HRM Assignment: Supporting Recruitment, Selection, and Induction

This assignment provides a detailed exploration of the recruitment, selection, and induction processes within an organization. It begins with an analysis of how organizations identify the need for new appointments and the impact of recruitment on resources. The assignment delves into the legal and ethical considerations, including anti-discrimination laws and the importance of a diverse workforce. It includes practical exercises such as creating a competency profile, developing a job description, and writing a job advertisement. The document also addresses the interview process, selection criteria, and the importance of consulting with relevant personnel. The assignment covers the key aspects of the recruitment life cycle, including the selection report, recruitment strategies, and the assessment of applicants. It also includes responses to specific scenarios related to recruitment timelines and the impact of discrimination. The assignment provides a comprehensive overview of the recruitment process, from initial planning to the final stages of selection and induction.

Running Head: SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION OF
STAFF
Support the recruitment, selection and induction of staff

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Support the recruitment, selection and induction of staff
Table of Contents
Assessment Tool 1.....................................................................................................................2
Assessment activity 1:................................................................................................................2
Assessment activity 2.................................................................................................................4
Assessment Activity 3................................................................................................................6
Assessment activity 4.................................................................................................................7
Assessment activity 7.................................................................................................................9
Assessment activity 8.................................................................................................................9
Assessment activity 9.................................................................................................................9
Assessment activity 10.............................................................................................................11
Assessment activity 11.............................................................................................................12
Assessment activity 12.............................................................................................................12
Assessment activity 13.............................................................................................................14
Assessment activity 14.............................................................................................................15
Assessment Tool 2...................................................................................................................16
1. What is a selection report, how is compelled, what is included in a selection report and
why is it an important piece of documentation in the recruitment and selection process?......16
2. Recruitment is one of the functions that HR practitioners are responsible for. What is
recruitment and what does it involve? How does recruitment fit into the HR life cycle?.......16
3. How does an interview panel assess each applicant and select the preferred candidate?.16
2.Write a letter of application and resume for a job being advertised that you are qualified for.
Explain why you think the letter and resume would ensure you were shortlisted for the job. 17
3. Should we take previous experience into account when shortlisting candidates for a job?
When is previous work experience not used as a selection tool?............................................19
References................................................................................................................................20

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Support the recruitment, selection and induction of staff
Assessment Tool 1
Assessment activity 1:
1. How can an organization identify the need to make an appointment?
The organization management should conduct a regular planning and assessment for the
available needs of the organization. After that, the management should proceed for evaluating
specific needs of all the departments in the company and select for the appointment according
to specific needs (Posavac, 2015).
2. What impact does recruiting have on an organization’s resources?
Recruitment process have various impacts on the organization’s resources. For example,
recruitment process needs management to modify their internal costs related to entire
planning and appointment process, all the human resource planning should be modified as per
the current recruitment needs (Bailey, Mankin, Kelliher & Garavan, 2018).
3. An employee in your organization is five months pregnant and has informed
management that she intends to take twelve months maternity leave. Management has
told you that you can start advertise for a temporary replacement one month before the
employee goes on leave. What would you tell them about the timeline for recruitment?
The timeline for recruitment should be right after sanctioning leave for the employee.
On the other hand, as instructed by the management, advertisement for the temporary
replacement should be done one month before, therefore the recruitment date will be after
one month. For instance, if the employee intends to take leave from January then the
advertisement should start from December and the employment date should be from January.
4. What is discrimination? What can organizations do to ensure that they comply with
anti-discrimination and equal opportunity legislation in the recruitment process?
Discrimination suggest treating an individual unfairly as of who they are of because
they have certain characteristics. On the other hand, changing cultural and gender diversity in
the organizations have obliged workers from various backgrounds, ethnicity to work together
to achieve the objectives of the organization. According to Fiske (2018), differences among
employees have a tendency to develop misunderstandings as well as result in conflicts.

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Support the recruitment, selection and induction of staff
There are various steps that could be implemented strategically in order to avoid any
type of discrimination regarding recruitment process. According to the Anti-discrimination
law, under federal and state regulations, this is against the rule for employers to distinguish
workers along with job applicants as well as harassment to happen with their companies.
Employers should avoid discrimination of applicants based on their age, disability, race,
experiences, sex and others (antidiscrimination.justice.nsw.gov.au, 2018).
According to equal-opportunity laws in Australia, organizations should clear out the
funding and incentive policies available for several responsibilities, which will be supporting
employees with indigenous Australians, mature-aged employees and employees with
disability as well as workers without these discrepancies (business.gov.au, 2018).

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Support the recruitment, selection and induction of staff
Assessment activity 2
1. Draw up a competency profile for your job, a colleague’s job, or other job you
are familiar with that which accurately reflect the role requirements
Job Description: The organization is looking for an assistance human resource manager
who is competent in recruiting skilled talents, offering the staff an exceptional working
environment.
Manager: Date: 21.11.2018
Competencies
1. Effective knowledge in the field
2. Commitment towards ongoing human resource learning process
3. Excellent communication skills
4. An analytical approach towards changing organizational situations
5. Critical thinking and HR organizational competencies
Skills
1. Multitasking capabilities
2. Communication skills
3. Negotiation skills
4. Problem-solving and change management skills
Knowledge
The HR manager should have a knowledge and experience in compensation plans,
employment laws, planning for the organizational development, regulations and steps for
the recruitment process along with the knowledge about employee safety, engagement and
workers’ development process.
Performance Standards
The performance standards for a human resource manager are accountability for the
responsibilities assigned to the person, managing and understanding ethical behaviours
properly. Along with these standards, the responsible person should have the performance
standard of team working spirit and the time management capabilities as well as creative
thinking.

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Support the recruitment, selection and induction of staff
2. Use the competency profile from the previous question to complete a job
description
Item Description
Job Title Assistance HR Manager
Reports to Reports to the general manager and HR manager in change
Remuneration As per the payment standards, average salary for the position
is around $62,308 to a basic $ 65,000 per year.
Job Title: Assistant HR Manager
Job Purpose: The main purpose of the job purpose is to execution of effective
communication and quick resolution for different queries.
Accountabilities: The assistant HR manager should exhibit concentration on the main job
responsibilities and should be always ready to assist the HR director and other manager to
achieve HR-related operations.
Qualifications: Minimum qualification or graduation in management studies, Business or
HR studies.
Experience/skilled required: A minimum of 1-year experience in the related field is
required.
Key working relationships: Key working relationships will be surrounded within HR and
OD.
Work team purpose: The work team purpose of the position is to assist HR managers and
other specialists by corresponding to different administrative tasks like arranging incoming
job requests, time management for interviews and others.
3. Explain the importance of consulting with relevant personal when preparing job
descriptions

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Support the recruitment, selection and induction of staff
Consulting with responsible personal at the time of job descriptions is important to know
the right way to arrange all the relevant information that will reflect the main purpose for
preparing the job description (Granovetter, 2018). Consulting is helpful in developing a well-
constructed job description that reflect responsibilities and will help in catching the eyes of
the potential applicants.

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Support the recruitment, selection and induction of staff
Assessment Activity 3
1. What legislative requirement apply to job description and advertising?
The legislative requirements are listed below;
The section 86 of the federal “Sex discrimination Act” job descriptions and
advertisements should not content any information that will reflect discrimination based on
sex, gender, potential pregnancy and others (humanrights.gov.au, 2018).
2. What type of people might a diverse workforce be made up of?
A diverse workforce should contain people from different cultural backgrounds as well as
there should be equal male and female employees as per their competency level. Despite
these, disable persons could be apart of diverse workforce, if they have the potential skills for
the respected job positions (Harvey & Allard, 2015).
3. What event makes the completion of the determine job description cycle?
A complete assessment of the needs and value for the job position in the organization
along with the evaluation of resource potential is the last stage to determine successful
completion of the job description cycle (Zhu, Wanberg, Harrison & Diehn, 2016).
4. If any management specified that the person as a salesperson in a car yard needs to
be male, are they contravening legislative requirements? Explain
According to the section 86 of the federal “Sex discrimination Act”, it is unlawful that
any organization is advertising for a job position that is indicating to sexual and gender
discrimination (humanrights.gov.au, 2018). In this respect, it could be said that advertisement
for a salesperson in a car yard is contravening legislative requirements.

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Support the recruitment, selection and induction of staff
Assessment activity 4
1. Select a job you are familiar with and write an advertisement for the job, aiming
to attract a person with the necessity skills and abilities to be successful in the
job.
A highly progressive and dramatic company needs the services skilled and
professionally sounded candidates for the following position
Assistance HR Manager
Qualifications: Graduation in HR course or business studies as well as
MBA holders are also welcomed.
Main Responsibility: With effective knowledge in critical thinking and
analytical assessment power the individual needs to accompany the HR
director in several projects in the future.
Experience: Minimum one year working experience in the HR department
or has an internship certificate.
Candidates meeting all the above criteria are requested to apply for the
positions and send their CVs with cover letter with seven days from the
publication of the advertisement on the official email address.
Assistant HR Manager

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Support the recruitment, selection and induction of staff
2. What channels would you use to advertise the position? Why?
Both the online and offline channels would be used to advertise for the job position.
Online channels are effective to gather mass attention and it is according to the current trends
of the market. Traditional offline advertisements through emails help to provide assurance
about the organization and build trust among candidates and organization (Lopez-Cotarelo &
Nicolini, 2015).
3. Is it a good idea to ask individual candidates different questions? Explain
Asking individuals different questions may help to judge them critically as well as
this process will help in identifying individual capabilities effectively and how each person
acts in front of critical situation.
4. The selection panel wants to ask female applicants what they will do if their
children get sick and cannot go to school /child care. Does this type of question
breach legislative requirements? Explain
Asking these types of questions are not illegal. These questions will help to maintain
future relationship between the management and the employee (Lopez-Cotarelo & Nicolini,
2015). On the other hand, these types of questions will help both the to maintain their
organizational regulations in a clear way.

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Support the recruitment, selection and induction of staff
Assessment activity 7
1. How would you select criteria for shortlisting candidates?
The selection criteria for shortlisting candidates will be based on the experience and skills
that are underlined in the job advertisement. If the skills and experience match with the job
advertisement then the candidate should go through written tests and interview for the
respective jobs (Bovens, 2016). Performance in these steps will also be counted for final
selection.
Assessment activity 8
1. You have been asked to schedule interviews for shortlisted candidates. The
interview panel suggests that interviews should take place every fifteen minutes.
What would you say?
I would suggest that interviews should take at least half an hour estimating the time need
for the written tests if there are any, reviewing the test results and a face to face interview is
good to conduct within 15 minutes.
2. What should you do to notify candidates of an interview time, date and venue?
Sending mails for the selected candidates is the best way to acknowledge them with the
time, date and venue.
Assessment activity 9
1. Write down a general plan for the interview process
Activity Time allocated
Shortlisting candidates Three days
Screening interview Ten minutes
First round interview (written test) Fifteen minutes
Second round interview (face-to-face
interview)
Fifteen minutes
Job offering and background check Five minuets
2. Chose a job that has been advertised or a job that you are familiar with.
Construct two each of open, direct and probing questions, that could be asked at

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Support the recruitment, selection and induction of staff
the interview to assess candidates against the agreed selection criteria.
Experiment by asking other people each of the questions and see what type of
answers you get to each.
Open 1.What makes you interested
to apply for the position?
2. Why should the
organization hire you as an
assistance HR manager?
Direct 1.what challenges are you
expecting for in this job
position?
2. what according to you are
the main responsibilities for
the job?
Probing 1.Describe a work-related
problem and how a HR
assistant manager should act
accordingly?
2. what should the response
of Assistant HR manager to
resistance to change in the
organization?
3. The HR manager in your organization says that they do not feel that the person
who will be supervising the candidate that is being employed should be involved
in the interview process. What would you tell them about the need to discuss the
assessment with the supervisor and to involve them in the negotiation for
preferred candidate?
A meeting should be arranged before the interview process and in that meeting
importance of supervisor should be pointed out. In the meeting it should be exhibit that
supervisor needs to know the candidates’ skills as well as weaknesses so that guidance could
be effective (Baird, 2015).