Detailed Report on Managing Recruitment and Selection Processes for HR

This report provides a detailed analysis of recruitment and selection processes within an organization, specifically focusing on The University of Great Australia. It begins with an examination of the induction policy and procedures for new staff, contractors, and volunteers, outlining roles, responsibilities, and the components of an effective induction program. The report then delves into workplace health and safety (WHS) induction checklists, technology reviews for sourcing, task management, and interviewing. Furthermore, it analyzes job analysis and advertising for a Human Resources Assistant role, including essential and desirable criteria, advertising mediums, and terms and conditions. The report also includes interview questions and candidate responses, and selection outcomes. Finally, it presents a workflow diagram of the selection and recruitment process, offering a comprehensive overview of the key stages involved. The report is a valuable resource for students studying HR management, as it provides practical insights into the application of HR principles and best practices. The student has contributed this report to Desklib to help students learn and study effectively.

Recruitment and Selection 1
MANAGING RECRUITMENT AND SELECTION PROCESSES
By Name
Course
Instructor
Institution
Location
Date

Recruitment and Selection 2
Table of Contents
1.0 Assignment Activity One..........................................................................................................4
1.1 TASK 1: Induction policy and procedures............................................................................4
1.2 TASK 2: Local Whs Induction Checklist..............................................................................8
1.3 TASK 3: Technology Review..............................................................................................11
2.0 Assignment Activity Two........................................................................................................13
2.1 TASK 1: Job Analysis and Advertising...............................................................................13
2.2 TASK 2:Interview And Panel Decision...............................................................................15
2.2.1 Interview Questions Individually Prepared...................................................................15
2.2.2 Interview Questions Selected........................................................................................16
2.2.3 Interview Invitation.......................................................................................................16
2.2.4 Candidate’s interview responses...................................................................................17
2.2.5 Selection Outcome........................................................................................................17
2.3 TASK 3: Offer and Appointment.........................................................................................20
3.0 Assignment Activity Three......................................................................................................23
3.1 workflow diagram of Selection and Recruitment Process...................................................23
4.0 References................................................................................................................................24

Recruitment and Selection 3
Managing Recruitment and Selection Processes
1.0 Assignment Activity One
1.1 TASK 1: INDUCTION POLICY AND PROCEDURES
New Staff Induction Policy and Procedures
Purpose This document aims at ensuring that new staff, volunteers
and contractors have a smooth integration into their roles at
The University of Great Australia.
Application of Policy This Induction Policy applies to the employees who have
been given responsibility to carry out inductions within The
University of Great Australia.
All staff (contractors, casual workers, volunteers and
temporary staff) will be inducted into The University of
Great Australia as will be described in the procedures that
are described I the policy document (Armstrong & Taylor
2014).
The Induction and Orientation must happen in One Month.
Roles and Responsibilities The Vice Chancellor of The University of Great Australia
will have the responsibility of ensuring that:
 A designated Induction Coordinator will bear the
responsibility of inducting all new employees.
 All New Employees go through an induction
program.
The induction coordinator has the responsibility of ensuring
that:
 There is an induction kit for The University of Great
Australia with all the relevant documents included
in it
 The Induction Kit is frequently updated and always
contain only the relevant information
 The induction process for the Great University of
Australia is carried out in an efficient and effective

Recruitment and Selection 4
manner and always maintains its quality.
The Human Resources Department of the university has a
responsibility of ensuring that:
 They constantly collaborate with the Induction
Coordinator and give notifications of any new
recruits (Storey 2014)
PROCEDURES
The Induction coordinator will schedule all the new staff to
attend an induction one week prior to their reporting to
work. The area where the induction will take place and all
the necessary resources must be availed before the induction
day.
In case the Induction coordinator is not available, he/ she
must arrange for an appropriate manager or supervisor to do
the induction. This manager or supervisor must have been
adequately trained on the induction processes of the
university.
An adequate amount of time and money should be used to
make sure that all required information is communicated to
new recruits.
The induction coordinator must tailor the induction program
to the needs of new recruits and provide necessary
information (Purce 2014).
A mentor in the relevant department must also be assigned
who will help the new staff within the first month of
employment. The mentor’s role will be to support, advice,
answer queries, give tips, do introductions and give
necessary feedback.
The induction coordinator must follow up on the new staff
induction in the first week and month as indicated on the
induction checklist.
Once the induction has been done, an induction checklist
has to be signed by the new employee and their manager.
Follow Up
The Induction Coordinator will make sure that new staff fill

Recruitment and Selection 5
out an induction evaluation form one week after the
induction is over and forward the same to the Human
Resources Department (Anderson 2013).
Induction Program The induction program will contain the following
components:
Welcoming of New Staff (Week 1)
New Employees will be welcomed and provided with:
 The University of Great Australia Employee
Handbook
 Occupational Health and Safety Policy
 Sexual Harassment Policies
 Policies on Employee Relations
 Any other relevant policies
Introduction to University of Great Australia (Week 1)
Provide an overview of the university, including:
 Mission
 Size
 Organisational structure
 Courses and Services provided
Employment Conditions (Week 1)
Induction Coordinator will provide
 Job description for the position
 How position relates to other roles
 Leave application procedure and Sick off terms
 Remuneration and any other benefits
 Professional image
 Employee training and development (Kehoe &
Wright 2013)
Workplace Environment (Week 2)
A tour of the university which will include:
o Washrooms
o Lecture Halls

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o Staff Room
o Canteens
o Clinic
o Parking and Transport
o Campus noticeboard
A tour of the local area:
o Facilities and Stores
Introduce new employee to:
o Leaders
o Colleagues
o OCS Representatives
o First aid representative
o Fire marshall
Mentoring (Week 2, 3, 4)
The Induction coordinator will assign a supervisor or
manager to be the acting mentor for the next two weeks
Induction Evaluation (Week 4)
The new employee will be provided with an induction
evaluation form at the end of the induction and they will be
required to complete it in two weeks.
Non-Attendance An employee who does not attend induction will face
consequences as per The University of Great Australia
disciplinary policy
Relevant Legislation Legislation related to the induction process is the Australian
Government workplace health/safety procedures and
legislation on employee relations (Stredwick 2013).
Related Policies & Procedures  The University of Great Australia Employee
Handbook
 Occupational Health and Safety Policy
 Sexual Harassment Policies
 Policies on Employee Relations
 Disciplinary Processes and Procedures

Recruitment and Selection 7
1.2 TASK 2: LOCAL WHS INDUCTION CHECKLIST
WORK HEALTH AND SAFETY INDUCTION CHECKLIST
Staff Name: _________________________________
Commencing Date: __________________________
Role: ________________________________________
Type of Employment: Full-Time  Part-Time  Volunteer  Contractor 
(tick appropriately)
EMERGENCY AND EVACUATION
PROCEDURE DATE INITITAL
How to report accidents and the importance
Occupational Health Location
First aid kit location and knowledge of first aiders
Steps to take in case of injuries
Procedure when disaster occurs (Holt & Allen 2015)
INJURY AND FIRST AID
PROCEDURE DATE INITITAL
Emergency evacuation and assembly areas
Emergency exits and fire extinguishers
Knowledge of fire warden
Security procedures at the campus
EGRONOMICS AND WORKSTATION
PROCEDURE DATE INITITAL
Comfortable and adjustable chair
Adequate desk that does not compromise sitting position
Computer is at arms reach and in correct position
Keyboard and mouse in comfortable position and does not affect
posture negatively
Adequate workstation with adequate lighting (Schaufeli & Tarris 2014)
Personal storage space is adequate

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WORK ENVIRONMENT
PROCEDURE DATE INITITAL
Maintaining tidy workstations
Safe Office Practices
Importance of clear access
How to deal with common accidents
HAZARD AND INCIDENT REPORTING
PROCEDURE DATE INITITAL
Reporting workflow for incidents and hazards
Reading risk and assessment procedures
Completion of departmental risk assessment
Safe working procedures
After Hours working procedures elaborated
University counseling services access procedures
CONFIRMATION OF COMPLETED WHS INDUCTION
Staff Name: ____________________________________________
Staff Signature: _________________________________________
Date: ______________________________________________________
Supervisor Name___________________________________
Supervisor Signature: _______________________________
Date: ______________________________________________________

Recruitment and Selection 9
1.3 TASK 3: TECHNOLOGY REVIEW
PROCESS TECHNOLOGY
OPTIONS
ADVANTAGES DISADVANTAGES
Sourcing Social Media e.g.
Linked In
 Reaching passive
candidates
 Viewing of
candidate
endorsements
 Good for high-
level
appointments
 Have self-
updating talent
pools
 Passive
candidates may
not be interested
 Credibility of
endorsements
 Experienced
workers may not
put up profiles
hence mot
candidates are
recent graduates
 May be too costly
Task Management Candidate
Tracking
Technology e.g.
Trello (Jain 2014)
 Not Costly.
 Can be used even
on phone
 Updates real-time
 Easy to assign
tasks
 Addition of new
staff is not
complex.

 No chart to record
projects)
 Lack of calendar.
Selection Interviewing e.g.
Sparkhire
 Cost Effective
 Bigger Audience
 Easy
 Accessible
 Fast
 Hard to measure
effectiveness
 May look
informal
 Impersonal
 Risk of fraudulent
applicants
On-boarding
(Kavanagh &
Johnson 2017)
Orientation
Technology e.g.
Namely
 Customizable to
organisational
needs
 Easy to track
candidate during
orientation
 Makes
 Requires more
features

Recruitment and Selection 10
organisation of
tasks easier
 Can be
integrated with
other programs
2.0 Assignment Activity Two
2.1 TASK 1: JOB ANALYSIS AND ADVERTISING
Organisational Unit: Human
Resources Job Title: Human Resources
Assistant
Reporting to:
Human
Resources
Manager
Starting Date:
Proposed Salary: $81,900 Contract
End:
Superannuation: 17% UniSuper Employment
Type: Continuing, Full Time
Total Remuneration
Package: $81,900 Probation:
PURPOSE / JOB CONTEXT
The HR Assistant will handle different employee related issues. The role requires be a link
between HR leaders and staff, enabling seamless communication and timely query resolution..
The ideal candidate will also support daily HR activities and help in coming up with rules and
regulations.
The person will hold an academic HR background and be familiar with a university setting.
For the role, the candidate must be able to work independently and assist in complicated HR
duties like posting of job advertisements, interview coordination and contacting shortlisted
candidates (Tracey 2016).
KEY RESPONSIBILITIES

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 Help with day to day running of the HR tasks
 Provision of administrative support to Human Resources leaders
 Compilation and updating employee documents
 Processing of employee documentation
 Coordination of various HR projects
 Dealing with employee issues
 Assist in payroll preparation
 Complaint handling
 Communicate with candidates and set up interviews
 Orientation of new employees
 Sourcing for candidates for vacant positions
SELECTION CRITERIA
Essential Criteria Desirable Criteria
Experience
&
Job-specific Skills  At least 2 years experience
in a busy HR environment
 Proven administrative,
planning and organisational
skills
 Previous experience of working in a
University
 Previous experience of using HR
databases
 Experience of working in an HR
team
Qualifications
&
Training  Bsc. In HR Management
 Proficiency in Ms Office
 Registration with the HR
Management Institute
 Trained in University Setting
Interpersonal
Skills
 Great customer care skills
 Ability to communicate
effectively with all staff
 Ability to work in a
pressurized environment
ADVERTISING MEDIUM
 University Career Page
 Specialized reputable websites (Seek, Jobsearch.gov.au, CareerOne)
 Print media (newspapers, magazines, journals)
 external recruitment agencies
 professional social media platforms such as LinkedIn

Recruitment and Selection 12
TERMS AND CONDITIONS
The University is committed to creating rewarding career opportunities to internal staff.
Therefore, positions must be initially advertised internally for a minimum duration of
ten days prior advertising externally. This is to ensure that the position is available to
internal candidates only. The Delegated Officer must assess all applications within five
working days from the final date of internal advertising. If no successful outcome is
reached, the Delegated Officer will instruct the Hiring Manager to advertise externally.
2.2 TASK 2: INTERVIEW AND PANEL DECISION
2.2.1 Interview Questions Individually Prepared
1. Why are you interested in the role of HR Assistant?
2. The role involves hands-on, repetitive, and clerical tasks. How can the company motivate
you?
3. How will you make sure there is team work?
4. Which steps will you take once a candidate is selected?
5. Do you have experience in Human Resource Information Systems?
6. Which data will you consider if you were to initiate a staff database from the beginning?
7. How will you ensure that this database is accurate?
8. Have you prepared reports which are data-driven? If you made an error how did you
correct it
9. How would you handle staff complaints?
10. How will you deal with information which is classified as confidential? How would you
describe it?
2.2.2 Interview Questions Selected
1. Why are you interested in the role of HR Assistant?