Detailed Report: Manage Recruitment, Selection and Induction Processes

This report analyzes the recruitment, selection, and induction processes of VTI Group. It begins with a critical analysis of the company's strategic and operational plans, emphasizing the importance of customer engagement and reputation management through effective marketing strategies and ethical HR practices. The report outlines the development of policies and procedures, including systematic recruitment, selection, and induction processes. It identifies the need for recruitment, describes the development of job descriptions, advertisements, and interview questions, and includes templates for both successful and unsuccessful candidate notifications. The report also covers staff induction policies, orientation checklists, feedback collection, and refinement of induction processes, along with a discussion of HR-related technologies. The analysis is supported by relevant academic sources and provides a comprehensive overview of the recruitment lifecycle.

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Manage recruitment selection and induction processes
Name of Student
Name of University
Author Note

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Table of Contents
Task-1.........................................................................................................................................2
Critically analysing strategic and operational plan................................................................2
Developing policies and procedures.......................................................................................2
Developing a systematic recruitment, selection and induction process.................................3
Identifying need for recruitment.............................................................................................3
Performing trails of the forms and making adjustments........................................................4
Developing Position Description............................................................................................4
Developing advertisements....................................................................................................5
Listing consultant specialists..................................................................................................6
Advertising jobs......................................................................................................................7
Identifying form of training to be provided............................................................................7
Developing 10 questions for each candidate..........................................................................8
Developing 5 questions for reference check..........................................................................8
Developing template for an unsuccessful letter......................................................................9
Developing template for a successful letter............................................................................9
Developing staff induction policy........................................................................................10
Developing staff induction orientation check list.................................................................11
Obtaining feedback about induction.....................................................................................12
Refining induction policies...................................................................................................12
Task-2.......................................................................................................................................13

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Developing report on HR related technologies....................................................................13
Bibliography.............................................................................................................................14

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Task-1
Critically analysing strategic and operational plan
After analysing the strategic and operational plan of VTI Group, it can be seen that
the company had to ensure that engagement of the customers and the reputation of the
company are kept intact. For this, it is necessary that the company adopt the policy of
undertaking a proper marketing mix strategy so that it can analyse the demands and the
mindset of the customers. The objective of the company needs to be based on the
improvement of the resources and so that effective customer satisfaction can be maintained.
The marketing campaigns of the company need to be such that it can maintain a proper sales
management and ensure that the wages of the employees are paid according to the rules of the
country.
Developing policies and procedures
According to Shackleton (2015), recruitment, selection and induction processes are
important for the implementation of new employees in the organisation. Without proper
recruitment and selection, VTI Group cannot hope to gain success in the market. VTI Group
need to follow a simple recruitment and selection process that involves screening of the
talents of the employees and judge them based on the performance during the interview
process. Ethical discriminations are not conducted as per the rules of the Corporation Act
2001. The induction process needs to be carried out in a manner that provides a complete
overview of the policies of the company along with its objectives and code of conduct. VTI
Group can also ensure that during the induction process the old employees provide support to
the new employees in a proper manner.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Developing a systematic recruitment, selection and induction process
A systematic recruitment, selection and induction process that VTI Group may follow
includes:
 Providing an advertisement in social media or job sites specifying the required
position and the job description
 Conducting an initial interview of the candidates based on general profile and
theoretical knowledge
 Conducting a second round interview that focuses on the practical application of the
problems and situation analysis
 Conducting a final round interview of the sorted candidates and performing a
screening process
 Conducting a background check of all candidates before providing them with the job
 During the induction process, it is necessary that the managers talk about the
objectives and policies of the company
 The new employees also need to be guided by the experienced employees so that they
can feel welcomed in the organisation
Identifying need for recruitment
According to Taylor (2014), recruitment is needed to feel a vacancy in an organisation
and to rope in new talents in the organisation. Recruitment is done so that the continuity of
the work is maintained and the transparency of an organisation is maintained. In the case of
VTI Group, recruitment is necessary in the company so that it can continue to develop its
operational as well as strategic management. At the same time, the credibility of the
organisation can be maintained by providing opportunities for talented individuals to show
case their talents in the company. At the same time, an effective job description can also be
provided for recruiting talents.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Performing trails of the forms and making adjustments
The forms and policies developed by VTI Group can be analysed based on its
effectiveness in recruiting and retaining talented employees. The policy based on the
recruitment and selection can help VTI to maintain the legality of the business and ensure
that the employee as well as the customers can gain satisfaction from the policies followed by
the company. However, certain adjustments can be made that can make the policies more
effective. For example, the policies regarding marketing can be improved and VTI can adopt
a proper marketing mix process that the effectiveness of the marketing can improve. The
resources and distribution needs of the company need to be in accordance with the objectives
of the company so VTI Group can maintain its financial stability in the market.
Developing Position Description
Administration manager: The position of the administrative manager needs to be
responsible for the administrative operations of the business. The administrative manager
supervises the daily functions of each department and ensures that good analytical skills are
applied to continue with the daily operations.
Marketing manager: This can be considered as an important for VTI Group as the
company need to strengthen its marketing campaigns. The execution of strategic marketing
plans is needed so that customers can be attracted and retained.
Training manager: The job description of the training manager can be applied in
every department according to the recruitment of the employees. They help in the
development of the employees so that the overall needs of the company can be fulfilled
(Chaneta 2014).

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Finance manager: The position description of the finance manager is to review and
monitor the financial reports, prepare activity reports and financial forecasts. The manner in
which profitability can be improved is also analysed by the financial manager.
Developing advertisements
Administration manager
Marketing manager
VTI Group
WE ARE HIRING
Administration Manager
 Experience in handling
different situations
 Maintain a proper record of the
daily activities
 Maintain excellent network
base
VTI Group
URGENT REQUIREMENT
Marketing Manager
 Manage the market situations
 Ability to conduct effective
marketing research
 Maintain proper customer
satisfaction

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Training manager
Finance manager
Listing consultant specialists
Hunter et al. (2014) stated that in order to survive it is necessary to consult specialists
so that the effective professional development can take place. The consultant service that VTI
Group needs to obtain is of the HR department. The matters related to the HR process can be
consulted with the HR Department so that effective guidance can be obtained. For example,
to ensure that VTI Group recruit talented employees in the organisation, the HR department
can set up proper questions that can be asked in the interview. This is important as the skills
of the employees can be analysed based on the questions.
VTI Group
Finance Manager
 Good in calculations
 Possess the ability to remain
focused
 Possess the ability to predict
future profit or loss
VTI Group
Training Manager
 Ability to provide guidance to
the employees
 Willing to work in flexible
hours
 Develop the talents of the
employees

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Advertising jobs
Two other colleagues can be provided with the job opportunities that are provided by
VTI Group. To do so it is necessary that the job advertisements focus on the position and the
talent required for conducting the job. The advertisements need to focus on the time and
resource needed along with the vacancies that are to be fulfilled.
Job position: Marketing manager
Job description: Analyse the market and report possible demand and supply
Talk with the customers
Maintain track of the shifting changes in the market
Qualification needed: Graduate or diploma degree in marketing from a reputed university
Preferred candidates: Candidates residing in Australia and having an experience of 1 year in
the marketing managing department
Fresher candidates are also preferred
Identifying form of training to be provided
To develop a candidate in an effective and efficient manner it is necessary that
training is provided to them so that they can learn about the policies of the company. As
observed by Rudolph, Toomey and Baltes (2017) training provided to the employees can be
either on-the job training or off-the job training. In the case of the VTI Group, the new
candidates can be provided with an off-the job, classroom training so that they can develop
itself in the company. This training process requires minimum cost and candidates can be
provided with a fixed agenda that they need to complete every day. Therefore, VMI Group

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
can ensure that an effective development of the candidates is done so that they can add value
to the organisation in a positive manner.
Developing 10 questions for each candidate
Question 1: What is the reason behind applying for the job?
Question 2: Do you have any prior job experience?
Question 3: What is the reason for leaving the last job?
Question 4: During marketing survey, what steps do you want to follow?
Question 5: How will you ensue that daily monitoring of the movements and
performance of the employees are conducted?
Question 6: Do you think you can provide training to employees that always maintain
a negative attitude? How can you do so?
Question 7: How will you keep a record of all the financial transactions that take
place in the organisation?
Question 8: In the case of financial crisis, what steps you will follow to ensure that
VTI Group does not spend more amount than required?
Question 9: How will you monitor the training process and ensure that the employees
are provided with the appropriate guidance?
Question 10: How will you handle customer grievances?
Developing 5 questions for reference check
Question 1: How well do you know the candidate? (Name to be provided)
Question 2: Can you tell me about some of his/her habits?

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Question 3: How will he/she react to situations that demand quick thinking and
emergency handling?
Question 4: How will he/she take up a responsible position if provided?
Question 5: Can you provide me with instances that highlight some of his/her good
and bad behaviours?
Developing template for an unsuccessful letter
Dear (name of the candidate),
Subject: Rejection letter
Thank you for taking time for appearing to provide the interview for the position
(mention position name)
We regret to inform you that VIT Group is not interested to pursue your candidacy in
the matter of the respected position. Despite the fact that your talents are impressive, the
selection process in the organisation was competitive and candidates more talented than you
have been give the opportunity to move forward in the next round. The qualifications and
requirement of the other candidates are required presently. We thank you for your interest in
the organisation and hope that you attain success in the future in your respective field.
Regards
(Name)
(Title)
Developing template for a successful letter
Dear (name of the candidate),

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Subject: Contract of employment
We are pleased to inform you that you have been appointed in the role of (mention
position name) in UTI Group. We have that you will enjoy your time at the company and
help the company to achieve its goals and objectives. Your employment will commence from
(provide date). You will be reporting at our (name of branch) and your immediate supervisor
will be (name).
Your job role and responsibility will be provided to you in a separately while the
induction process will take place. You are expected to follow the rules and policies of the
company and enrich the success of the company by your talents. For the job position, you
will be paid a remuneration of (insert sum). The sum of money will be directly deposited in
your bank on the (date) of every month.
We would like to take this opportunity to welcome you in UTI Group and wish you a
long and successful career with us.
Regards
(Name)
(Title)
Developing staff induction policy
The staff induction policy needs to be clear and consist of rules and instruction that
the induction officer need to follow (Dandaro, Silva and Carvalho 2017). The staff induction
policy of VTI Group needs to be systematic so that the newly appointed candidates are not
provided with excess information on one day. Relevant paperwork need to be provided to the
candidates such as bank details, employee details and other relevant qualifications. A brief
history about the organisation needs to be provided along with the policies. Introduction with