University HR Report: Recruitment, Selection, and Induction Processes

This report provides a comprehensive overview of the recruitment, selection, and induction processes within a human resources framework. It begins by outlining the purpose and policies of HR, emphasizing the importance of establishing standards for employee conduct and corporate goal attainment. The report then examines the use of technology, such as social media, to enhance recruitment efficiency and identifies future workforce requirements, specifically focusing on the selection of financial planners. It includes a position description and a sample job advertisement for a financial planner, along with a discussion of relevant legislative acts like the Equality Act and the Human Rights Act, ensuring non-discrimination in the hiring process. The report also features a draft letter of offer and explores training and support options for financial planners, as well as methods for providing feedback to employees during their probationary period. Finally, the report includes a list of references to support its findings and recommendations.

Running head: MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
Managing Recruitment, Selection and Induction Process
Name of the student
Name of the University
Author note

1MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
Table of Contents
Purpose and Policy of HR..........................................................................................................3
Use of technology in improving the efficiency of recruitment selection...................................4
Future workforce requirement for recruitment process.............................................................4
Position description for financial planner..................................................................................4
Job advertisement for financial planner position that could be posted on a website.................5
Two legislative acts relevant to the recruitment and selection process.....................................5
Draft of letter of offer for Bill Money........................................................................................6
Form of training or support that can be provided to Financial Planner.....................................6
How can Feedback be provided to employees during probationary period...............................7
References:.................................................................................................................................8

2MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
Purpose and Policy of HR
Purpose:
The purpose of Human Resources is to establish framework and set standard that can help the
employees to guide and conduct the employees in the right manner.
Policy Scope
This is inclusive of the way job is done, decisions are made, interaction is carried out with
another person and business is managed.
Policy Statement
It is mission of human resources to help in providing effective human resource management
and implement policies to attain corporate goals and balance the need of employee and
company.
Preparation to recruit
The hiring manager should submit the requisition that is complete to the HR department. The
HR department in turn will assign a particular resignation number in order to help in the
process of tracking and reporting.
Induction
All the employees should be given timely induction training. This training is vital for the
recruitment of staff and can help the new employees to integrate harmoniously into the work
environment.
Probation

3MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
The purpose of probationary period is to provide the managers with time so that they can
assess the performance of the new employee and suitability in relation to the role assigned for
them.
Use of technology in improving the efficiency of recruitment selection
Social media like Linked In, Naukri and monster can be made use of in order to search for
right candidate for job. Social networks can also be made use of in order to bag the suitable
candidate and people can suggest suitable job profile positions to their friends and in this
manner a network can be created. In addition to this, bulk messages can be sent over mobile
phone to aid the recruitment process (Galea, 2014).
Future workforce requirement for recruitment process
Financial Planning Association along with National Association of Personal Financial
Advisor can be taken recourse to in order to select the right financial planner. One should hire
a financial planner who has won the credentials of Certified Financial Planner or the Personal
Financial Specialist. The planner should have passed an exam that tests the knowledge of
candidate in terms of insurance, investment planning and tax planning. Chartered Financial
Analyst are the analysts who can gauge the investment needs and is a master in the area of
financial accounting and equity analysis.
Position description for financial planner
An experienced financial planner to recommend investment products along with services
which is suitable for different prospects and the clients based on objectives, time horizon and
risk profile. He should be proficient at executing and negotiating follow up of different
implementation vehicles inclusive of insurance, tax planning and estate planning. He should

4MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
be able to solicit the clients with the help of telephone and mail (Swider, Zimmerman &
Barrick, 2015).
Job advertisement for financial planner position that could be posted on a website
We have an immediate opening in the position of Financial Planner in our financial planning
firm called “Happy Finance”. You should have a bachelor’s degree and should have your
Certified Planner Certificate (CFP) or Chartered Financial Analyst (CFA). Salary will not be
a barrier for a deserving candidate. Should be proficient at independently analyzing and
reviewing the financial documents. Be able to establish close working relationship with the
lawyer and tax advisor.
Two legislative acts relevant to the recruitment and selection process
The Equality Act came into existence on 1st October 2010 and its main motto is to ensure that
discrimination does not exist while selecting the candidates. The primary aim of this statute is
to ensure that discrimination law is harmonised and equality should be promoted with the
help of law. It covers all the groups that were previously protected by the prevailing equality
legislation and they are termed as “protected characteristics” (Smith, 2013). The protected
characteristics stand for race, religion, sex and disability. According to the Human Rights
Act, discrimination on wages should not exist between that of the employees. Difference in
wages should be on the basis of skill and responsibility. Experience and seniority system
should determine the differentiation in salary. The questions should be asked during
interview in such a way that the applicants should get a fair chance in respect to the job needs
(Wilton, 2016).
The advertisement should highlight the fact that the salary structure will be based on the skill
set, experience and merit and not take into account race or skin colour to determine the

5MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
salary. A sentence can be added: “Salary will be based on the merit, skill set and experience”
in the position description of financial planner in order to emphasize the legal requirements.
Draft of letter of offer for Bill Money
Dear Bill Money,
I am pleased to inform you that Happy Finance would like to offer you the position of
Financial Planner.
This letter is to confirm regarding our offer of employment and kindly go through the terms
and conditions in order to prevent any confusion later on.
Salary- Your salary for taking up this position will be $ 450,000 per year that will be credited
to your bank account on monthly basis around the 15th of every month.
Conditions- Employment is conditional on the basis of:
The candidate should be medically fit so that he can carry out the job role perfectly and
attend medical examination whenever requested
Accept the process of documentation completely as has been requested in this letter
Not causing any breach in respect to any court order or other legal obligation while entering
employment with us.
Terms- Your service may be terminated by providing you no lesser than 6 months in the form
of writing.
Form of training or support that can be provided to Financial Planner
The Financial Planner can be provided training on Moody’s Analytics that can prove to be
helpful in setting the standard of financial service education. Competence and credibility can

6MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
be increased with the help of this. Certified Financial Planning Course can be undertaken by
the financial planner with the help of the company that covers aspects like asset and risk
management and cash flow analysis (Taylor, 2014).
How can Feedback be provided to employees during probationary period
Probationary Performance Appraisals can help in providing feedback that can notify the
employees regarding whether they have been able to meet their expectations. The review
process should start with job description and it will be the yardstick against which the
performance of the employee should be measured. The supervisor and employee should have
communication process that is two-way in order to understand the performance level of the
employee. The supervisor can highlight on corrective action that can help the employee in
attaining the level of performance required for fulfilling the job role perfectly.

7MANAGING RECRUITMENT, SELECTON AND INDUCTION PROCESS
References:
Galea, A. G. (2014). Calibrating human resources recruitment and selection procedures to
talent gaps within 5 star hotels in Malta(Bachelor's thesis, University of Malta).
Smith, R. (2013). Human Resources Administration: A school based perspective. Routledge.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology, 100(3), 880.
Taylor, S. (2014). Resourcing and talent management. Kogan Page Publishers.
Wilton, N. (2016). An introduction to human resource management. Sage.