Detailed Report on Recruitment, Selection, and Induction Procedures

This report provides a comprehensive overview of the recruitment, selection, and induction processes within an HR context. It begins with an introduction to human resource management and its significance in organizational success. The report details the development of strategic and operational plans, emphasizing their importance in guiding recruitment efforts. It outlines necessary HR policies and procedures, including those related to managing responsibilities, interview expenses, employment, pay grading, and review processes. The report also covers the creation of supporting documents, such as position descriptions and job advertisements, and highlights the specialists who can be consulted during the HR process. Furthermore, it simulates a recruitment scenario, including job advertisements, interview questions, and communication with candidates. The report also includes an induction policy, orientation checklist, and feedback mechanisms to improve the onboarding experience. Finally, it explores HR-related technologies that can enhance the recruitment process, offering valuable insights into modern HR practices.

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Manage, Recruitment, Selection and Induction Process
Contents
Introduction..........................................................................................................................3
Task 1...................................................................................................................................3
Strategic Plan & Operational plan...................................................................................3
Policies and procedures necessary for recruitment..........................................................4
Develop documents supporting recruitment, selection and induction policies...............4
Seek support from senior managers regarding policies and procedures..........................5
Perform trial of policies supporting forms and documents.............................................5
Position descriptions........................................................................................................5
Advertisement..................................................................................................................6
Specialists you can consult in HR process......................................................................6
In a simulated environment advertise your job to 2 other colleagues 7
Support.............................................................................................................................7
10 general questions for above-mentioned positions.......................................................7
5 questions for reference checks......................................................................................7
Unsuccessful letter to send to the inappropriate candidates............................................7
Letter for successful candidate........................................................................................8
Induction policy...............................................................................................................8
Induction and orientation checklist..................................................................................8
Feedback on induction process........................................................................................9
Refine induction if required.............................................................................................9
Task 2...................................................................................................................................9
HR related technologies which can be used to improve the recruitment process............9
References..........................................................................................................................11

Manage, Recruitment, Selection and Induction Process
Introduction
Human resource management is one of the most valuable assets for any of the business
corporation and is also considered as the basic amenity or factor that will aid in the
execution of operations and functions within the organizational structure (Boselie,
Brewster and Paauwe, 2009). And hence managing, selecting and recruiting potential
candidates for a smooth flow of operations.
Task 1
Strategic Plan & Operational plan
Strategic plan
It provides the information regarding strategies that has been planned by the organization
to accomplish their desired goals and objectives. Stakeholders of an organization play a
vital role in making effective decisions for the development of strategies (Cascio, 2018).
Strategic plan involves the regular set of activities that are performed in an organization.
These activities are analyzed and accordingly, strategies are developed. The main aim of
a strategic plan is to overcome challenges that are faced by an organization such as by
hiring efficient candidates, managing cost etc. This helps the most to the management of
an organization. The employment of strategies is guided to be used effectively. An
operational plan can be formulated using strategic plan.
Operational Plan
This type of plan is implemented by the organization that keeps track of the each and
every business activity performed in an organization. An operational plan is developed
using preferences of a strategic plan (Chew and Sharma, 2005). Operational plans can be
changed according to the requirements that need to be accomplished. The high-level
executives are responsible for producing an operational plan. The activities like what,
who, when, what and how much companies require to improve the performance level in
an organization.
 What - the strategies and tasks that must be undertaken

Manage, Recruitment, Selection and Induction Process
 Who - the persons who have a responsibility of each of the strategies/tasks
 When - the timelines in which strategies/tasks must be completed(Derous and De
Fruyt, 2016)
 How much - the number of financial resources provided to complete each
strategy/task
Policies and procedures necessary for recruitment
 Managing responsibilities- this is one of the important business procedures to be
followed by the recruiting manager (Dickmann, Brewster and Sparrow, 2016). It
is essential to understand the requirement of candidates and to select the most
efficient one.
 Interview expenses- HR department recruits candidates according to tests they
perform. The candidates who are capable to perform those tests clarify the HR
round. General expenses include the cost of refunds and other transactions. Travel
expenses to move to different cities for hiring candidates is also included in
interview expenses (Ekwoaba, Ikeije and Ufoma, 2015). Refreshments,
accommodation are some of the interview expenses that need to be managed
effectively.
 Employment policy- The policy statements allow HR department to know the
subjective provisions that have been put up by the Government. Although,
policies of Government and private sectors, the procedure is however same for
each of these sectors.
 Pay and grading- these correspond to a salary that has been given to the
employees and other staff members of an organization (Goldstein and Passmore,
2017).
 A process of grading review and appeal- this includes the description of a
particular job role and the similar documentation required for the selected
candidates. The review for final candidates is made by the high-level executives
of an organization.

Manage, Recruitment, Selection and Induction Process
Develop documents supporting recruitment, selection and induction policies
Employees are the great source to achieve success for the company (Guo, Rammal and
Dowling, 2016). The recruitment policies are based on the selection of efficient
candidates that companies need. The recruitment policies are also beneficial to attract the
sufficient number of employees for a job role. This is a kind of approach that needs to be
constructed in an appropriate way. The candidates will be judged according to the skills
they have, their qualification, preferred location, salary and the job role. The job
opportunity will be provided equally for all the candidates.
Seek support from senior managers regarding policies and procedures
The senior managers of an organized state that HR policies are very important for
employing the best suitable candidates for a job position. The development of HR
policies is not profitable to the organizations because these help the organization to
construct better working environment when hiring candidates. Losses are counted only
when the expenses are made for interviews (Hjartardóttir and Lundeborg, 2017). The HR
policies are important to have an effective communication between high-level executives
to stand on a decision. To enhance the business operations and to provide training to the
staff members. Senior managers develop a statement for proposed HR policy using a
draft which is forwarded to other high-level executives of an organization. They
contribute to the decision-making process to finalize the policy statement. Establishment
of an HR policy is done by taking permission from legislative authorities.
Perform trial of policies supporting forms and documents
The trial of HR policies is made by the senior managers by making use of campaigns.
Online campaigns and offline interviews on college campuses or in other industries.
Social media is the largest platform to connect with different people worldwide. It is easy
to check the online job applications and select them further for an interview (Kang and
Shen, 2013). The supporting documents are drafts that have been submitted by the senior
managers of an organization. These are the formal statement documents that comprise of
the list of HR policies and procedures required to construct a strategic and an operational
plan.

Manage, Recruitment, Selection and Induction Process
Position Descriptions
Administration manager
 Responsible for all the activities related to administration.
 Checking up on the daily basis
 Regular inspection of management on the floor (Kim and Ployhart, 2014)
 Making sure everything is performing as standards
Training manager
 Responsible for training people at various intervals
 Making sure everyone is equipped with the necessary knowledge
Marketing manager
 All the activities related to promotional strategies
 Responsible for making sure that company’s product is properly marketed
Finance manager
 Responsible for proper utilization of finance and funds of the company
Advertisement
JOB
Opening for administration manager, training manager, marketing manager, and finance
manager.
Responsibilities:
 Responsible for taking care of departments they are associated with
 Making sure operations performs well (McCarthy et al., 2017)
 Guiding and influencing people
Experience
2-3 years in similar discipline.
Salary:
400000-600000 per annum for every position
Timings:
9:00 a.m. to 6:00 a.m. for every position

Manage, Recruitment, Selection and Induction Process
Specialists you can consult in HR process
 Technical specialists
 A human capital management team
In a simulated environment advertise your job to 2 other colleague
Hey, we have an opening for administration, finance, marketing, and finance manager
and I think you should give it a try as you are suitable for the role and profile (Nasurdin,
Ahmad and Tan, 2016). I will mail you the job description and all other specific detail
makes sure you report on time.
Support
I will provide them with suitable notes and process which has to be followed. The study
material for conduction these activities properly so as to make sure that they are not
biased while choosing a person. Taking a continuous and regular check upon the process
and ongoing training.
10 general questions for above-mentioned positions
1. Why do you want to join this role?
2. What do you know about profile?
3. What is your experience in same profile?
4. What is your long-term goal?
5. Why do you want to work with our company?
6. Why should we hire you?
7. What are your strengths and weaknesses?
8. What do you know about the technical aspect of this role?
9. What are your skills?
10. How are you unique among others?
5 questions for reference checks
1. Provide a proper answer or not?

Manage, Recruitment, Selection and Induction Process
2. Confident or not?
3. Suitable for the role?
4. Has similar experience?
5. Is disciplined?
Unsuccessful letter to send to the inappropriate candidates
Dear candidate,
We are very obliged to have you for the interview but as we assessed your profile and
others we came to a conclusion that there are many other individuals who suit this profile
more relevantly (Rudolph, Toomey and Baltes, 2017). We would like to move on to them
as for now but you should keep in touch with more suitable openings for you in our
company.
Thanks
HR team
Letter for a successful candidate
Dear Candidate,
We are pleased to inform you that you are being selected for the position you have been
interviewed for in the company. Kindly report to the organization with your graduation
certificated and degree so as to proceed further with the process. We are very happy to
have you on board. Please report at 9:00 a.m. in the premises of the company so as to
discuss the salary and further formalities for the position.
Thanks
HR team
Induction policy
Staff induction policy is a policy of every of a company to make the new candidate aware
of the company and its whole premises with operations. This is a process which is
conducted when a new employee enters the organization. It is a necessary policy so as to
make the candidate aware of the organization and its structure so that he/she does not
have any kind of confusion in order to move and report its people.

Manage, Recruitment, Selection and Induction Process
Induction and orientation checklist
 Introducing the new employee to all other employees
 Describing the operation of the company
 Taking on a round of the company to make aware of locations of all departments
 Making sure that new candidate has no problem
 Asking for doubts if there are any
Feedback on induction process
The people from various departments must be asked about the proficiency and
effectiveness of the induction process. This will in return help to improvise the whole
procedure as required. Any of the 2 employees might be asked for the procedure of
induction who has taken the session so as to know here there are loopholes which can be
improved further. So, it has been obtained that the process is good but it's should go on
for at least 2 days as it is very adjusting to explain everything to the employees in one
day. This will help the new employees to retain a better amount of knowledge.
Refine induction if required
The procedure is being shifted from a one-day affair to a two-day affair is what is
suggested. So, the people who are joining the company can retain more amount of
knowledge about the company and its structure (Yılmaz and Bulut, 2015). This
suggestion is suitable and very appropriate for the people and will be implemented by
dividing the divisional induction on the second day of orientation.
Task 2
HR related technologies which can be used to improve the recruitment process
According to the changing trends in the business world, the need and demand for
employees are also growing very vastly. So, recruitment of a huge number of people at
the same point in time using traditional methods consumes extra time, efforts and more.
In order to find a solution to this problem, the company can make use of various
technologies in order to have best recruitment solution to save time, efforts and money.
There are software’s for attracting applications, taking online interview; assessing the

Manage, Recruitment, Selection and Induction Process
written test of candidate etc. these are very useful and vulnerable software which a
company can even customize according to its demand. Hence, this will help the company
to use less human efforts and the candidate for initial processes can be chosen through it
further there could be some program to have face to face interviews so as to properly
assess the person.
 Easy hire is helpful in the assessment of the candidate on the basis of the various
online set of exams. This enables efficient screening of more candidates which
results in time-saving, efforts as well as cost-effective.
 Blizz is used to have interactions at various places. Like from this the company
can hire more people at a single point in time at various locations it is operating.
This helps to save the cost of traveling to hire at various other location where the
company is already operating.
 Wepow is a solution for easy to use an app on mobile for selection, recruitment
and screening the candidate. This helps the company to get the best candidate
according to requirements many companies are using it and it is providing them,
suitable people.
Further the attendance machines, the software's to judge the performance of the
candidates etc. can be used for the company in order to make the HR policies more
efficient and worthy which saves time, effort and money for the people. These are some
specific technologies for the solution to the recruitment training and induction program
for an organization.

Manage, Recruitment, Selection and Induction Process
References
Boselie, P., Brewster, C. and Paauwe, J. (2009) In search of balance-managing the
dualities of HRM: an overview of the issues. Personnel Review, 38(5), 461-471.
Cascio, W. (2018) Managing human resources. US: McGraw-Hill Education.
Chew, I. K. H., and Sharma, B. (2005) The effects of culture and HRM practices on firm
performance: Empirical evidence from Singapore. International Journal of Manpower,
26(6), 560-581.
Derous, E. and De Fruyt, F. (2016) Developments in Recruitment and Selection
Research. International Journal of Selection and Assessment, 24(1), pp.1-3.
Dickmann, M., Brewster, C. and Sparrow, P. eds. (2016) International Human Resource
Management: Contemporary HR Issues in Europe. New York: Routledge.
Ekwoaba, J. O., Ikeije, U. U., and Ufoma, N. (2015). The Impact of Recruitment and
Selection Criteria on Organizational Performance.
Goldstein, H. and Passmore, J. (2017) The Wiley Blackwell Handbook of the Psychology
of Recruitment, Selection and Employee Retention. US: John Wiley & Sons.
Guo, Y., Rammal, H. G., and Dowling, P. J. (2016). Global talent management and
staffing in MNEs: An introduction to the edited volume of international business and
management. In Global Talent Management and Staffing in MNEs (pp. xv-xxiv).
Emerald Group Publishing Limited.
Hjartardóttir, F. H., and Lundeborg, L. (2017). Managing a Global Workforce:
International Human Resource Management as a Strategic Tool.
Kang, H., and Shen, J. (2013). International recruitment and selection practices of South
Korean multinationals in China. The International Journal of Human Resource
Management, 24(17), 3325-3342.
Kim, Y., and Ployhart, R. E. (2014). The effects of staffing and training on firm
productivity and profit growth before, during, and after the Great Recession. Journal of
Applied Psychology, 99(3), 361.
McCarthy, J.M., Bauer, T.N., Truxillo, D.M., Anderson, N.R., Costa, A.C. and Ahmed,
S.M. (2017) Applicant perspectives during selection: A review addressing “so

Manage, Recruitment, Selection and Induction Process
what?,”“what’s new?,” and “where to next?”. Journal of Management, 43(6), pp.1693-
1725.
Nasurdin, A. M., Ahmad, N. H., and Tan, C. L. (2016). The role of staffing and
orientation practices in predicting service-oriented organisational citizenship
behaviour. Asian Academy of Management Journal, 21(2).
Rudolph, C.W., Toomey, E.C. and Baltes, B.B. (2017) Considering age diversity in
recruitment and selection: An expanded work lifespan view of age management. In The
Palgrave Handbook of Age Diversity and Work (pp. 607-638). Palgrave Macmillan,
London.
Yılmaz, R. and Bulut, F.M. (2015) The Effect of Human Resources Management on
Organisational Performance. Kwartalnik Naukowy Uczelni Vistula, (2 (44)), pp.5-13.