BSBHRM405 - Staff Support the Recruitment, Selection and Induction

This BSBHRM405 assignment provides a detailed solution focusing on supporting staff in recruitment, selection, and induction processes. It covers various activities including developing timelines, creating job descriptions, understanding relevant legislations like the Australian Human Rights Commission Act, Age Discrimination Act, Disability Discrimination Act, Racial Discrimination Act, and Sex Discrimination Act, and ensuring privacy. The assignment also discusses the importance of obtaining approval to advertise positions, job sharing benefits and drawbacks, and various recruitment methods such as local newspapers and online platforms. It further explores internal and external recruitment strategies, interview preparation, and the development of induction programs, including essential components and evaluation methods. This comprehensive solution aims to guide students in understanding and applying best practices in human resource management.

Student Id:6016
BSBHRM405 Support the recruitment, selection and induction
staff
Table of Contents
Activity 1A.................................................................................................................................1
Activity 1B.................................................................................................................................1
Activity 1C.................................................................................................................................4
Activity 1D.................................................................................................................................4
Activity 1E.................................................................................................................................5
Activity 2A.................................................................................................................................6
Activity 2B.................................................................................................................................8
Activity 2C.................................................................................................................................9
Activity 2D...............................................................................................................................10
Activity 2E...............................................................................................................................12
Activity 2F...............................................................................................................................14
Activity 3A...............................................................................................................................15
Activity 3B...............................................................................................................................17
Activity 3C...............................................................................................................................17
Activity 3D...............................................................................................................................18
Activity 3E...............................................................................................................................19
Activity 3F...............................................................................................................................20
Activity 3G...............................................................................................................................20
Activity 3H...............................................................................................................................21
Activity 4A...............................................................................................................................22
Activity 4B...............................................................................................................................23
Activity 4C...............................................................................................................................23
Skills and Knowledge Activity................................................................................................24
Major Activity..........................................................................................................................28
Activity.................................................................................................................................28
References................................................................................................................................36

BSBHRM405 Support the recruitment, selection and induction
staff
Activity 1A
In order to develop a timeline, there are different ascertainment that are required to be done
are as follows:
Firstly, proper consultation is required from different kind of sources along with
websites as to consider format for the timeline. There are different timelines and formats
along with different organising systems that will be found easily online.
Secondly, a work breakdown structure has to be created as this will help in creating
and determining the different kind of project dependencies. The dependencies of the project
are essential in nature as this helps and ascertain the total amount of time that is required for
each of the tasks effectively. The strategic goals and operational plans has to be considered
effectively as this will assist the company in developing the timeline effectively.
Furthermore, determination of the total time that was required for each task has to be
identified efficiently that will help in identification of the resources availability in the market.
The total time is required to be done and analysed appropriately that will help in
identification of the important milestones and this will help in building the timeline for the
project milestone in an appropriate manner as well.
Lastly, the timeline has to be reviewed as this will help and assist in understanding the
timeline requirements as this will help in reporting, analysing and improving the data
effectively with proper implementation of the time situation. The stakeholder needs along
with skills and experience of the labour market is essential in nature to be involved in
developing timeline to gain more knowledge on the different aspects effectively.
Activity 1B
A job description can be described as a general statement which is written down for a
particular job and is based on the different results which have been obtained from the job
analysis. It comprises of duties, purpose, responsibilities, working conditions and job title. It
also consists of the designation of the person and the salary package which the employee can
expect to earn. A job description forms the basis of the job specification.
Page 1 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
A job description can be a useful tool in helping the potential candidate to analyse the
environment and the different role that he will be applying for. Very often the candidates are
not aware of the job which they are looking out for and what to expect. The job description
comes in handy in the long run as it assists the organization as well to analyse the different
job requirements which are present in the organization. They assist them in going a long way
to decide upon the features which need to be present in an employee and the quality which a
company is looking out for.
Consult means that when a difficult decision needs to be taken then, a manager or an
individual tends to take the advice of another individual in order to see to it that the
organization makes successful decision making (Kristensen and Ravn 2015). Consultation
goes a long way in assisting the organization to make the correct decision in the correct
format.
Reflect means to study the information which is present with the recruiter. There may
be certain gaps present in the job description and thus for this purpose, they need to be filled
up. An office assistant`s example can be used in the given scenario and they can maintain the
records in order to determine later the necessary steps. The maintenance of records could
necessarily refer to the batch documents, entering them into the given database, storing the
different electronic files, filing of important documents and backing them up.
Confirmation means to confirm with or agree on something. The confirmation is an
important criteria in decision making as it assists in agreeing with a particular aspect. It is
crucial to confirm with an individual in job scenarios so as to let the candidate know that he is
fixed for the job and he needs to join from a specific date.
Priorities means to sort out the different options available and set them according to a
given priority list which reflects which one is the most important one and which one is not.
Prioritization goes a long way in assisting an individual to ensure that the most important
thing in the organization is done first followed by the others.
Keep it current means that an individual needs to follow the principle of timeliness
in the sense that he needs to be aware of the different events that have been taking place in
the current environment. This helps the individual in taking the correct decisions which go a
long way in assisting the individual to prosper in the business environment.
Job description: Marketing Manager
Page 2 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
Position profile:
The profile for the given job advertisement is the Marketing Manager
Position Summary
A marketing manager will be working in association with the Sales and marketing
department. The individual will be seeing to it that they are successful in their ordeal and can
bring about success to the company
The marketing manager will also look out for the advertisement, sales and other
related aspects of the company.
Selection Criteria
 Post graduate in Marketing Management
 2 years of experience
 Above 25 years of age
 Acute knowledge about the given industry
 Willing to work longer hours.
Legislations
 The state and federal legislations
 WHS legislations
 Commonwealth legislations
 Dangerous substances regulations
 Conditions of employment regulations.
Standards
The Standards Australia can be referred to as an organization which assists the
candidate in development and accreditation of a Standard if an employee is interested in
acquiring one. They can be defined as documents which state down certain specifications
ensuring that the products and goods are consistent and safe.
Standards are the standards like:
 ISO Standards
 The HRF 101:2010 Standards
Page 3 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
Activity 1C
It is essential in nature to consult with the personnel about the job description. The
best responses can be given by the individuals or the officials from the respective department
itself. It is mandatory in nature to analyse the different kind of responsibilities that are
required to be adopted by the different candidates who specialises in different departments.
The entire workforce strategy is essential to be analysed effectively as this will help in
providing the responses that are effective in nature.
It is essential in nature to comply with the legislation while developing a job
description as this will be helpful in making the employees understand about the different
duties that are being assigned to them and perform their duties accordingly as well. The
disclaimer is legal in nature as this usually covers the different additions that do not result in
material changes and the disruption of such responsibilities by the employees should be
illegal under the eyes of law.
It is essential in nature to consult with the other members of the staff as this will find
out the first-hand to analyse the actual requirements of the respective position. The best kind
of responses are obtained from the employees who do not have actual kind of job. It is
essential in nature to adhere to the policies of the company along with licencing requirements
to make the necessary improvements effectively.
Activity 1D
The laws which cannot be contravened in the job description relate to the laws of the:
 Australian Human Rights Commission Act 1986
 Age Discrimination Act 2004
 Disability Discrimination Act 1992
 Racial Discrimination act 1975
 Sex Discrimination Act 1984
The unlawful discrimination can take place in the given work scenario when the
following aspects are considered. These are as follows:
 Age- When individual are discriminated based on age.
 Disability- When individual are discriminated based on ability or disability
 gender reassignment- When the gender of an individual is concerned
Page 4 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
 marriage and civil partnership- When the marriage is considered to be a point of
discrimination
 pregnancy and maternity- When the deal relates to the deal of pregnancy and
maternity
 race- With respect to the race of a person
 religion or belief- With respect to the religious beliefs
 Sex- With respect to the gender of a person.
Privacy
Privacy can be rightly defined as the ability of an individual to be able to seclude
themselves or hide a given information about themselves or the decision to express
themselves selectively. Although the boundaries or the areas in which an individual chooses
to be private may vary from person to person. The Australian Capital Territory (ACT) is the
act which is referred to in the given scenario. However, matters that are considered to be
private are largely special or sensitive to them. In scenarios of privacy, security is overlapped
and thus information is protected in the manner. Privacy is often largely connected with the
integrity of an individual.
Activity 1E
It is essential in nature to obtain approval to advertise the position as this is essential
and mandatory in nature to propose the news to the director of Human Resource as this helps
in estimating the entire cost that will be incurred while filling up the position respectively in
the organization in a specific department. Furthermore, the search plan is required to be
created for the appointments that is required to be taken for conducting the interview for the
required position and there can be different suggestions that can be gained from the higher
authorities while posting the vacant position in the newspapers or through different websites.
The type of candidates that should require approval for the internal positions include
the ones who are already working in the respective organization and there will be shift in the
position in which they are working presently. Secondly, the candidates who are being
referred by the higher officials or the ones who are being referred by the employees for a
specific position within the organization.
Page 5 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
There are different benefits that are being offered by job sharing that includes that
there are two valued employees who might otherwise quit to pursue the different issues
related to work-family balance issues. Secondly, the company is being able to gain two brains
that are creativity and enthusiasm and both the employees are committed towards the success
as well. The successful job share partners are very much accountable to one another and this
will help the employer in building effective relationships with the co-workers.
On the other hand, there are different advantages that is gained by the employees
through job sharing approach. The employees in the organization can ask for pay for cross-
over day along with this helps in increasing the cost of employment for a jobs hare as well.
Furthermore, the cost of the benefits may rise and when there are two employees who are
working in the organization, and when in such situation, the employee is not comfortable and
they fail to share work style that is required, in such situation this provides the other
employee in providing such benefits to the other employee who is compatible in nature to
perform such functions effectively as well.
Activity 2A
Local newspaper- The companies can advertise their job vacancies in the local newspapers
that are present in the given city or the given country. All the job seekers tend to read the
newspapers regarding the job vacancy and thus, the advertisement forms an easy and cheap
method of advertisement (Schermerhorn et al. 2014).
Advantages:
 Cost effective
 Easy to distribute
Disadvantages:
 Obsolete
 Not that detailed
Online Job sites- The online job sites are also a new source of advertising for the job
advertisements. With the advent in technology, job advertisers like to give the advertisements
in the online websites. The format of the given advertisements are more detailed than the
online advertisements.
Advantages:
Page 6 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
 New technology
 Easy access
Disadvantages:
 It is quite expensive
Trade Publications- Trade publications refers to the books and documents which are
essentially printed for trade purposes are referred to as Trade publications. The Trade
publications are obtained in order to advertise just in the business domain
Advantages:
It is an acute measure and reaches directly to the target audience
 Cheap
 Effective
Disadvantages:
 Old technique
References- The references can also be described as a common way of advertisement as it
assists in the job vacancy fill up as it goes a long way in bringing about the new employees
who already have connections in the firm.
Advantages:
 Known employee
 Cheap
Disadvantages:
 Limited exposure
Mobile advertisements- The mobile advertisements also tend to act as a new technique
whereby the organization needs to send out messages and mails to the potential candidates
(Bolman and Deal 2017).
Advantages:
 Cost effective
 Target advertisement
Page 7 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
Disadvantages:
 Can create unnecessary increase in database
Social Media- Social media can also be used as a useful technique to advertise for the given
jobs and other related techniques. Most of the individual are quite active on the social media
platform and thus for this reason, it is very important to implement the advertisement in this
domain. The advertisement aspect goes a long way in helping the organization to manage the
recruitment aspects
Advantages:
 Easy to use
 Cost effective
Disadvantages:
 Not accessible by all
Activity 2B
In order to advertise a professional position, the best way and process to reach out to
the different best personnel is to advertise the vacant positions in the newspaper or through
social media networks. It is essential in nature to start up with the local newspaper as this will
help in searching the local candidates and gain the best candidates towards the specific job
types as well. The targeted online websites can be used to advertise their job position and this
will help in attracting the qualified candidates who are required in the organization.
While writing and posting the advertisement, the details about the entire organization
along with the different details of the contact number of the organization along with the email
id of the organization. Furthermore, the different kind of details about the vacant job position
has to be described in an effective manner that will help the candidates to understand the
position with the details that are necessary to be adopted for the vacant position. The different
details of the qualifications of the candidates has to be ascertained effectively as to help the
employees in analyse the job requirements.
Outsourcing is defined as the agreement wherein the organization contracts with
internal activity to different organization. It includes the contracting out the entire business
process along with different non-core functions of the business as well. Outsourcing is the
practice of hiring party outside the company as to perform the different services that includes
Page 8 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
offshoring of activities as well. Outsourcing is known as business process outsourcing and
this is the practice of hiring another individual or organization either internationally or
domestically as well. Furthermore, it allows the business to focus on the different core
competencies and this will cut the costs and improve the overall efficiency as well.
The organizations need to outsource for different kind of reasons such as certain kind
of business functions. The most common reasons that includes controlling and reducing the
operating costs and this helps in sharing the risks with the partner company as well.
Outsourcing will help in reducing the entire labour costs and this is the main reason in which
the different companies choose the reason to outsource in an appropriate manner.
Furthermore, outsourcing helps in reducing the costs along with focusing on the
business and this will give access to the different world class kind of capabilities as well.
Additionally, the outsourcing will help in risk management and this assist in compensating
for insufficient kind of internal resources as well. When the organization will not require to
undertake the different kind of business risks and the outsourcing will be good risk
management strategy that can be applied by the company.
Activity 2C
In order to consult with a relevant panel, the given needs to be consulted with:
 The Manager- The manager is the one who is responsible for managing all the job
opportunities an d the different workers and thus for this reason, it becomes extremely
important to ensure that the right kind of managers are selected for consultation
 The Department concerned- The department for which the employee is selected also
needs to be concerned with respect to the job roles and criteria’s which are available
for the employees. They also need to be informed that new employees are being
selected.
 Supervisor- The supervisor also needs to be consulted with in order to attain advice.
The committee needs to be formed in order to ensure that there exists no discrepancy
with respect to the discrimination of the employees, the breach of the private legislation,
breach of confidentiality and the different organizational procedures. The duties of the
different panels also include conducting the reference check, shortlisting of the applicants and
participating in the interview process.
Page 9 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
It is thus, important to form a proper panel who will be looking after the needs of the
different employees in order to ensure that the best candidates are appointed. They should be
given access to the correct files, thus the second round may be taken for certain applicants
when the number of applicants are large in number.
In the scenario, it is extremely important to ensure that there exists no conflict. There
will be certain time periods whereby the different members may face certain problems,
however this should not come in the way of the business and such conflicts need to be
avoided in order to ensure that the right applicant is employed. This can be taken to be as
discrimination. In such a scenario, there can be a negative impact on the employee
relationships and the image of the given organization as well. Hence, those members who are
acting as a source of conflict should try and withdraw from the panel for convenience.
Activity 2D
The respective job post from which I have resigned currently is Human Resource
Manager. I was working with a respective organization as the HR manager wherein it has
been seen that I was handling the different kind of recruitment, selection and training of the
employees (Konrad et al. 2016). The main function that was performed by me was to conduct
the different recruitment process in an effective manner. I used to coordinate, direct along
with plan the administrative functions of the organization. I used to oversee the recruiting,
interviewing along with hiring the new staffs and consulted the different top executives on
strategic planning and this will serve as the link between the organization’s management
along with the employees.
Interview Plan
Sequence Structure
Interview Type Job selection
Objectives Collecting appropriate information whether
the tasks can be performed by them
effectively along with provide information
about organization and job.
Style and Approach Semi structured interview along with
flexibility
Format Establish the rapport within five minutes
along with collecting information within 10
Page 10 of 39

BSBHRM405 Support the recruitment, selection and induction
staff
minutes as well.
Subjects Proper analysis of the past experience and
previous education and training of the
employees effectively as well.
Legislative Requirements to be considered while developing interview plan are as follows:
The different laws that is required to be analysed and this is required to be analysed to take
care that the breaches should not take place:
 Anti-discrimination law
 WHS laws
 Confidentiality Laws
Seven Type of Questions that are required to be analysed are as follows:
Question Type Defined -Used
to assess
Used for Examples
Open ended Get more than
no or yes
answers
(Brewster,
Chung and
Sparrow 2016)
Right research
is required to be
done as to
ensure that the
interviewees
matches the
different
answers as per
the needs of the
organization
Why the
candidate is
interested in the
profile?
What are the
most skills that
are remarkable?
Closed Ended To make sure
that the
information is
correct
(Armstrong and
Taylor 2014)
To review that
there are no
doubts in the
resume of the
interviewees
Are you
experienced?
Hypothetical Problem Does the Is the
Page 11 of 39