GreenHill University - HRM and Recruitment Project BSBHRM405

This document presents a detailed HRM and Recruitment project, addressing the entire recruitment lifecycle from workforce planning to candidate selection. It includes answers to assessment questions on topics such as the human resource life cycle, relevant legislation, and interview techniques. The project also involves creating a recruitment plan, developing a position description, crafting emails and job advertisements, conducting interviews, and preparing selection reports. Furthermore, it covers the creation of emails to various stakeholders like the HR manager, CEO, and unsuccessful candidates, along with a letter of offer. The project also emphasizes adherence to legal frameworks like the Fair Work Act and anti-discrimination acts, ensuring an understanding of best practices in recruitment, selection, and induction processes. The assignment provides a practical application of HRM principles, demonstrating the ability to support recruitment, selection, and induction of staff within an organizational context.

Running Head: HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Name of the Student:
Name of University:
Author Note:

HUMAN RESOURCE MANAGEMENT AND RECRUITMENT 1
Table of Contents
Assessment 1...................................................................................................................................3
Answer 1......................................................................................................................................3
Answer 2......................................................................................................................................3
Answer 3......................................................................................................................................4
Answer 4......................................................................................................................................4
Answer 5......................................................................................................................................5
Answer 6......................................................................................................................................6
Answer 7......................................................................................................................................6
Answer 8......................................................................................................................................6
Answer 9......................................................................................................................................7
Answer 10....................................................................................................................................7
Answer 11....................................................................................................................................7
Answer 12....................................................................................................................................7
Assessment Task 2...........................................................................................................................9
Plan for recruitment.....................................................................................................................9
Position description.....................................................................................................................9
Email to the Human Resources Manager..................................................................................10
Job advertisement......................................................................................................................10
Email to the Human Resources Manager..................................................................................13
Interview questions....................................................................................................................14
Email to the Human Resources Manager..................................................................................15
Shortlisting the candidates.........................................................................................................15
Email to the Human Resources Manager..................................................................................16
Email to the successful candidates............................................................................................16
Email to the Human Resources Manager..................................................................................18
Assessment Task 3.........................................................................................................................19
Interview with two candidates...................................................................................................19
Candidate assessment................................................................................................................22
Questions for developing Referee reports.................................................................................22
Selection report..........................................................................................................................23
Email to the CEO.......................................................................................................................23
Email to unsuccessful candidates..............................................................................................24
Reply to the email of the unsuccessful candidates....................................................................24

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Letter of offer.............................................................................................................................25
Email to the successful applicant...............................................................................................26
Email to the CEO and your work team......................................................................................27
Email to the pay department......................................................................................................27
Email to your Human Resources team......................................................................................28
Reference.......................................................................................................................................29

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Assessment 1
Answer 1
For recruitment process, it is important to have the academic certificates and the ID
proof.
In selection process, the resume of the aspirant is required whereas the recruiters also
provide the job acceptance letter as an approval of accepting the job.
The induction process requires a policy documentation of the company and an induction
feedback form where the employees are requested to ventilate their experience regarding the
induction process.
Answer 2
The human resource life cycle is also known as the employee life cycle where it describes
the phases of an employee from the time of his or her employment to the transition. In other
words, Sato, Kobayashi and Shirasaka (202) opined that the human resource life cycle is
contributed enough in the function play of each stages in employment. It is directly attached with
the organisational practice where the role and relevance of each steps of employment will be
analysed and designed. Therefore, it can be stated that the human resource cycle is very pertinent
for a business organisations to focus on the human resource life cycle stage.
In this regard, the role of recruitment and selection is highly pertinent and associated with
a number of important facet. For instance, Brewster (2017) advocated that the role of human
resource management is to facilitate an effective hiring practice so that it can link with the
organisational vision and objectives. Therefore, the HR team must recruit the potential people

4HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
who are seemed to have enough expertise required by the organisation. On the other hand,
Järvenpää, Lanz and Siltala (2018) pointed out that the selection process goes through a lot of
scrutiny because it is always a pivotal practice for the organisation to select people who are best
fitted for the organisation.
Answer 3
The research of Järvenpää, Lanz and Siltala (2018) argued about 5 stages in human
resource life cycle in terms of the recruitment, on boarding, development, retention and
transition. The recruitment stage is associated with the finding the right fit people so that it will
help to meet the objectives of the company. The next phase is resembled with on boarding where
the human resource management is responsible to let the new employees used to with the
organisational environment. Henceforth, an induction will be taken so that the employees
understand the organisational culture and share their valuable feedbacks regarding induction. The
next step is associated with the development and training of the newly employed employees for
not only enhancing their skills and abilities but also encouraging them to go through a career
development process. Furthermore, retention of the employees are also essential part of the
human resource life cycle because employees are considered to be the main contributor of
organisational success. Henceforth, open communication and transparent remuneration practices
are very obvious for the business companies to motivate the employees. The final step is
identified as the transition phase of the employees where they will either get terminated or leave
the organisation for either better opportunity or retirement. Therefore, it is a very sensitive and
crucial stage for the HR team to handle the situation professionally.

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Answer 4
There are three mandatory acts that are enacted to safeguard anti-discriminatory
practices. The commonwealth acts are as follows,
Fair Work Act 2009 which provides safety and flexible working arrangements for the
employees. As a matter of fact, the Fair Work Act 2009 is also entitled to deliver fairness at work
and prevent discrimination against employees (Gelber and McNamara 2016).
On the other hand, Workplace Gender Equality Act 2012 aims to promote equality for
both male and female employees at workplace. The principle objective of the regulation is to
encourage the female employees to participate in employment and reduce the margin of gender
discrimination in workplace.
Apart from that, the Equal Opportunity Act 1984 represents the value of equality in
workplace irrespective of age, gender, race, ethnicity, gender, disability and so on. It can be
stated that the presence of Equal Opportunity Act 1984 helps the employees to get more security
and satisfaction in job.
Answer 5
As far as the Fair Work Ombudsman and the Fair Work Act 2009, it can be stated that the
business companies have to take into consideration of the flexibility and satisfaction of the
employees and by any means pledge to maintain the same. It is important to note that protection
at work is also a fundamental right for the employees and they can influence the company
management by join union or direct approach. Moreover, it is also a pertinent aspect for
safeguarding the rights and privileges of the employees in the form of introducing negotiable

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approach from the end of the employers so that it will be easier to harness the interests of both
the employees and the employers.
Answer 6
Ganesan, Antony and George (2018) opined that creating a job description is the most
interesting and major part for the business organisation to deliver the need and value of the
mentioned job position to the aspirants. Then it is essential to choose the method of application
contact. It can be based on telephonic interview or the applicants can provide their resumes and
application. The final part is associated with the advertisement venue because it is always of
great concern for the business companies to choose the location properly so that it can attract the
desired candidates.
Answer 7
There are two types of technologies that can be used in the process of advertising the job
in the form of traditional and modern. As far as the traditional job advertisement practice is
concerned, the company can advertise its job vacancies through newspaper posts. On the other
hand, advance in the technology also leads the business companies to implement digital mode of
advertising job opportunities. In this regard, the social media and websites play pivotal role to
advertise vacancy in organisation.
Answer 8
The interview techniques are divided into a number of categories. A popular interview
technique can be identified as the telephone interview where the employer can take a 10 to 30
minutes interview with the candidates in order to get their knowledge and skills regarding the job
position. On the other hand, the personal interview rounds are followed in most of the business

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companies where a strong interview panel will communicate with the aspirant through face-to-
face meeting and analyse the skills and abilities of the applicant.
Answer 9
The structured interview format is a general process of selection technique where the
employer will analyse the skills of the applicant through direct interview. Moreover, group
discussion is also an effective selection process through which the employer can identified the
leadership quality and communicative skills of the applicants. In addition to this, psychometric
tests are also used often that helps the organisation to understand the psychology of the aspirants
in selection.
Answer 10
First of all, psychometric test saves the money and time of the employers because they
can select the best fitted aspirants to become the employee of the organisation. As a matter of
fact, the analysis of the psychometric tests enables the business companies to evaluate the
psychology of the aspirants so that it will help the organisation to select and recruit the right
people.
Answer 11
Skill of the employees is related to the performance of the employees. Therefore, it is
evident for the business companies to introduce skill tests in recruitment and selection.
Moreover, Hawranik and Pangman (2016) advocated that the skill tests are more objective than
the interview process so that it will help the organisation to evaluate the applicants properly.

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Answer 12
It is important to note that the recruitment and selection processes are not absolute
individually to analyse every aspects of an applicant. Therefore, it is very important for the
business organisations to use different techniques to get the clear picture. Moreover, increasing
competition also creates the urge to recruit best people. Henceforth, the organisations are always
looking for a prolonged process that should not be based on a single selection method.

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Assessment Task 2
Plan for recruitment
The University of GreenHill aims at recruiting and selecting the best candidates with the
objective of improving the rate of operations in accordance to the demand of the customers. The
objective of the organization is to undertake effective recruitment and selection activities which
are timely and cost efficient. The Recruitment and selection policy of the organization provides
an efficient framework for the University staff members while engaging in the different
operations related to the recruitment and training. The legislations that are considered by the
organization are Racial Discrimination Act 1975, Sexual Discrimination Act 1984, Disability
Discrimination Act 1992, Human Rights and Equal Opportunity Commission Act 1986, The Age
Discrimination Act 2004, Equal Opportunity for Women in the Workplace Act 1999. The
recruitment and selection planning of the organization will be initiated through an evaluation of
the different policies and procedures. Therefore, the workforce planning related activities of the
organization would involve the assessment of the relevant policies and procedures while
adhering the corporate culture of the same.
Position description
The position of the HR Advisor in the organization will be to provide interviewing tips
while hiring managers for the organization. The HR Advisor will be taking the initiative of
researching on the organizational policies while evaluating the methods for designing the
legislative frameworks. The job position requires a sound knowledge on the labour laws and the
manner in which the same might be incorporated in the organizational operations for improving
the rate of operations. The HR Advisor of the concerned organization would reflect on the

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knowledge on the Racial Discrimination Act 1975, Sexual Discrimination Act 1984, Disability
Discrimination Act 1992, Human Rights and Equal Opportunity Commission Act 1986 and the
like. It would enable the organization in influencing the policies of the same while making
recruitments for the managerial posts.
Email to the Human Resources Manager
Dear Sir,
It is to bring to your notice that the requirements for appointment of the HR Advisor will
be based on the strategy of increasing the effectiveness of the managerial recruitments. As
discussed with you on this, the university’s workforce strategy will specifically focus on
recruiting a HR Advisor who will have a sound knowledge on the labour laws and provide with
interviewing tips while hiring managers. I hope that we will be sticking on to the decision for
empowering the rate of operations of the venture. In this relation, after your approval we will be
proceeding with the recruitment related operations and conduct interviews before selecting a
candidate. I believe the complete process will be completed within a week. I am waiting for the
approval from your end before I might commence with the operations.
Regards,
Human Resources Officer
(University of Green Hill)
Job advertisement
1. Internal job position advertisement (Through dedicated emails)
Dear All,

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As talent is the number one operating priority of the organization, we are delighted to roll
out IJP (Internal Job Posting) for "HR Advisor" position.
Responsibilities:
 Provide support to the company values including resource planning, performance
management and salary benchmarking
 Provide strong advice and support while mitigating complex employee relations
discrepancies.
 Provide support to managers in recruitment cycle
 Developing and influencing performance management process.
 Providing recruitment tips for the managers
Department :- HR Development
Eligibility Criteria :- Minimum 1 year with the organization
Application Deadline :- 19th January 2020.
Note:- Any employee who is playing an elevated role can also apply apart from Interested
candidates who are meeting the eligibility criteria, please send your nomination to your
respective team leads by no later than 19th January 2020.
All the Best!!
Regards
HR manager
(University of GreenHill)