Detailed Report: Supporting Recruitment and Selection Strategies

This report provides a comprehensive analysis of the recruitment and selection process. It begins with an introduction to the topic, highlighting the importance of effective recruitment and selection in building a strong workforce. The report then delves into various aspects, including different forms of employment, the importance of consulting stakeholders, organizational recruitment policies, and the creation of effective job descriptions. It covers selection criteria, the selection process, and employment checks, including police checks, reference checks, and qualification checks. The report also discusses interview processes, information in job advertisements, steps in reviewing applications, and ways to inform unsuccessful applicants. Furthermore, it examines the importance of establishing special needs and making necessary arrangements, and it outlines key elements of Equal Employment Opportunity (EEO). The report emphasizes the importance of merit-based selection and the benefits of participating in the selection process. It also includes sections on attitude and aptitude tests, communication during selection, employment offers, and record-keeping. The report concludes with best practices for effective recruitment and selection, and elements of applicable awards based on modern awards.

Support the Recruitment
and Selection

Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
Question 1 Forms of employment............................................................................................................3
Question 2 Important to consult with stakeholders..................................................................................4
Question 3 Organizational recruitment policy.........................................................................................4
Question 4 Five ways of job description..................................................................................................4
Q5: Selection criteria...............................................................................................................................5
Q6: Selection process and employment checks are used for the recruitment...........................................5
Question 7 Process of during selection....................................................................................................6
Question 8 Types of information of advertisement..................................................................................6
Question 9 Steps of process of reviewing application.............................................................................6
Q10: Ways to inform unsuccessful applicants.........................................................................................7
Q11: Importance to establish any special needs and make necessary arrangements................................7
Q12: Special arrangements that may be required for an organisation......................................................7
Q13: Records are usually required for the recruitment and selection process:.........................................8
Q14: Explain any six (6) key elements of the Equal Employment Opportunity (EEO) employment.......8
Question 15: Importance of using a selection criterion as the basis for selection, ensuring merit- based
selection...................................................................................................................................................8
Question 16: Benefits of participating in the selection process...............................................................8
Question 17: Attitude and aptitude test....................................................................................................8
Question 18 Seven points included while communicating selection........................................................9
Question 19 Steps of employment offer and new employ about employment details..............................9
Question 20 List of ten records that maintain during the process..........................................................10
Question 21 (a) new employee according to objective and policies.......................................................11
(b) Explain.............................................................................................................................................12
Question 22 Five ways to liaise with operational colleagues.................................................................13
Question 23 Four best practices for effective recruitment and selection practice..................................13
Question 24...........................................................................................................................................13
Question 25 List of seven elements of applicable awards based on modern awards..............................14
CONCLUSION.........................................................................................................................................15

REFERENCES..........................................................................................................................................16

INTRODUCTION
Recruitment and selection is a system that recognizes the requirement for a job,
determines the specifications of the role and the work candidate, advertises the role and selects
the most qualified individual for the role. The implementation of this cycle is one of the
company's key goals. However, the progress of every company largely based on the quality of its
workforce. Hiring staff with the right expertise will add more value to a company and rising
savings by hiring staff at a working wage that the company will afford. Furthermore workers
should be carefully crafted, handled and maintained just as any commodity could. Some of the
most fundamental elements of managing current and new companies alike is the recruitment and
selection method. The correct people will drive the company to greater depths. Through losing
revenue, driving off clients and creating a hostile working climate, the bad ones will damage
companies. Seek the lead of professionals on every phase of the hiring and review process to
create a group that matches the company culture, priorities and priorities and strengthens them.
This report is mainly based on the supporting of recruitment and selection of right candidate for
the business. For this require to focus on different activities, job description, offer letter, person
specification and many others.
TASK 1
Question 1 Forms of employment
 Part time employment: A part-time work is what you do for several times in leisure time
like 2-3 hours a day or holidays to earn additional money or perhaps gain money for
saving. In the most part, part-time jobs are contract-type employment where spend 4
hours or less a day collecting an add-on.
 Temporary employment: A job condition in which a worker is required to stay in a job
for a given period of time only. Temporary employment must be denied the chance to
obtain full time employment position when the term has expired, and seasonal staff may
also be pointed to as contractual or time jobs.
 Casual employment: Casual employment relates to a circumstance where an individual is
only promised employment whenever appropriate, but there is no possibility that further
jobs may actually occur. Casual workers are only credited for the hours already
employed, ensuring they will not get offered vacation time leave.
 Contract employment: Its use of contract workers, also recognized as contract workers,
freelancers or employment-for-hire workers, becomes more and more common in today's
shifting labor market. Businesses also recruit these types of workers for a number of
purposes instead of section-time or total-time personnel, involving financial
considerations and the requirement for skills and abilities.
 Volunteer: Volunteering is normally considered a philanthropic practice in which
people or business offers support "to support other citizen, community or organisation"

for no economic or social advantage. Some volunteers are actually trained in the fields
that operate in, including pharmacy, healthcare or medical escape.
 Full time employment: Full time work. Overall, charging for employment which includes
35 or even more (usually 40) weeks of work over the week. Utilization Instances. While
in places of part-time jobs you can hardly get by, complete-time work offers advantages
and higher salaries for workers.
A successful hiring process will and the time taken to find, evaluate, hire and train. It can
optimize those operations and allow hunt for potential applicants more effective. It is very
important to build a good picture for businesses, colleagues and competition.
Question 2 Important to consult with stakeholders
It is required to consult with stakeholders in regard of the workforce requirement and job
description because they are taking decision in regard of business operations. When they are
seeing require employees to permit for the recruitment otherwise select from internal members to
fill vacancies. There are mention three names in a business for consultants:
 Investors
 Board of directors
 Executives
Question 3 Organizational recruitment policy
There are following the particular procedure in systematic manner such as:
 Recognize requirement for an opening
 Select type of recruitment internal or external
 Analysis the job description
 Choose right candidate from various sources
 Decide on the selection stages
 Review resume
 Select right candidate for the position
Question 4 Five ways of job description
The roles, obligations and obligations of a specific job are outlined in a job role. The criteria
for the individual defines the abilities, experience and personal characteristics needed to
complete the work. It is necessary to define the primary eligibility criteria whenever composing a
role specification. There are mentioned five ways such as:
 Overview
 Academic positions
 Professional positions
 Management skills
 Experience

Q5: Selection criteria
To select best candidate in customer services, attitudes and experience is require
Proper Communication skill: This is important for organisation that their employees
should be able to communicate properly that can help to provide products and services
accordingly. It helps to improve the organizational productivity and profitability.
Customer support services: Organisation should also manage customer support services
that can help to share their experience and maintaining good relationship with customers.
Consistency: Customers appreciate consistency in service and services. This poses a
challenge when employees go out of their way or bend a policy to please a customer. The
management should follow all regulation and safety standards that can help to increase
effectiveness.
Q6: Selection process and employment checks are used for the recruitment
Police Checks – This means when organisation is going to select a person then it should
get check out from police as is their name is mention is criminal records or not. Moreover,
information is submitted to police when organisation selects candidates from other countries and
nation.
Reference Checks: In this, reference is checked by organisation from past job or
companies that helps to select the best candidates. Moreover, they can get refer from peer,
supervisors and subordinates.
Working with children Checks: This helps to evaluate criminal history and other facts
about individuals involved in child-related research and see if they have arrests, convictions and
actions that suggest that they can hurt a child.
Qualifications Checks: In this, employees are selected by identifying their qualification
and degrees that are evidence of their education and can help to perform business activities.
Evaluation of portfolios: This means employees are selected by checking their
portfolios and investing return that helps to know is it will helps to increase organizational
profitability.
Presentation to a selection committee: Some enterprisers are checking and selecting
employees by identifying their presentation ways so they give topics and give chance to present
in front of some selected members.
Skills tests: Organisation conduct the skill audit by using qualitative and quantitative
method that states these employees is best for particular position.

Question 7 Process of during selection
Interview process to select right candidate for the vacant position and there are define different
types such as:
 Face to face: Face-to-face interview is a form of data analysis where the interviewer
interacts personally with either the participant according to the application that has been
designed. It is form of interviewing therefore improves the accuracy of the data collected
and enhances the success level.
 Video conference: Video conferencing interview is a type of phone conversation that
links representatives to various places with businesses. This breakthrough provides the
first way to introduce innovation into the workforce. A video-conference conversation is
just like any other interview video chat.
 Telephone: The word phone interviewer is utilizing to characterize a method that is often
used for screening potential employment candidates by a potential employer, or by a
performance management officer. Because the telephone interview is performed, it is less
structured and uncomfortable than conventional face-to-face interviewing.
 Teleconference: Teleconference interview is a mobile and structured discussion between
two or even more people, utilizing specialized virtual meeting technologies such as
ezTalks conferences. In this scenario, you won't face to face interact with your
supervisor.
Question 8 Types of information of advertisement
Nine types of information consist of in job advertisement underneath:
 Be specific in regard of particular role
 Differences between must haves from Nice to haves
 Don’t exaggerate
 Offer challenges, not rewards
 Tell them overview of an organisation
 Provide phone number for inquires
 Cover letter
 Discuss to the reader
 Nail the short description
To mention about the position require focusing on those information that helps to a reader to
understand the job description. In this description mention about the proper information about
vacancy and related skills and experience. Along with some company mention about the salary.
Question 9 Steps of process of reviewing application
The hiring procedure is the method of evaluating resumes, finding the appropriate applicants to
be interviewed, assessing applicants, deciding between individuals to determine the hiring
decision and conducting specific pre-employment evaluations and reviews.

 Application
 Resume screening
 Screening call
 Assessment test
 In person interviewing
 Background checks
 Reference checks
 Decision and job letter
Q10: Ways to inform unsuccessful applicants
If an applicant is unsuccessful to get job due to incompetency then organisation is need to
inform quickly through mail and contacting by giving little sympathy. Moreover, it should
provide reason to not select so it can bring important according and can stand by bringing
changes in them.
Q11: Importance to establish any special needs and make necessary arrangements
This is important for organisation to make special and necessary arrangement because it
ensures transparency in hiring process, paves the way for merit based hires, creditability to
organisation, provide consistency and helps to write job description. This helps to select best
candidates which are required in order to perform a responsible and higher position for the
purpose of increasing business activities and performance.
Q12: Special arrangements that may be required for an organisation
a. Parking access – Organisation is required to provide a enough parking place to candidates who
have arrived in organisation for recruitment.
b. Security clearance access – This is also required that organisation should give permission to
candidates that after checking candidates employees are allowed to go.
c. Assistive technology – This means an activity that should be used by company in order to
know their disabilities and facing difficulties while performing the business activities.
d. Electronic presentation media: Organisation should also make arrangement of electronic
presenting media that can help to select the right and relevant person.
e. Interpreters: This is a programme which executed by organisation by writing high level of
language and maintaining good performance.
f. Special interview techniques for those with disabilities – enterprises should also required make
special arrangement for those people who are disabling but willing power to work effectively.
g. Teleconference: Sometime there is situation arises that candidates are not in same city so
organisation should arrange the teleconference round for candidates that helps to know about its

and take decision. Moreover, for existing employees tele performance is needed that can help to
share information.
h. Videoconference: Organisation should also make special arrangement of video conferencing
that can help to plan meeting with all members at one time and run business effectively.
Q13: Records are usually required for the recruitment and selection process:
a. Administrative documents: It is required to know about required candidates, qualification,
experience, job description, personal qualities that helps to select best candidates.
b. Interview schedules: This is required to call and invite candidates on fixed time so they do not
feel bored and uncomfortable. Moreover, it save time by increasing business activities.
c. Interviewer details: Organisation should give all interviews details so candidates cannot be
confused and feel confidence as it enter first time to show their talent.
d. Selection panel comments, score sheets and recommendations: This is also important for
company that helps to select and make score sheet in order to bring improvements.
e. Record of interview: It is important because it can be repeat or listed any time that reduces the
chances of confusion and misunderstanding that increase organizational performance.
Q14: Explain any six (6) key elements of the Equal Employment Opportunity (EEO)
employment
The equal opportunity act covers important element characteristics, such as age, race,
color, creed, sex, religion, and disability that should not do by owners while selecting employees.
For implement it should give equal opportunity to all people who are working and presented to
recruit candidates.
Question 15: Importance of using a selection criterion as the basis for selection, ensuring merit-
based selection
This helps to give equal changes to all people who needs job and have talent to perform
job performance effectively. With the help of this, organisation gives criteria to employees and
select best employees for performing particular job role.
Question 16: Benefits of participating in the selection process
By participating in selection process hiring manager can improve its knowledge, select
best employees which is required for particular job role, can get information about nature and
ready to accept challenges or not. Moreover, this helps to identifying that is it will be survive in
organisation for long time by providing good customer service and maintaining experience.
Question 17: Attitude and aptitude test
Aptitude test helps to increase the learning and experience of candidate and employers
who are work in organisation and maintain the high performance by selecting and evaluating

employees. This helps to check the quality and abilities of employees who are willing to work
and able to maintain good culture. Attitude assessment is carried out to assess the behaviors of
the men. The goal is to measure the views and attitudes of cultures in order to remind decision, to
recognize the perception of people. Both test helps to understand the behavior and mentally
perception of candidate in regard of the different activities.
Question 18 Seven points included while communicating selection
To select right candidate for the organization require focusing on these seven points such
as:
 Create a selection process in the first place:
 Visualize your selection funnel:
 Communicate – a lot
 Take advantage of technology
 Be data driven
 Create gamified assessment
 Make candidate experience a priority
Question 19 Steps of employment offer and new employ about employment details
Identify the hiring need: The recruiting process continues with the definition of anything at all
inside the organisation. This need may range from filling out a vacant role, handling the
responsibilities of a stronger team, or extending the scope of organizational assignments. In other
terms, vacancies have either been freshly created, or subsequently abandoned.
Devise a recruitment plan: In the situation of newly created roles, companies will define
explicitly how the new function corresponds with their priorities and corporate strategy
Write a job description: The recruiting team will begin by creating a job title which involves a
given priority list of job demands, special credentials, necessary features and needed expertise.
The job role should also consist of salary and allowances details, too
Advertise the position: To fill vacant position an organisation can select different advertise way
to invite for the position like newspaper, job sites.
Recruit the position: Besides basic work descriptions, the recruiting team will seek out
individually through LinkedIn, social networks and information sessions to qualified applicants.
Review Application: The process of selecting continues with members of Business management,
who selection resumes and excludes any applicant who cannot meet the current criteria for the
job or the high finance.
Phone interview/ Initial screening: Usually subsequent interviews continue with telephone calls
with HR members. Telephone assessments assess whether candidates have the skills needed to
fill the role and agree with both the cultural values of an organisation.

Interviews: For such outstanding applicants, one or more assessments are planned, based on the
location of the company and recruitment board.
Applicant assessment: If the interviews are finished or incomplete, one or more curriculums are
sometimes given to employees by the organization. These assessments assess a wide variety of
factors, namely character traits, big issue-solving skill, thinking, recognizing learning,
interpersonal skills and much more.
Background check: Initial work posting would suggest a background check for all applicants.
Private sales evaluate the police record of applicants, confirm the past and availability of jobs
and conduct background investigations.
Decision: The recruiting personnel identify their preferred choice since performing background
and relation inspections.
Reference Check: Reference reviews will review any relevant details the applicant provides
regarding former job results, knowledge, duties, organizational efficiency, etc.
Job Offer: The offer of agreement includes the following wages of the job, compensation, days
off payments, date, and probable overtime pay, looking for employment, business appliances and
other contract terms of jobs.
Hiring: When the applicant embraces the work permit they are employed following
consultations. An approved object of offer starts a cycle of carrying out and submitting
employment-related documentation.
On boarding: Employing a new worker does not put the recruiting process to a close. Pleasant
and respectful integration of new worker can enable you incorporate everyone in a manner that
provides a framework for a lengthy-term positive partnership for both and business.
Question 20 List of ten records that maintain during the process
At the time of selection procedure require to creating and maintaining accurate, clear and
complete records of selection procedure. There are mentioned below:
Job specification details: When select employee that time an interviewer have all the information
about the job and requirements. Accordingly select right candidate for vacant position.
Personal details: These are simple information that must be held in order to establish and
evaluate workers rules and protocols.
Contact details: Work environment regulations allow companies to retain detailed personal
contact information of the workers at all times. Employers should be able to reach their workers
via telephone, email or in-person for any communication.