BSBHRM506 Recruitment Selection Report

This report, submitted for the BSBHRM506 course, provides a detailed analysis of recruitment and selection processes within a hypothetical context of Wesfarmers Limited. The student addresses key aspects, including determining future staffing needs, reviewing a receptionist job description, maintaining current knowledge of organizational and legislative changes, outlining legal requirements for advertising vacancies, identifying specialist roles in the recruitment process, listing relevant legislation and its implications, recommending procedures for advising applicants of selection outcomes, and detailing the process for executing job offers and contracts. The report demonstrates a practical understanding of HR management principles and legal compliance in Australia. The student uses real-world examples and references to support their analysis, showcasing their ability to apply theoretical knowledge to practical scenarios.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Task 3...............................................................................................................................................2
Reviewing the recruitment and selection process............................................................................2
3. a. Determining the future staffing needs of company by assuming working of HR...................2
3.b. Review one Job Description for a receptionist position and any improvement made to it......2
3.c. How would you keep your knowledge current with any organizational and legislative
changes?...........................................................................................................................................3
3.d. Examples of organizational policies and legal requirements when considering advertising
vacancy............................................................................................................................................3
3.e. In the recruitment, selection and induction process, what specialists could any company use
and purpose for that.........................................................................................................................4
3.f. Listing all the legislation and major implications.....................................................................6
3.g. What processes for advising applicants of the selection outcome would you recommend?....6
3.h. What process and timelines would you recommend for executing job offers and contracts of
employment?....................................................................................................................................7
Reference List..................................................................................................................................8

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Task 3
Reviewing the recruitment and selection process
3. a. Determining the future staffing needs of company by assuming working of HR
While working for the company Wesfarmers Limited as HR Manager, it is noted that the
company future need is to get passionate team members who work in the stores. There is various
ways available for the candidates to apply for the job (Sparrow, Brewster and Chung 2016). The
company receives application by completing the online application form. Candidates can even
apply directly for roles searching in the current opportunities available in the sites. As a Human
Resource Manager, it is believed that the company recruits people or staff members who are
actively looking to become team members. After one period of joining, the team members will
receive an email invitation for updating their application to ensure it remains current. The future
staffing needs of this company is to recruit talented store supervisor, customer service managers
as well as store support supervisor and department supervisor. On analysis, it is found that
current store management opportunities are individually advertised in the company career
websites. Wesfarmers Limited is a company that is committed to hire the best team members
regardless of age, gender, ethnic background and sexual orientation (Renwick, Redman and
Maguire 2013).
3.b. Review one Job Description for a receptionist position and any improvement made to it
The job description of receptionist position at Wesfarmers Limited is optimized for
posting to online job boards such as seek.com or any other career pages. In addition, it becomes

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easy to customize with duties as well as responsibilities in the retail sector. The responsibility of
a receptionist is to receive visitors at the front desk by welcoming, greeting as well as directing
and announcing them in the most appropriate way. The job description of receptionist is
answering the screening as well as forwarding incoming phone calls and sorting out daily mails
received (Reiche, Mendenhall and Stahl 2016). As a Human Resource Manager, it is important
to recruit receptionist that manages front desk on daily basis as well as execute on range of
managerial as well as secretarial tasks.
3.c. How would you keep your knowledge current with any organizational and legislative
changes?
As a Human Resource Manager, it is essential to remain updated in fast changing
environments that require being experts in the field. Irrespective of any role in an organization, it
is important to remain updated with industry news as well as trends that will gain experience and
identifying opportunities for growth and giving it a competitive edge as a whole (Marchington et
al. 2016). The company recruits team members from variety of backgrounds but all team
members need to be eligible for working in Australia under Commonwealth and State laws.
3.d. Examples of organizational policies and legal requirements when considering
advertising vacancy
There are no specific requirements for employers who advertise every job vacancy in
online portal. The risk is present in recruiting friends, family or other contacts of present
employees without advertising a vacancy superficially is that this may give rise to accusation of
unlawful favoritism. Applicants who do not hear about a vacancy as it becomes too late to apply

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for it as applicant have been sought through an informal employment exercise and able to claim
bias based on the basis on that the recruitment method was a discriminatory agreement at the
same time (Jackson, Schuler and Jiang 2014). Job advertising is one of the legal minefields that
range across emails, newspapers, in-company articles as well as TV spots and online articles. It
is important to consider the number of possible heads of discrimination as well as how it can be
interpreted in court that becomes easy to pick out while discriminating terms that pertains to at
least one of those heads.
The recruiters should place the job advertisement where it can benefit the most and
include print media, recruitment websites as well as industry publications. At the time of
advertising a vacancy, the advertisement should be honest, realistic as well as must not be
discriminatory at the same time. It should clearly outline the job and include the contact details
of someone in the business where the applicants talk to about the vacancy.
3.e. In the recruitment, selection and induction process, what specialists could any
company use and purpose for that
At Wesfarmers Limited, business initiatives takes into account development programs
where frequent benchmarking of remuneration and benefits are done and improvements are made
in the recruitment programs for implementing the same. In that case, turnover is higher than
previous years but it is part to be attributed to Western Australia program resources fuelled skill
shortage (Brewster et al. 2016). Ongoing training is provided on different topics that include
sales, recruitment, selection as well as equal opportunity and performance management. The
company continues to invest in programs and resources that aim at developing people in support
in the pursuit of sustainable business practices. Induction program is conducted for the

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employees on the first day of joining for the employees so that they have an idea about the
company policies, procedures, job roles, responsibilities and others.
3.f. Listing all the legislation and major implications
Once all the interviews are over, the employer need to take firm verdict on whom to
recruit and whom to reject so that there is no biasness involved. All the information need to be
taken into account about the applicant on the shortlist that need to be examined cautiously for
making the selection process a success.
The Equality Act 2010 makes it unlawful for employers for discriminating against job
applicants due to protected characteristics such as gender, marriage, age, belief, race,
religion, disability as well as reassignment and civil partnership (Beardwell and
Thompson 2014).
At the time of evaluating job applicants on a rating scale, it is essential for applying
points in accordance to the degree of match between candidates as well as employee
specification rather than giving high ratings to those with the best qualifications or
longest experience.
At the time of making the final selection for employment, the main purpose of employer
should be objectivity, attitudes, personal opinions as well as prejudices that must be
allowed for influencing other choice.
3.g. What procedure for advising applicants of the selection result would you recommend?
The selection panel can use its discretion that gives verbal advice of the recruitment
outcomes to both short-listed as well as non short-listed unsuccessful applicants. In addition, it

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will depend upon the situation of each of the given recruitment procedure for the company. It is
necessary to advise successful applicant by using telephone medium as one way to start building
relationships between employers and candidate. Furthermore, a successful application needs to
be suggested as far as the selection report is signed by the delegate (Armstrong and Taylor
2014). The advice can be given verbally as it will help in reducing the time and ensuring that the
applicants do not accept another job during that period of time.
3.h. What process and timelines would you recommend for executing job offers and
contracts of employment?
It is the responsibility of the recruiters to render chance to departments to support with
the staff skills sets to initiatives and goals and for departmental and entity expansion. At the time
of induction program, the HR manager explains the information about salary, terms and
conditions and contracts of employment with the company. It is the right of employees to have
proper understanding of these attributes before starting to work (Sparrow, Brewster and Chung
2016). They should understand strategic goals for the company and conducting a job analysis if
the position will be new to the department for analyzing the gaps.

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Reference List
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource
management. Kogan Page Publishers.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.