BSBHRM506: Report on Managing Recruitment, Selection, and Induction

This report examines the recruitment and selection process, focusing on the case study of Healthcare United. It details the development of recruitment and selection policies and procedures, including timeframes, best practices, and communication plans. The report outlines the steps involved in vacant position analysis, position descriptions, advertisement, short-listing, interview preparation, and reference checks. It also covers the importance of employee contracts, relevant legislation, and induction programs. Furthermore, the report includes a staffing plan, recruitment action plan, job offer letter, and guidelines for an induction program. The report also includes a discussion on outsourcing, industrial relations, and answers to key questions regarding recruitment and selection methods. Finally, it provides insights into managing the induction process, including training a new manager and gathering performance feedback.

Running head: Manage Recruitment and Selection Process
Manage Recruitment and Selection Process
Name of the Student:
Name of the University:
Author note:

1Manage Recruitment and Selection Process
Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Task1................................................................................................................................................3
Recruitment and Selection process Best Practices......................................................................4
Develop recruitment and Selection Process Policy.....................................................................4
Draft communication plan...........................................................................................................8
Questions and Answers of Recruitment and Selection................................................................9
Concept of Outsourcing.............................................................................................................10
The Purpose of Industrial Relation and Employee Contracts....................................................10
Legislations Regarding Recruitment and Selection...................................................................10
Importance of Terms and Conditions of employment...............................................................11
Relevance of Psychometric test.................................................................................................11
Task 2.............................................................................................................................................12
Recruit and Selection Staff........................................................................................................12
Part A: Plan Staffing..................................................................................................................12
Evidence of consultation............................................................................................................14
Part B: Conducting Recruitment and Selection........................................................................14
Recruitment and Selection Action Plan.....................................................................................15
Advertisement for recruitment...................................................................................................16

2Manage Recruitment and Selection Process
JOB Offer Letter (as evidence)..................................................................................................17
Task3..............................................................................................................................................18
Induction program.....................................................................................................................18
Conclusion.....................................................................................................................................21
Reference and Bibliography..........................................................................................................22
Appendix........................................................................................................................................23

3Manage Recruitment and Selection Process
Introduction
The current report is based upon the case study of United Health Care recruitment and
selection process. The purpose of the study is to develop recruitment and selection policies and
procedure of United Health Care (Brown et al., 2019).
Discussion
Task1
Identification of key areas
Time frames
The identification of the key areas is identified by comparing between 2000 healthcare
united recruitment and selection policies and guidelines with the 2000 policy where the
organization manager consult with the HR. This approach helps the manager to undergo
effective recruitment and selection process which could save company’s resources and time
(Mbemba et al., 2016). The timeframe for the recruitment and selection process for United
Healthcare is 2 to 3 weeks maximum. On the other hand the 2000 policy has eight procedure in
total and which would take more time. The vacant procedure position process require 2 to 3 days
of timeframe. The second procedure is the position description which estimated to have a
timeframe of three to five days. The third procedure is advertisement which is estimated to have
a time frame of 20-25 days. Short-listing is the next procedure which is of time-frame not more
than 5 days. Interview is the next procedure, the interview is continued for 1 to 2 days. The after
math step is reference check which has a time-frame of 1-2 days, it depends on the number of
candidates selected for interview. Job offer is the last procedure for recruitment and selection
process. The time-frame is 1 to 5 days. After all procedures are completely the human resource

4Manage Recruitment and Selection Process
manager relies to the unsuccessful candidates in Healthcare United by conducting a small
meeting with the candidates. The 2016 recruitment and selection will take less time that is 2-3
weeks maximum. But 2000 recruitment and selection process used to take 35 days to complete
the whole procedure.
Recruitment and Selection process Best Practices
 The best practices for recruitment and selection process are:
 Ensuring security and privacy for candidates who have applied for the job
 Putting more emphasis on diversified recruitment and selection process that is biased free
process.
 Keeping proper track of the candidates information
 The organization must adapt more agile hiring methods.
 Social media engagement fosters effective advertisement for recruitment and selection of
candidates.
Develop recruitment and Selection Process Policy
Vacant position analysis
The vacant position analysis takes two to three days. The vacant position is analyzed
when a position becomes vacant and the organization is in need to fill to the vacant position
therefore, undergoes recruitment and selection process. This responsibility has been shifted to
manager from the human resource level in order to position right candidate in the right job
position.

5Manage Recruitment and Selection Process
The manager needs to notify HR bout the vacant position and request for the vacant position
form. The aftermath process is reviewing the position the manager gives permission for
recruitment process.
Position description
The position description is considered as the most critical and important aspect of the
process. The position description usually take minimum 3-5 days for development and
validation. The manager is well concerned with the description of the position. Appropriate
description helps management to get potential candidate for the job. The position description
includes the following:
 Title of the position
 Main objective
 The qualifications required
 WHS component
 Terms and conditions
Advertisement and promotion
This procedure takes around 20-25 days’ timeframe. For assessing advertisement the Senior
Management needs to authorize to publicly advertise the job description. The advertisement
takes place internally for about 10 days then, it is done externally for 10 days in Healthcare
Unites newsletter on internet. HR sends the newsletter to the publications department to post on
the internet. The HR creates the advertisement for authorized external print media, this is done
after internal advertisement is executed.
Short-listing

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Short-listing is basically the process of eliminating candidates, Healthcare United is
concerned about recruiting internal applicants. The time frame required for short-listing
employees minimum 5 days. In Healthcare United the administration staff is responsible to
collect the resume and give to the HR department. The HR department analyzes the external
applicants resume and segregate them into “no”, “may be” and “yes”. Then the HR makes a pile
of all three categories of resumes and completes the manual Short-listing. The HR organize
administration staff to send letters by post to all the external and non-listed applicants.
Interview preparation
The timeframe required for interview preparation is one to two days. The interviewing
selection technique is used by Healthcare United for interviews and must be held at the main
office only. There is one representative and two HR personnel for the interview and they must be
from the related departments to interview applicants. The organization chooses a quiet and
suitable location for the interview and arranges beverages and food for the interview panel.
Secondly the HR organizes the interview documentation which includes the position description,
resume for each shortlisted candidate, standard interview questions are set for the HR members
of the interview panel. At last it is required to check any police records of the candidates.
The HR organizes interview panel, one experienced staff member form the job-related
department, two members of HR department and one HR member as chairperson. The
chairperson chooses and advices the staff member to their role as expert and request that they
think of three job-related interview questions.
Interview applicants

7Manage Recruitment and Selection Process
The timeframe is scheduled for 2 to 3 days which depends on the number of candidates.
The interviews must be conducted at head office. The interviews are to be taken for 30 minutes
in duration with five minutes of break. There should not be more than 12 interviews in a day.

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The procedures to be followed are:
 The chairperson greets the interviewee and makes introductions and starts interview
questions.
 The HR members asks relevant question of standard interview questions. The staff
members from the job-related department asks three questions. The chairperson asks
whether the applicant have any questions.
 The chairperson informs the process to the candidate. The candidates are thanked by the
panel. The panel completes the interview assessment. The panel selects applicant and
gain approval from the senior management. Then the next step is reference check.
Reference checks (external reference checks)
The reference checks are the crucial part of selection process. The Healthcare United reference
checks is conducted on both the external and internal applicants by the HR department. The
timeframe is one to two days which depends on the number of applicants. The procedure
includes calling the applicants workplace and speaking to the manager or referee.
Introducing the purpose of the call and introduce yourself.
Asking relevant and standard questions about the applicant’s skills and knowledge and
personality as well.
Asking the manger for their opinion of the applicant’s standard of work and asking them whether
they faced any problem with the employee.

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Job offers
The job offers is made immediately after the reference check process is done. The time frame for
distributing job offers is one to five days. The procedure for job offers is that the HR department
must organize a written document with terms and conditions of the organization. According to
the employee contract there must be appointment details, remuneration details, terms and
conditions.
Draft communication plan
 Communication plan is important to deliver the required information to all the members
in the organization in order to avoid discrepancy and make the employees about the
policies in the organization.
 Informing the employees about the implementation of new policy and the importance of
the new policies and procedures. The information is delivered to the employees through
mails and manual documents as well.
 The mangers involved are line manager, operation manager, and other senior, middle and
lower level managers are informed about the new policy and procedure.
 Feedback ballots for the employee if there is any other ideas and what else which must be
included in the policy section. If any policy is appropriate the employee can go for
feedback ballots.
 Meeting is conducted for effectively delivering the new policies regarding recruitment
and selection.
 Recommendation and request for employee sign-off, this indicates that all the employees
and employers are aware of the new policy and have read the documents properly.

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Questions and Answers of Recruitment and Selection
Recruitment and Selection methods
Recruitment is the process of grabbing attention of potential candidates to apply for the job.
Certain methods are applied by the organization fir effective recruitment are:
Job portals- Job portals are the online job boards where the candidates find jobs and can apply
in the vacant position in the organization. For example: Linkdln, Indeed, seek.com
Campus placements- The campus placements refers to the process where companies go over
fresher and students for recruitment.
Employee referrals- This is basically internal recruitment where the existing e employee refer
candidate for the job in organization.
Consulting from recruitment consultancies- Generally external source of recruitment in which
companies look forward in consulting agencies for potential candidates who are linked with the
consultancies.
Selection is the process in which potential candidates are shortlisted for a job in organization.
The selection methods are:
Resumes and CVs- CVs and resumes are the candidate documents listing qualifications,
experience and interest. The first step to selection is short-listing through resumes and CVs.
Online screening- Online screening involves questions which reflects candidate’s knowledge,
attitude, skills and personality. This is done before face-to-face interview.
Psychometric testing- Psychometric testing is the scientific and standard method which is used
to measure the candidate’s behavioral style and mental ability.

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Interviews- Interview is the most crucial part of selection in which there are either one or panel
of interviewers ask question to the interviewee and have conversation about the job.
Assessment centers- The assessment centers are basically a standardized evaluation based on
behavior which includes simulation, real cases to solve. This method generally evaluates the
critical competencies and the ability to handle situation of the candidate.
Concept of Outsourcing
Outsourcing is defined as hiring another individual or company instead of in-house
department in order to perform a task, or handle certain operations. It is an effective measure for
cost-cutting undertaken by the companies.
The Purpose of Industrial Relation and Employee Contracts
The main purpose of employee contracts ensures that in an organization both the
employee and employer have brief and clear understanding of the expectations during the terms
of the employment. The employment contract document eliminates conflicts in the organization
and helps the employees to know their legal rights obliged by law.
Industrial relation is a concept which aids the organization to maintain cordial
relationship between the employees an employer. It is basically resolves the issues of the
employees and sets legal conditions of employment regarding their salaries and wages.
Legislations Regarding Recruitment and Selection
Relevant legislation, regulations, standards and codes of practice that may affect recruitment,
selection and induction.
1. “Equality Act 2010 which includes the Equal Pay Act 1970”, “the sex discrimination Act
1975”, “the race relation act 1976, the disability discrimination act 1995”.