Comprehensive Report: Managing Recruitment, Selection, and Induction

This comprehensive report delves into the core aspects of managing recruitment, selection, and induction processes within an organization. It begins by exploring various recruitment methods, including employee referrals, social media, and video interviewing, alongside the purpose and advantages of assessment centers. The report then examines human resource outsourcing, industrial relations, and employment contracts, including modern awards and workplace entitlements. It covers topics such as employee records, pay slips, unfair dismissal, and the importance of advising potential employees of terms and conditions. Further, the report analyzes staff codes of conduct, HR policies, and recruitment methods. It provides guidelines for conducting effective interviews, and discusses the requirements for effective training and induction programs, including essential communication skills and necessary resources. The report integrates various aspects of HR management, offering a holistic view of the employee lifecycle from recruitment to induction and beyond.

MANAGE
RECRUITMENT
SELECTION AND
INDUCTION
PROCESSES

Table of Contents
TASK 1............................................................................................................................................3
.........................................................................................................................................................4
TASK 2 ...........................................................................................................................................6
Task 3...............................................................................................................................................9
Task 4- Manage selection process.................................................................................................13
TASK 5 .........................................................................................................................................18
REFERENCES..............................................................................................................................21

TASK 1
Five methods of recruiting staff
Referrals from Employees- This method is considered as one of the most effective method.
Social Media- To attract the younger people who are eligible and have talent for the job this
method is used by the company.
Video Interviewing- It is used for hiring the candidates who reside outside the city or country.
Passive Candidates- They are considered those employees who are perfect for the job.
Texting- This method is not innovative but it is one of the most effective method. (Nankervis
and et.al., 2016.)
Purpose of an assessment centre in a recruitment process.
It helps the company to compare a group of people by combining a set or range of activities.
Three advantages of using an assessment centre to determine a candidate’s suitability for a
position.
They are more accurate.
They help the interviewers to analyse the existing as well as the future performance.
They help to look out new talents.
Concept of human resources outsourcing.
This method states that companies takes the help of other hiring companies so that they can
remain free from the work of HR team.
Two advantages of outsourcing HR functions.
It helps in providing the services which are cost efficient for the company.
It helps in reducing the risk of the factors by managing the tasks and helps in increasing the
efficiency. (Melanthiou, Pavlou and Constantinou, 2015. )
Function and scope of industrial relations.
This aspect includes policies which relates to selection, training of work, recruitment,
management of personnel. This aspect also include relation between state and trade employers.

Purpose of an employment contract.
Contract serves as a agreement between the employer and the employee and it provides them
with the clear guidelines they both need to follow until they are working for the company. The
clear guidelines help them in the case of arising of conflict.
Modern awards relate to employment contracts.
There are three types of contract that is enterprise agreements, multiple agreements and
agreements related to green fields.
Awards which are related to the contract of employment are-
Pay, Work hours, rosters, breaks, allowances, rates of penalty, overtime.
Hospitality Industry
A) Minimum hourly rate of Grade 5 cook is $ 22.
B) Regular casual cook will be paid $ 28.
C) The total amount paid to the regular casual employee will be same as they are allowed
to take an half an hour break for lunch.
D) The annual salary of the grade 1 employee will be $ 6480.
E) Minimum allowance of the employee who is using their own tools would be $ 2 per day.
Annually it will go up to $ 720. (Brewster and et.al., 2016.)
Purpose of a registered agreement.
Employees who are covered in the agreement will be paid through the minimum pay criteria and
employees who are not will be covered by awards.
10 minimum workplace entitlements in the National Employment standards for a
permanent employee of an organization.
 Maximum weekly hours
 Requests for flexible working arrangements
 Parental leave and related entitlements
 Annual leave
 Personal/carer's leave, compassionate leave and unpaid family and domestic violence
leave
 Community service leave

 Long service leave
 Public holidays
 Notice of termination and redundancy pay
 Fair Work Information Statement
How long employees’ records must be kept for according to the Fair Work Act 2009.
Records of employees are needed to be kept for up to 7 years.
When a pay slip must be provided to an employee and what information must be included
in the pay slip under the Fair Work Act 2009.
Name of the employer.
Name of employee.
Period of the payslip. (Smith, 2016. )
Date of payment on the payslip.
Gross and net amount of payment.
Bonus, allowance, penalty or incentive all must be mentioned.
Business number of the employer.
Notice must be provided to an employee who is to be dismissed?
Notice period for the employees who company wants to dismiss is given on the basis of time
they have served in the company. For instance employees who work for more than 1 years or less
are given a notice of 1 week, people who have worked for up to 3 years are given a notice of 2
weeks.
Who is and who is not covered by unfair dismissal laws?
Employees who are not covered under this law are those who have not completed working for 6
months in the company or those who have been contracted for a fixed term.
Why is important to advise potential employees of the terms and conditions of employment
during the recruitment process?
So that all of the rules and regulations of the company have been cleared so that in future no
concerns and conflicts arise between the employer and the employee of the company. (Jordan
and Lloyd, 2017)
Purpose and relevance of psychometric tests in recruitment.
This helps the company to get the data which is related to their performance so that they can
match the suitability of the candidate for the job.

Purpose and relevance of skills tests in recruitment.
Company uses it so that they can test the skills and knowledge of the employees before selecting
them. It is also known as tests before hiring and assessment for candidates.
TASK 2
1) Company information and conduct research
Staff code of conduct-
It helps to know the ethical and legal behaviour from the employees which is expected from
them so that they can meet the requirements which are external and legally applicable. It can
define the integrity of the staff and their standards of work.
Objectives for human resources, existing human resources policies and practices and
recruitment needs. Identify any gaps in the existing human resources documentation.
Department of HR needs to focus on the structure of the organization by defining the rules,
guidelines and regulations so that they can solve the problems which are internal to the company.
Company gets benefit from them as they clearly define and set the aim of the company and show
the path on how to achieve them. They helps in maintaining the coordination between the
internal and external department of the company so that they can improve the working pattern of
the company. It will also help them to evaluate the candidates and recruit or train them so that
they can achieve the outcome of the company which was desired. Existing HR policies includes
opportunities for the employees equally, classifying the personnel, compensation for overtime
work, payday and advance pay, time for meal and break, deduction in payroll, rules for
vacations, sick or personal leave, policies for termination are covered under this aspect. Existing
gaps in the HR department of the company is projected or future staffing as it can help the
company to predict the people they will require in their personnel so that they can analyse the
gap and it will be easy for them to fulfil the demand and evaluate them. (French and Rees,
2016.)
Range of recruitment and selection methods that can be used.
There are many ways to recruit or select the employees some of them are traditional and some of
them are new approach. The oldest method for selection is hiring or conducting an assessment on
the basis of CV that is a application form which includes the skills and abilities of the candidate.
Then there is the process of walk in interview in this process the HR of the company takes the
interview of the candidate and evaluate them on the basis of the attributes they have shown in the

interview. Apart from this there are methods such as tests on the basis of ability and aptitude,
assessment on the basis of personality, work experience and qualification of the candidate,
presentation, group interview, screening and short listing employees online as it is a new method
and helps the company to take the candidates from online sites by tying up with them it saves the
time for both the employees and the employer. (Chang and Lin, 2015.)
Effective human resources policies and procedures
It helps the company to set the rules in their structure. It must be described and explained to all
the employees so that they can work accordingly. To make it more effective training must be
held for employees on a regular basis so that they can work up to their potential. Even if the
employees are old they need to go through this process once a year so that they can learn all the
new strategies and policies. Policies help the company to safeguard their interest as well as the
interest of the team of employees. (Kakabadse and Bank, 2018.)
To
From
CC
Subject
Dear Principal Consultant,
We are going to take the strategy of future planning so that we can analyze the need for the
employees who are going to be needed in the company and how much people are going to be
needed in each department so that it will be easy for us to assess them on the basis of their
qualifications.
Best Regards,
Human Resource Manager
Person Position Template
Job Title- Human Resource Manager
Location- Sydney
Reporting Responsibilities- they need to report to senior manager of the company.

Main Duties- To train people, to assign them task, to clear their doubts and goals at the time of
interview so that if any case of conflict arises they will be able to solve the issue.
Experience and Skills- 5 years of experience and good leadership and communication skills.
Performance Goals- To train people in a proper way so that they can be evolved and achieve the
desired goals of the company.
Guidelines for conducting effective interview
Questions of the interview needs to be developed by avoiding the issues which are related to
race, religion, age, ethnic group, affiliation of politics, service of military, issues about disability
or any other sensitive topics must be avoided. Manager of HR must take notes at the time of
conducting the interview so that they can take them out afterwards for reviewing the potential
and comparing it with other candidates. (Chang, 2016)
To
From
CC
Subject
Dear Principal Consultant,
Person Position Template
Job Title- Human Resource Manager
Location- Sydney
Reporting Responsibilities- they need to report to senior manager of the company.
Main Duties- To train people, to assign them task, to clear their doubts and goals at the time of
interview so that if any case of conflict arises they will be able to solve the issue.
Experience and Skills- 5 years of experience and good leadership and communication skills.
Performance Goals- To train people in a proper way so that they can be evolved and achieve the
desired goals of the company.
Guidelines for conducting effective interview
Questions of the interview needs to be developed by avoiding the issues which are related to
race, religion, age, ethnic group, affiliation of politics, service of military, issues about
disability or any other sensitive topics must be avoided. Manager of HR must take notes at the
time of conducting the interview so that they can take them out afterwards for reviewing the
potential and comparing it with other candidates.

Best Regards,
Human Resource Manager
Task 3
Meeting with principle consultant
There will be the requirements of the following things for making the training and
induction programme effective. These are
Training material
safety and emergency measures
Skilled and experienced trainers
Additional training booklet
Projector and white board
Stationary items
There is also the need of some effective communication skills which are highly required for
making the programme beneficial and knowledgeable
Active listening
This is one of the most important communication skill which ned to be present within the
employee of the company in order to achieve the raining goals and objectives. Not only speaking
is important but listening to as what the other person is speaking is highly essential as this helps
to know their point of view and perspective (Davis and et.al.,2016).
Confidence
This is another skill which requited for effectively communicating with other individuals.
If the employees does not have confidence in what they are speaking then it eventually poses a
negative impact on the other individual and the conversation remains vague. Thus, it is highly
important to have self-confidence in what the person is speaking and should be able to present
the views.
Job advertisement
Post- Account officer
Grow management consultancy is basically the consultancy business which specializes within
the leadership consultancy as well as has been in operation from last five years. This company

provides an array of services for assisting organizations to assess the leadership behaviour and
performance metrics.
Qualification
The concerned person should have scored a minimum of 60% on an average in their graduation
and should have at least B.Com degree. Besides this, the candidate should have completed the
higher education from the reputed board and should have the passed with the minimum criteria
of 50%.
Experience
The person should have the knowledge of procurement system as well as processes.
Person should have the well-through knowledge of operating the software of supply chain
management and other applications (Taylor, 2018).
Candidate should be familiar with the different computer software and should have a good catch
on these systems.
Should have a great communication skill as well as computer proficiency and should be able to
handle the activities related to the finance.
Salary
$60,355- $72,343/year (Negotiable)
Candidates are required to kindly forward their resume within 5 days after the publication of the
advertisement on [e-mail]
E-mail to principle consultant
To-
From-
CC-
Subject- Job advertisement
Dear Principle consultant
The job advertisement for account officer has been prepared which states the various aspects
that the candidate need to fulfil for securing this position. The candidate need to have at least
B.com degree or higher and should have scored 50% in their higher education. Besides this, the
concerned person should have good communication skills and should have a good catch on the

computer literacy. Candidate are required to have knowledge of computer software and should
be tech-savvy (Wilton, 2016). There are some terms and conditions for the candidates wherein
once they got selected, they will be required to undergo a 6 months training programme to
understand the rules and legislation of company. Besides this, they may be transferred to any
location across Australia or in any other country.
Best regards
Human resource manager
Terms and conditions
To-
From-
CC-
Subject- Terms and conditions for job
Dear Principle consultant
Training
The first terms and condition which the company have regarding the selected candidates is that
selected candidates will undergo the 6 month training programme where they will be made
aware of their work and what expectation level they need to achieve. This is important because
a constant monitoring on the candidates is required to know whether they are performing
satisfactorily or not and is also important to avoid any mistake which they might make during
their work (Binder, 2016).
Location
The organization might transfer the account officer to different location or different branch
from time to time whether in Australia or outside Australia in any foreign location. This is
important from the future point of view as when there would be any in-contingency or vacancy
the employee need to be transfer to that location or branch to fill the vacant position. Besides
this, it is also important for making the employee more competent so that they can understand
geographic nature and the various factors of that location and make themselves ready for
change.
Best regards

Human resource manager
Research recruitment consultants
There are two recruitment consultants who support has been solicited for attracting the
candidates.
Adecco group
Adecco group is predominately one of the renowned HR provider as well as the temporary
staffing company which have its presence in more than 50 countries. It basically offers the
consultancy and other wide range of services to the well-known organisation which mainly
involves temporary staffing, career transition, talent development etc. Besides this, it also
provides the array of outsourcing services. It employs more than 700000 people across the world
and thus have nearly 32000 employees currently. It claims to be the largest consultancy which
expands to a great extent every year.
Contact- 846782346
E-mail id- [e-mail]
Hays plc
Hays plc is generally the leading and well-known English company which provides
recruitment as well as human resource services to the organisation and thus have its presence
across the entire world in more than 33 countries. It operates globally and is considered as the
leading experts from past few years (Boella, 2017). It is the specialist group of recruitment which
hires employees on part-time as well as on temporary basis and therefore provides the
recruitment services. It has currently around 10727 employees who are engaged in providing
various services
Contact-72729578
E-mail id- [e-mail]
Mail to principle consultant
From-
To-
Cc-
Subject- Selection of consultants