BSBHRM506 Project: Managing Recruitment, Selection, and Induction

This project comprehensively addresses the key aspects of managing recruitment, selection, and induction processes. It begins with an analysis of vacant positions, outlining the roles of managers, and then proceeds to detail position descriptions, advertisement strategies, and shortlisting procedures. The project covers interview preparation, applicant interviewing techniques, reference checks, and job offer protocols, including communication plans and training sessions. It also delves into HR needs, staffing plans, job descriptions, and the conduct of recruitment and selection processes, including action plans and job advertisements. Furthermore, it includes detailed induction guidelines, policy statements, program outlines, and support for new staff members, providing a complete overview of the recruitment lifecycle. The project uses a case study approach, providing practical insights into real-world applications and decision-making within the healthcare industry.

Running Head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Name of the Student:
Name of University:
Author Note:

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Table of Contents
Task 1 Develop recruitment and selection processes......................................................................5
1.1 Recruitment and selection procedure.....................................................................................5
a. Vacant position analysis......................................................................................................5
Role of the manager.................................................................................................................5
b. Position description.............................................................................................................5
c. Advertisement and promotion..............................................................................................7
d. Shortlisting...........................................................................................................................8
e. Interview Preparation...........................................................................................................8
f. Interview Applicants............................................................................................................8
g. Reference checks.................................................................................................................9
h. Job Offer..............................................................................................................................9
1.2 Communication Plan.............................................................................................................9
1.3 Meeting with the Senior Manager.......................................................................................10
1.4 Training session for the new manager.................................................................................13
Vacant position analysis........................................................................................................13
Position descriptions..............................................................................................................13
Advertisements and promotion..............................................................................................13
Shortlisting.............................................................................................................................13
Interview preparation.............................................................................................................13

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Interviewing applicants..........................................................................................................13
Reference checks...................................................................................................................13
Job offers...............................................................................................................................14
Offers of employment (including advice about salary, terms and conditions, probation)....14
1.5 Question and Answer...........................................................................................................14
Describe recruitment and selection methods, including assessment centres.........................14
Explain the concept of outsourcing.......................................................................................14
Describe the purpose of employee contracts and industrial relations....................................14
Summarise relevant legislation, regulations, standards and codes of practice that may affect
recruitment, selection and induction......................................................................................15
Explain why terms and conditions of employment are an important aspect of recruitment. 15
Explain the relevance of psychometric and skills testing programs to recruitment..............15
Training evaluation form...........................................................................................................16
Task description.....................................................................................................................16
Task 2 Recruit and select staff.......................................................................................................17
2.1. Part A: Plan Staffing...........................................................................................................17
2.1.1 HR needs of business....................................................................................................17
2.1.2 Staffing plan..................................................................................................................17
2.1.2.1 Identification of the need gaps...................................................................................17
2.1.2.2 Identification of the key stakeholders........................................................................18

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
2.1.2.3 Specialist....................................................................................................................18
2.1.2.4 Current status.............................................................................................................18
2.1.2.5 Recruitment and selection..........................................................................................19
2.1.3 Specific job description................................................................................................19
2.1.4 Specialist requirements.................................................................................................21
2.1.5 Meeting with senior manager.......................................................................................21
2.1.6Review of the policies and procedure............................................................................22
2.2 Part B: Conduct recruitment and selection process.............................................................22
2.2.1 Action plan....................................................................................................................22
2.2.2 Job Advertisement........................................................................................................23
2.2.3 Potential employee interview.......................................................................................24
Task 3 (Manage staff induction)....................................................................................................26
3.1 Induction guidelines.............................................................................................................26
3.1.1 Policy statement............................................................................................................26
3.1.2 Objective.......................................................................................................................26
3.1.3 Program outline............................................................................................................26
3.1.4 Documentation..............................................................................................................27
3.1.5 Review of the guidelines..............................................................................................27
3.1.6 Final draft of the guidelines..........................................................................................27
3.2 Training and support for another manager..........................................................................30

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
3.3 Induct new staff members....................................................................................................30
3.4 Feedback..........................................................................................................................30
Reference.......................................................................................................................................31

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Task 1 Develop recruitment and selection processes
1.1 Recruitment and selection procedure
a. Vacant position analysis
It is important for a Company to measure the important of the vacancy. If the Company
need human resources then it must be fulfilled. Therefore, in case of the Healthcare United, the
Company is going to open new office in Hobart. In that case, Healthcare United requires 500
employees in total.
Role of the manager
The managers play a significant role in the context by checking out the possible need of
the employees and specifications of what kind of qualifications they are looking for. It requires 2
to 3 days to identify the different specifications of the employees that the Company need.
b. Position description
The Healthcare United is going to recruit both fresh and experienced workers in their new
branch in Hobart. There are 140 employees and 10 managerial posts has been offered. The
minimum qualification for the normal employees is having a diploma in healthcare management.
For the managerial posts, degree in health care management is needed as the minimum academic
qualification. Moreover, aspirants having at least 1 year experience will get preferences.
Moreover, candidates can aspire for part time and full time posts only in the normal employee
ranks. For the managerial designation we offer AU$850 per month and for the permanent
employees AU$300 per month whereas the part time employees will earn AU$200 per month.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Position title Key Objective Qualification
required
WHS
component
Terms
Operation
Manager
Supervising in
different
departments of
the Company
 Degree in
healthcare
management
 Minimum 2
years’
experience in
the similar
industry.
 Flexible
timing
 38 hours of
working per
week.
 Related
healthcare
measures
The terms of
employment will
be valid up to 2
years. After that
the Company
will decide
whether the
contract is going
to be extended or
be terminated.
Permanent
employees
Working in
different
departments
based on their
skills and
knowledge.
 Minimum 1
year diploma
in healthcare
management
 Minimum
experience
of 1 year In
the related
industry
 Minimum
working hour
of 38 hours
as per the
Australian
regulation.
 Incorporating
workplace
health and
safety
measures as
per the
requirements.
 Provision of
yearly free
health
checkup
facility.
The tenure of the
permanent
employees are
limited to 1 year.
However, if the
Company wants
to continue the
association of the
employee then
the contract will
be extended.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Temporary
employees
Mainly working
as trainee in
different
departments of
the Company as
per their
knowledge and
skill.
 Minimum
certified
courses in
healthcare
management.
 Minimum
working
hours of 38
hours per
week.
 Workplace
health and
safety
measures as
per the
government
regulation.
A three months
tenure will be
provided. After
that based on
their
performance the
Company will
decide to sign a
contract of 1 year
maximum or
terminate them.
c. Advertisement and promotion
The advertising policy of the HealthCare United is associated with both internal and
external tools. In this regard, the Company has a unique system of special authorisation from the
senior management for initiating advertisement and promotion policy. However, there is sharp
change from the advertisement policy of 2000 to the policy taken in 2016. As the Company
wants to recruit for the new branch in Hobart, it puts emphasis on the robust external
advertisement. This external policy is comprised of the newspaper advertisement and the intense
promotion in the social media. Both the external advertisements are valid for a period of 10
working days. The social media mechanism is associated with the social media like Facebook or
Twitter. The Company also maintains a LinkedIn profile in order to maximise their recruitment.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
d. Shortlisting
The shortlisting process is related to the first elimination round in the recruitment
process. It will requires a week or seven working days for the Company to shortlist the
applicants. Based on this shortlist the HealthCare United Company will further initiate the
interview round.
e. Interview Preparation
Venue and time are the most important part before conducting an interview. Therefore,
the HealthCare United senior management decides to organise the interview in the head office
only. Moreover, it requires a selection panel in order to conduct and recruit the employees.
Therefore, the Company is going to set the panel with two HR personnel, one senior
management executive and the supervisors of the respective departments. It will take three days
to complete the interview session. In fact, one of the HR personnel will be the chairperson of the
interview session.
f. Interview Applicants
The interview session is accounted of thirty to forty minutes maximum with no breaks.
The session will be divided into two parts. One party is related to the general information and
interests of the applicants whereas the other part is related to the skills and knowledge of the
applicants. There will be 15 interviews maximum in a day and the process would be completed
within three to four working days. The beginning of the interview will be 10 am sharp in the
morning and continued up to 4pm in the afternoon. As a matter of fact, the applicants will be
called in an alphabetic order.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
g. Reference checks
There is a provision for the existing employees of HealthCare United to refer applicants.
Moreover, the experienced employees who have references from the previous office are going
through some checks through telephonic conversation and emailing system. In fact, the purpose
of the reference check system is to figure out the authenticity of the references provided by the
applicants.
h. Job Offer
It is important to maintain a professional approach while offering jobs to the selected
candidates. The Job offer procedure comes after the reference check and it requires two days to
complement the job offer procedure. As a matter of fact, the HealthCare United can utilise
mailing system as a communication tool in order to inform the selected candidates and their
joining details.
1.2 Communication Plan
Element Responsible
person
Recipient Activity Timeframe Output
Recruitment
of new
employees
The HR
department
Senior
authority
The
employees
Departmental
supervisors
Interview and
training
Two to three
weeks
Yet to be
achieved.
Equal
opportunity
in
HR
department
The
employees
and
Session with
the employees
and managers
2 days The new
policy is
clearly

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
recruitment
and
workplace
supervisors informed.
Skill
enhancing
practice
Operation
manager
Newly
recruited
employees
Training
session
3 weeks Yet to be
achieved.
Upgrading
technology
The IT
department
The
employees
and managers
Induction and
meeting
3 days The new
technology is
transparent
and easy to
access.
1.3 Meeting with the Senior Manager
Activity Responsible
person
Recipient Time-place Output
Briefing policy
and procedure
Department
manager
Senior Manager Conference
room/ 2.30pm –
2.45pm
The senior
manager accept
the proposal
Identifying the
importance of
the new policies
and procedure
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The senior
manager is
agreed to
implement the
policies in this

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
regard.
Sustainability in
business
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
Manager
confirmed to set
some provisions
for the equal
recruitment
process.
Technological
adaptation
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
manager is also
looking for the
right technology
to create more
transparency in
the
organisational
communication
Process for
salary
calculation and
benefits
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The senior
manager
confirms that
those
recommendations
will be