BSBHRM506: Recruitment and Selection Processes at Health Care United

This assignment, focusing on BSBHRM506, analyzes the recruitment and selection processes of Health Care United. It begins with an overview of the organization's current recruitment and induction policy, detailing selection procedures, and recommending technological improvements for efficiency. A draft communications plan is developed, outlining key stakeholders and media for policy dissemination. The assignment includes a training evaluation form and answers to procedural questions covering recruitment methods, outsourcing, employee contracts, relevant legislation, employment terms, and psychometric testing. Furthermore, it presents an HR staffing plan, identifies institutional gaps, and outlines employment and selection strategies.

BSBHRM506 Assessment Task 1
Task 1: Develop recruitment and selection
processes
Chosen organization: Health Care United
● 1.0 A recruitment and selection policy and set of procedures
1.1Current
Organizational
Policy on
Recruitment and
Induction
The recruitment and the induction policy of the Health Care United is
aimed to select the best candidates that can help in the operational
activity with the health and care providing centre. The organization
provides special focus on the candidates that depends on the past
level of work experience in the emergency care unit.
The recruitment policy has been selected based on the employment
legislative or the Employment Act 2010 implemented by the
government. The Human resource manager of the organization plays
the most important role in deciding upon the recruitment policy. This
will also be achieved with the help of the meetings of the senior
management of the healthcare organization.
It is the duty of the HR manager to place proper advertisement for the
recruitment that will depend on the total number of available vacancy.
The current vacancy for the organization is of 500 workers, who will be
deployed in various departments of the healthcare centre. The test for
the selection procedure is based upon the nature of the job profile.
After the selection of each of the candidates it is the duty of the
Organization to provide proper induction sessions that will help the
newly selected employees to get accustomed with the working protocol
of the healthcare organization.
The healthcare organization has special policy to ensure that equal
opportunity is given to each of the care providers that will help the
centre to provide the best types of health service to the society of
Victoria and New South Wales.
Selection
Procedures The Health Care United follows a strict protocol during the period of
selecting new candidates within the organization:
Following are the steps of selection:
 The senior healthcare experts of the organization discuses with
the HR manager about the total number of vacancy and the type
of expertise or experience that is needed for each types of job
profile.
 The HR manager will then publish the advertisement in all
platforms. Nevertheless, most of the application of the Health
Care United is from the online job portals. It is essential that the
HR manager provides detailed information related to the

healthcare assessment. As candidates apply for the following
vacancy the HR manager selects the appropriate ones
depending upon their past experience and education
qualification.
 Selected and eligible candidates are invited to appear on the
aptitude and screening tests.
 The candidates, who are able qualify the tests are then invited
for the interview.
 With high level of expertise of the HR manager of the healthcare
organization is able to select the candidates based upon their
personal chat and interview.
 The interviewer discusses various important topics related to
healthcare organization in sector that will help them to
understand the individual capability.
 Before final selection of the candidates, the organization
conducts background verification of each of the candidates to
ensure that there are no fraud cases that are done with the help
of fake documentation.
2.0 Make recommendations on how technology can improve the efficiency and
effectiveness of the recruitment and selection process at Healthcare organization
The use of the technology is believed to be one of the effective ways that can help the HR
managers to deal with the complexities of recruitment. The best advantage of using the
technology is due to the fact that it will help in the process of communication and ensure
that maximum number of candidates can be contacted with the help of the selection
process.
Following are the ways that can help
 The technology can be used as an effective platform to publish the advertisement
about the recruitment and selection process. This is one of the effective ways to
reach out to maximum number of candidates. However, it is recommended that the
organization needs to publish genuine information in the websites. Job description
needed to be provide with more appealing that will help to attract more number of
talented candidates. It is also recommended for the organization to encourage
diversity in the workplace that is needed to improve upon the level of skills at the
workplace.
 It is recommended for the organization to make use of the algorithm software that
can help to filter out the best potential candidates. These are needed to eliminate all
types of fake applications that can cause loss of time within the organization. The
algorithm software initial screening that can properly and accurately judge the
capability of the individual from the given information of the application form.
 With the help of artificial intelligent it is possible to imply the process of intelligent
screening. This is believed to be one of the effective ways to conduct advanced
level of aptitude test for proper result of the selection test. This is also one of the
best ways to ensure that no unethical principles are being implemented that is
highly likely in the case of manual process of recruitment. The automatic process of
screening is also one of the best ways that can be implemented to minimize the
risks of errors that are involved within the process of manual selection.
Nevertheless, it is recommended for the Healthcare organization to properly
improve upon the technological infrastructure.
 The company can also recruit proper recruitment tools and software that can be

implemented in the process of personal screening interview. The use of online tools
can be used as a process of telephonic interview. This will allow the company to
easily contact the candidates from all parts of the globe. The chatbots that are
implemented is also one of the example of this kind of innovative technology.
3.0Develop 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.
Recruitment and
selection process
Communication Plan Person Need to be
inform
Vacant Position analysis Email communication
attached with forms
HR
Manager/Manager
Position description Email communication HR
Manager/Manager
Advertisement Intranet(internal) then
external print media
HR /Communication
Manager
Short-list applicants Email communication, Post
for unsuccessful applicants
HR manger/ HR
staff
Interview preparation Email and phone
communication
Senior Manager
Interview applicants Face-to-face communication Senior Manager
Reference check Phone communications HR staff
Jog offer Post contract HR staff
Feedback to
unsuccessful applicants
Meeting(internal),
phone(external)
HR staff

4.0A training evaluation form
Training Evaluation Form
Task description Competent Not Yet Competent
1 Train interviewers to improve their skills Competent
2 Create better interview questions Competent
3 Train interviewers to conduct candidate
background check on the phone
Competent
4 Train interviewers to understand laws/legislations
such as Anti-Discrimination Act, EEO, Human
Rights Act
Competent
5 ) Train interviewers to document information Competent
Method of delivery (please circle):
1. presentation e.g. lecture
2. workshop e.g. classroom
3. one-to-one instruction
4. online interactive
5. other (please specify).
Rate the training:
unsatisfactory 
satisfactory
Was sufficient time allowed for session? 1 2 3 4 5
Were there adequate resources? 1 2 3 4 5
Was method of delivery engaging? 1 2 3 4 5
Was instruction clear? 1 2 3 4 5
Was sufficient time allowed for discussion? 1 2 3 4 5
Were supporting documents useful? 1 2 3 4 5
5.0 A document with answers to the 6 questions in the procedure?
 Describe recruitment and selection methods, including assessment centres
( 50 words)
Recruitment methods: There are different types of recruitment policy that
will be implemented by a health care organization.
 Internal Sourcing: The job portals of the healthcare unit will be
used for the given purpose. In the case of internal recruitment, it
will be possible for health care united to recruit staffs from within
the organization. This is also achieved in the forms of providing
promotion to experienced health care workers.
 External sourcing and recruitment: In most of the occasions, the Health
care united is dependent upon the external type of recruitment possible
with the help of different types of selection process that includes aptitude
test and personal interview. It is essential for the organization to verify the
individual background based upon their personal work experience. This will

be effective in dealing in the matters of understanding the level of past
experience of the healthcare workers and the ability to act swiftly during the
time of emergency.
 Explain the concept of outsourcing(50 words)
In the terms of business, outsourcing is the process of hiring business
resources from external sources that is mainly aimed to lower the input cost
and get diverse types of resources. In case of human resource, the company
can hire third party agents in order to deal with the challenges of high
employee cost. In case healthcare organizations, they can hire healthcare
workers from the primary care centre. This type of recruitment can help the
healthcare to get save time that is needed to provide training to the workers.
 Describe the purpose of employee contracts and industrial relations( 50
words)
The main purpose of the legal contract between the employee and the
employer is to ensure that there is no unethical practice that are being
implemented. This will help also thereby help to protect the interest of both the
groups. Overall, this helps in the purpose of maintaining healthy official
relationship between the employee and the employer. In the matters of
healthcare organization the contract need to ensure that the healthcare
workers need to follow the ethical guidelines of the health service.
 Summarise relevant legislation, regulations, standards and codes of practice
that may affect recruitment, selection and induction ( 50 words)
The legislative council of Australia has implemented certain act to prevent the
use of unfair practice within the workplace.
 Fair Work Act 2009
 Equality Act
 Act Against Discrimination
 Privacy Act
These acts will help to ensure and save the interests of the healthcare workers
are being protected and they are being able to provide the best types of health
care service to the society.
 Explain why terms and conditions of employment are an important aspect of
recruitment( 50 words)
Employment contracts outline how long an employee is contracted to stay with
a company. If either any party breaches the contract there is usually a
designated penalty. This means the employee can quit anytime and the
employer can lay off or discharge the employee at any time.
 Explain the relevance of psychometric and skills testing programs to
recruitment( 50 words)
Psychometric tests and skills tests are often used in job selection. Both can be
vital tools to help you find the best people for the job. Psychometric tests are
instruments that tell us about individual differences on behaviour and
intellectual skills. This skills tests tell us about whether a person can perform a
certain set of tasks, and how well. This type of test will help to ensure that the
healthcare workers are able to deal with the high level of stress that are

involved with the work of healthcare service.
Task 2: Recruit and select staff
1.0 HR staffing plan
Identification of
gaps in the
institution
Identification of
key shareholders
Current status of human resources
New physicians
to be hired
Physicians 250
New staffs
need to be
hired as admin
Admin team 250
HR staffs that
need to be
hired
HR team 30
Training for the
existing doctors
Marketing staff 20
1.1
Identificatio
n of gaps in
the
institution
To compensate the need of the institution, new physicians, nurses,
admin and HR staffs and It staffs need to be hired. Further, the existing
doctors, nurses, accountant and HR staff need to be provided with
training so that they can become familiar with the higher processes.
The stakeholders in this process will be the management of the
hospital, physicians, nurses, admin and HR staff. Other stakeholders
will be the government of NSW, education and health department of
NSW, Nursing and business colleges and so on. The current status of
the Healthcare united is as follows:
Doctors:300
Nurses: 1200
IT: 30
Admin40:
Marketing: 30
2.0 Significant employment and selection strategies and procedures

Step 1: Evaluate
need of identified
vacancies
Recruitment provides opportunities to the staff to set their own
skills according to the initiative or the goal. These opportunities
are for the betterment of the organization or the individual. Proper
planning and evolutionary process will lead to hire the correct
person for the desired role in the team.
Step 2: Develop
Position
Description
Position description is the primary aspect of an evolutionary step, as it
will help in development of interview questionnaires, evaluate the
performance of the candidates and reference the checkup questions.
Step 3: Develop
Recruitment Plan
Recruitment plan is a documented strategy to attract the best candidate
for the post and hire the desired candidate for the post. This process in
approved by the organizational unit. In this pool of applications, women
and underrated candidates such as disables are included.
Step 4: Select
Search Committee
During this stage, the chances of personal biasness is very high.
Therefore, to ensure the authenticity of the application and recruitment,
final consideration is done depending on the group of different
individuals.it is the job of the hiring manager to hire few person, who
will directly or indirectly interact with the applicant. Each hiring
manager need to appoint a staff who will represent a diverse cross
section of the staff. A member within the community will be appointed
as the Affirmative Action and Compliance Liaison. The primary function
of this community will be monitoring the affirmative action of the search
committee.
Step 5: Post
Position and
Implement
Recruitment Plan
After the complete description of the position, the vacancy will be posted
in the UCR career site via ATS. To ensure the accuracy, every effort
need to be taken. This because one wrong information can affect the
applicant pool.
Step 6: Review
Applicants and
Develop Short List
It is the duty of the HR manager to shortlist the candidates based on their
past experience and educational qualification.
Step 7: Conduct
Interviews
Interviews are the most important step in the recruitment as using this
opportunity, employers and employees both can understand about each
other and can share valuable information. The guidelines of conduction
of interview will ensure a thorough interview process with all necessary
data to evaluate the skills and abilities.
Step 8: Select Hire After completion of the interviews, the committee will decide the
interviewees by extending their assessment regarding the ideal employee
for the post.
Step 9: Finalize
Recruitment
After completion of the recruitment process, all the finalists need to be
offered with the job and all the unsuccessful candidates need to be
informed as well.
4.0 Job descriptions

Organisational Unit: Human Resources
Division Job Title: Human Resource Officer
Reporting to: Manager Human
Resources Starting Date: March 1, 2017
Proposed Salary: $45,000 pa Contract End: March 1, 2018
Superannuation: 17%
Employment
Type and
Level
Full time Contract, Level 5
Total Remuneration
Package: $63459 Probation: 6 months
PURPOSE / JOB CONTEXT
The focus of UGA is to improve the processes of recruitment, induction and selection. All the
deparetments has to follow the rules and regulations for expected result and candidate. This new
role will provide support to departments when they are hiring candidates to enable the University
to meet its high educational standards as a quality provider of Higher Education.
KEY RESPONSIBILITIES
 Assisting the departments to create job descriptions for all position.
 provides support in the recruiting, selecting, orienting through face to face meetings and telephone
and email support
 Prepares new recruits for work by supporting the orientation and training programs.
 Reviews and puts forward recommendations to management on recruitment, selection and
induction processes.
 coordinates database records associated with recruitment, selection and induction
 Maintains professional and technical knowledge by attending educational workshops;
reviewing professional publications; establishing personal networks; participating in
professional activities.
SELECTION CRITERIA
Essential Criteria Desirable Criteria
Experience
&
Job-specific
Skills
Qualifications
&
Training
Interpersonal
Skills
ADVERTISING MEDIUM
5.0 Evidence of consultation

Consultation
and Drafting
 Undertake research to ensure best practice, and consult with stakeholders to
gain, in principle, agreement on policy.
 Draft policy and procedure using appropriate template.
 Review draft with stakeholders.
 Consider impact of new policy or procedure on stakeholders, systems and
operations and develop implementation and communication plan. Document
implementation actions on Request for Approval form.
Date Consultation topics Who are involved
31/10/2017 Update job analysis HR Manager
31/10/2017 Update job description HR Supervisor
31/10/2017 Remuneration and
benefits for new
recruiters
HR staff
31/10/2017 Working conditions for
new recruiters
Senior manager
Training needed for
new recruiters
HR Manager ,Staff
Induction HR staff
Documentation HR ,Staff
-
6.0 An action plan for carrying out the recruitment and induction process?
Email to the HR Manager:
Dear HR Manager,
We have completed the interview and have finalised a preferred candidate. You are aware of these
processes. However, the next step will be sending this preferred candidate a contract with mails to
all unsuccessful candidates, as informing the outcome is necessary.
It is to note, that an information has to be send to Brandon regarding his unsuccessful attempt for
this job. Nimmah also need to be informed about her interview status and her unsuccessful attempt.
Therefore, the attached draft has been sent to you, which includes emails for the unsuccessful
candidates. Please recheck the drafts and if these drafts are proper and appreciable, notify all those
candidates who are unsuccessful in the attempt. Please inform me the same, so that I can keep a
record of it.
Regards,
HR Officer
Requesting more information from a candidate who is unable to get selected to the interview:
Dear Brandon,
Thank you for your application for this post.
Your Bio-data had immense quality and we read your documents with interest, other applicants
possesses excess experiences and few added skills that made them deserving for the post.
Though we are pleased and impressed with your qualities and degrees, we had to select a candidate
who was more deserving than you for this advertised post were.
We applaud your effort and interest you have shown for this post.
All the best wishes from our end for your future projects and endeavours

Yours sincerely
HR Officer
7.0 Evidence of training
Training topics Participants Date
1. Comprehend the
principles and theories
underpinning recruitment,
selection and induction
practice
All HR Staff 25/10/2017
2. ability to recruit the
applicants in the
organization
HR supervisor 30/10/2017
3. : Involvement of
legislations in recruitment
process
HR manager 30/10/2017
4. create interview
questionnaires
Interviewers 31/10/2017
5.Induction of the existing
staff
Staff 31/10/2017
8.0 Evidence of advertising
Seek approval:
Dear HR Manager,
The attached is the draft advertisement of mine; please find the same as requested. The draft
advertisement is for filling the vacancy of the HR assistant. I have tried to create a positive tone
while creating the draft and I am sure it will allow potential candidates to respond. I have strongly
emphasized on the key standards I am looking for in this advertisement. This advertisement also
follows the rule and regulations of United healthcare.
Your feedback on this draft is appreciable and is suitable, approval of publishing the advertisement
on the website is important.
Regards,
HR Officer
Advertisement of the position:
The United healthcare is looking for a person to assist the managers in recruitment, selection and
Induction of the employees across the organization. The applicant should have understanding of
these procedures. However, the work experience in a HR department is not necessary. The main
eligibility criteria for this post is excellent communication skills with each stakeholders, hunger to
attain excellence, initiate skills, team spirit and positive attitude towards the work culture.
This position will be for one-year contractual based and full-time involvement is necessary.
Applications close on November 20th, 2017. Extension will depend on the performance. the salary
will be $55,000 per annum with the superannuation contribution of 16 percent which will make the
full package of $63459.
We are eager to hear from you, if you think, you can match up all the qualities we are looking for in
our future employee. We are seeking your applications from today onwards. Please send us your
complete bio-data with a cover letter, mentioning your skills and why you think you will be apt for
the position.

The last date of application is 22nd November, 2017.
9.0 Conducting recruitment and selection
Position:
Name Qualification Experience Interview results ( Excellent,
Good, Fail)
Johana Diploma of
Office
Administration
5 years’ experience
with Westpac
Healthcare
organization
2 years’ experience
with Miranda
Health clinic
Good
Scarlett Diploma of
Marketing
3years experience
with Liverpool
Health clinic
Good
Natalie Diploma of
Marketing
5years experience
with Westfield
Excellent
Jerome Diploma of
office
Administration
6years experience
with IGA
Excellent

Assessment Task 3: Manage staff induction
1.0 Develop induction processes
1.1Introduction
● brief
organisation
profile
● induction
policy
statement
● induction
objectives
The Healthcare United is one of the leading health service provider in the region of
Victoria and NSW of Australia. There are more than 1500 health service providers
recruited with the organization at various posts and it is considered to be one of the
leading recruiter of the health care industry within the domain. The organization is
also planning to expand their operations in the region of Hobart.
The main highlighting point and the strength of the organization is about the fact it
has recruits some of the best healthcare professionals, who are being selected only
after they pass all types of criteria that are implemented by the HR department. The
use of the latest healthcare technology is also one of the best ways to improve and
assist the work of the healthcare organization.
The induction policy of the Healthcare United is aimed to provide better level of
understanding about the tasks. The healthcare organization ensures that the new
staff members, trainees or apprentices and volunteers are introduced into the
company in a synchronized and systematic fashion, along with the information of
the roles of the respective employees are adequately mentioned. The various
objective of the induction program are as follows:
a. Welcome the new employees and make them familiarize with the
organization’s rules and regulations.
b. There is a provision of one-week training that will help the new
assignees to get the necessary training with the particular work
culture of the company.
c. After the successful completion of the training, the trainees will be
provided 18 days on job training which will familiarize the trainees
with the actual work within the emergency department of the
healthcare organization.
d. Lastly, on the successful completion of the training, the trainees will
be assigned to their respective department according to their potential
in each of the department.
2.0 Induction program