Development of Recruitment, Selection, and Induction Policies Project

This project details the development of recruitment, selection, and induction policies and procedures for the Avert organization. It outlines the importance of these policies for organizational success, emphasizing legal requirements, anti-discrimination measures, and the need to attract the best candidates. The recruitment policies cover advertising job openings, ensuring equal opportunities, and documenting the process. Selection policies describe the formation of a selection panel, shortlisting applicants, conducting interviews, and using aptitude tests to assess candidates. Induction policies focus on pre-arrival, organization, and departmental inductions to integrate new employees effectively. The project highlights the interconnectedness of these policies with organizational objectives and strategies, contributing to Avert's growth.

RECRUITMENT, SELECTION AND INDUCTION POLICIES AND PROCEDURES
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Recruitment, Selection and Induction Policies and Procedures Development
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Introduction
Organizations strengths majorly depend on the strengths of the people, thus to have the
right employee is a key to success and the key is based on the skillful recruitment, selection and
induction to build a strong team. The entire procedure is governed by different types of policies
to ensure success, thus the current paper focuses on the development of recruitment, selection
and induction policies and procedure of the Avert organization.
Recruitment policies
Recruitment refers to the process of defining the job needs and attracting the best
candidate for job positions. The policies and procedures of recruitment always focus on
attracting the best candidate thus for the Avert organization the recruitment policies and
procedure will be driven by the following legal requirements and the position that will be
required.
Anti-discrimination policies
All people shall be considered equally irrespective of their race, sexual orientation,
religion, color, disability marital status and background. Our recruitment and selection policies
and procedures will be in accordance with the Fair Employment & treatment to ensure equality,
fairness and transparency. The policy will also apply to other aspects of human resource activist
such as promotion, demotion, transfer, rates of pay, benefits, training and termination of the
services. The aim of the policy is to develop a staff profile that reflects the diversity of the
society, thus to achieve this, the organization will agree to the following procedures:
Notice of any vacant position

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The notice of any vacant posting is the responsibility of the human resource manager
with the help of the general manager to fill in the new positions. The positions will be filled
under the organizational budget and in every note of the position, full information should be
provided such as position summary, description of the potion requirements, work conditions and
qualifications.
The position will be externally advertised in all the available media such as television,
webpages and social media to provide equal opportunities to a large base of applicants. In the
future, one position will be internally and externally advertised to create stronger and attract the
best potential staff.
The recruitment process must be based on merit and every stage of the process must be
documented to enhance transparency, accountability and monitoring process. The documentation
of each recruitment process will allow the management to easily evaluate each staffs
performance and make a selection based on the suitability in achieving the requirements of the
position.
Disabled applicant- AVERT organization will offer assistance to the disabled employees
according to the Disability Discrimination Act 1995. The selection panel will adjust the
recruitment procedure to accommodate successful applicants.
Selection policies and procedures
The Human Resource Manager in consultation with General Manager will determine the
selection panel that should consist of more than three people, with at least one person with full
knowledge of the requirements of the position. Avert organization selection will be based on the

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policies and procedures to ensure that the best candidate that fits the position requirement is
chosen. The selection procedure thus will vary according to the positions required and will be
guided by the following actions:
The selection panel will be arranged to compile a shortlist of all the applicants’ base on
the information contained on the application form. The objective of the shortlisting thus will be
to enhance the determination of the qualified candidates and this must be done in accordance
with the Employment Act that needs all the panel members to be fair and consistent. All
applicants will be contacted and the date of interview communicated in the best channel of
communication
The panel will agree upon the best procedure and methodology for the interview process and
then test the procedure to validate. Each interview process will be allocated the same length of
time except where there is a special requirement such as disability, and then special
arrangements will be made to accommodate such applicants.
The shortlisted applicants will undergo the interview process according to the set dates and
schedule and the applicants will be subjected to different selection test. According to the
organization’s objective, each applicant will be subjected to the specific or numerous selection
tests depending on the position of the application. Aptitude selection test will be used to
determine the capability and suitability of the applicant to the designated position through the
following:
a) Mental intelligence test –will access the intellectual ability of the applicant to deal with
the problems and issues that will arise during work time.

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b) Mechanical aptitude test-will access the ability of the applicants to approach technical
issues and problem.
c) Intelligence test –will test the numerical and reasoning skills of the applicants to enhance
their decision-making process.
d) Personality test- -will be used to test the emotional stability of the applicant to determine
their capability to work as a team, ability to handle conflicts and motivate others.
Applicants will be interviewed in a manner that does not discriminate or infers any form of
discrimination, attitude to the applicant's age, marital status, color, sexual orientation,
impairment, disability trade union or social origin. Applicant’s documents and information will
be kept confidential.
All the selected and disqualified applicants will be notified through the best-agreed channel
of communication either call, mail or letters. The accepted applicants will have to confirm their
consent to the position by signing the letter of appointment and the employment terms and
conditions form.
Induction policies and procedures
Recruitment and selection process consume the considerable amount of money, time and
energy to ensure the attainment of the best candidates for respective positions, however,
according to the Avert organization, all new employee must be inducted to ensure they conform
to the organization’s policies. The induction will be organized and consistent to enhance the
effective introduction of staffs into new roles and responsibilities. The induction policy thus will
cover the following:

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Pre-arrival induction- general information such as the start date of the employment will
be provided earlier enough to enable the employee to prepared both the outside job arrangements
and even to carry own familiarization with the organization.
The organization-indication- the organization induction will be carried in one day by
the general manager, the human resource manager and the recruiting committee to provide
general and specific information about the organization. All the new employees or the new
employee will be required to attend the event since it will allow the employees to understand the
organizational culture.
Departmental induction- the departmental induction aims at making the new employee
understand how the department operates. In the departmental indication, the inductor should
focus on the employee's ability to understand their responsibilities and how they use their skills
in attaining the required outcome.
Conclusion
Recruitment, selection and induction policy of Avert organization are interconnected with
the organizational objectives and strategy to enhance the organizational growth. The recruitment
policy focus on identifying the job opportunity and communicating with the best applicants,
while the selection policy aims at identifying the best applicant to fill the opportunity. Lastly, the
induction plays aims at informing the selected applicants on the job requirements as well as the
organizational culture.