University HR Module: Recruitment, Selection, and Induction Report

This report analyzes the recruitment, selection, and induction processes within the context of VTI Group. It begins by critically analyzing strategic and operational plans, emphasizing customer engagement and ethical business practices. The report then delves into developing policies and procedures, highlighting the importance of a systematic approach to recruitment, selection, and induction. It outlines methods for effective recruitment, including advertising, candidate interviewing, and reference checks. The report also covers the development of position descriptions, advertisements, and the identification of training methods. Furthermore, it provides examples of interview questions, reference check questions, and templates for both successful and unsuccessful candidate letters. The report concludes with a discussion of staff induction policies and orientation checklists, emphasizing the importance of feedback and refinement for continuous improvement.

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.................................2
Identifying need for recruitment.............................................................................................3
Performing trails of the forms and making adjustments........................................................3
Developing Position Description............................................................................................4
Developing advertisements....................................................................................................4
Listing consultant specialists..................................................................................................4
Advertising jobs......................................................................................................................5
Identifying forms of training to be provided..........................................................................6
Developing 10 questions for each candidate..........................................................................7
Developing 5 questions for reference check..........................................................................7
Developing template for an unsuccessful letter......................................................................8
Developing template for a successful letter............................................................................8
Developing staff induction policy..........................................................................................9
Developing staff induction orientation check list...................................................................9
Obtaining feedback about induction.....................................................................................10
Refining induction policies...................................................................................................11
Task-2.......................................................................................................................................11

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Developing report on HR related technologies....................................................................11
Reference..................................................................................................................................13
Appendix..................................................................................................................................14

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Task-1
Critically analysing strategic and operational plan
The analysis of the strategies of VTI Group suggests that the company ensures the
engagement of the customers. The reputation of the company need to be kept intact so that
proper business can be conducted in an effective and ethical manner. VTI group need to
understand a proper marketing mix so that the demands of the customers can be met. At the
same time, it is needed to analyse the mindset of the customers so that customer satisfaction
can be met. Therefore, the objective of the company is to ensure that the resources are
maintained effectively to continue with the satisfaction of the customers. At the same time,
the proper sales management need to be maintained so that the payment to the employees are
made keeping in mind the legal rules of the company.
Developing policies and procedures
Organisations need to maintain its productivity, by recruiting new and talented
employees. The process of recruitment, selection and induction are essential for the growth
and popularity of the organisations (Dandaro, Silva and Carvalho 2017). In the case of VTI
Group, the organisation need to ensure that success in the market can be obtained by
following s simple yet effective recruitment process. At the same time, it is necessary for the
company to abide by the rules stated in the Corporation Act 2001 that prevents the
application of any unethical activities. The recruitment and selection need to be based on the
screening of the candidates while the induction process needs to provide an overview of the
company.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Developing a systematic recruitment, selection and induction process
VTI Group may incorporate certain methods for conducting an effective recruitment
and selection
 Advertise in social media, newspapers and job sites that provide details about the
position and job
 Indulge in interviewing the candidate based on theoretical knowledge
 Undertake a practical examination to analyse problem solving ability
 Conduct a reference check of the employee after the final interview
The induction process of VTI Group can be:
 Talk about the objectives, aim, cultural background and policies of the company
 Conduct introduction sessions in the form of ice breaking processes
Identifying need for recruitment
Recruitment is needed so that vacancies in an organisation can be filled. The process
of recruitment helps in continuing with the performance of the organisations and ensures
popularity of the organisation exists. According to Goodwin, McPherson and McCombie
(2016), recruitment can help in analysing the strategies of a company. VTI Group needs to
ensure that the recruitment helps in maintaining the transparency of the organisations so that
the steady inflow and outflow of employees can be maintained. It can help in maintaining the
operational management of an organisation and ensure that the credibility is maintained that
provides opportunities to the talented employees. Recruitment is also needed to ensure that
proper replacement of the retired people is gained.

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Performing trails of the forms and making adjustments
VTI Group can develop policies such as employment management that can be
effective for recruiting and retaining employees. VTI Group can maintain the legality of the
business by ensuring that policies that are related to the legal aspects of the business are
formulated. The company can adopt policies such as equal employment and equal
opportunities to the employees so that productivity and satisfaction of the customers can be
maintained. VTI Group can improve on the marketing of its services with the adoption of the
marketing mix process. The distribution policies of the company need to be such that legal
laws relating to the supply chain management are maintained.
Developing Position Description
Administration manager: The administrative manager needs to manage the
operations of VTI Group. The responsibility of the administrative manager is to supervise the
day-to-day functions of every department. The person in this post needs to possess a good
analytical mind so that analysis of the activities can be done.
Marketing manager: The marketing manager of VTI Group needs to conduct proper
research of the market. The marketing manager needs to be able to communicate effectively
with the customers as well as the suppliers.
Training manager: The training manager needs to be involved in every department of
VTI Group. With the recruitment of the new employees, the training manager need to oversee
the activities and methods adopted for such a purpose.
Finance manager: The finance manager in VTI Group need to maintain and monitor
the financial transactions of the company. It is necessary for the finance manager to report
about the financial forecasts of the company.

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Developing advertisements
(Refer to appendix)
Listing consultant specialists
VTI Group, need to consult with HR specialists so that the company can gain proper
idea about the recruitment and selection that need to be done in the organisation. Every other
matter that is related to the HR Department can be undertaken after consulting with the HR
consultant. An example can be provided that highlight the manner in which VTI Group can
recruit talented employees. Consulting with a specialist can help the company to ensure that a
simple selection process is conducted so that the company can maintain recruit the talented
employees for improving the organisation. Therefore, the skills of the employees can also
improve.
Advertising jobs
The job advertisement for VTI group need to include factors such as the time of the
job, description of the job and the expectations An example can be provided for creating a job
advertising campaign for two possible candidates.
Job position: Administration manager
Job description: Identify new policies and provisions of the companies
Help in the development of daily functions
Continuously supervise the work
Qualification needed: Have a post-graduate degree from any reputed university
Preferred candidates: Fresher candidates can apply for the position
Job position: Marketing manager

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Job description: Conduct proper marketing research
Maintain customer relationship service
Possess the ability to forecast sales rate
Qualification needed: Have a marketing degree in the postgraduate level with distinction
Preferred candidates: Candidates with experience are welcomed. Fresher candidates can also
apply
Job position: Finance manager
Job description: Ability to possess sound financial calculation technique
Maintain records of the transactions of the company
Qualification needed: Candidate need to possess a degree related to finance
Preferred candidates: Candidates with an experience of 2 years
Job position: Training manager
Job description: Provide training to the new candidates
Develop the employees keeping the requirements of the company
Maintain progress of the employees
Qualification needed: Have a post-graduate degree from any reputed university
Preferred candidates: Candidates with an experience of 3 years while training and
developing candidates

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Identifying forms of training to be provided
Training can be in the form of internal or external so that learning and developing of
the employees can be obtained (Hunter et al. 2017). Training is necessary so that the
candidates can effectively developed. Therefore, VTI Group, need to ensure that the new
candidates in the organisation are provided with a classroom training so that the candidates
can be trained theoretically. At the same time, the practical application of the theoretical
knowledge can be maintained by providing an on-the job training for the employees. This can
help in providing the employees of VTI Group with knowledge as well as skills. Training in
this form everyday can help the company to gain and retain the talented candidates as well as
add value to the organisation.
Developing 10 questions for each candidate
Question 1: What is the purpose for applying for the job?
Question 2: What experience do you have in the position?
Question 3: Why did you leave your last job?
Question 4: How will you conduct an effective marketing survey?
Question 5: What is the way by which daily training can be imposed?
Question 6: How can you train employees with negative attitude?
Question 7: What is the process by which you can maintain records of every financial
transaction?
Question 8: What steps can you take to ensure financial stability in the organisation?
Question 9: What leadership style can you obtain so that effective training and
guidance can be provided to the employees?

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Question 10: What is the manner in which customer grievances can be handled?
Developing 5 questions for reference check
Question 1: What is your relationship with the candidate? (Provide name)
Question 2: What are the daily habits of the candidate? (Provide name)
Question 3: Can the candidate react to pressure situations in a cool and collective
manner?
Question 4: Can he/she be trusted with responsible jobs?
Question 5: Can you provide examples of behaviours that may define his
competency?
Developing template for an unsuccessful letter
Dear (name of the candidate),
Subject: Letter of rejection
We appreciate the time provided by you to attain the interview in the respected job
position that was advertised (mention position name). However, we regret to inform you that
we are currently not considering your candidacy. The talents that you possess are impressive
but now, the talents, skills and experience of the other candidates are required for than yours.
VTI group wishes that you continue with your dreams and develop your strength so that you
can attain success in the future. We are obliged for selecting our company as a potential place
for pursuing your dream in this field.
Regards
(Name)

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
(Title)
Developing template for a successful letter
Dear (name of the candidate),
Subject: Employment contract
VTI Group is pleased to inform that we have acknowledged your candidacy and have
decided to appoint you in the position of (mention position name) in the company. We are
hoping to gain your earliest response and hope that you can help us to achieve our goals and
objectives. You will need to report to (provide supervisor name) on the (provide date) in our
branch located in (address and location of branch).
We will provide a separate document that will highlight your job roles in details and
the responsibility that you need to undertake. Prior to this there will be an induction process
in which the details of the job roles along with aims and objectives of VTI Group will be
provided. Your starting remuneration will be $2,000, which will be provided on the first
week of every month. You are expected to abide by the rules and regulations of the company
and maintain sincerity in your work. Violation of any laws or insubordination may get you
terminated from the organisation.
Regards
(Name)
(Title)
Developing staff induction policy
In order to ensure that the new employees follow the dynamics of an organisation, it is
necessary to provide them with proper induction (Taylor 2014). In the VTI group, the staff

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
induction policy of the company consist of systematic and introduction of the candidates. The
induction policy of the company complies with the rules and regulations of the organisation
and the employees are allowed to provide personal details such as bank details, previous
employment details and proof of qualification. Introduction is done with the senior members
so that proper assistance from them can be obtained. At the same time, the place from where
necessity staffs such as equipments and first aid kits can be obtained is provided.
Developing staff induction orientation check list
TASK YES NO
Build and provide login details of employees
Build and provide access keys for the employees
Introduce employees with the superiors
Introduce employees about the objectives and aims of the organisation
Provide training about the use of equipments
Explain to the employees about the policies of VTI Group
Provide employees with a list of holidays
Explain the employees about the leave scheme of the company
Explain employees about the legal rules and procedures of the company
Conduct a meeting arrangement with the CEO
Provide a detailed account of the roles and responsibilities that are
expected from the employees
Record personal details of the employees such as bank details and
employment details
Table 1: Checklist
(Source: Created by author)