Recruitment, Selection, and Induction: Policy and Procedure Management

This project is a comprehensive analysis of recruitment, selection, and induction processes within Laser Central, addressing issues raised in previous assessments. The project begins by identifying areas for improvement in existing policies and procedures, focusing on clarity and ease of use for managers. It then outlines essential training programs for those involved in recruitment, including interpersonal communication, strategic thinking, and tech-savviness, and explores methods for delivering this training. Furthermore, the project details communication strategies to ensure managers are aware of and adhere to HR policies, along with a revised recruitment request form. It also investigates the benefits of social media in recruitment and selection. The project continues with a focus on ensuring managers follow correct procedures, including the use of an induction checklist and a staff survey to assess satisfaction with the induction process. Finally, the project revises the induction process, highlighting changes made in response to feedback, and incorporates elements such as pre-induction documentation, physical workplace orientation, and ongoing feedback mechanisms to enhance the experience for new employees.

Running Head: RECRUITMENT, SELECTION AND INDUCTION
Recruitment, Selection and Induction
Name of the student
Name of the University
Author’s note

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Part A
Question 1. What changes might you make to the policy and procedures
(from Assessment 2) to ensure that Managers, and others
involved in recruitment and selection, find it easier to follow?
Answer The policy and procedures of recruitment and selection at Laser Central is
not being implemented in the organization. Since, the recruit form was
unable to be understood by the manager and the mode of advertising the job
description was not according to the policy. As a human resource manager of
Laser Central, some changes made towards the policy so that it is easy for
the others to follow are:
 Identification of the need and evaluation of the vacancy inside and
outside the organization.
 Develop clear job description for the position.
 Develop a proper recruitment plan which includes the panel
members, schedule, criteria as well as the budget.
 Selection of the examination committee.
 Relocation the position by implementing the recruitment strategy.
 Evaluation of the submissions and make a list of the selected
candidates.
 Manage and implement interviews and select the hire.
 Since, the manager developed the recruit questions for the last hire on
the basis of marital status. Proper code of conduct including

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workplace behaviour policy should be followed while interviewing.
 Lastly, finalizing the recruitment process.
Question
2a.
What training should be provided to all persons involved in
recruitment and selection in your chosen organisation to assist
them in correctly implementing the procedures?
Answer The training that is to be provided to the persons involves in the recruitment
and selection are:
 Develop interpersonal communication so that there is smooth flow of
information in the organisation.
 Train them to be strategic thinker so that while selecting a candidate,
they must be capable to analyse that whether the selected candidate
must be able to align with the company’s goal or not.
 Training for becoming tech-savvy because social media is one of the
biggest medium for hiring the candidates nowadays (Derous & De
Fruyt, 2016).
 Ask the persons involved in the process to abide by the policies and
procedures of the company.
 No biasness should be made while recruiting a candidate.
Question
2b.
Explain how these persons will be able to gain access to this
training.

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Answer Technological advancement has transformed the training process, giving
many options to the mangers through which they can gain access to training.
The different ways of gaining access to training are: instructor class room
training, interactive training is highly beneficial to access the training because
it battles the one-directional exchange of information which includes lecture-
style guiding through enabling discussion and group interaction. Hands-on
training technique dives the managers into the practical world and help them
access what they are learning. Training through video is one of the best ways,
an individual can gain access to learning new methods. Sometimes, the best
training and learning opportunities comes with interacting with one another.
Therefore, coaching and mentoring will make the managers gain access to
training and also the managers have to be active and participative in the
changing policies of the organization.
Question 3. Your communication strategies that you have developed (from
Assessment 2 Task B) have obviously not worked. Describe
what new approaches you will take to ensure that Managers are
aware of the policy and the need to follow it.
Answer The new approaches to make the managers aware of the policies are
consultation with all the stakeholders of the company and explains in details
the terms and conditions, modifying the policy to the business,

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Defining the obligations clearly so that everyone abide by the rules, making
the policies realistic, transparency in the procedures that abide by the
legislations of the recruitment policy, making the managers involved in the
recruitment sign the legal document entitled with the policies and procedures
of the company, reviewing and ensuring the procedures.
Question 4. You have received feedback that the “Approval to Recruit Form”
(from Assessment 2) “was too hard to understand what I had to
do”. Develop a revised “Approval to Recruit “form that
addresses this feedback.
Answer RECRUITMENT REQUEST FORM
Name of recruiting manager
Vacant position
New position Existing position
Department
Section
Name of employee replaced(if
applicable)
Salary range
Budget
Authorization signature:
CEO Date:
General Manager Date:

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HR USE ONLY
name of the hired employee Start date:
Question 5. You are interested by the Manager’s use of LinkedIn for
advertising jobs. Research the use of Social Media in recruiting
and selections and identify and discuss three (3) benefits of
using social media in the recruitment and selection process.
Answer The benefits of using social media for the recruitment and selection process
are:
1. Cost effective:- The use of social media for hiring and selecting
candidates results in huge saving for the human resource department
because there are less expenditures on posting, printing and copying
of the resumes since all the procedures is online. For example- a
Facebook ad for the job gets the HR department over two times more
opportunity of screening the candidates than the out-dated
recruitment procedures like classified ads and job panels.
2. Keywords for scanning the recruits: - the Human resource department
uses keywords to examine the large collection of the resumes and
applications online using several keywords. The candidates matching
with the keywords have greater chance of being selected and called
for the interview. This technique saves time and money because a
simple hunt can examine endless submissions and resumes and also
make the process easy for the potential recruits (Jeske & Shultz,

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2016).
3. Large pool for talent hunt: - The internet provides a large pool of
candidates since the candidates can opt for the job application from
all the parts of the world. This gives unlimited opportunities to the
human resource department when it comes to hiring the correct
candidate for a desired position.
Part B
Question 6. What process are you going to put in place to ensure that the
Manager follows the correct procedures (from Assessment 2)?
Answer Motivating the managers to ensure that following the process is one of the
skills that a manger needs. If they appreciate the worth that a appropriately
conducted induction has to the process of the establishment they are more
expected to ensure it is accomplished. A simple yet very effective
persuader for the managers are to let them know that their efforts are
respected. So, communicating with the managers associated with the
induction and recruitment is very important. Introducing the induction list
for making the procedures accepted by the managers.
The induction checklist should comprise evidence that will allow human
resource manager and others know how t the induction process is being
followed appropriately. The checklist will also prove beneficial in
checking whether the new hired has difficulties in initial days of the

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induction or probation period.
Question 7. Develop a survey questionnaire that will be used to survey the
staff of the organisation to determine levels of satisfaction
with the induction process. Your survey should have at least
eight (8) questions. Your questions must be a mixture of
open-ended questions (qualitative) and questions that
measure satisfaction (quantitative).
Answer
QUESTIONNARE FOR THE SURVEY
1. How satisfied are you with the first day of the induction process?
 Poor
 Fair
 Good
 excellent
2. Are you aware of the terms and policies of the company?
 Poor
 Fair
 Good
 excellent
3. Did the manager’s ability to lead you and his skills will be beneficial for

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you during probation period?
 Poor
 Fair
 Good
 excellent
4. Are you provided with the necessary tools like computer, phone or other
equipment necessary for job by your manager?
 Poor
 Fair
 Good
 excellent
5. Did your manager assist and solve your queries when you are in trouble?
 Poor
 Fair
 Good
 excellent
6. Did the manager assist you during training and are you benefited with the
learning and development provided by the manager?
 Poor
 Fair
 Good
 Excellent
7. Mention four reasons what you like and dislike about your
manager?
Answer________________________
8. What recommendations would you like to give to improve the
induction process of the organization? Mention at least two points.
Answer_________________________

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Question 8. Review the induction process that you developed in Section 11
of Assessment 2. You must develop a revised process that
addresses the feedback you have been provided regarding by
the Manager in the Scenario that Managers feel that they do
not receive enough training in induction best practices.
Highlight the revised portion of this procedure in response to
the changes you have made and submit this revised portion as
part of your portfolio
Answer Laser Central realises the prominence of induction to support new
employees so that they can adjust with the workplace. The induction also
helps in informing new employees about Laser Central and Laser Centrals
strategies.
The evolution from candidate to employee, the duration between
engaging with Laser Central, during Employment offer, formerly
beginning and then the provision requisite as a new employee should be
set for the success is a serious phase. The lack of proper on boarding and
induction can lead to an unsafe working environment, low productivity,
high turnover of employees and increased costs to the business. To avoid
these issues it is suggested that the HR Manager, in combination with the
line manager evaluates and initiates activities linking to on boarding,
comprising orientation preceding to the new worker’s commencement

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date.
The induction procedure will classically include three stages.
Pre induction- of Laser Central’s induction method includes fresh
employees finalising compulsory workplace documentation to safeguard
that the new employee can be placed on Laser Central’s database. This
segment should happen on the first day of the employee’s
hire/appointment. The documentation comprises of finishing a service
statement form, communication details, information on banking,
retirement credentials and tariff file figure statement.
Induction- involves direct communication in the gathering that includes a
variety of issues about Laser Central. This session is typically conducted
by the HR Manager or relevant line manager. The meetings are
conducted on a necessities base, though a fresh office member must
stereotypically required to join an induction meeting within one week of
beginning work with Laser Central. Helps the employee understand their
role in the organization as effectively as possible.
Post induction- making the new hired exposed to the practical
environment. Therefore following changes are iamended in the process:-
The induction session will typically cover:
 Documentation fulfillment by the candidates which includes

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banking details, contact details, declaration form and the signing
the terms and conditions during the probation.
 Physical orientation of the workplace to make the employees
familiar with the environment.
 Providing information regarding health and safety measures
 Detailing the organizations history and current profile.
 Maintaining transparency in the information provided to the new
employees.
 Explaining the job requirements.
 Induction on the use of equipment.
 Making them aware of the company’s perks and benefits.
 Explaining them that there will be no discrimination and harassing
on the workplace.
 Overview of the company’s policies.
 The need for fairness among all the procedures conducted by the
management.
At the completion of the induction process, new workers as well as the
managers in charge should sign attendance and a form which involves
issues and terms of the induction session.
The new worker’s manager/supervisor/team leader is accountable for
guaranteeing that the new employee is familiarised to other employees.
Fresh employees should, wherever possible, be allotted a tutor for