BSBHRM402A: Recruitment, Selection and Induction Report for Security

This report details the process of recruiting, selecting, and inducting a Senior Security Officer for Unity Resource Group, a new industrial facility. It includes documentation of the assessment of interviewees, the process of contacting referees, and a formal selection report. The report covers the entire recruitment lifecycle, from initial advertisement to the offer of employment, including the provision of an employment contract and letters to unsuccessful applicants. It also outlines the induction and orientation process for the selected candidate, providing a comprehensive overview of the steps taken to acquire and integrate personnel into the organization. The report showcases the evaluation of candidates through interviews, rating processes, and reference checks, ensuring a thorough and informed selection decision. The document also provides the resumes of the candidates. Overall, the report serves as a practical guide to effective human resource management practices.

Recruit, Select and induct
staff

Table of Contents
INTRODUCTION...........................................................................................................................3
1. Documentation related to assessments of interviewees and your ratings of them, and the
process followed to contact referees for reports:........................................................................3
2. Formal selection report of Unity resource group.....................................................................4
3. letter advising recommended candidate of offer of appointment and Provision of
employment contract:...................................................................................................................7
4.Letter advising unsuccessful applicants of outcome:................................................................9
5.Induction and Orientation ......................................................................................................10
CONCLUSION:.............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Recruitment, selection and induction is considered as most important activities conducted
by human resource department of any organization. These activities help in making sure that
human resource that is trained are readily available in the staff of the organization to meet
organizational objectives and goals(Bajorek and Guest, 2019).
Unity resource group is currently looking forward for appointing a senior security officer
which is a new post for their new facility. This study will discuss in brief about recruitment,
selection and induction of the position and how personnels are acquired.
Resume of Candidates:
RESUME 1
Simon Joseph
196, down town street,
Sydney, Australia 54321 Mob. 046 ****** Email: [e-mail]
WORK EXPERIENCE
1992 - 1993 Counter Hand, KFC Restaurant, Warwick WA
Part-time
 Customer service – taking orders, using cash register.
 Food preparation.
 Cleaning
1994 -1997 Senior Counter Hand
Full-time
 Customer service – taking orders, using cash register.
 Monitoring orders.
1997 – 2000 Junior Manager
 Food production.
 Organising staff roster.
2000 - 2002 Manager, Mc Donalds Restaurant, Warwick, WA
 Managing staff.
 Ordering food etc.
 Managing store.
2002 – 2006 Security Guard/Crowd Control, PSG Security
Full-time
 Static Guard – protecting premises/people

 Crowd Control – protecting performers, protecting staff.
2006 – 2009 Security Officer, workshire City Plaza
Full-time
 Patrolling shopping centre.
 Protecting shopping centre staff and premises.
2009 – 2011 Security Officer, Fremantae Shopping Centre, Fremantae
 Patrolling shopping centre.
 Protecting shopping centre staff and premises.
 Writing daily activities reports and critical incident reports.
2013 – Current. Security Team Supervisor, ballisks Shopping Centre, ballisks
 Supervising Security Team.
 Investigating critical incidents.
 Analysing Security Team’s daily activities reports.
 Organising Security Team roster.
EDUCATION
1994 Year 12 Certificate, St. Louis Senior High School
2002 Certificate II Security Operations, Paragon Training, Melbourne
2006 Certificate lll Security Operations, Paragon Training, Melbourne
2008 Certificate II Business, Stanley College, Melbourne
ACHIEVEMENTS
1998 - October Junior Manager of the Month –Mc Donald’s Restaurant
2006 PSG Security - Employee of the Year Award
PERSONAL INTERESTS
Surfing, fishing
REFERENCES
1. Mr Gary Lucas, Operations Manager Fremantae Shopping Centre
Telephone: [phone]
2. Ms Sarah Hussain, Director, PSG Security
Telephone: [phone] 5678
RESUME 2

James David
566 Main street Sydney, Australia 54321 Mob. [phone] Email:
[e-mail]
WORK EXPERIENCE
1999 – 2001 Labourer, VK Construction Co.,sydney,Austalia
 Painting fences.
 Cleaning construction site.
2001 – 2004 Orchard Hand, Murphy's Farm, Renmark, Australia
 Vegetable picking.
 Tree pruning
 ploughing
2004 – 2011 Crowd Control Officer, Adelaide Stadium, Australia
 Checking patron’s tickets.
 Patrolling grounds.
2011 – 2012 Crowd Control Team Supervisor, Perth Stadium, West Australia
 Co-ordinating and monitoring Crowd Control Team
 Writing critical incident reports.
 Preparing Crowd Control Team Roster.
2012 – Present Security Team Supervisor, east River Shopping Centre, east River
 Supervising Security Team.
 Investigating critical incidents.
 Writing-up critical incident reports.
 Analysing Security Teams daily reports.
 Preparing Security Team roster.
EDUCATION
1999 Year 10 Certificate, harfield Senior High School
2005 Certificate II Security Operations, Sentinel Security, Sydney
Australia
2010 Certificate III Security Operations, Paragon Training, Sydney

ACHIEVEMENTS
2004 Customer Service Award, Adelaide Stadium, Adelaide
2013 February Employee of the Month Award, South River Shopping Centre
PERSONAL INTERESTS
Singing, Playing guitar
REFERENCES
1 .Ms Rosa Italiano, Manager, East River Shopping Centre
Telephone:[phone]
2. Mr Jal Deng, Manger, Perth Stadium
Telephone: [phone] 6999
1. Documentation related to assessments of interviewees and your ratings of them, and the
process followed to contact referees for reports:
Documents of all the appearing candidates are duly verified and candidates are provided
ratings based on the presentation and approach of interview. Candidates are analysed from the
beginning and are tested and provided ratings on the base of their adaptability, communication,
flexibility, teamwork, ability to work in stressful situations etc.
Firstly documentations are duly checked and verified:
 Candidates can apply online on the company website and should fill all the details
properly and should recheck and ensure that there are no mistakes before final
submission of the application.
 They should upload all the correct documents and should follow the guidelines
mentioned in the website and application advertisement or notification.
 They should wait for the short listing and keep all the necessary documents right with
them these documents include copies of resume, details of referees, recommendation
letters, identification proof, fact sheets which contains details of previous employers with
date and facts, previous salary slips, experience certificate etc. along with a paper and pen
to note important details when and where required.
Rating process:
 Ratings are to be provided keeping in mind objectives which need to be achieved in
offered role.
 Training provided to the selected candidate for the job role offered and performance

during training and probation period(Collins, 2017).
 Job roles and responsibility along with well defined daily routine of the position.
 Offered opportunities with the job and future prospect of the job.
 After determining the job roles and responsibilities, sheet should be prepared to provide
scoring to the candidates and it should be provided to each member of the interviewing
panel to judge candidate on their basis.
 Evaluation is done using rating scale and has marking from 0 to 5 based on candidate
response. Behavioural questions are to be backed by additional questions. Technical
questions are provided rating on the basis of what an interviewer wants to hear will get
maximum score and acceptable answer would be provided average marking.
 Interview will be full of situational questions, behavioural question and knowledge based
questions for evaluation in the interview(Grainger, Adie and Weir, 2016). In terms of
stressful jobs like security officer which demands high level of diligence behavioural
questions along with stress handling situations will be provided. Knowledge questions are
given equal importance and requires high level of deep understanding and knowledge.
Process followed to contact referees:
 Contacting referees provided by the candidate via telephone is the right way to check and
verify information provided by candidates. Collecting all the information and gathering
feedback of the interviewing committee and primarily focus on the concerns which need
to be verified through a referee.
 Specific questions should be asked to referee and broad questions should be majorly
avoided.
 Listening while referee check is important as main information is to be provided be the
referee regarding the candidate.
 There should not be any biased behaviour regarding the candidate by the person
performing referee check. He/she should act neutral.
2. Formal selection report of Unity resource group.
UNITY RESOURCE GROUP SELECTION REPORT

VACANCY REFERCE NUMBER:12687
NUMBER OF VACANCY: 01
POSITION OFFERED: SENIOR SECURITY OFFICER
ADVERTISEMENT REGARDING VACANCY
Recruitment regarding vacant position for senior security officer in Unity resource group's
industrial facility. Vacant position of Senior security officer was advertised through electronic
medium with company website and other job search portals and LinkedIn. Advertisements were
published in The Daily telegraph newspaper for advertising in printed form. Applicants were
welcomed through references from currently working employees, peers and other
networks(Greenwald, 2018).
Interviewing and selecting panel includes following persons:
Name of Panel member Position held
William Clarke Chief manager (Industrial facility)
Albert Rodriguez Director of security
Mary Jones Human resource head
PROCESS FOLLOWED FOR ASSESSMENT
Interviewing panel interviewed shortlisted candidates on 01/07/2019 and selected below
mentioned candidate:
Name of candidate Date of selection
Simon Joseph 05/07/19
SUMMARY RELATED TO REFEREE CHECK
After selection of Aldrid Joseph for the post of senior security officer referee check was
conducted where referee names, address and contact numbers were cross-checked and
verified(Greiner and Stephanides, 2019). Character check and image of the candidate was
testified and duly checked by contacting referee. Following were contacted:
Name Relation with candidate
Keith Johnson Co-worker
Roger Morrison Ex-Employer

Referees verified information provided and the claims justified by the candidate.
RECOMMENDATION
All the members of the interviewing panel unanimously accepted recruitment of Aldrid
Joseph for appointment on the post of senior security officer.
Aldrid Joseph met the selection criteria laid down for the position of senior security
officer and passed every step in the selection process. Candidate faced all the selection tests and
duly fulfilled all the criteria including job application, intelligence test, interview, psychological
test, reference checks(Williams, 2018).
Suggested level of pay for Aldrid Joseph including bonus/allowances are as follows:
Level and Step
Bonus/Allowances $500
*Note: If recommended candidate withdraws from candidature or does not accept offer letter
then second ranked candidate would be appointed for the same post of senior security officer.
Aldrid Joseph had strengths in working long hours and with diligence, has high level of
commitment and man management skills. Has experience in security field as he is Ex-
serviceman with clear and impressive records, Found to be a good communicator and has ability
to handle and manage team properly. Found to be supportive and has efficient time management
skills.
Profile of each interviewed applicant and recommendations by interviewing committee:
Name of candidates Recommendations Results
Simon Joseph Candidate with experience in
related field, worked in senior
post, suitable candidate for
appointment as senior security
Offered appointment as
Senior security officer.

officer, has knowledge about
latest technology regarding
security background, good in
time and team management,
relatively more experienced and
has good communication skills.
James David Candidate with comparatively
less experience when compared
to selected candidate, perfect
communication and had
performed well during all the
selection tests and has impressed
interviewing committee in all the
aspects but fall short in terms of
experience when compare to
selected candidate in relative
field.
Not recommended for
the job but profile kept
for similar requirements
in future.
3. letter advising recommended candidate of offer of appointment and Provision of employment
contract:
Offer Letter
Reference no.- Unity resources group/ security officer/12687
12/07/2019
Simon Joseph,
196, down town street,
Sydney, Australia 54321
Subject:- Job offer
Dear, Mr. Joseph,
We are pleased to offer you the position of senior security officer in our firm Unity Resource
Group based at 16, harbour street, Sydney.
Your reporting Manager will be Mr. Albert Rodriguez. We assure that your trust knowledge and
experience will help our firm and you will peruse to the best of your knowledge with our
organization, your dedication and hard work will bring our organization with stability and

security.
We trust your knowledge and experience as an asset to our organization.
As discussed we will be able to receive the documents and above stated requirements on the
date of joining
Salary: Annual gross starting salary ($ Annual CTC) subjected to tax and other facilities
provided.
Incentives:As per the performance and the extra working hours in the premises. Incentives can
be based upon monthly basis which are to be delivered at the end of the month.
Various allowance provided like travel allowance and stay allowance as per the company
norms.
This offer letter is valid till the (date of joining as mentioned). Induction program will be carried
out on same day. Do send a copy of signed documents prior to the date of joining to confirm
your joining and a resignation letter from your previous joined organization to HR department
of the firm(Greiner, 2015).
Appointment letter will be provided on the date of joining and all the necessary detail should be
submitted on the day of joining(Kalyaanamoorthy and et.al., 2017). Document to be submitted
are 1.copy of your degree certificates 2. copy of your high school and secondary schooling
certificates 3. Specialization certificate of the descriptive job role(if any) 4. salary slip of
precious organization 5. experience certificate.
Provisions of employment:
 Provisions for employment includes the number of working hours should be completed.
 Compensation shall be provided in exceptional cases.
 Period of six months will be provision period which do not includes the leave policies
that means paid leaves are applicable in the provision period provided.
 Total number of leaves allotted will be 12 this includes 4 sick leaves,4 planned leaves,6
casual leaves. Rest of the leaves will be loss of pay.
 Increments in salary accompany once in an annual year. No prior increment are
provided accept incentives.
 Resignation must be provided prior in case of leaving the job and must fulfil the criteria
or else strict actions can be taken.

 Service tenure will be of 10 years leaving before this will lead to serve notice period.
 Transfer can be done as per the requirements of staff within the organisation within a
short notice period.
 You cannot take part in any type of full time of part time job while working with this
organization.
 Loss of any confidential information and found guilty will lead to legal actions.
 On termination hand over the liabilities to the manager or person in charge.
 Training period will be of 15 days which will be paid training as per the company
norms(Jones, 2018).
 If found indulged in any activity against the norms of the organization it will lead to
termination as well as criminal actions will be taken.
 You are not suppose to communicate business activities to the outer atmpsohere.
We look forward to welcome you.
Sincerely,
for Unity Resource Group
HR Manager
4.Letter advising unsuccessful applicants of outcome:
Letter for unsuccessful Applicants
July 14, 2019
James David
566 Main street
Sydney, Australia 54321
Dear Ashley,
We appreciate that you took out the time for the position of Senior Security Officer within our
company. We received many applications from many candidates and after evaluation on the
basis of conducted interview, as performed by you we are unable to recruit you, as many of the
others were better with the performance and ability.
We appreciate you are interested in our company for the following task. Please do apply for the

further vaccines as raised by our firm. We would appreciate to see you as a part of our
organization which you can qualify further for the post. We appreciate your time and trust you
showed to us. we were unable to find the best suited qualities as other participants were better
with their academics and have a specialization in security department they also have experience
in the field of security officer.
Thank you for applying. Wishing all the best for your near future.
Regards,
---------
5.Induction and Orientation
It refers to the reduction of the first day dullness of the new joineers and to make new
joiners aware about the atmosphere and the procedures which the organization follows as to
make them aware about the work and fit in the scenario of the organization(Mann, 2018).
Explaining about policies and regulation governed by the organization.
This induction aims for:
 to bring out the positive attitude in new comers
 to create an awareness between them towards the work to be carried out.
 Promoting company loyalty.
 Reducing the problems solving strategy by providing the strategy in problem solving and
creating awareness.
 Ways for better interaction and between fellow workers and managers.
More the time and employee will give in the organization better the performance and better the
appraisal strategy which can bring the positive attitude between the workers(Tan and et.al.,
2017). Involvement on the firm, faster will be the chances to stability in the firm. If new joiner is
satisfied with the job criteria better will be the employment stability. A new joiner needs to work
with stability and with the better development of the firm. New joiner is stable they will work
efficiently provided a good mentor in the firm. Mentor will help with the product and strategies,
explaining about culture and methods and operations.
Whereas orientation is a process of pointing new employees towards a successful worker who
work with efficiently in the firm(Evans, 2016). This aims to built up the morale of the workers
and make them aware of the job. Orientation is done to aims the provide a better working

strategy and development of new workers.
Orientation program:
Time Description In-charge Room no.
10:00:00 Facility tour Mr. Albert 501
11:00:00 Review of company
policy
Team HR 508
12:00:00 Overview of benefits Supervisor 503
01:00:00 Introduction with staff Supervisor Work area
This orientation program is conducted to make new joiners aware about the work and tasks
carried out by the organization and help in sustainability in the firm they are allowed to make a
tour so that they are aware of the happenings in the organization which them to understand things
better.
This message is conveyed to various departmental heads, manager, HR department, Floor
manager, security head which can help in making necessary arrangement regarding the
orientation, this orientation also access the brief and the tasks carried about in various sections as
security officer needs a briefing which can help with the security policies.
This information is carried forward with the help of legal mailing process which can be carried
out after the revert of the managers which approves the task to be carried out on assigned date
and time(Treweek, S and et.al., 2018).
CONCLUSION:
This study stated that the various procedures which are required for the recruitment and selection
process are discussed above which provides an easy way to assessment required for interviews
and way of implementing them with the selection procedures which can help in the selecting
process. Selection panel gives a brief about the topic which gives type of selection procedure is
carried out. Letter explaining about the way in which call letters are delivered providing all the
terms and conditions in the letter. Format of letter delivering to unsuccessful candidates are
provided which can are used as a way of conveying. A brief to workers are explained by
orientation program(Williams, 2017).

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Online
Bonus allowances. 2019. [ONLINE] Available through: < https://paycheck.in/labour-law-
india/work-and-wages/bonus-payment>
Referral check. 2019. [ONLINE] Available through: <
https://paycheck.in/labour-law-india/work-and-wages/bonus-payment>