John Readings Pty Ltd: Recruitment, Selection, and Induction Report

This report provides a comprehensive recruitment, selection, and induction strategy for John Readings Pty Ltd, focusing on their expansion plans. It details the external recruitment process, emphasizing online advertising and fair selection methods. The report addresses the review and update of the recruitment policy, incorporating an equal opportunities clause. It critically evaluates a proposal from Professional Recruitment Solutions (PRS), recommending its use for online advertising. The assignment further outlines the recruitment process, including job analysis, sourcing, legal framework, and pre-screening. It covers selection processes, employment testing, interviews, and contract details. An induction policy, performance management, and probationary period are designed. The report includes a job advertisement, position description, key selection criteria, behavioral interview questions, offer letters, and an induction program, alongside performance criteria for new employees and a policy for managing the probationary employment period. The report is supported by references from the field of human resource management.

Running head: BUSINESS ADMINISTRATION
Business Administration
Name of the Student:
Name of the University:
Author’s Note:

2BUSINESS ADMINISTRATION
1. Read the John Readings information including the “Recruitment Proposal for
expansion into the domestic market’ and then Develop a Recruitment, Selection and
Induction strategy for John Readings Pty Ltd (you might find the recruitment policy
useful here too!)
The strategy that John Readings Pty. Ltd can use is that of advertising and marketing for their
external recruitment process. Given the present scenario, internal recruitment is unsuitable for
them. This is owing to their current location in Western Australia that they do not have good
candidates with them. So, it would be good if they can recruit candidates from outside. The best
way to do this is by selecting the candidates from outside through advertisements. Online
advertisements can also be very helpful because in the modern day scenario, people are very
active on social media and there are employees who try to update their resumes and find the best
jobs for themselves through online job apps like LinkedIn or job portals. The major advantage
will be that the company will be able to bring some fresher who will be having some fresh ideas
and work skills (Ekwoaba et al. 2015).
Selection
The recruited candidates will be selected totally on fair and unbiased grounds. They will have to
appear both for the written and the viva. The written test will see their technical skills and the
vibe will be based on several realistic questions that will see the psyche and the powers of
judgment of the candidates.
Induction
The initial phases of induction will mainly be directed towards doing a good introduction to the
employees and the managers. They will be introduced with the incentive plans, the employee

3BUSINESS ADMINISTRATION
benefit programs and the rest of the induction plan will be directed towards making them
acquainted with the operations of the company and any existing issues and how they are going to
address the same with their abilities.
2. Review and update the Recruitment policy for John Readings – what works and
what is missing? Rewrite it to include any missing clauses.
One of the most important clauses that are missing is the Equal Opportunities policy. This policy
or clause will assure the candidates that there will be no biases or any favoritism done in the
recruitment or in the selection of the candidates.
3. Read the proposal from ‘Professional Recruitment Solutions PRS’ developed by PRS
for John Readings and critically review it.
a. Do you think it is worth considering or not and why?
Yes, considering this is necessary because it will really be very helpful in providing a proper
recruitment process.

4BUSINESS ADMINISTRATION
b. How could they assist the company? Are there any services offered that the company
just doesn’t need right now?
One of the most important services that can be used by the company is the advertisement of their
recruitment and their vacancies online. This system will make use of their internet site
ww.profesionaltrecruitmenet.com.au. They will make use of this website to recruit fresher for
this company.
c. How expensive is it and do you think it provides good value for money?
It will be bit expensive and will also be based on the time and the materials or the sources that
will be needed to carry on the recruitment. The company will have to allocate and use the
resources in a proper manner.
d. What would you recommend to the company –
Should they use PRS and for what activities and why?
Yes, the company must use the PRS in their recruitment policy. They can use it for advertising
about their company and their new recruitment and their vacancies. As they will mainly be
focusing on the external recruitment process, online advertising of their vacancies through the
internet sites of PRS (McCabe 2017).

5BUSINESS ADMINISTRATION
4. Using the information provided by the company and, taking into account its plans
for expansion into Asia and beyond, design the:
a. Recruitment process (from strategic analysis of job need, position description, and
KSC, the job sourcing process, legal framework, application form, pre-screening
process etc.)
There will be external recruitment followed for this company.
The strategic analysis will be done
b. The selection process (from initial screening, employment testing, preparation for
interview, type of interview, scoring processes, selection guidelines, offer of
employment, contract etc.)
The selection will be done n a fair and a just manner. Candidates will be attending both written
and oral tests. It is through the aggregate marks of the employees that they will be selected.
There will be a contract that the candidates will be on a probation period for 3months.
c. The induction processes
Induction process will mainly be directed towards introducing the new candidates with their
superiors. This induction process will also help them understand all the functions and operations
of the company and any current issues existing within the same and how can they deliver their
performance to solve them (Khattak et al. 2015).
d. The probationary performance management process

6BUSINESS ADMINISTRATION
It will be mainly for a span of 3 months where the candidates will be given the on job training
and the scope for learning.
5. Design a job advertisement for an online posting for one of the new positions sought
by John Readings.
This is to invite applications for the post of senior sales executive. People with an experience of
at least 2yeras in the field of marketing and sales will be preferred.
6. Develop a position description for one of the new jobs identified in the domestic
market expansion and then identify the key selection criteria for each of the positions
to be advertised in the domestic expansion plan.
The position is that of a senior sales executive who will be selected based on his experience in
the field of marketing and management. He must also be flexible in traveling for his job.
7. Design a behavioral interview set of questions and the weighting and scoring system
(in a template) for one of the new positions required by the company's domestic
expansion.
 What are the job roles and responsibilities of a senior sales manager?
 Why should we recruit you for this post?
8. Prepare and write a letter of offer and contract of employment for one of the
positions filled in your recruitment for the new domestic expansion and write a letter
to the unsuccessful candidates.
It is really a displeasure to declare that the recruitment of the candidates for the post of senior
sales manager has been done based on the marks obtained in the written exams and as well as
the GD and PI. Extra marks also were allotted for experience

7BUSINESS ADMINISTRATION
9. Write an induction policy and procedure for John Readings.
The induction will continue over a period of 3 months and the recruited candidates will be given
time to understand all their job roles and responsibilities and show their competency. However,
the concerned authorities might also dismiss them if they fail to abide by the accepted rules and
regulations of the company (Atkinson et al. 2016).
10. Using all you know about John Readings design an induction program for the new
staff recruited for the domestic expansion
It is in this induction program, that the newly recruited staff will be given the on the job training.
11. Select one of the new positions appointed and develop a set of performance criteria
for the new employee to achieve during their probation. (include pc/measures,
actions and timelines).
A new position is that of the sales manager. During his probation period, he will be expected to
meet the sales target within the given time. The duration of his probation period will be 3months.
12. Develop a policy and procedure for managing the probationary employment period
include the performance management requirements and the process required for
unsatisfactory job performance leading to dismissal as well as the process leading to
ongoing/permanent employment.
The candidates that are being recruited will be subjected to a probationary period. It is during
this time that a manager will try to form an overview of the strength and weakness of the
employees. The Probationary period will last for 3 months and this time will mainly be used as

8BUSINESS ADMINISTRATION
an on job learning come training for the candidates. However, along with the efficiency and the
dedication of the employees, the managers of the company will also observe the overall conduct
and the overall conduct of the employees. If the employees misbehave, then they can also be
terminated by the manager of the company (Ekwoaba et al. 2015).

9BUSINESS ADMINISTRATION
References
Atkinson, C., Mallett, O. and Wapshott, R., 2016. ‘You try to be a fair employer’: Regulation
and employment relationships in medium-sized firms. International Small Business
Journal, 34(1), pp.16-33.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The impact of recruitment and selection
criteria on organizational performance. Global Journal of Human Resource Management, 3(2),
pp.22-23.
Khattak, A.N., Ramzan, S. and Rehman, C.A., 2015. Organization Development through
effective Hiring System: A phenomenological study of business organizations. The Journal of
Commerce, 7(4), p.152.
McCabe, M.B., 2017. Social media marketing strategies for career advancement: An analysis of
LinkedIn. Journal of Business and Behavioral Sciences, 29(1), p.85.