Recruitment, Selection, and Induction of Staff: A Comprehensive Report

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SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION OF
STAFF
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Contents
TASK 1 Written question....................................................................................................................... 3
TASK 2: Recruitment............................................................................................................................ 8
TASK 3 Selection................................................................................................................................. 11
TASK 4: Interview and select preferred candidates.............................................................................16
TASK 5 Arrange induction for new employees....................................................................................23
References.......................................................................................................................................... 26
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TASK 1 Written question
Question 1: Write down the stages of the human resources life cycle and
briefly explain each. Make sure you refer to the recruitment and section
process in your answer.
The Human Resources life cycle has 5 important stages that will be discussed below:
Recruitment: Decision of hiring plays an important role in productivity, growth, and turnover.
Hiring the right people in the right positions is the main task. This all comes by creating a
strategic plan for staffing that includes considerate positions to be filled. Design an
interviewing code that focuses on active listening and includes multiple interview
requirements and a written test (Omisore and Okofu, 2014).
 Motivation: The rate at which employees leave a workforce is highest in the first 90 days.
This happens due to lack of motivation in the employees. Keep appreciating the
employees for their contributions; always make new hires busy by offering reasons to
stay motivated.
 Education: when the employees start their new journey in the company, the employees
should know their role or work in the company. Training of new hires is necessary until
they understand their role and responsibilities in the company. New hires should be
introduced to the rest of the staff in the company.
 Evaluation: On this stage, supervisors evaluate an employee’s performance; give
feedback to the employees on a regular basis. Conducting reviews on the basis of
performance and facts, but not depends on the feelings of the employees. It is very
important to make annually evolutions, serving as standards to growth (Mohammad,
2015).
 Celebration: the last stage of the human resource life cycle is to rejuvenate the staff and
give thanks for their hard work. Offering attractive bonus or gifts such as gift cards, extra
paid time off.
Questions 2: Discuss why it is critical to an organisation for the recruitment
and selection process to be effective.
A successful hiring or selection process is a direct reflection of the effectiveness and
respectability of your business. If the recruitment process goes good then it minimizes the
time spent in the searching for the employees and it also reduces the time for interviewing,
hiring and training. It is very important to recognise the skills of the new hire to fulfil
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company’s need and duties. It is mandatory to check the skills of the candidates thoroughly
for the position for which you are hiring, check the knowledge, skills and ability to do the
work (Rodgers, et. al., 2013). This is because there is no guarantee that your selected
employee may be correct or not. If you have a good hiring process, then definitely find the
qualified, good, and trustable employee for the company.
Question 3: Identify five documents that you would work on or complete
during the recruitment, selection and induction process. Include the stage in
the human resources life cycle that the document would be used in your
response.
The five documents that would be complete during the recruitment, selection and induction
process are:
 Recruitment Planning: The first step for the recruitment process is planning, it
involves job specification for the empty position, define its responsibilities,
experience, qualifications, skills, starting date, on a temporary basis or permanent,
pay scale etc.
 Strategy Development: After the recruitment planning is over now it's time to build a
suitable strategy for recruiting the candidates in the organisation. What sequence of
activities has to follow in hiring candidates in the company?
 Searching: This step is for attracting candidates who are searching for the job,
following two sources are used to attract job seekers i.e.
 Internal Sources: In this case recruitment was done internally; management has
limited choice for this source, the employee hired from the ex-employee of the
company or the existing employees (Russell and Brannan, 2016).
 External Sources: In this case recruitment was done on a wide level, there was a
large number of choices are available from which employees should be selected
relative to their worth.
 Screening: It is an integral part of the selection, where the selection process will start
after the application process has shortlisted. For example in any universities
application are welcome for the post of professors, then the application is received,
screened and shortlisted on the basis of requirement eligibility. After that, the
screened forms are invited for the presentation at the university.
 Evaluation and Control: The following cost involved in the recruitment process:
1. Administrative Expenses.
2. Salary of recruiters.
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3. Outsourcing cost or over time
4. Cost of advertisement.
5. Cost acquire in recruiting the not suitable candidate.
Question 4: Identify five Acts that apply to recruitment, selection and
induction. Briefly describe each one.
The five Acts that are applied to recruitment, selection and induction are:
 The Equality Act 2010 – The act came into force with an aim to render a simpler,
consistent and effective legal framework to employees thus to prevent them from
protection. The equality act clearly aims harmonise and reform the discrimination law
as well as also strengthen the so as to support equality.
 Age Discrimination in Employment Act – This law prohibits discrimination to the
persons of age 40 and over (Baker-Gardner, 2016). Age discrimination law is
established to promote hiring, promotion and other terms and conditions regarding
the employment of elder people.
 Data Protection Regulation (GDPR) – At the time of recruitment, the act intends not
to disclose personal information of candidates to anyone. In interview processes,
candidates reveal some personal issues with interviewer thus; it is the responsibility
of HR person not to share it with anyone.
 Rehabilitation of Offenders Act 1974 – Under this act, people who have had a
conviction for an offence may some desires, be rehabilitated and allowed to treat the
conviction as if it had never occurred.
 Immigration, Asylum and Nationality Act 2006 – This act prevents employment of
illegal aliens; it enables employers to ensure that whether or not employers are
legally employable.
Question 5 List five technology-based channels by which job vacancies can be
advertised.
 Job portals – In this modern era, there are several job portals, such as – Linkedin,
Stackoverflow, Jobs2Careers etc. are available in the market where companies can
post jobs and allowed candidates to easily apply for it.
 Social media sites – Facebook, Twitter, Instagram etc. are popular platforms where
people spend most of their time. Hence, business organisations can also post their
job over there, individuals will surely willing to apply it by seeing a video description
on these sites.
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 Websites of universities – HR managers can explore their search and go on websites
of universities where available entire data about students is. From there, companies
can find fresh talent and give them the opportunity to apply for a job.
 Glassdoor – This site is becoming popular among individuals as it is a good source
for youngsters who are looking for insightful details about the working profile of the
company.
 Open-ended job postings – Nowadays, some recruiters are adopting a new tactic,
like leaving job titles, whereas others have been left off particular stipulations. The
motive behind this is to attract people who have the required skills and knowledge
level.
Question 6 List five alternative methods to advertise vacancies that may not be
dependent on technology.
 Employee referrals – Nowadays, employees are fully aware of job vacancies within
the organisation, so that they can refer their family members, friends and relatives for
this post. Organisations are also allowed them to do so.
 Campus recruitment – Multinational companies can go to colleges and universities to
direct recruit candidates; it helps them in getting new and fresh talent.
 Public and private employee exchange – There are public and private employment
exchanges which advertise a job on behalf of companies. It helps in attracting many
people towards the job (Miller and Bird, 2014).
 Data banks – Here, management collect bio-data of applicants from several sources
and then contact them directly.
 Trade unions – Generally, unemployed persons search job, thus companies can take
make contact with trade unions and get suitable candidates.
Question 7 Briefly describe four testing tools that employers can use in the
selection process aside from interviewing.
Following is given four main selection tools for the selection process, such as –
 Screening – The first selection tool is a screening of employees' applications and
resume; it helps to identify whether or not the candidate meets job requirements or
roles.
 Behaviour analysis – It helps employers to check ability to accept changes, directions
and host of traits. In other words, behaviour analysis provides insight to managers on
how employee think or manage the situation.
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 Drug testing – This tool is acquired by most of the employers in order to ensure that
candidates do not have problems of illegal drugs. Pre-employment drug testing
assists to reduce potential liability of employee safety (Arulrajah, 2015).
 Skill assessment – For certain jobs, there is required specific technical skills and
experience in a specific field as well, and employers consider skill assessment while
hiring process.
 Background check – This selection tool is acquired by an employer while finalising
the candidate. After investigating the background of the person, the HR manager
sends an initial job offer letter; The depth to which a background investigation probes
a candidate's history depends on the job.
Question 8 Briefly describe the purpose of each interview type/technique
below. For each one, give at least two pros and two cons.
 Directive/structured – Structured interview technique comes with standardised
questions; it enables the interview process much simpler and efficient. Beside this, it
makes far sense in the lower level.
 Non-directive/non-structured – These interviews encourage maturity and
communication whereas its disadvantage is there would be chances of verbally
wandering off the subject.
 Panel – Panel interviews saved lots of time whereas it puts a direct impact on
production (Akhigbe, 2013).
 Stress – It enables employers to assess the response and behaviour of the applicant
under stress whereas its disadvantage is sometimes interviewers talk arrogantly and
aggressively.
 Group – Group interviews help to evaluate several people in a single time period
whereas these are not suitable for every personality type.
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TASK 2: Recruitment
(Part B)
This task is all about developing recruitment for the upcoming hiring of the company. Having
an effective recruitment plans assists HR managers to recruit and select appropriate
candidates who suit best for the job. In this sense, at the time of hiring it is essential for
recruiters to prepare a Job description which provides in-depth information about the given
job vacancy (Afriyie, et. al., 2013.).
In the given scenario, Berkshire Hotel is hiring room attendants who can manage all tasks or
activities in an effective manner.
Job Description for the profile of Room Attendant –
Housekeeping Room Attendant
JOB TITLE: Room Attendant
REPORTS TO: Housekeeping Supervisor or manager
SUMMARY –
Proficient housekeeper room attendant having good working experience of cleaning and customer
service in a reputed organisation. The person has good time management skills and exceptional
interpersonal skills. Promotes positive image by securing the property of guests and should be
flexible, friendly, pleasant and resolve issues of people.
JOB ROLES AND RESPONSIBILITIES
 Ensure and monitor that all areas are cleaned and hygiene proof, wiped down and free of
damage for positive guest experience.
 Acknowledging and greetings guests in a warm and friendly manner in public places.
 Ensure the safety and security of hotel rooms as well as maintain their privacy.
 Manage and keep common areas the hotel and rooms are clean and attractive.
SKILLS AND ABILITIES
 Good communication skills
 Ability to influence others
 Time management skills
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 Professional attitude
EDUCATION – No specific education required
EXPERIENCE – having past working experience in the reputed hotel.
Job advertisement
Fresher are welcome…!!!
Build your career in a smart way at Berkshire Hotel, Melbourne, Berkshire.
As a world’s class hotel designed for today’s providing accommodation and restaurant
services, we are looking resourceful individuals, i.e. room attendees who can easily get in
touch in today’s business environment. You can understand job requirements and roles via
job description attached over there. It helps you to briefly analysing what would you have to
be done.
Organisational cultural of Berkshire Hotel is pleasant, warm and friendly; it always promotes
employees’ safety and health. We believe in respecting values, culture, the morale of our
staff.
If you believe that you can deliver the best and efficient services to us, we look forward to
making more hearing from you.
We believe to provide a healthy and positive working environment for our employees, for
this, we give them all flexibility.
To become a part of our organisation, send your latest resume with coloured photographed,
ID card, certificates on mail id of the company, i.e. Berkshire [e-mail].
Phone no – XXXXXXXXXX
Interested candidates can send the copy of their resume on the given mail id and also
contact on the given phone no.
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Memo/Email
To: Human Resource Manager
From: Stephanie, the Hotel manager
Subject – Approval to move ahead of the recruitment plan
Hello Sir,
I would like you to inform that as per our discussion I have formulated Job description for the
profile of Room attendants, supervisor and night auditor. I have identified that we need 4
room attendants, 1 room attendant supervisor and 1-night auditor; hence we will plan for a
total of 6 candidates. For this profile, the employment type is permanent as we want long
term employee stability for this profile.
I think we should start recruitments from next week and thus in the last week of March, we
can finalise the candidates.
Working hours for all job roles – 9 hours per day.
I am handing over JD to Mr Kelly Athin who will be responsible to make calls to candidates
for interview.
This role will cover the award of – “Most excellence and cleaning award”.
I want to post this job advertisement on newspapers and social media sites as these are the
best way to attract a large pool of candidates.
This position is vacant in the organisation since long-time thus I am requesting you to allow
me to proceed with the recruitment for this position.
Sir, I am attaching JD and Job advertisement with this Email, please find the attachment and
make necessary changes if required.
Thanks and Regards.
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TASK 3 Selection
Part A
Selection criteria for the given profiles, such as
Room Attendants Room attendee supervisor Night auditor
Good communication skills
Time management skills
Adaptability to accept
changes
Manage healthy relations
with employees
Leadership and management
skills
Apply changes
Ensure the safety and
security of clients
Check entry and exit timings
of clients
Interview questions -
1. Tell me something about yourself?
2. What makes you different from others?
3. What skills you have helped you to perform job roles and responsibilities/
4. Will you be able to work for extra hours in night whenever it is required?
5. What is the role of room attendees?
6. How can you deal with situations under pressure?
7. What is your notice period in a current business organisation?
8. How much experience you have in the relevant field?
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Part B
To,
Human resource manager
Sir,
I would like to tell you I have finalized some candidates for the given job roles after
conducting telephonic interviews with them. I have selected six candidates Lily, Jack, Mis,
Milie, Zac, Cassie, Marlie; all of these people have good knowledge in the hospitality
industry.
If you think, kindly give your recommendations on this list.
Thanks and Regards.
Part C
To
Jack
[e-mail]
Subject- Interview schedule
Hello Jack
I am pleased to inform you that you have been selected for your next round; I have
scheduled interviews for you, on Friday 15 October at 2.15pm. It is requested you to attend
the interview session for your further selection procedure. Hope for a positive response.
Good Luck!!
Thanks and regards
HR team
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