HR Recruitment & Selection: Green Hill University Analysis

This report provides a comprehensive overview of the HR recruitment and selection process within an organization, focusing on the Human Resources Life Cycle and its various stages. It identifies key documents used in different HR phases, such as recruitment, selection, and induction, and discusses Commonwealth Acts related to anti-discrimination that must be adhered to during recruitment. The report also explores different methods for advertising vacancies, including traditional and technological approaches, and explains interviewing and selection techniques, including the use of psychometric tests. Furthermore, the report includes a practical application through the creation of job descriptions and advertisements for HR Advisor and Account Manager positions at the University of Green Hill, complete with email communications and interview questions, highlighting the practical aspects of recruitment and selection processes. This solved assignment is available on Desklib, a platform providing study tools for students.

Selection process
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Table of Contents
Assessment Task 1...........................................................................................................................3
Identify and list two types of documents that can be used for each of the following human
resources phases:....................................................................................................................3
Explain the concept of the Human Resources Life Cycle and the role of recruitment and
selection within the life cycle.................................................................................................3
Explain each of the 5 main stages of the Human Resource Life Cycle.................................3
Identify at least three Commonwealth Acts relating to anti-discrimination that should be
adhered to when recruiting and selecting staff for a position. For each Act you identify, why
the Act must be adhered to when recruiting and selecting staff.............................................4
Identify the Act that includes the requirement for employees to be provided with a Fair Work
Information Statement (FWIS) before or, as soon as possible after starting a job. Access this
Act to identify and then list the key information included in the Fair Work Information
Statement. ..............................................................................................................................4
Describe three methods that can be used to advertise a vacancy within an organisation......4
Describe two forms of technology that can be used to advertise a position...........................5
Explain two interviewing techniques.....................................................................................5
Explain three commonly used selection techniques...............................................................5
Explain the purpose and relevance of psychometric tests in recruitment and selection........6
Assessment Task 2 ..........................................................................................................................6
Assessment Task 3.........................................................................................................................13
References......................................................................................................................................19
Books and Journals...............................................................................................................19
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Assessment Task 1
Identify and list two types of documents that can be used for each of the following human
resources phases:
Recruitment
Person specification
Job description
Selection
Curriculum Vitae
Application form
Induction
Letter of engagement
Internal policy and procedure
Explain the concept of the Human Resources Life Cycle and the role of recruitment and selection
within the life cycle
Human resource life cycle is the concept of the human resource management that defines the
employee’s stages or the whole time in a particular job. The human resource department of any
organisation play an important role in the life cycle of the employee (Hamza et al., (2021)). The
recruitment and selection has the major role as the HR life cycle is started with these two
functions the recruiter recruits and selects the candidate.
Explain each of the 5 main stages of the Human Resource Life Cycle.
The five stages of the HR life cycle are:
 Recruitment and selection
 Performance management
 Succession
 Development
 Transition
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Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered
to when recruiting and selecting staff for a position. For each Act you identify, why the
Act must be adhered to when recruiting and selecting staff.
Age Discrimination act 2004: this act is to protect the employees from the discrimination of the
age in the organisation for the employment for particular job role during recruitment and
selection.
Racial Discrimination act 1975: An act that is adhered with recruitment and selection staff to
have ethical and legal decision making without any racial biasness.
Sex discrimination Act 1984: the act is adhered to recruitment and selection because it makes
the staff restrict from doing any kind of discrimination between men and women in order to have
equality and fairness in decision (Jurmu, (2020)).
Identify the Act that includes the requirement for employees to be provided with a Fair Work
Information Statement (FWIS) before or, as soon as possible after starting a job. Access
this Act to identify and then list the key information included in the Fair Work Information
Statement.
Section 125 of the Fair Work Act provides the employees of the organisation with the fair work
related information as soon as employment is commenced. After assessing the requirements and
information of this act the list of information include in FWIS are:
 National employment standards
 Modern awards
 Request of flexible working arrangements
 Right of entry
 Individual flexible arrangement
 Freedom of association and workplace rights.
Describe three methods that can be used to advertise a vacancy within an organisation
Local newspaper: this method is very common and traditional method through company’s
publishing their job description and job advert in the newspapers.
Social media and job portals: in modern world the organisation post their job vacancy on the
media channels like LinkedIn, Facebook, Indeed and many more.
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On company website: the organisations also post their openings of job vacancy in the career
block of their websites.
Describe two forms of technology that can be used to advertise a position.
Television: the television technology is very common and most effective means of advertising
(Ukpabi & Salaudeen, (2021)).
Internet and web technology: A technology by which the organisation easily circulate their
advert of the position to the market at right place.
Explain two interviewing techniques.
Face to face Interview:- These interviews are basically more formal meetings that happen in
person between the hiring manager and the candidate.
Telephone interview:- Telephone interviews are conducted by hiring managers and the main
aim is to save time and quickly eliminate the ones who do not meet the organization’s
requirements.
Explain three commonly used selection techniques.
Three selection techniques:-
1) Written Applications:- The written application basically makes the identification of data
easier for recording and tracking purposes and ensures all applicants are contributing the same
base set of data.
2) Panel Interviews:- Interviews play a huge role in determining the outcome of the selection
process. They may be conducted face to face or through a virtual mode (ROMEO, (2021)) .
3) PPT's and Seminars:- Sometimes the company invites the applicants to give a presentation,
lecture or seminar during the selection process. This helps the firm to know the communication
skills of the applicants.
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Explain the purpose and relevance of psychometric tests in recruitment and selection.
The purpose of the psychometric test in the recruitment and selection process is to provide
objective data that is measurable and can give a better versatile and flexible viewpoint of a
candidate skills in regard of the position applied for (Okolie, (2020)).
The psychometric test is relevant as assessment offer scientific, objectivity and valid reliable
process of recruitment.
Assessment Task 2
Complete the following activities:
Carefully read the following.
You are a Human Resources Officer at the University of Green Hill. The University’s intention
is to grow its Human Resources personnel due to the high numbers of staff employed across
the University as a whole. You are required to write two position descriptions and advertise
these in the appropriate media.
1. Participate in a meeting to plan for recruitment.
Agenda of meeting: Plan for recruitment
Date: 09/12/2021
Meeting to plan for recruitment
 Reviewing University’s Recruitment, Selection and Induction Policy and
Procedures
 Review requirements of HR Advisor Position and Accounts Manager Position
Requirements
 Participate in a meeting and communicate about the overall strategy of
workforce
 Communicate with the board of directors that what are the skills required to
write job description of HR
 Preparing a format of Job description
 The last is advertise the job description
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Job Description for HR advisor
JOB DESCRIPTION
Job title: HR advisor
Responsible to: Senior HR manager
Salary: $45,000-$50,000
Hours of work: 7 hours
Main purpose of job: Responsible for assisting the HR manager in recruitment and
selection of the college students.
Key duties and responsibilities:
2. To manage and deal with HR queries of the students and teachers of the University.
3. Coordinating with the different applicants regarding the appointment and admission
process.4. To work on the development needs of the students of the University.
Qualification and skills:
 Ability of communicate effectively with the students and their parents.
 Bachelor’s degree in Human resource management.
Job Description for Account Manager
JOB DESCRIPTION
Job title: Account Manager
Reported to: Head of account department
Salary: $35,000-$40,000
Working hours: 8 hours
Main objective of job: To manage the fees structure and other finances of the university.
Key responsibilities and duties:
 To manage the accounts of the each students and their fee structure.
 To prepare the budget for the different programs and inductions in the university.
 To prepare the pay slip and other dues for the students.
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Qualification and skills:
 Good calculation and mathematical skills.
 Degree in financial management.
E-Mail
Approval for the identified position and request for a meeting for the discussion for
recruitment
Dear Dean and Human resource Manager,
I would like to draw your attention to inform you regarding the vacancy of (HR advisor and
Account manager) job position within our University. In relation to this, I was keen to
conduct a formal meeting for the discussion regarding the recruitment requirements, pay
rolls, benefits and duties of candidates.
In regard with this, I have created the job description for each job position with their salary
figures as well. This e-mail is for your approval for those positions.
I have attached those job descriptions for your determination and approval and looking
forward for your reply.
Thanks & Regards,
Manager
Develop advertisements.
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We’re HIRING!!
HR Advisor Position
It is an opportunity for skilful candidate to get a chance of working with University of Green
Hill. So all the interested candidate should contact with an organisation for the purpose of
getting job. Proper training and development program provided to the candidates. The working
days are 5. Last day for applying this job is 20/12/2021
Pay and Benefits
 Wages according to
Australia Laws
 28 Days of annual
Leaves
Contact us today
Interested candidates should contact with
[e-mail]
We’re HIRING!!
Accounts Manager Position Requirements
It is the greatest opportunity for all the accountant to work with University of Green Hill. It is
requested to all the interested candidates to contact with University of Green Hill. They are
providing training and development sessions. Working days are 5 and the last date is
20/12/2021 for applying the job.
Pay and Benefits
 Wages according to
Australia Laws
 28 Days of annual
Contact us today
Contact with [e-mail] who are
interested candidates.
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Leaves
Send an email to the Human Resources Manager (your assessor).
E-Mail
Approval for the identified position and request to advertise all the finding attachments
Respected Human Resources Manager,
I would like to request you that job description are already made for the position of HR
Advisor Position and Accounts Manager Position Requirements. In this email, you will get
attachments of job description and job advertisements which should be advertise with the use
of social media and traditional advertising methods. It is requested to give feedback options.
Thanks & Regards,
Manager
Send an email to the selected media outlets (your assessor).
E-Mail
To publishing the job advertisements in the appropriate format
Respected Manager of selected media outlets,
It is requested to you that attached job advertisements should be published on the social media
platforms. All the information related to the position of HR Advisor Position and Accounts
Manager Position Requirements should be disclose in the advertisements.
Thanks & Regards,
Manager
5. Develop interview questions.
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For the position of HR Advisor
Q1. Tell me about yourself?
Q2. Why you are choosing this organisation for this position?
Q3. According to you, Is University Green Hill is appropriate for you?
Q4. What are your strengths and weaknesses?
Q5. What are the skills you identified for the position of HR advisor?
Accounts Manager Position Requirements
Q1. Tell me about yourself?
Q2. Why you want this position in University Green Hill?
Q3. What you thoughts about this position?
Q4. Why we should hire for this position?
Q5. What you think for the future five years with our organisation?
Send an email to the Human Resources Manager (your assessor).
E-Mail
Review the Recruitment, Selection and Induction Policy
Respected Human Resources Manager,
It is requested to the selection panel that they should participate in the panel in order to seek
the feedbacks. There is an attachment of interview questions which should be review by the
recruitment and selection panel.
Thanks & Regards,
Manager
Assist in short-listing candidates.
In order to short-listing the candidate, there are following steps which needs to be consider:
 Check the eligibility criteria of all candidates and match with their actual qualification.
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 Check skills and knowledge
 Check experiences and additional course work
 Check Attire and attributes
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Send an email to the Human Resources Manager (your assessor).
E-Mail
Review the Recruitment, Selection and Induction Policy
Respected Human Resources Manager,
In order to hire Samiya, I would like to recommend this name as she has a good experience in
University of Brisbane as a HR officer. In addition to this, she also has diploma of human
resource management.
Thanks & Regards,
Manager
Develop a letter to be emailed to each successful candidate.
OFFER LETTER
Candidates
31 December, 2021
XYZ
Dear ABC,
It is an opportunity for you, as you are selected to give interview in University Green
Hill. You are now shortlisted for the interview session. The date and venue of interview is 5
January 2022 in campus of University Green Hill.
Sincerely,
HR team
Send an email to the Human Resources Manager (your assessor).
E-Mail
Review the Recruitment, Selection and Induction Policy
Respected Human Resources Manager,
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It is requested to you that there are some points which should be consider in the process of
interview schedule:
 5 candidates are shortlisted so it should be verified with their original documents.
 5 rounds are conducted for the selection of candidates
 Send final email for their selection in the organisation
Thanks & Regards,
Manager
Assessment Task 3
1. Participate in the interview
After the interview, I am able to understand that Samiya is the best fit for the post of
Human Resource Advisor. At the time of interview I have analysed that she has good and proper
communication skills and technical skills.
 She has good experience in the same field and will able to hand over the work
effectively.
 She is not demanding more salary as compared to other candidates.
2. Speak to referees by telephone.
Me: Good Morning Sir! Is this right time to talk to you?
Referee: Good Morning, Yes, continue please.
Me: This is a call to check the background of Samiya. She was your previous employee?
Referee: Ye, she was my employee
Me: Why did she left the job?
Referee: She wants to relocate and that is the reason she left the job.
Me: How was she at work?
Referee: She was an asset for our organisation.
Me: Any else feedback you would like to give?
Referee: She is a punctual and hard working candidate. I never have any compliant from her.
Me: Thank you for the information Sir
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Referee: Its okay! Have a nice day
3. Prepare a selection report.
Position: Human Resource Advisor
Department: Human Resource management
Location: Australia
Selection Panel
 Panel number 1
 Panel number 2
 Panel number 3
Advertisement Details
Social media channel
Background
Already done job in same department for 2 years and got positive reference from old employer
(referee) on telephone
4. Send an email to the CEO
E-Mail
Selection report attached
Respected CEO,
This is to inform you that Samiya is being selected for the job. She fulfils all the eligibility
criteria. Below is attachment of the selection report for your reference. Please check and
approve.
Thanks & Regards,
HR department
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5. Send an email to unsuccessful candidates
E-Mail
Selection report attached
Dear ABC,
This is email is to inform you that you are not being short-listed for the position of HR advisor.
we wish you good luck for the future. Stay in touch and we will contact you in case of any job
vacancy suitable for you.
We wish you success and bright future ahead!
Thanks & Regards,
HR department
6. Send an email to an unsuccessful candidate (your assessor) in response to queries.
E-Mail
Selection report attached
Dear ABC,
In response to your e-mail, we want to inform you that the vacancy for only one candidate as
HR advisor. We don't want to say that you are not suitable for the job. But, there are other
candidates as well who are better fit. They fulfil the eligibility criteria better. You do not have
practical experience in the field and that is the reason you are not being hired for the post.
Our company will contact you in case of other requirements in the field of HR. I hope, we are
able to clear your doubts.
Thanks & Regards,
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HR department
7. Write a Letter of Offer and Employment Contract for the successful candidate.
Letter of Offer
Dear XYZ,
We are pleased to offer you, the position of HR advisor in University Green Hill. We found you
capable and confident to complete the work that is assigned to you. I wish that you will work
effectively and achieve the goals and objectives of the organisation.
As per the discussion, you can join from 1st February 2022. I am attaching employee handbook
and employment contract. Please, read the same before joining.
We look forward to welcome you.
University Green Hill
HR department
Employment Contract
Employee: Samiya
Employer: University Green Hill
Position: HR advisor
Compensation: Below is attachment of the salary slip
Start Date: 1st February 2022
Term: There is no employment term fixed. We expect you will work for long run in the
organisation.
Benefits: Details about disability protection, sick days, health insurance, paid time off (PTO),
maternity leave, and other benefits.
8. Send an email to the successful applicant.
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E-Mail
Congratulations on your selection
Dear Samiya,
This is to congratulate that you have been selected for the position of HR advisor in University
Green Hill. This is to inform you that in the starting 3 days you have to attend the induction
program. Induction plays a major role where you will be told about the organisation,
departments, you head, your work so that you do not face any issue in future. Induction will be
at conference room in University. Please come at time and attend the same.
The Letter of Offer and Employment Contract is attached. Please read the same before joining.
Acknowledgement this e-mail as a sign of you acceptance.
9. Send an email to the CEO and your work team
E-Mail
New hiring
This is to advice all the team members and inform them that a new joinee naming Samiya is
being hired for the post of HR advisor. Each and every member must coordinate and help her to
adjust in the environment. She has experience of 2 years in the field and will work effectively.
She will join from 1st February.
Thanks & Regards,
HR department
10. Send an email to the pay department
E-Mail
New hiring
This is inform you that a new joinee (Samiya), she will join from 1st February. Please, make all
the arrangements and open new account. All the necessary arrangements must be make before
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her joining. She will join from 1st February. I am attaching all the documents for your reference.
Thanks & Regards,
HR department
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11. Send an email to your Human Resources team
E-Mail
New hiring
This is remind you that the new joinee will commence from 1st February. I hope that all the
arrangements related to induction are made. It is important to provide induction in proper
manner so that she is able to understand the norms and guidelines of the University.
Thanks & Regards,
HR department
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References
Books and Journals
Hamza, P. A et al., (2021). Recruitment and Selection: The Relationship between Recruitment
and Selection with Organizational Performance. International Journal of Engineering,
Business and Management, 5(3), 1-13.
Jurmu, S. (2020). Digital Channels in the Centre of the Recruitment Process: Case Company X.
Okolie, U. C. (2020). Effect of diversity management on human resource management:
Recruitment and selection in focus. Annals of Spiru Haret University. Economic
Series, 20(2), 63-86.
ROMEO, G. (2021). The impact of digital communication in the recruitment process: the case of
HireVue at Tetra Pak.
Ukpabi, I. D., & Salaudeen, K. K. (2021). RECRUITMENT PROCESS AND EMPLOYEE
PERFORMANCE IN UNIVERSITY OF IBADAN, NIGERIA. European Journal of
Education Studies, 8(10).
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