
2. The manager is responsible to grant
permission for the purpose of providing
the reason to recruit for a particular
position in the company. The
application is to further approved by
the senior manager of the company
In the procedure of recruiting a suitable
candidate for the company, the HR
department of the company supports the
manager through the process of
recruitment and selection procedure in
order to execute his duties closer to
perfect.
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3. The time that is usually taken to finish
the recruitment process of 2000
Healthcare United Recruitment and
Selection Policy is 3-5 days
The time that is usually taken to
complete the recruitment and the
selection of a suitable candidate for the
company is two to three weeks.
4. In order to do the effective promotion,
the company is usually taking place
through newsletter via intranet every
morning usually on Fridays. The
company also promotes the vacancy
over the noticeboards. The company
also provided the responsibility to the
external print media authority
For the purpose of promotion of the
newly vacant position within the
company, the advertisement is generally
done within the time span of ten working
days (Avraham, et. al., 2013). The
position gets generally advertised
internally or externally and also through
the online resources and the leading
newspaper of the country.
5. The HR is responsible for the purpose
of internal as well as external
recruitment process.
For the purpose of internal recruitment,
the HR department requires the approval
of the general manager
6. The interview is generally led by the
two HR personnel and one of the
represented from the respective
department.
The interviews are generally conducted
by the trained selection panel.
7. The reference check is generally done
by the manager of the company. The
employees of the company are
The Reference check is generally done
by the
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provided at the interviews. HR manager of the company.
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Identify key areas for each procedure that need revising because they are
Contrary to 2016 policy
In the 2000 Healthcare United Recruitment and Selection Policy, there are some main areas
that need to be revised since they are contrary to the 2016 policy. Some of such key areas
are the following:
 Notification of vacant positions: In 2000 policy, the manager used to notify the HR
about the vacant designations. Whereas in 2016 policy, the managers are responsible
for recruiting and selecting the staff and are also obligated to offer them training and
other support documentation (Leiter and Leiter, 2011).
 Questioning: HR would not question the manager about the vacant positions in the
2000 policy; while in 2016 policy, the HR department would support managers in a
similar role without questioning them.
Out-dated compared to current research and practice
The face to face interaction or interview has commonly become outdated since now in
present days, online hiring is very famous. The interested applicant can give interview via
video conferencing by being at their home only. He or she is not forced to go outside or at
the interview venue for giving the same. Some other processes that become out-dated in the
policy of 2000 are listed below:
 The interview is commonly led by the two HR personnel and one of the represented
from the respective department. Whereas in 2016 policy, the interviews are mostly
taken by the trained selection panel.
 The time which is generally consumed within the recruitment process of 2000
Healthcare United Recruitment and Selection Policy is around 3 to 5 days. Whereas
similar activity would be accomplished in 2 to 3 weeks in the policy of 2016 ( Nier,
et. al., 2012).
Do not comply with current legislation
Some of the legislation needs to be revised are the following:
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 Antidiscrimination act
 Health and safety act
 Privacy act
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Research recruitment and selection processes best practice
There are some recruitment and selection processes best practices that can be used by the
Healthcare United in their organisation. Some of the important ones are the following:
 Promotion: The promotion of existing staff member can be done by examining their
skills and level of knowledge.
 Advertisement: The HR manager of the company should give advertisement in the
newspaper, televisions and other mediums for notifying about the vacant position i.e.
nurse. The will help in reaching to a large number of people.
 Campus recruitment: The HR manager can also arrange a recruitment and selection
event at certain universities and medical colleges so that qualified students can be
hired for the vacant positions (Albury, et. al., 2013).
 Tie up with a consultancy firm: The Healthcare United should also do tie up with
specific consultancy company so that they can attain skilled workers without doing
much effort.
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Develop a recruitment and selection policy and set of procedures, including checklists,
that complies with organisational, legal and policy requirements.
Vacant position analysis
The analysis of vacant positions can be done by performing a survey. This should be
conducted by the manager of the organisation and determine how many numbers of
employees has been left or terminated. On the basis of that result, vacant position analysis
should be done. The following checklist should be used in this case:
1. The number of terminated employees:
 More than 20 workers
 More than 30 employees
 Less than 10 personnel
2. The number of the employee who have given resign:
 Less than 5 workers
 More than 20 workers
Position Descriptions
The position description should be done by the HR manager since he or she will be familiar
with the vacant positions (Williams and Hossack, 2013). This should be done in a very clear
format so that the candidate may not get confused and can easily apply for the required
designation. The checklist related to this is the following:
For giving a position description, which element should be described :
 Position title
 Key objective
 Qualifications required
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