AHIC: BSBHRM506 Project - Manage Recruitment & Selection Process

This project report outlines the recruitment and selection processes for HealthCare United's new Hobart office, aiming to appoint 500 employees. It details the recruitment and selection policies, emphasizing attracting and retaining talent, providing training, and ensuring equality. The report covers the steps involved, from analyzing the vacant position to making a job offer, and includes a communication plan based on the Shannon and Weaver model. A training evaluation form is provided to assess candidate growth. The project also discusses recruitment methods, outsourcing, employee contracts, industrial relations, relevant regulations, and the importance of terms and conditions in recruitment. Psychometric and skills testing programs are highlighted as tools for evaluating candidate efficiency. The report concludes that effective recruitment and selection processes are crucial for organizational success.

Running Head: Develop recruitment and selection processes
1
Manage Recruitment & Induction
Process
Task 1 – Develop recruitment and
selection processes.

Develop recruitment and selection processes 2
Contents
INTRODUCTION...........................................................................................................................................3
Recruitment and Selection Policy and procedures:.....................................................................................3
Communication Plan:..................................................................................................................................4
TRAINING EVALUATION FORM:...................................................................................................................4
QUESTIONS..................................................................................................................................................5
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

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INTRODUCTION
A state of complete well being is something everyone wishes for but uncertainties are never
predictable before hands. According to the case study, one of the best health care professionals,
HealthCare United in Australia now decides to come up with another office in Hobart after
Victoria and NSW, with the plan to appoint 500 employees.
What blood is to a human body, Human resource to the organisation. Finding the right person at
the right time, right place or the best reason aids the organisation work towards the goals and
objectives (M libraries, 2018). The following report highlights the policies, and process of
finding and appointing the best suitable candidate.
Recruitment and Selection Policy and procedures:
Recruitment refers to the deliberate actions by the organisation in order to create a pool of
candidate for the vacant position (Wilton, 2016). It is a positive process as the organisation
focuses on inviting as much as possible candidates for the vacancy. Then further from these
applicants only the best can be hired.
Selection refers to the process of eliminating the unsuitable candidate from the people who have
been invited for the vacant position (Gatewood, Feild, and Barrick, 2015). Proper framed steps
are taken in to examine the candidate’s potential for the applied job before final appointment of
the position.

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The success and failure of the organisation entirely depends on the quality of the human resource
working towards achieving goals. Similarly, some policies included in healthcare united are:
 Major focus is on attracting and retaining the best talent.
 To provide best trained for the client.
 No favouritism, opportunities should be provided according to the capabilities.
 Ensure the process is undertaken by the professionals.
 Proper provisions for pregnancy and maternity.
 Flow of equality of the basis of :
 Age
 Gender
 Race
 Religion or belief
The set of steps undertaken in the process are:
1. Analysing the vacant position.
2. Position description.
3. Advertisement.
4. Interview preparation.
5. Conducting interview.
6. Medical check.
7. Reference check.
8. Job offer.

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Communication Plan:
Communication plays an essential role in the organisation to let the employees know exact way
of doing work and maintain a direct contact with the customers through employees to keep check
about the needs and wants (Men, 2014).
The basic communication which they decide to follow is the Shannon and Weaver model of
communication (Google, 2018):
TRAINING EVALUATION FORM:
Training is the process of enhancing the present skills and potential of the selected candidate to
the desired requirement of the job position. To evaluate the growth the following form has been
made:

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S.NO. Candidate’s
Name
Task Description Competent Not Competent
QUESTIONS
1. The methods used for recruitment and selection are direct, indirect and third party
method. Direct method includes hiring candidate through personally going to educational
institutes. In direct method candidates are informed and invited through advertisement in
newspaper, radio and other media. Whereas in third party method, recommendations,
consultancy, trade unions and other such agencies are used to allocate job seekers.
2. Outsourcing has emerged as the new trend in the working sector. The concept states that
the organisation appoints an external company or organisation to perform the task and
work which could be performed by the internal employees as well (Schwarz, 2014). This
concept is adopted because of the environment in the market, the organisation knows that
investing in new technology is expensive and risky but is necessary for growth.

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3. The two terms employee contract and industrial relations are interrelated. Employee
contract defines that the employer and employees are well known with the
responsibilities they have to perform and industrial relations defines are relations between
the management and the workforce. Both are essential to maintain smooth working
environment and avoid conflicts in the organisation.
4. The rules and regulation that should be adopted:
 General Data Protection Regulation
 Equality Act
 Human Right commission
 Fixed- Terms Employment
5. Terms and conditions are an important aspect of recruitment. They provide certain limits,
rules and framework under which the recruitment process should be conducted. It helps
to provide a structure that should be followed in order to implement the desired
objectives and goals. The terms and conditions are regulated by the law of two governing
bodies of USA and New York.
6. Psychometric and skills testing programs are those tests which helps to tell the efficiency
and intelligence of the candidate of performing certain tasks and situations that might
occur in the organisation.

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Conclusion
The above report clearly highlights the importance of recruitment and selection process holds in
an organisation. They are the most critical component on which the business and the organisation
entirely depend. In the above context, recruitment and selection policies and procedures are
along with communication plan and training evaluation form. With appropriate strategy planning
layout drafted by the top management of the organisation can attract and retain the best match of
human resource in order to serve the best and achieve their goals and objectives as determined.

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References
Gatewood, R. D., Feild, H. S., and Barrick, M. R. (2015) Human Resource Selection. USA:
Cengage Learning.
Google. (2018) Shannon and Weaver model of communication. [online] Available from:
https://www.google.co.in/search?
q=shannon+and+weaver+model+of+communication&source=lnms&tbm=isch&sa=X&ved=0ah
UKEwjJnfyc9sDbAhVFQ48KHboeAcgQ_AUICygC&biw=1366&bih=662#imgrc=_ [Accessed
03/06/18]
M Libraries. (2018) Human Resource Management. [online] Available from:
http://open.lib.umn.edu/humanresourcemanagement/chapter/5-1-the-selection-process/
[Accessed 03/06/18]
Men, L.R., (2014) Strategic internal communication: Transformational leadership,
communication channels, and employee satisfaction. Management Communication Quarterly,
28(2), pp. 264-284.
Schwarz, C. (2014) Toward an understanding of the nature and conceptualization of outsourcing
success. Information & Management, 51(1), pp. 152-164.
Wilton, N., (2016) An introduction to human resource management. London: Sage. p. 151.

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