Report: Recruitment, Selection, and Induction of Staff Processes

This report provides a comprehensive overview of staff recruitment, selection, and induction processes. It begins by outlining considerations for developing a timeline and the importance of job descriptions, including their role and legal compliance. The report delves into the significance of obtaining approvals, advertising vacancies, and the channels and technologies used. It explores best practices for reaching the best personnel, the role of selection panels, and the importance of interview planning, including structured interviews and relevant questions. The report also covers the criteria matching process, the importance of candidate comfort, the stages of an interview, and the significance of thanking candidates. Finally, it addresses the aims of applicants, post-interview procedures, and the need for obtaining permission before contacting references, providing a thorough guide to the entire recruitment lifecycle. The report is designed to support effective human resource management practices within an organization.

Support the Recruitment,
Selection and Induction of
Staff

Table of Contents
INTRODUCTION...........................................................................................................................1
Activity 1A.......................................................................................................................................1
Activity 1B.......................................................................................................................................1
Activity 1C ......................................................................................................................................2
Activity 1D.......................................................................................................................................3
Activity 1E.......................................................................................................................................3
Activity 2A.......................................................................................................................................4
Activity 2B.......................................................................................................................................4
Activity 2C.......................................................................................................................................5
Activity 2D ......................................................................................................................................5
Activity 2E.......................................................................................................................................6
Activity 2F.......................................................................................................................................7
Activity 3A ......................................................................................................................................7
Activity 3B ......................................................................................................................................8
Activity 3C.......................................................................................................................................8
Activity 3D.......................................................................................................................................9
Activity 3E.......................................................................................................................................9
Activity 3F ......................................................................................................................................9
Activity 3G ....................................................................................................................................10
Activity 3H.....................................................................................................................................10
Activity 4A ....................................................................................................................................11
Activity 4B ....................................................................................................................................11
Activity 4C ....................................................................................................................................12
Skills and knowledge activity .......................................................................................................12
Major activities..............................................................................................................................14
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Recruitment, selection and induction of staff is highly essential for business organisation as
by this skilled candidates are enter within firm and perform their functions in order to attain
business objectives. Recruitment and selection of right candidate and providing them proper
induction is necessary for every business firm (Abou Hashish, 2017). This report covers job
description, law and reasons for unlawful discrimination, advertisement, selection panel,
minimization of recruitment process delay etc. All this helps in providing proper understanding
regarding recruitment and selection of manpower.
Activity 1A
Considerations for developing timeline
 Establish larger objective
 Work backwards
 Discuss about who is accountable for particular work
 Assign check in and meeting times.
 Designate task master
Activity 1B
Job description and its role
It is a document that defines about general tasks, responsibilities and related duties of a
position. It is utilized as a basis for performance management.
Meanings Consult: To seek advice or information from professional or expert. Reflect: It shows a situation or attitude (Alard, and et. al., 2016). Confirmation: It is a state of being confirmed or an act of confirming something. Prioritise: It is an act of arranging things or activities as per their relative significance
with each other.
 Keep it current: It means to continue update.
Job description
Job description
1

Position profile: Human Resource Manager
Position summary: Responsible for working along with operation administrator to ensure all
human resource activities are performed to the highest standard.
Job Responsibilities:
 Provides information to employees and supervisors regarding employee benefits,
human resource policies and practices.
 Oversee employee compensation and benefit programme.
 Manage recruitment programme.
 Design training and development programme for workforce.
Selection criteria:
 Require Post Graduation degree of MBA with specialization in Human Resource
Management
 Must possess good communication and interpersonal skills
 Have minimum working experience of 3 years as Human Resource Manage in
renowned organisation.
 Must have sound knowledge regarding HR practices and policies.
Legislations:
 Minimum Wage Act
 Anti Discrimination Act
Standards:
 Getting right people
 Training, learning and development
 Human resources management policies and employment legislations
 Human resource planning
Activity 1C
Who give best response
At the time of developing job description, it is important to consult with managers and
professionals who are expert in making job descriptions as they can give better response.
Significance of complying with legislations
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It is important to complying with legislation at the time of job description as so that no
discrimination can takes place when recruiting employees and they are provided with at least
minimum wages.
Activity 1D
Laws that should not contravene
In job discrimination , there are some laws that should not be contravene such as federal
law which differentiates non-exempt and exempt employees, i.e., individuals who owed overtime
pay and who are not. Apart from this, provisions for Fair Labour Standards Act must be
considered in job descriptions (Batterham, 2014).
Reason of unlawful discrimination
Unlawful discrimination happens when adverse action is taken by an employer at
workplace against those individuals who are prospective employee or employee due to the
following attributes such as sex, colour, age, race, marital status, sexual orientation, religion,
political opinion, physical or mental disability, career responsibility etc. In this case, Fair Work
Ombudsman might take enforcement action.
Privacy
Privacy refers to an act of being apart from others or the situation in which one is not
disturbed by another people. In other words, it is the state in which things are keep private that
no third person can get information about it (Caena, 2014).
Activity 1E
Significance of obtaining approval to advertise a position
Obtaining approval from CEO of company is necessary before advertise a position so that
a proper interview environment can be created and they get proper funding for initiating
recruitment process.
Candidates approval for internal position
For internal position of firm, those candidates whose performance is good and who meet
all the criteria of required job position should approve for intrinsic job position.
Benefits of job sharing offer
There are various advantages of job share for both employer and employee which are
defined below:
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Advantages for employer:
 Retention of employees who are high performing and seek flexibility because of change
in personal conditions (Cardoso, Tavares and Sin, 2015). Complementary combination of approach and experience and a broader, mixed skill set.
Advantages for employee:
 Retain responsibility level of full time position.
 Exchange of knowledge and skills among job shares.
 Meet challenging roles demands while upholding an enhanced work life balance.
Activity 2A
Channels and technology use to advertise vacancies
Channels and technologies used to advertise job vacancies includes job boards, twitter,
Facebook, websites, LinkedIn, industry specific media, Google ads, traditional candidates
sourcing and so on.
Pros and cons of channels and technology used
Pros:
 These channels and technologies are cost effective as it incurs less cost. It provides reach to large audience at the same time (Chovwen, Balogun and Olowokere,
2014).
Cons:
 Depending on channels used, firm sometimes have to pay high fees of subscription or
other cost of advertise vacancy.
 High response rate as irrelevant candidates are also apply for vacant job position
Activity 2B
Best way to reach best personnel
By taking benefit of social media, marketing compensation of firm, use existing employees
to attract new candidates, get referrals and development of appropriate job descriptions are some
ways to reach best personnel.
Essentials of advertisement
When writing an advertisement, one should not forget to develop good positioning strategy
that ensures determination of right target audience. Apart from this, it is also required that ads
must be simple, competitive and looks professional (Chua, And et. al., 2014).
4

Outsourcing
Outsourcing is identified as the business practice under which firm hire another
organisation or party from outside to perform tasks and manage operations that had previously
executed by company’s own staff or employees.
Reasons of doing outsourcing
The main reasons why companies doing outsourcing includes:
 Controlling and reducing operating costs.
 Increase use of external resources.
 Improving company focus.
 Improving efficiency for time consuming activities.
Activity 2C
Relevant personal to consult
Key personnel includes:
 Manager
 Person accountable for screening and sorting of candidate
Member of selection panel (Duffy and Emmens, 2014).
Need of committee for selection panel
For selection panel, committee is required as it helps in picking the best suitable candidate
for the available position.
Role of panel member in conflict
Any member of panel who has conflict of interest must declare this to lead at the most
primitive opportunity before an interview takes place.
Activity 2D
Role
Human Resource Manager: To create, implement and monitor policies which are mandatory
for each employee and have appropriate knowledge of its functioning.
Interview plan
Type of interview: Structured interview
Objectives: Main objective of using this method is to make sure that interview is conducted with
exactly similar questions in same order.
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Approach and style: Structured interview in which a similar set of questions are asked from
candidate (Guerci and Pedrini, 2014).
Format: Standard questions are asked to candidates which includes ice breaker or direct
questions about interest in organisation and position.
Subjects: Job challenges
Legislative requirements
At the time of developing interview plan, the legislative requirements that needs to be
consider by employer is fair hiring laws. Company must ensure that no discrimination takes
place at the time of recruiting candidates (Helmreich and Merritt, 2017).
Questions for job role
 According to you, what is training and coaching?
 How would you define your style of management?
 What tools and technology according to you are essential for human resource
management?
 Which is the effective method of resolving employee conflict?
 According to you, what is the biggest employee motivator?
 How would you define ideal company culture?
 What is your entire approach to managing human resource department?
Activity 2E
Criteria matching by panel
After matching criteria, panel will make a comparison between existing and every new role
that are present at similar grade in proposed structure.
Paul
Name 1 2 3 4 5
Retail *
Keyboard Skills *
Customer Service *
Mary
Name 1 2 3 4 5
6

Retail *
Keyboard Skills *
Customer Service *
Peter
Name 1 2 3 4 5
Retail *
Keyboard Skills *
Customer Service *
For the role of administrative retail clerk, Peter is the best suitable candidate.
Activity 2F
Email
To:
Cc:
Subject: Interview call
Hello,
This mail is to inform you that your interview is scheduled on Monday, i.e., 23-08-2018 at
Vaseline Centre, 56 Dry Hurst Street, Carlisle, NSW 2056. Your interview timings will be
10:00 AM to 3:00 PM.
Thanks & Regards
HR Executive
xyz
Activity 3A
Significance of ensuring candidate's comfortability
It is important for firm to ensure that candidate is comfortable at the time of interview as
it enables them to respond questions of interviewer in more better manner.
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Stages of interview:
There are different stages of the interview. It is important so that company can follow the
sequential steps. Different stages are explained below:
Introduction: Employers are free to communicate the ideas with the employees. It is
important so that company manager can interact with employees.
Q & A: It is the longest portion of interview (Hoaglund, Birkenfeld and Box, 2014).
Your questions: Employer can ask the employees of any questions are there.
Closing: It is the last step in which manager can take time to end on positive note and
thank you is said by an applicant to the interviewer.
Activity 3B
Importance of thank a candidate
Yes, it is important to thanks candidates for coming to interview as it leaves a positive
mark in minds of those individuals who came for interview. It will also helps in creating good
image of company among others.
Key stakeholders in candidates’ assessment
Key stakeholders in assessment of candidate includes management, professional of
specialized area and other members (Kelly and Northrop, 2015).
Activity 3C
Aim of applicant in interview process
The main aim of applicant in interview process is to respond all the questions of in proper
manner and get job on the basis of their skills and competencies.
What occurs after interview
Straight after an interview, interviewer call the candidate and tell them about whether
they are selected or not.
Purpose of structured communication
The main purpose of structured communication during consensus is to make effective
decisions. It is concerned with procedure of deliberating and finalizing decision.
Activity 3D
Need of obtaining permission
8

Before contact a referee, it is required to obtain permission from candidate so that final
decisions can be take by validating information that is provided by candidate.
Steps to obtaining reference
 Request 2 to 5 references from candidate
 Make individual schedule reference check meetings
 Develop refere nce check question guide
 Make individual provide references in at least 24 hour notice
 Use automated reference check technology
Activity 3E
Purpose of selection report
It’s main purpose is to communicate panel’s recommendation and gives appropriate
information for delegate to frame fair recruitment decision.
Selection report
It is an official record of selection process that convey recommendation of panel and
administer enough information for delegate to develop fair and informed recruitment process.
Should company make do with second choice
Yes, firm should make do with second best choice if no suitable applicant is there as if position
is vacant, than it is necessary to fill it soon. It helps firm in performing all the activities at
proper time (Kadushin and Harkness, 2014).
What to do if feedback is provided
If feedback is provided on candidate’s application, a specific insight must be given on it.
Activity 3F
Way of advising candidate
When a candidate is unsuccessful in their application, firm must inform them immediately.
They should provide them honest feedback and inform them at every stage. Be straightforward
and explain them the reason that way they are not selected for the particular job.
Activity 3G
Impact of long recruitment process
Significant impact of long recruitment process on firm includes:
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 Company may loss its productivity and revenue because job vacancies remain vacant for
longer time (Olsho, and et. al., 2014).
 It may result in increase in hidden cost of hiring.
Results of cannot be agreed upon agreed salary
If agreed salary can not be paid to workforce, then they get demotivated. In order to a
ensure that this issue does not arise, firm should adopt federal legislature FLSA to protect
workforce from poor wage practices.
Activity 3H
Documentation charged when candidate is selected
Documentation charged with processing includes:
 Qualification mark sheets.
 Identity proof
 Permanent account number
 Bank account details
 Any additional qualification certificate or diploma
Confidential waste
When confidential waste is no longer need to keep, firm must dispose off it carefully and they
should only utilize shredder or blue confidential waste bins (Robertson, Woods and Gastin,
2015).
How to keep record of candidates
Steps to keep records of candidate secure:
 Determine & prioritize confidential information
 Study information flows & conduct risk assessment
 Determine appropriate information distribution policy
 Execute monitoring and enforcement system
 Review progress periodically
Activity 4A
Letter of offer
Letter of offer is the approach in contract law. It is an expression of willingness to
contract on the terms and conditions. It is accepted by the person to whom it has been addressed
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