Evaluation of Telstra's Recruitment and Induction Processes

The document provides an overview of Telstra's recruitment and induction processes, highlighting their industrially approved methods which have been positively received by candidates. Despite these strengths, there are areas for improvement identified that could make the process more user-friendly and appealing to top talent. The analysis includes references from various HR management sources, emphasizing the need for continuous development in recruitment strategies to maintain a competitive edge. By addressing these gaps, Telstra can further enhance its appeal as an employer of choice in the industry.

Running head: RECRUITMENT AND INDUCTION PROCESS
Recruitment and Induction Process
Name of the Student:
Name of the University:
Author Note:

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Executive Summary
The purpose of this report is to shed light on the processes of recruitment and induction,
which forms an important responsibility of the Human Resource Management team. The
process of recruitment, is used to attract skilled as well as talented professional experts to the
company, which will lead to the overall growth as well as development of the
organization.The process of induction, on the other hand, helps the organization or the
company concerned to convey the relevant information like company policies, rules as well
as regulations, job responsibilities, leave policies, compensations and benefits, expectations
of the company from the newly recruited employees to the employees. Therefore, these two
processes of recruitment as well as induction are helpful for the overall growth as well as
development of the organization. This report focuses on the processes of recruitment as well
as induction on the basis of the recruitment as well as induction policies followed by the
company of Telstra Corporation Ltd. Lastly, the report concludes, with an analysis of the
one-day induction program as well as the kind of training provided to the newly acquired
employees.

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Table of Contents
Introduction................................................................................................................................3
Existing recruitment and selection policies of Telstra...............................................................4
Legislation underpinning the recruitment and selection processes............................................6
Analysis of the recruitment and selection policies.....................................................................7
Recruitment and Induction plan.................................................................................................9
Guidelines for the one-day induction program........................................................................11
Conclusion................................................................................................................................13
References................................................................................................................................15

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Assessment 1: Case study
Introduction
The process of recruitment and induction forms an important aspect of any business
organization or company (Hendry 2012).Recruitment can be defined as the process by means
of which new talented as well as skilled professional experts are selected and appointed by a
company or organization, either on a permanent or temporary basis (Anderson 2013).It is one
of the basic functions of the Human Resource Management. The various professionals within
an organization imbued with the process are generally the managers, recruitment specialist as
well as human resource experts (Anderson 2013). However, in the public sector, it is often
seen that the process is undertaken by the various commercial agencies. The process of
induction, on the other hand, can be defined as the process by means of which, the various
companies or the business organizations welcome the newly recruited individuals within the
fold of their organization as well as prepare or train them for their job roles and
responsibilities (Armstrong and Taylor 2014). The process of induction, therefore, helps in
the integration of the newly acquired employees within the fold of the organization
(Armstrong and Taylor 2014). This report intends to analyze the processes of recruitment and
induction through the company of Telstra. Telstra Corporation Ltd. is an Australian company
which was established in the year 1901, because of the efforts of Australian Federation
(Telstra.com.au 2018).The company is known for its services in the telecommunications as
well as information internationally. The aim of the company is to provide fixed as well as
mobile network infrastructure and Internet services to the Australian as well as global
users (Telstra.com.au 2018).The company offers local as well as long distance call services,
internet and cable distribution services along with its advertising as well international
connectivity services. As per a May 2017 estimate, the company was ranked as the

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282ndlargest company in the world in terms of revenue with its market value being more than
$40.7 billion (Forbes.com 2018). Some of the financial statistics of the company are shown in
the figure-
Figure 1: Financial Statistics of Telstra Corporation Ltd.
Source: (Factset, Bloomberg, S&P Cap IQ; Forbes)
Existing recruitment and selection policies of Telstra
The process of recruitment helps the various companies to attract as well as appoint new
employees with adequate education and expertise (Hendry 2012). It is seen that the various
famous companies of the world including Telstra have innovated as well as developed new
recruitment as well as selection policies through which they can select the kinds of
individuals, which are most suited to them. The recruitment policy of Telstra consists of
following different stages, which are listed below-
 Online advertisement: In case of vacancy, the company attracts the attention of the
talented as well as skilled professionals with the help of the process of online
advertisement. The company commonly uses the online platform provided by the

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website of Seek.com.au to advertise the list as well as the number of vacancies, that
the company is having, at the moment (Telstra.com.au 2018). The company also
mentions the name of the designation as well as the educational, work experience and
other expertise the company is seeking from the individuals.
 Short-listing of the candidates: Based on the kind of the applications, that the
company gets, after the process of online advertisement, the Human Resource
Department team of the company, starts the process of the short-listing of the
candidates, who they think might be resourceful for the company and might fit
adequately in the job role.
 Phone Interview: Once the process of short-listing of the candidates is completed,
the selected individuals get a phone call, wherein a short interview is conducted, with
the candidates. This step, acts as another screening process, wherein based on the
responses of the candidates over the phone interview, they either selected for the next
round of interview or rejected. Sometimes it is also seen that the candidates are
required to give an online video interview instead of the phone interview generally
conducted.
 Face-to-Face interview: The candidates, who were selected in the previous round of
phone interview need to undergo the next round of face-to-face interview with the
Human Resource Department team of the company. In this step, the selected
candidates, are asked some questions about them in order that the HR team can know
more about the candidate but more importantly the candidates are entertained to ask
questions about the company so that they can learn more about the company and the
recruiters can know the things that are going on in the mind of the
candidate (Telstra.com.au 2018) .

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 Final Interview: The candidates selected in the previous round of interview with the
HR team, need to undergo another round of a final interview with one or more Stratel
managers, who take a thorough interview of the candidates in order to test the aptitude
as well as the abilities of the candidates (Telstra.com.au 2018). The selection of the
candidate, depends on the extent to which the candidates are able to impress the
managers with their knowledge as well as abilities. The company performs at least
two reference background checks on the candidates in order to ensure that they are
recruiting the right kind of candidates.
 Offer of Employment: The candidates selected in the last round of final interview
with the managers, are made the offer of employment and welcomed into the fold of
the company.
Legislation underpinning the recruitment and selection processes
The company Telstra follows the various legislative guidelines provided by the
government of Australia as well as the United Nations. The company also takes into
consideration the various guidelines provided by the other nations of the world in terms of
employment laws. Some of the common legislations that the company takes into while
recruiting the employees as well as during the term of their employment are as follows-
 The company takes into consideration the various precepts of the Employment &
Labor Law 2017, which the regulates the process of employment of the majority of
the Australian individuals (Twomey 2012).The law is supplemented by other factors
like state, federal as well as territory legislations (Twomey 2012).The law takes into
consideration various other factors like employment conditions and minimum pay
rates. The National Employment Standards sets some minimum criteria of

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employment across 10 different areas like minimum amount of pay, flexible working
arrangements, annual leave and several other benefits (Bonoli 2017).
 The company also follows the precepts of the United Nations guidelines. The
company is a signatory member of the United Nations Global Compact, which
requires the company to follow the 10 different precepts related to the human right
principles like labor rights, employment rights, adequate measures against corruption
and environmental protection (Stewart 2013). The Code of Conduct and Human
Rights Policy of the company states that the commitment of the company is support as
well as respect the human rights which are in alignment with the precepts of those
provided by the “UN Guiding Principles On Business and Human Rights”
(Telstra.com.au 2018).
 The company of Telstra, is also known to follow other guidelines provided by the
various laws like labor laws, employment laws, privacy and data protection law, anti-
discrimination, freedom of association, anti-bribery and corruption, access to
grievance mechanism and various others in a bid to provide equal opportunities to
everyone (Stewart 2013).
 The company even follows the precepts of the Equality Act of 2010, which prohibits
discrimination, on the basis of gender, age, marital status, ethnicity and several others,
in a bid to provide equal amount of opportunities to all kinds of people irrespective of
age, gender, marital status, ethnicity and several others (Hepple 2014).
 The company also requires its HR team to follow the precepts of some of the
legislation stipulated by the various state governments of Australia. The obligations
that the company needs to take into consideration are insurance, taxation,
superannuation, safety as well as occupational health obligations(Stewart 2013).

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Therefore, from the above discussion it becomes apparent that the company Telstra
Corporation Ltd. follows the various guidelines as well as the precepts of the legislation
provided by the national as well as state governments. The company follows these precepts in
a bid to provide equal occupational opportunities to everyone.
Assessment 2: Observation
Analysis of the recruitment and selection policies
The recruitment as well as the selection process, that the company Telstra follows is
as per the standard one followed by most of the leading companies of the world. It is
generally seen, that during the process of interview, general as well as industry-based
questions are asked by the recruiters. The interview experience of the various candidates is
represented by the below provided figure-
Figure 2: The interview experience of the candidates at Telstra.
Source: (Created by the Author)
It is seen that most of the candidates, who undergo the process of recruitment as well
as selection with the company feel that the experience provided by the entire process was
very positive. The use of modern technologies, like phone as well as video interviews have
been much appreciated by the people (Boselli et al. 2014). Another feature of the interview
process of the company Telstra is the ambiance or the support that the company provides to
the people with disability (Tilly 2013). It is often seen that the company provides a standing

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interview for the people with prolonged back problems and printed documents for the people
with visual impairment (Tilly 2013).The recruitment process of Telstra begins in the month
of July and continues till the month of February of the next year (Telstra.com.au 2018). Many
people, therefore, find the process of the recruitment of the company to be too long as it
covers the duration of an entire year. The candidates need to wait for an entire year to get
recruited, which is not often feasible for many of the skilled as well as talented candidates.
The company therefore, because of its long as we as well as tedious process of recruitment
often ends up losing valuable candidates who might have proved resourceful as well as
productive for the company. The cost of recruitment that the company incurs because of its
tedious length is very significant. It is often seen that a shorter process of recruitment is less
costly to the company. Therefore, if the company Telstra adopts a shorter recruitment process
it can save a very significant amount of money, resource and time. The long process of
recruitment not only means financial loss but the wastage of time of the HR team and the
mangers who are involved in the process of recruitment.
Recruitment and Induction plan
The recruitment policy followed by the company Telstra is a long-time process. The
process can be summarized effectively by the following figure-

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Figure 3: Recruitment Plan
Source: (Created by the Author)
The process of recruitment by the company is a multi-leveled process, which requires
active participation on the part of the Human Resource team. The company places its
advertisement over the internet. The company apart from that can also select the candidates
whom they think fits the requirement parameters of their company from the various online
job recruitment platforms like Linkedin and various other sources (Telstra.com.au 2018).The
company can also select fresh talented candidates from the job fairs of the various colleges as
well as universities. This process can help the company save the cost of advertising over the
various platforms. The company can also follow the policy of referrals, wherein the existing
employees of the company are encouraged to recommend their friends to the company. This
can save the company much amount of money spent on advertisement and the time of the HR
team. This process, however, requires an active participation on the part of the HR team, as
they need to go through the online profiles of the various candidates to give the call to the
right kind of candidates who fit the requirements of the company. Moreover, the company

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should come up with certain kind of plans wherein the HR team will have to recruit a certain
number of candidates after every quarter or time limit (George and Jones 2015). The
company also needs to decide before hand the kind of salary that will be provided to the
selected candidates after they are selected as well as criteria by means of which the newly
hired employees will move from one level of organization to the next.
The process of induction, is related to the process of recruitment and must
immediately follow recruitment. The common concepts, related to the process of induction
are provided in the figure given below-
Figure 4: Components of the Induction Process
Source: (Created by the Author)
The above given figure lists six different components related to the process.The first
component is the process of goal setting (George and Jones 2015).It is at this stage that the
newly acquired employees are informed about their goals.The second important step in this
context is the process of training.The newly hired employees, must be given, adequate
amount of training so that they can deliver results as per the expectations of the company.The
next step involved in the process is the concept of compensation and benefits.This step
involves the providing of attractive compensations to the newly acquired employees to boost