RECRUIT, SELECT AND INDUCT STAFF: Leadership Management Assignment

This assignment solution addresses the key aspects of staff recruitment, selection, and induction. It begins by identifying recruitment needs, including factors influencing planning and methods to monitor staffing levels. The solution outlines the roles of different departments and the differences between part-time and casual employment. It covers the creation of job descriptions, person specifications, and selection criteria, emphasizing customer service. The assignment then delves into administering recruitment, including equal employment opportunity legislation, recruitment methods, and job advertisement best practices. It addresses shortlisting applicants, advising unsuccessful candidates, and accommodating candidates with special needs. The selection process is detailed, including interview techniques, behavioral questions, and common interviewer mistakes. The solution also explains background checks, final selection decisions, and ensuring equal employment opportunity. Finally, the assignment covers planning and organizing induction programs for new employees and the organization. It includes questions to consider, components of the induction process, and the roles of key personnel involved.

RECRUIT, SELECT AND INDUCT STAFF 1
RECRUIT, SELECT AND INDUCT STAFF
Name:
Institution:
Course Code:

RECRUIT, SELECT AND INDUCT STAFF 2
ASSESSMENT B – SHORT ANSWER
SECTION 1: IDENTIFY RECRUITMENT NEEDS
Q1: Who is responsible for planning and undertaking recruitment processes in most medium to
large organisations?
Human resource manager.
Q2: List and explain three factors that can influence planning for your recruitment needs.
1. Changing of business operations of a company to other production and operation
methods.
2. Large scale production as a result of increased production require planning for
recruitment.
3. Political and licensing regulations. There may be changes in legal framework influenced
by the government thus influencing planning of my recruitment.
Q3: List and explain three ways a business can monitor and predict service and efficiency
levels to ensure they are adequately staffed?
1. Assessing reports of daily operations of the company on performance.
2. Assessing performance on individual level so as to culminate a greater success at team
performance.
3. Holding frequent meetings so as to monitor the progress of the company by considering
key performance indicators.
Q4: What personnel or departments within the organisation might you need to consult with
before commencing a recruitment process? Briefly explain why you need to consult with them.
The department of human resource need to be consulted so as to determine the whether funds are
available to recruit new staffs.
Q5: Define the difference between part-time and casual employment arrangements.
Part-time employment refers to employment arrangement that involves few hours per week as
compared to full-time employment that occupy many hours a week. Casual employment

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refers to employment arrangement which lack guarantee of hours of work since workers
are engaged in irregular hours without annual leave.
Q6: Why might an organisation choose to put an employee on as a part-time worker, rather
than as a casual?
If the employee is skilful but cannot fully engage to the company due to some other
commitments.
Q7: Irrespective of the employment arrangement used by the company, it must abide by the
National Employment Standards. List four conditions included in these standards.
1. There should be awards for workers.
2. Employment contracts cannot provide for conditions less than normal national minimum
wages.
3. All employees are entitled to ten national employment standards.
4. There should be fair pay and working conditions for workers.
Q8: It is common practice for organisations to require staff to complete an employee
requisition form before commencing the recruitment process. What sort of information is
included in an employee requisition?
1. Terms of contract
2. Recommended pay grade.
3. Position recruited for a particular employee.
4. Hiring manager.
5. Department.
6. Preferred start dates.
7. Reason for recruitment.
Q9: You are the manager of an outlet. Who might you need to seek approval for recruitment
from, within an organisation?
The overall human resource manager from head office.
Q10: What is the difference between a job description and a person (job) specification?

RECRUIT, SELECT AND INDUCT STAFF 4
Job description refers to internal document that spell out the requirements of a particular job,
duties to be undertaken and skills needed for that job. Person job specification refers to a detailed
description in terms of responsibilities and roles of and individual such as personality type,
experience and skills to complete certain objectives.
Q11: Briefly list four key points you should consider when writing a job description or person
specification.
1. Job title.
2. Specific responsibilities
3. Qualifications
4. Skills and knowledge.
Q12: What information can you use to develop clear and concise selection criteria?
1. How to choose a person for a particular task.
2. The level of skills and experience of a particular individual.
Q13: What are three customer service criteria you can incorporate into the selection criteria to
ensure their attitude and experience is the right fit for the job?
1. Patience.
2. Attentiveness
3. Clear communication skills
SECTION 2: ADMINISTER RECRUITMENT
Q14: What are three basic aims of equal employment opportunity legislation?
1. Provide equal chances to all employees.
2. To reduce the level of discrimination at workplace.
3. To empower all workers in their process of execution of duties and responsibilities.
Q15: What are ten examples of listed areas for discrimination commonly referred to as grounds
for discrimination?

RECRUIT, SELECT AND INDUCT STAFF 5
1. Age
2. Skin colour
3. Gender
4. Race
5. Religion
6. Political affiliation
7. Disability
8. Pregnancy and maternity discrimination.
9. Marital status
10. Family responsibilities
Q16: List three benefits and two disadvantages of sourcing candidates from within the
organisation.
 Benefits
1. Continuity of business operation easily.
2. No training required.
3. Very easy to adjust from one department to another.
 Disadvantages
1. It is a form of nepotism.
2. May limit the level of skills for a particular job.
Q17: What factors affect the selection of a recruitment method?
1. The size of an organization.
2. Cost involved in recruitment process.
3. Growth and expansion of a company.
Q18: You need to hire a low-skilled, entry-level position. List three appropriate methods you
could use to source or recruit for this position. Briefly explain why they are appropriate.

RECRUIT, SELECT AND INDUCT STAFF 6
1. Advertising the position for applicants to see. This will encourage the workers to apply.
2. Ask for recommendation from other personnel. They may know such a person.
3. Examine workers without working experience.
Q19: In what situations is a company likely to use a recruitment agency? Briefly explain why.
Where it is a legal formality so as to reduce cases of corruption in recruitment process.
Where large number of workers are required so as to have smooth and efficient recruitment
process.
Q20: List five features of a good job advertisement.
1. Clarity of job description.
2. Must indicate position applied for.
3. Need to mention skills required.
4. Need to mention education requirements.
5. Need to indicate the pay range.
Q21: An effective job advertisement should follow the acronym AIDA. Explain what AIDA
stands for.
A-awareness
I-interest
D-desire
A-action
Q22: Why would a company choose to have candidates apply in person rather than sending in a
résumé?
So as to assess the credibility of that person on terms of job engagement.
Q23: How do you shortlist applicants?
By cross checking will all the requirement indicated in job description. All those candidates who
satisfy the requirements of a particular job are shortlisted for interview schedules.

RECRUIT, SELECT AND INDUCT STAFF 7
Q24: How do you advise candidates who have been unsuccessful in progressing to the first part
of the selection phase?
To keep applying for other positions and enquire reasons behind the unsuccessful selection.
Q25: Why is it important to advise candidates they have been unsuccessful?
So as to enlighten them on areas to improve for future applications in same capacity or more.
Ethically it is a form of motivation.
Q26: What types of arrangements might you need to make for a candidate with special needs?
1. How the candidate arrive at interview in appropriate time.
2. Assistance during recruitment process.
3. Readiness to cater for his special needs.
SECTION 3: Select staff
Q27: In addition to using an interview, list two selection methods you could apply to improve
the effectiveness of the selection process. Explain your response and give examples where
applicable.
1. Appointment. This is where you appoint an individual to carry out duties and
responsibilities.
2. Delegation. This is where duties are delegated to most skilful personnel in order to propel
the objectives of a company.
Q28: Why are behavioural questions considered effective when trying to select people according
to their attitude, aptitude and fit to the organisation’s culture?
They are a clear picture of an individual when performing actual tasks and responsibilities.
Q29: Rewrite the following questions into behavioural questions.
 How would you deal with a customer who was very irate and becoming
aggressive?
Have you ever dealt with customers who are very irate and aggressive?
 What do you think makes good customer service?

RECRUIT, SELECT AND INDUCT STAFF 8
What make you a good customer service provider?
Q30: When is it appropriate for a company to use a group interview?
When the number to be interviewed is too big to handle at individual level.
Q31: List four common mistakes interviewers make when conducting a job interview.
1. Failure to receive interviewees properly.
2. Failure to read the resumes of applicants.
3. Dominating in the discussion.
4. Asking annoying questions.
Q32: Other than face-to-face, what other mediums could be used to conduct an interview?
1. Questionnaire questions.
2. Online interview
3. Telephone interview.
Q33: At what point in the selection process do you communicate your recommendations to
relevant colleagues or management?
After shortlisting all the credible candidates to be selected for a particular job position.
Q34: Before offering a job to a candidate, you need to verify certain information by conducting a
background check. What could be included in a background check?
1. The performance record of a worker.
2. The skills of that candidate.
3. The level of commitment.
Q35: Briefly outline the steps involved in making the final selection decision.
 Step 1
Preliminary interview.
 Step 2
Selection tests.

RECRUIT, SELECT AND INDUCT STAFF 9
 Step 3
Employment interview.
 Step 4
Reference and background checks
Q36: There are two final candidates and you and your colleagues can’t agree on who to
employ. List three things you could do.
1. Conduct a background check.
2. Subject the candidates to severe vetting.
3. Ask for additional skills from each candidate.
Q37: How do you ensure your recruitment and selection methods abide by equal employment
opportunity? List five points.
1. Advertise the position to all interested parties.
2. Assess all applications made by individuals.
3. Shortlist the best candidates.
4. Interview all shortlisted candidates.
5. Select the best out of the shortlisted candidates.
Q38: Outline a common process an organisation could use in making a job offer to a candidate.
The organization need to assess performance record of a candidate by undertaking background
checks.
Q39: What should be included in the employment offer letter?
1. Job description.
2. Salary.
3. Benefits.
4. Paid time-off
5. Work schedule

RECRUIT, SELECT AND INDUCT STAFF 10
6. Reporting structure.
Q40: List six records of the recruitment and selection process that the organisation should keep?
1. Records of job advertisements made
2. Record of all applicants
3. Record of shortlisted candidates
4. Record of interviewees
5. Record of unsuccessful candidates
6. Recorded of selected candidates
SECTION 4: PLAN AND ORGANISE INDUCTION PROGRAMS
Q41: Explain the benefits in having an induction program for the following.
 A new employee
So as to promote quick adoption to workplace.
So as to know workmates
So as to know management team
 The organisation
To understand rules and regulations.
To determine goals and objectives.
To understand time schedules for performance.
Q42: What are three questions you should consider when planning an induction program?
1. What are the missions and vision of the organization?
2. What is the list of organizational structure?
3. What is individual role to organizational performance?
Q43: You are planning an induction process for five new employees who will begin work in
your department over the next fortnight. For ease of delivery, your company divides the
induction into three parts: the company, the department and the job.

RECRUIT, SELECT AND INDUCT STAFF 11
Explain what could be included in the ‘company’ part of the induction process.
The company induction process will involve the mission, vision, goals and objectives that
the company aim at realizing at a given period of time.
Q44: Explain what is included in the ‘department’ part of the induction process.
The functions of each department along with names of heads of departments.
Q45: Explain what is included in the ‘job’ part of the induction process.
Job description.
Working schedule.
Payments in terms of salary and other remunerations.
Q46: Explain the role of these four key personnel that may be included in the induction process.
 Human Resource department
He is the overall head of induction process to control flow of events.
 WHS representative
Represents their departments in the induction process.
 Management
Facilitate induction process by provided resources necessary to carry out induction
process.
 Other relevant employees
They assist in making an induction process successful by assisting candidates
undertaking induction tests.
Q47: What are five examples of documentation you give a new employee during the induction
program?
1. Content of the corporate and local induction programmes.
2. Booking process for corporate induction.
3. Record of completion of corporate and local induction.
4. Document of staff members appointed.

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5. Document on company performance record and organization structure
ASSESSMENT C PART A – PRACTICAL DEMONSTRATION
Observable skills/tasks Answer the following questions. Your assessor may ask to you a selection of the f
demonstration of a skill or task (Questions may vary according to the practical task
Administer the recruitment,
selection and induction
process for each of the
following recruitment
needs at least once:
 casual, contract or
temporary
 full-time or part-time
permanent
 Volunteer.
Q1: What external factors can influence your recruitment planning?
1. Size of the organization.
2. Cost of recruitment process
3. Demand and supply.
Q2: What internal factors can influence your recruitment planning?
1. Personnel utilization.
2. Outsourcing
3. Talent pool
Q3: Who is responsible for planning and conducting recruitment processes in your wo
Human resource manager
Q4: Who is responsible for planning and conducting induction processes in your work
Head of departments
Q5: What is the difference between a casual, part-time and full-time employee?
Casual employee work for irregular hours per week.
Part-time employee work for few hours per week.
Full-time employee is fully engaged in the employment.