BSBHRM506 Manage Recruitment Selection and Induction Processes

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ASSESSMENT COVER SHEET
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Qualification: BSB50618 Diploma of Human Resources Management
Unit of Competency: BSBHRM506 Manage recruitment selection and induction
processes
Assessment: ☐ Written Questions
☐ Project
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Assessment 1: Written Questions
Read the questions below and respond in writing with the most suitable answer. There are
32 questions. You must complete them all. Most questions require short answers although
some questions may require a more detailed response. You may answer in point form.

You may use various sources of information including your workbook, internet and other
documents. You must list your sources if you use other than your workbook. Your assessor
will advise when this is due.
Question 1
How does analysis of strategic and operational plans and policies contribute to the
development of policies and objectives for recruitment, sectional and induction? (100 words)
Analysis of strategic and operational plans and policies helps in developing
policies and objectives for recruitment, sectional and induction as different plans
and policies create new requirements such as: -
Strategic plan Policies and objectives for
recruitment, sectional and induction
Increase the sale with the help of
Online sources
 Retraining of the existing staff to
develop their skill set for online
sales
 Retrenchment and redundancy
 Fear of change management
Acquire small organisations  What kind of staff is required
administration, technical, etc.?
 Arrange induction program for
staff from existing company
 How HR staff deal with
termination, redeployment, etc.?
Question 2
In approximately 100 words explain why it is necessary to develop clear recruitment,
selection and induction policies.
It is necessary to develop clear recruitment, selection and induction policies in
order to place right personnel at right place. With the help of its right person get
recruited for the vacant place. With the help of the clear recruitment and selection
policies right personnel get the vacant role. It helps in understanding the
requirement process and HR took interviews accordingly. With the help of the clear
induction policies recruited personnel get adequate information related to the
organisation, job roles and responsibilities and other necessary information.
Question 3
List at least six (6) key elements of a successful policy or procedure.

1. Easy Implementation
2. link regulations to policy
3. security and integrity of data
4. support and training
5. powerful workflow
6. Acknowledgment
Question 4
Make a list of at least ten (10) documents or forms that would support the recruitment,
selection and/ or induction policies and procedures in an organisation.
 Application form
 Reference check
 Selection panel schedule
 Screening template
 Copy of employment contract
 Personal detail form
 Job role description
 Curriculum Vieta
 Experience letter (If any)
 Qualification certificates
Question 5
List three (3) technological applications that technological can improve efficiency and
effectiveneAss of the recruitment and selection process.

 Digital templates
 Social media like LinkedIn, etc.
 Applicant tracking system (it helps in managing and sorting candidates)
Question 6
Explain why it is important to regularly review technical applications and to consider new
options? (50 words)
It is important to regularly review technical application and consider new options as
it helps in posting job openings, reviewing resumes, gives a uniform look to hiring
process, save time and money, enhance the hiring process and many more. It
increases the productivity, lesser the chances of bad match, get more strategic
and many more benefits.
Question 7
Explain why the HR department must always obtain support for policies and procedures form
senior managers (100 words)
The HR department must obtain support for policies and procedures from senior
managers so that they create transparency between what is needed and what is
delivered. Secondly, they get to know what is required to fulfil the set policies and
what actually is required to meet their expectation. They get effective level of
inputs from Senior managers so that they easily get the things done in an
appropriate manner. It reduces the chances of mistakes and removes the
misconception. Required changes would be made automatically and repetition of
policy making process get reduced. Doesn’t wait so long for approvals as it already
get discussed with the senior managers.
Question 8
You work in the HR department of large organisation. You have decided that the recruitment
and selection policies currently being followed are outdated and in need of review. You want
to develop a new policies and procedures. In 50 words explain how you will go about
obtaining support from senior management for this process?

In order to get the support from the senior management for this process below
steps need to be followed such as: -
 Pick your solutions wisely
 Know the possible questions related to the new formed policies
 Need to plan the conversation to look confident in front of them
 Explore their concerns as per the understanding
 Ask them to share their actual experience (in order to remain updated)
 Educate them about the changes required and why they required
 And in the end to convince them to run a small experiment
Question 9
Why is it a good idea to trail recruitment and selection policies and procedures and the forms
and documents that support them?
It is good idea because it helps in ensuring that the process will remain constant,
fair and accountable. Application form, reference check, Selection panel schedule,
Screening template and so on. It helps in getting the required information and
make the selection process easier. Along with this candidate also get to know
about the job roles and responsibility.
Question 10
List six (6) to eight (8) circumstances under which policy or adjustments might be required
after a trail period. Use your own experience and conduct suitable research to develop your
answer.

Adjustments might be required such as: -
 Change in legislation on which policy was made – in this situation
amendment in policy is necessarily required.
 When the existing procedure is no longer required
 Change in social values which clearly reflects over policies
 When the output or results of procedure didn’t get achieved for which it is
intend to achieve.
 Amendment in policy required on the basis of the health and safety issues.
 The outcome of the policy remains inconsistent
 Inconsistency in procedure along with other policy which are applied to the
activity.
Question 11
List six (6) ways in which requirements regarding organisational policies and procedures
could be communicated to staff.
 Organisational intranet
 Newsletter
 Posters at cafeteria, etc.
 Townhall meetings
 Floor meeting
 Circulating emails within the organisation
Question 12
Under what circumstances might it be necessary for staff to attend some form of training
relating to new policies and procedures for recruitment, selection and induction? (100 words)

There are various circumstances under which it become necessary for staff to
attend some form of training relating to new policies and procedures such as: -
 To make them aware about the changes made within the policies
 To provide them re-fresher so that they all remain updated
 When someone breach or violet the policy
 To revise the set organisational goals
 To make them aware about the changes need to be done within the
process
Question 13
List at least eight (8) things an employer might consider when determining future human
resource needs.
 Organisational goals – whether it is short-term goal or long-term goal
 Characteristics of workforce
 Organisational structure
 Affect on work presently and in near future by the environmental
conditions
 Forecasting related to the work-type, requirement of number of
employees, requirement of employee competencies and many more
 Make comparison between future expectations and their current work
 Technological advancements (might impact the goals, and
organisational work)
 Activities of archrivalries (current as well as projected)
Question 14
(a) Describe at least five (5) different kinds of recruitment and selection methods.
 Promotion
 Employee referrals
 Job posting
 Previous applicants
 Direct recruitment
 Campus recruitment
 Professional associations
(b) What are assessment centres?

It is such process in which candidates get examined to determine whether candidate is suitable
for job role or not. It helps in getting the right candidate for their vacant place. There are multiple
criteria’s for selecting right candidate such as group exercises, role plays, case study base analysis
exercise, competency-based interview and many more to test the candidate. Examiners make use
of scoring matrix for each candidate and utilised it for making selection of best suitable candidate.
Question 15
(a) Why is it necessary in the recruitment and selection process to develop and use
appropriate person and position descriptions?
It is necessarily required to develop and use appropriate person and position
descriptions in recruitment and selection process so that right candidate would be
selected. It helps in saving time and money. It helps in strengthening the overall
process of hiring. It helps in meeting business requirements; candidate feels
confident that the job offer is genuine. It provides the suitability, consistency,
legality, credibility, transparency, etc.
(b) List seven (7) things that job descriptions should include.
 Introduction of company
 Job title and summary
 Key responsibilities
 Core skills
 Additional skill set
 Qualification/Academies
 Salaries/ Benefits
 Career path
Question 16
List and discuss at least three (3) strategies that might be followed to ensure that appropriate
job specification and person descriptions are available for recruitment purposes

Three strategies are as follows: -
 Job duties – what will the person do?
 Work experience – What experience is required to get the job done?
 Skills – What unique skill is required?
Question 17
In approximately 100 words explain what training and support might be required by persons
involved in the recruitment and selection process.
Training include: -
 To make them aware about the cost and impact of hiring decision.
 To make them aware about their role in hiring process as it is very
necessary for them to know their roles and responsibilities. As it helps in
making the hiring process crystal clear.
 Reviewing the job descriptions: - it is necessary for HR team to make a
adequate communication with candidate which aligns with their job
descriptions.
 To make them understand the law: - It is very important for each and every
person who involved in hiring process to well aware about the law and
discuss what is legal and good in taking notes.
Question 18
Advertising of vacant positions must comply with organisational policy requirements and also
with legal requirements. What are the two most important legal aspects that must be
addressed?
The two most important legal aspects that must be addressed while advertising of
vacant positions such as: -
 Have clear requirements and person specification. Draw a clear, specific
and detailed job description.
 Need to think clearly about the requirements of the role that need to be
advertised.
Question 19
When might it be necessary to utilise a recruitment and selection specialist?

It might be necessary to utilise a recruitment and selection specialist when: -
 Organisation fails to fill the vacant post for a long time
 Organisation doesn’t have any expertise to fulfil the job role
 There is time shortage for managing the activities related to the recruitment
and selection process.
Question 20
You are in charge of recruitment. One of the managers in the organisation has asked you to
recruit a new employee for their department.
Make a comprehensive list of the steps/ procedures you would follow.
There are various steps that need to be followed in order to recruit a new
employee such as: -
 Step 1- Identify and evaluate the need
 Step 2 – Developing the job description
 Step 3 - Developing person description
 Step 4 – Developing recruitment plan
 Step 5 – Selecting search committee
 Step 6 – Implementing recruitment plan
 Step 7 – Review the application received and prepare a short list of it
 Step 8 – Start conducting interviews
 Step 9 – Selecting hires
 Step 10 – Finalizing recruitment
Question 21
Why should you send timely responses out to all unsuccessful students?

The reason behind sending timely responses to all unsuccessful students is they
need constructive feedback so that they can move on. It is very necessary to give
them timely response as some candidate might wait for the news that they are not
selected. Along with this they also share their feedback to their respective peers
about the treatment they get from the respective authority. It might possible that in
case of no proper response they might feel ignored and they can complain online
which directly impacts the image of organisation. It is very important to respect the
time and effort of the candidate so there is need to give response well on time.
Communicate them with a valid reason behind their failure in a short time span.
In order to reject the candidate there is need to make immediate communication
related to their rejection, ne truthful and share the genuine feedback with them so
that they can work upon it and lastly there is need to choose the right channel for
communicating such things like make use of emails, or one -to -one session, etc.
Question 22
(a) Describe the purpose of employee contracts and industrial relations.
The purpose behind the employee contracts and industrial relations is to maintain and
protect the confidentiality. As employer always wants that their employee keeps the
information within the organisation and didn’t share it with anyone. Information leak leads
to fall in the performance of the organisation.
Spell out benefits: - Employer must disclose the benefits in the contract which they are
planning to give to their employees. Like employer describes that paid leaves are
available after six months of joining then employee can’t expect to get paid leaves before
six months.
Termination issues: - Contract safe-guard the rights of the employer in order to terminate
their respective employee who so ever fails to performance as per the set standards. Or
employer can terminate the employee on the grounds of integrity breach or any
disciplinary issues.
(b)Why is it important to ensure job offers and contract of employment are executed
promptly?
It is important to ensure job offers and contract of employment are executed
promptly because until job offers and employment contract is signed employee is
free to negotiate over the various factors such as salary, etc. The second reason is
that employee can seek employment somewhere else also.
Question 23
List at least six (6) forms of training or support available for new employees.

Below is the list of forms of training or support available for new employee’s
incudes: -
 Computer
 Instructor-led
 Self-directed
 Interactive
 Multimedia
 Training module presented over slides
 Training module available over internet
 Induction program
Question 24
Why should management check that induction processes are followed across the
organisation?
Management should check that induction processes are followed across the
organisation as it helps in checking whether induction processes meet the
requirements of the organisational policies along with there legislation
requirements or not. It keeps control over the activities and provide motivation. It
enhances the communication among the employees and create healthy working
environment. With the effect of the induction program every executive gets to know
about the new updates. In order to check the induction process management
make use of induction checklist.
Question 25
List at least ten (10) methods of providing feedback to probationary employees.
Methods of providing feedback to probationary employees include: -
 Asking interested candidates about any feedback or communication issues
 360-degree appraisal (it includes overall performance of the candidate)
 Providing detailed communication expectation in the probationary contract
of employment
 Ask the interested candidates about their expectations
 Develop and maintain a presence which is considered as a point off contact
 Arranging the meetings among the interested candidate and their respective
manager
 Asking the interested candidates to discuss their issues
 Floating completed weekly reports (it includes performance on weekly
basis)
 Lead to participate in the worksite visit
 Performance review form or matrix that need to be fill by the manager