Recruitment, Selection, and Induction of Staff: Project for University

This assignment details the process of recruiting, selecting, and inducting staff, specifically for a Human Resource Advisor position at a university. The project begins with an initial meeting to plan the recruitment process, followed by the development of a detailed job description outlining responsibilities, requirements, and qualifications. The assignment includes creating an email to the Human Resource Manager, drafting a job advertisement, and formulating interview questions. The next steps involve forming a recruitment panel, shortlisting candidates, and sending out interview invitations. The project then covers the interview process, candidate assessment, and reference checks. Finally, it includes the creation of a selection report, communication with both successful and unsuccessful candidates, and the preparation of a letter of offer and employment contract. The assignment demonstrates a comprehensive understanding of the entire recruitment lifecycle, from initial planning to the final stages of hiring.

Running Head: RECRUITMENT, SELECTION AND INDUCTION OF STAFF
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Recruitment, Selection and Induction of Staff
Name
Institution
Date

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Recruitment, Selection and Induction of Staff
Meeting to Plan for Recruitment
The first meeting involved setting a date for the interview with the Human Resource
Manager. The date for the interview was set to be13/9/2019. During this meeting, the
university’s recruitment, selection and induction policy, and procedures was reviewed. In
addition, excellent communication skills were also practiced.
Position Description
Developing a job description be the next action after the first meeting with the human
resource manager on the various roles of the new human resources advisor. This will include the
job summary, the job responsibilities, job skills, and qualifications as well as any other relevant
information required from the Human Resources Advisor (Anderson et.al, 2017). The following
will be the position description.
Job Description
The roles in this position will be providing tips on how to interview other candidates to
the institution’s hiring manager as well as researching the evaluation methods for the employees
based on their performances (Tirotta, 2015, Fruhen, 2017). The Human Resources Advisor will
also be expected to design the institutional policies in the short and long run (Manuti, 2017). To
qualify for this position, academic and professional background is required. An understanding of
the labor legislation is also mandatory in this case (Lancee, 2016). Finally, the Human Resource
Advisor will ensure that the Human Resource Manager develops the skill of nurturing
environments that is healthy that will ultimately contribute to achieving the organizational set
goals.
Responsibilities

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 Research the performance evaluation methods and recommend them to the hiring
manager.
 He or she is supposed to help in designing and implementing the policies of the
organization.
 Review, as well as update other job descriptions
 Train and assist the hiring managers on the techniques of interviewing candidates for
several job positions.
 Design interview questions that will be used by the interviewing staff.
 Collect feedback from the employees internally and pinpoint any areas of improvement
based on the feedback received.
 Make suggestions on how new technology can be incorporated in the hiring process to
cut the time spent in the recruitment process.
 increase the efficiency such as the use of ATS and HRIS software
 Monitoring as well as quantifying the recruiting metrics such as the retention and
turnover rates.
 Address employee’s grievances and other requests
 Address the employee’s potential issues
 Organizing or assisting in preparing a branding initiative for the organization.
 Be the hiring manager’s point of contact, Human Resource team members, and the
employees.
Requirements
 Prove of work experience as Human resource manager, Human Resource consultant, or
any other role related to these with a minimum working experience of two years.

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 Have a solid understanding of the available labor legislations.
 Have substantial experience with Human Resource Software.
 Have the ability to design company policies that are fair to both the employees and the
staff.
 Excellent interpersonal and communication skills.
 Have an excellent problem-solving skill. Exhibit leadership skills and teamwork spirit.
 BSc in Human Resource Management or an equal academic qualification.
 Organizational Psychology is an added advantage.
Email to the Human Resource Manager
The next stage will involve sending an email to the Human Resource manager, informing
him about the job description. The following is the email.
Subject: Human Resource Advisor Job Description
To: The Human Resource Manager
Due to the high numbers of staff required in the University, I have been directed to
prepare a job description for the position mentioned above in order to ensure that there is
adequate personnel to carry on with the University duties. I am writing to seek your approval to
proceed with the rest of the recruitment process due to the urgency of the matter. The interviews
will be conducted on 10/09/2019. The following is the link to the job description I have created.
www.university/attachment.
Regards,
Job Advertisement
Upon the approval of the job description by the human resource manager, the following
job advertisement will be created.

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Subject: Human Resource Advisor.
To: The Human Resource Manager.
Thank you for approving the job description I had sent to you. After examining the
requirements for the job position, I believe it’s time to make both an internal and external
advertisement. The following are the tips which have to be considered when making the
advertisement. First, the right tone should be used in the advertisement. The advertisement
should be of reasonable length so that people will not waste much of their time reading irrelevant
things. At the same time, it should not be too short that candidates will not have an
understanding of what is required. The document should solely focus on the Human Resource
Advisor. I hope that the advertisement process will be a success since I have considered all these
tips. This is the link to the document www.university/attachment. Thank you.
Regards,
Interview Questions
After the advertisement, the next task will be creating interview questions. The following
are the interview questions that applicants of the position will be asked.
Interview Question one: It was a requirement that you be conversant with all the legislation
policy, can you please describe to us what you understand by the Employment Equity
regulations?
Interview Question two: what is the main reason why handling the grievance procedure in a
university like this is essential? Take us through your experience in any of the grievance
handling situation you have experienced in the past?
Interview Question three: Describe to us any situation that you were required to gather high
data quantities to be analyzed in an organization. Was the task a success? What challenges did

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you experience? How did you mitigate through those challenges? What was the data all about?
What was the motivating/driving factor to the data gathering process? Were you able to analyze
and make recommendations based on the data?
Interview Question four: Given that setting challenging but still measurable goals will be one
of your roles, can you please briefly explain to us how you will achieve this?
Interview Question five: As the Human resource advisor who will be responsible in advising
the hiring manager, how you will positively represent the image of our university to the outside
world given that it’s an international university?
Interview Question six: How will you ensure that leadership and team spirit are fostered within
the university staff?
Interview Question seven: How will you ensure that a continuous improvement process is
fostered? Tell us briefly the knowledge you have about the university you are going to work
with?
Subject: Recruitment Panel.
To: The Human Resource Manager.
After preparing the interview questions as directed, I would like to seek approval for the
panel that will participate in the interview. The members of the committee will include the vice-
president of the university or the head of the faculties, the director of operations in the
University, head of the Departments, line manager, the hiring manager, expert advisor, and a
cognate discipline member. The members should be informed about the date of the interviews
must their availability at least two weeks before the discussion.
Attached is the list of interview questions.

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Regards,
Shortlisting the Candidates
Samiya Johns will be at the top list since he worked in this position for more than two
years, which is the essential aspect of any job (Time, 2019). He has also been working at the
University, which is an added advantage.
Reita Faria will be the second in the list. This is because despite the educations
qualifications being limited, she has managed to introduce a new performance appraisal system
which showed how helpful she could be to the university.
The third candidate in the list will be Anne Barnes. Although he has no background
education on Human Resource, his ten years’ experience make him fit for the position.
Carol Tibbs and Bob Falter should not be shortlisted. This is because, although Carol
Tibbs has been in this position for some years back, a lot will have changed and she might
require some time to adjust to the system especially the use of new technologies. On the other
hand, Bob Falter, despite having a solid education background in this field lacks any experience.
Subject: Shortlisting the candidates.
To: The Human Resource Manager.
Hello, after comparing the job description and the results of the interview, Samitya Johns
and Reita Faria should be in the shortlist. For explanations to why I chose them, a complete
shortlist document for the candidates is attached.
Regards, name.
Letter to the Shortlisted Candidates
Dear Candidate,

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Thank you for applying for the position of Human Resource Advisor at the University of
Green Hill.
We are glad to inform you a shortlist has been and your name appears on it which means
that we are expecting you for an interview. The interview will take place on 9/10/2019 at the
University’s administration block starting at 8 am.
In case of any queries, please conduct us on [e-mail]
Sincerely,
Name
Human Resource Manager.
Task 3
Participate In the Interview
The first step in this process will be introduction to the other members of the panel and
the candidates (Chen, 2017). After that, I will interview each candidate separately, referring to
the already prepared interview questions. The response of the candidate towards the asked
questions will be the driving force on the next course of the action. I’ll ensure that I portray
audibility as well as excellent communication skills.
Assess Candidates
Choosing the right candidate for the job will depend on the responses to the questions
provided (Emptage, 2019). Besides, facial expressions will also contribute a lot in selecting the
right candidate. The candidates who will demonstrate a solid understanding of his or her
responsibilities will be fit for the job.
Speak to Referees by Telephone

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Since every candidate will provide a list of referees, fundamental questions will have to
be gotten from them through a telephone call (Oulton, 2019). The items will include the
following.
 Can you verify the candidate’s responsibilities (Baker, 2017)?
 How are you conversant with the job candidate?
 Which makes you think the candidate is fit for this job?
 If given the opportunity would you re-hire the candidate?
 What are the biggest challenges and weaknesses for the candidate?
Selection Report
The purpose of this report is to convey the recommendations from the interviewing panel
as well as giving them the basis for their decisions. It will also be used when giving feedback to
the candidates. It will show how the panel used the evidence provided. The report will also
include the following documents.
 Referee checks.
 Interview questions.
 Listing grid.
 Any other evidence.
Email to the CEO
To: The Human Resource Manager.
Subject: Recommendation.
Hello, after interviewing all the two candidates, only the candidate who showed a solid
understanding of the job should be selected. Attached is a report that shows the firm knowledge
that the candidate must have shown.

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Regards, name.
Email to Unsuccessful Candidates
Dear Candidate,
Thank you for applying for the position of Human Resource Advisor at the University of
Green Hill. However, we are sorry to inform you that you never qualified for shortlisting due to
specific reasons.
In case of any queries, please conduct us on [e-mail]
Sincerely,
Name
Human Resource Manager.
Email to an Unsuccessful Candidate
To: Dear Candidate
Subject: Shortlisting.
Thank you for informing us about your disappointment. We are sorry about this.
However, it’s against the Recruitment, Selection, and Induction Policy and Procedures to
disclose such information.
In case of any queries, please conduct us on [e-mail]
Sincerely,
Name
Human Resource Manager.
Letter of Offer and Employment Contract for the Successful Candidate
Dear candidate,

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Following your application for the job of Human Resource Advisor, we are glad to
disclose to you the terms and conditions of the contract. You will be employed permanently and
earning a basic salary of $1000 monthly.
Please indicate your acceptance by signing this form and returning it to the University
before 15/10/2019.
Mail to the Successful Applicant
Dear candidate,
We are glad to bring you on board as the new Human Resource Advisor for the
University of Green Hill. Please take time to review our formal letter as it contains the terms of
job, the employment conditions as well as the compensation procedures and benefits. University
of green Hill is offering a full-time job as the new Human Resource Advisor. The pay rate for
this job is in an enclosed file. You will start working as from 25/10/2019. You will also be
required to attend an induction process to formalize your appointment.
Email to the CEO and Your Work Team
To: The Human Resource Manager.
Cc: The interviewing Panel;
Subject: New human Resource Advisor.
Following your tireless commitment to recruit a new human Resource Advisor, I am glad
to inform you that Samiya Johns is our latest employee. She will be starting work precisely four
weeks from today.
Regards, name.
Email to the Pay Department
To: Pay Department.

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Subject: New Employee.
Hello, following the recruitment that was recently done, I bring to your attention that we
have a new human Resource Advisor. She will be starting work from 9/10/2019/. Please make
arrangements and add her on the remuneration lists.
Regards, name.
Email to Human Resources Team
To: The Human Resource Manager.
Subject: Starting date.
Hello, following the appointment of a new Human Resource Manager, induction has been
organized that will take place on 7/10/2019 just two days before she starts working.
Regards,