Critical Analysis of VTI Group's Recruitment, Selection, and Induction

This report provides a critical analysis of the strategic and operational plans, policies, and objectives related to recruitment, selection, and induction processes at the VTI Group. It examines the company's operational plan, resourcing policies, and budgeting, highlighting the director's involvement and the role of managers. The report details the development of recruitment, selection, and induction policies, including necessary documentation like proof of identity and qualifications. It outlines a step-by-step procedure for each process, from job advertisements to induction checklists, and includes sample job descriptions for administrative, financial, human resource, and marketing managers. The report also provides sample advertisements, interview questions for each position, reference check questions, and letters for both successful and unsuccessful candidates. Furthermore, it discusses staff orientation and induction checklists, and explores the use of HR-related technologies to improve recruitment, selection, and induction processes. Finally, the report emphasizes the need for support from senior managers in implementing these policies.

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LEADERSHIP MANAGEMENT
Student Name
Professor’s name
Course
University Affiliation
State
Date

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Critical analysis of the strategic and operational plans and policies as well as the set
objectives of recruitment, selection and induction processes
The VTI group has a well-established operational plan that basically revolves around the
idea of making a few adjustments in line with the company’s new strategic idea of establishing
an online platform of selling their goods and services (Konstantinides Torbicki Agnelli, et al
2014 pg 3040). The resourcing policies are up to date with the idea of hiring only the required
personnel in the wake of this new business plan. The budgeting is also realistic and will serve the
purpose of fulfilling the company’s set objectives.
The operational plan with regard to the various heads of the departments is also in line
with the overall good of this new establishment. The director’s direct involvement with the
various processes involved in the entire recruitment brings to light their accountability as far as
this electronic business strategy is concerned. With the combined effort of the several managers,
the maintenance of the procedures and systems in line with this recruitment will be very effective
(Brewster Hegewisch 2017 pg 100).
Development of the recruitment, selection and induction policies as well as the
establishment of the documents in support of this
Well, elaborate policies will be put in place to enhance clarity and efficiency of the
performance of the various duties and responsibilities at hand. A clear guideline on the various
jobs available will be well established with elaborate steps on with the different involvements
they will be exposed to. The filling of application forms will be involved in the selection process
(Cerga 2017). With the eventuality of the conducting of interviews meeting specific timelines.
The induction bit of it will revolve around the idea of the recruits being introduced to their new

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working positions with the provision of the relevant documents so as to brief them on the main
elements of the organization. The above three processes will need the following documentation:
proof of identity, qualifications or certificates, work history credentials as well as the significant
medical history (Hu Wang 2014 pg 1750).
Development of a step by step procedure to be followed for recruitment, selection
and induction process
The initial stage to the three processes will be all about the elaborate development of an
effective job advertisements with regard to the four positions of vacancy within the organization.
A brief description of the company will be outlined with the accompaniment of the vital
requirements that are necessary for the job vacancies.
Procedure for the recruitment process
A thorough screening of the resumes presented will be the initial step under the recruitment
process. A variety of things with regard to these documents will be closely checked. These
factors include:
*Spelling or grammatical errors
*Working history
*Experience and expertise
*Accomplishments and measurable achievements
The actual interview assessment revolved around the following elaborate areas:
*Body language

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*Properly listening to the questions as well as effective responses
*Concerns about behavior and attitude
The selection process will encompass the following elements:
*Relevant background checks done with regard to the potential candidates
*Demonstration of whether the candidate meets the qualifications of the actual positions
*Elaborate reference check so as to bring to light the suitability for hiring
The induction process on the other hand will involve the following steps:
*Effective planning of the new members first week and month prior their arriving
*Elaborate orientation with regard to their respective jobs schedule upon their arrival on the first
day
*Efficient explanation to the new members about the overall policies and procedures of the entire
organization
Development of position descriptions to be used in the advertisement
The administrative managerial position requires the following attributes and requirements:
*Effective maintenance of the administration staff
*Accomplishing staff results by effective conveying of information with regard the actual job
expectations
*Efficient provision of supplies by identifying the numerous needs within the organization
*Ability to develop programs while still improving the service quality

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*Elaborate knowhow in establishing continuity in the overall performance of the organization
The financial managerial position will encompass the following elements:
*The ability to prepare and interpret financial reports
*Ability to strategize while still assisting with the strategic planning
*The effective production of long term business plans
*Efficient management of budgets
*Elaborate control of income, cash flow and expenditure
The actual responsibilities of the human resource manager will include:
*Smooth maintenance of the job structure by establishing job requirements and descriptions
*Thorough preparation of employees for various assignments
*Maintenance of the employee benefit program
*Effective maintenance of the organization staff by frequent recruitment, selection, orienting and
training employees
The elaborate job description of the marketing manager will involve the following requirements:
*Paramount and effective communication skills
*Elaborate creative and innovative skills
*Budget management prowess and proficiency
*Ability to forecast and project trends and challenges in the business world

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Development of advertisements for the above mentioned positions
The General Manager,
Brooke House Ltd,
P.O.Box 550,
New York.
Our highly esteemed company is in need of an administration manager who is quite experienced
and seasoned with the regard to the general running of an organization. The effective
mainatainace of the staff with the ability to provide supplies will be some of the numerous
responsibilities that this individual will be tasked with. A bachelor’s degree in administration
will be the minimum qualification accompanied by other esteemed credentials. Feel free to drop
your application within the company’s facilities as well as applying online.
The General Manager,
Brooke House Ltd,
P.O.Box 550,
New York.
The Brook House Company aspires to hire a human resource manager. The ability to maintain
the smooth flow of the running of activities within the organization will be one of the attributes
that the organization is looking for. A degree in human resource management will be the

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minimum requirement accompanied by elaborate experience that will guarantee the effective
performance of duty.
The General Manager,
Brooke House Ltd,
P.O.Box 550,
New York.
A financial manager is urgently needed within the confines of the Brook House Limited.
Effective and efficient skills with regard to the development of a budget as well as managing it
among other responsibilities will among the numerous roles that the successful candidate will be
tasked with. A bachelor’s degree in finance will be the minimum requirement as well as an
elaborate experience in the financial field for a given period of time. Thanks in advance as you
deliberate to apply for the job.
The General Manager,
Brooke House Ltd,
P.O.Box 550,
New York.
The Brook House Franchise is happy to announce the vacancy of a marketing manager. The post
requires someone who can be able to communicate effectively and efficiently communicate.

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Creativity and innovation abilities will be an added advantage. A bachelor’s degree in marketing
will be the minimum qualification accompanied by a three year experience. All the best as you
purpose to apply for the job.
Developed questions for each post to be asked in the interviewing session
The developed questions towards the potential financial managers.
*Have you ever developed a budget before?
*Which is the most cumbersome financial report have you ever unravelled?
*What is the most amount of income that has ever placed under your management?
*Have you ever been involved in the establishment of any business plan?
The developed questions of the administration managers.
*Have you ever administrated in any organization before?
*Which is the highest number of staff to have been placed under your jurisdiction?
*Have you ever developed in any program in any given establishment?
*Have you ever experienced a crisis in any previous organization and how did you handle it?
The developed questions of the human resource manager.
*Have you ever been involved in any hiring of staff?
*How do you plan to handle the challenge of the rebellious characters within the organization?
*What are the avenues will you follow towards recognizing talent within the members of the
organization?

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*How will you discipline the unruly members within the company?
The developed questions of the aspiring marketing manager.
*How do you plan to market the newest products of the organization?
*Which are the common challenges of marketing and how do you plan to handle them?
*How will you identify the newest trends in the business world?
*How will you incorporate these new trends to the organization?
A set of 5 questions to be asked while conducting the reference checks
1. Why did the candidate leave their previous working station?
2. What makes the candidate qualify for the job?
3. Did the candidate get along with previous administration?
4. What is it like when you interviewed the potential candidate?
5. Who else can I confirm the elaborate issues about the candidate?
Developed letters with regard to both the successful and unsuccessful candidates
.To whoever is concerned,
I would hereby wish to commend all of you for effectively and efficiently participating in the
entire interview. However, you did not fully meet all the requirements needed for the various
jobs and that is why I am writing down this information to let you know that you never made it
for the job. Thanks for the elaborate effort you exhibited and all the best as you work towards
getting another job.

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Yours faithfully
HR Manager Alex
To whoever is concerned,
I take this awesome moment on behalf of the Brook House Ltd to inform you that you
successfully qualified for the job you had applied for. I would kindly wish to inform you that the
reporting date will be Monday next week at 9 am. Kindly observe time.
Yours sincerely
HR Manager Alex
Developed staff orientation and induction checklist
The orientation and induction check list revolves around the following:
1. First day (job induction)
*Welcoming the new members to the premises and introducing them to their buddy or mentor
*Show them their place of work
*Arrange for a tour of the entire premises
*Make special arrangements for any special needs
2. Month one to three (company induction)
*Brief enlightment of the organization potted history
*Elaborate explanation of the company’s mission, vision and values

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*Expounding on the organization’s annual goals and key performance targets
*Effective explanation of the health and safety measures within the organization
Developed report on HR related technologies used to improve recruitment, selection and
induction processes
Introduction
There has been underlying issues with regard to the recruitment, selection as well as the
induction processes that are normally associated in the overall hiring processes. The issues have
to do with the idea of the length of time that is normally associated with the entire process.
Accompanied by elaborate in house training with regard to the effective equipping of the
company’s members to be actively involved in the actual hiring process.
Discussion
Elaborate use of the current technology in this cumbersome task of hiring that entails the
three processes is with no doubt the only possible option. The potential candidates for starts can
have their application done online. This will be made possible by the establishment of a website
by the organization that specifically addresses the issue of recruitment.
Other elaborate digital advantages revolve around the conducting of interviews
online. This will greatly save on time and other elaborate resources that revolve around the
finances docket. Elaborate soft wares should be incorporated in the company’s digital system so
as to verify effectively the references outlined in the resumes.

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Conclusion
It is with no doubt that the incorporation of the current technological advancements and
innovations inevitable in every aspect of numerous and successful companies in the utmost
global world. This now prompts the company towards assuming the very same direction
especially with regard to the hiring of staff for an effective and efficient performance.
Sought support from managers regarding the above set policies with the performance of
their trial in form of documents as well as making adjustments to these forms
An expansive and extreme support will be needed from the senior managers so for them
to approve whether the above set policies and procedures will result to the acquisition of the best
team in line with the company’s set goals and objectives (Dries 2017). Trials will be conducted
at the initial stages of the development of the performance plan in the attempt of checking out
their significances. Upon their approval, the relevant documentation and forms with regard to the
main elements of the electronic business strategy will be developed and established partially so

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as to test and bring to light their strengths and weak points. The extreme weaknesses will be
thoroughly checked with appropriate and efficient adjustments being made later on so as to
improve their effectiveness as well as their improved stability (Getahun Matteelli Abubakar, et al
2015 pg 150).
Communication of HR policies and procedures to all employees as well as the
conducting of their training
The already development HR policies, as well as procedures, will be effectively and
efficiently communicated to the entire workforce. This will be done in elaborate gatherings that
will be conducted regularly within given periods of time (Gilbert Medney Mazzotta 2015 pg
100). They can be facilitated in the weekly meetings that are usually conducted with the purpose
of briefing the members about the emerging issues within the organization as well as in the
general business world. Social media platforms will also be used in addressing these newly
developed policies and procedures. Elaborate training will also be conducted with the purpose of
instilling in the employees the new tact and strategies required with regard to the effective
development of the electronic business strategy. Presumably, intense computer training will be
an element of training under the program so as to effectively realize the set goals and objectives
(Gillessen Omlin Attard, et al 2015 pg 1600).
Determination of the future HR needs as well as ensuring the manager's development of
the job description for the individuals at different capacities
The future HR needs revolve around the idea of thorough and complete incorporation of
the digital capability and divine enablement with regard to the performance of all its elaborate
and well-defined tasks. This will greatly improve the efficiency and effectiveness of the

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performance of all these numerous duties and responsibilities associated with it. For instance, the
various processes involved in the hiring and recruitment of the staff should be purely be done
online that will greatly work towards saving on time and other expenses associated with them
(Armstrong Taylor 2014 pg 100). The direct involvement of the managers in the entire
recruitment process is very significant as will serve the purpose of realizing the organization's
goals and objectives. Their developing the vivid attributes of the potential candidates to be
incorporated in the job description will propel the e-business strategy to greater heights in the
global business world.
Provision of training to all individuals involved in the entire recruitment processes
as well as the advertisement of the vacant positions in line with the organizational-legal
requirements
Elaborate training should be offered to all the members of the organization with the
purpose and general idea of attempting to get the right and most appropriate persons for the
available jobs. With the job descriptions already developed by the able senior managers, the
involved recruiters within the organization should be taken through the requirements that are
required by this business entity (Hu Wang 2014 pg 110). These trainers can be sourced from
within the company or from another esteemed organization. The most effective and efficient
avenue if sourcing a trainer from within as that will reduce the extreme costs that are usually
associated with the outsourcing endeavor. Bearing in mind that the already developed job
descriptions have evolved and originated from these senior executives, then it is wise to have
several of them taking the up the mantle of training the potential recruiters. This will bring to
light the idea of the company’s ideal recruits being recruited as the recruiters will be having the
extreme and expansive knowhow of what the new business strategy is looking out for.

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This newly established online business strategy has numerous tasks that will require a
numerous experienced and effective task force whose main agenda will be to propel and
efficiently realize the company’s set goals and objectives. Some of these posts will be assumed
by the already employed members after taking them through some bit of training with regard to
the exact place of work. Four online sales and customer service attendants will be recruited so as
to fully realize the company’s set objectives. Relevant information and technology skills will be
highly required for the smooth performance of the job. With the possibility of tremendous
deliveries to be made, 6 truck drivers will also be needed. Prior driving experience will be
needed so as to fully and effectively deliver the organizations varying and numerous products.
Additional warehouse workers will be required for the purpose of increasing the productivity of
the involved business entity. Prior expertise and experience as is the case with these other vacant
positions will be highly required (Kayl Zudina Epinina, et al 2017 pg 25).
Ensuring that the selection process is in line with the organizational policy serving
the purpose of advising applicants about selection outcome
The company’s notable prowess in the business world places it on a safe platform when it
comes to the selection bit as far as the entire recruitment process is concerned. This has brought
to light several policies that will act as guidelines towards the selection of the most appropriate
team with regard to the good establishment and development of the online business strategy. The
high rate of professionalism will be greatly instilled in the selection process. The various
elements of discipline will be outlined upon successful selection (Kerzner Kerzner 2017 pg 95).
It is in this particular stage that the applicants will be invited to hand over their
applications with the accompaniments of other credentials in the attempt of making sure that they

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qualify for the various jobs at hand. The successful candidates will be notified of their references
being contacted so as to ascertain and confirm the outline information in their credentials.
Elaborate information about the employment contracts and staff training in the
induction process
These contracts will have elaborate information that pertains to the duration of the
contract, the exact pay as well as other terms and conditions. The already developed aspects of
these contracts encompass all these elements serving the purpose of safeguarding the employee
against negativities such as unforeseen employment termination. The organization, on the other
hand, will be stabilized by the fact that the performance of the numerous tasks involved will be
guided by these terms and conditions for its well-being and development. The induction
processes will be trained so as for the recruits to be enlightened on the performance of their
allocated jobs (Kuo Chang Quinton, et al 2015 pg 2300).
Information about probation and identifying the need for recruitment
The probationary period of 6 months is quite significant in bringing to light the abilities
and capabilities of the employees (Zhao 2016 pg 810). Depending on the requirements of the job
description an employee will have to effectively and efficiently perform the assigned tasks
failure of which the termination of their contract will be forthcoming. Upon good and successful
rolling out of the assigned responsibilities by the employee on probation will result in the
confirmation of their being fully employed in the organization. Recruitment is however
paramount as the propelling of this new business idea will greatly involve the incorporation of
new employees. The realization and manifestation of the company’s set objectives will

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comprehensively be brought to light by the good performance of the employees in various
capacities (Ludvigsson Biagi Card, et al 2014 pg 105).
Elaborate use of technology to improve HR efficiency with regard to the
effectiveness of recruitment and selection processes
The incorporation of technology is inevitable in this digital era. This is with no doubt an
option that the VTI Corporation cannot overlook so as to embrace the effectiveness and
efficiency that is normally associated with the advanced technology (Xin Sun Hu, et al 2014 pg
4525). This newly established development in the idea of an online business strategy will greatly
require the incorporation of technology in the company at hand. For instance, in the recruitment
process, online platforms should be established where potential candidates upload copies of their
credentials that will easily access and analyzed by the able recruiters. On the other hand, an
application should be developed in the light of closely scrutinizing all the applications with the
overall sole purpose of identifying the most qualified candidates who are eventually contacted so
as to grace the actual interviewing process (Momin Mishra 2015 pg 200). This will go the
extreme mile of saving time as well as other usually incurred expenses. Future HR needs will
mainly revolve around the idea of conducting online interviews for the candidates that have
successfully excelled in the recruitment and selection processes for the general good and well-
being of the entire organization. Employee empowerment, as well as performance appraisal,
should be considered in the nearby future.
A discussion of the various trials of forms supporting the entire recruitment policies
as well as the outsourced specialist services to use in these procedures

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The various trial forms of the entire recruitment process serve the purpose of bringing to
light the best avenue to employ so as to get the desired candidates for the various outlined jobs.
Passive recruitment and induction processes should be conducted so as to achieve excellence in
the actual processes. Direct inquiries from the involved teams with regard to the overall
recruitment process will result in the revelation of the exact attributes to go for. The outsourced
specialist services will revolve around the idea of processing applications derived from the
involved computers so as to enhance the effectiveness and efficiency of the entire process. A
recruitment company will also be required at the initial stages of this process so as to embrace
the necessary expertise in hiring the best workforce with the regard to the already outlined job
descriptions (Morisset Johannson Vittinghoff, et al 2017 pg 620).
An elaborate description of outsourced services outlining when they are needed with
a list of indicators used in hiring and terminating staff
Outsourcing as mentioned earlier on has to do with hiring the services of a hiring
company so as to ease the entire recruitment process. The outsourced company can either deal
with the entire recruitment process or be involved on a partial basis depending on the terms and
conditions outlined in the hiring contract. Numerous diverse services are offered by these
elaborate organizations such as candidate research, compliance induction as well as technology
consulting (Phin Parry-Ford Harrison, et al 2014 pg 1020). These services are mainly rolled into
play when the involved organization has an inexperienced staff that cannot be entirely tasked
with the cumbersome recruitment task. The firing process involves the following of the exact
employment policies as well as the termination procedures to avoid breaking the law. The
reasons for discharge should also be well documented providing relevant grounds for dismissal.
The other of firing is the issuance of a termination letter so as to site the significant grounds that

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have propelled this decision. The hiring process, on the other hand, revolves around creating a
job description with regard to the various jobs at hand. The recruitment itself, as well as the
selection processes, are also other indicators of hiring (Sesil 2014 pg 200).
Significances of consultation with regard to hiring and firing as well as what to
notice in the probationary staff before confirming employment
Effective and elaborate consultations with the senior management in matters pertaining to
hiring and firing is very significant. With the case of hiring, the exact job description is usually
developed by these executives with the sole agenda of realizing the set goals of the organization.
The issue of firing, on the other hand, requires a clear guidance from these able leaders who
normally have the upper hand with regard to the eventual fate of all the members with their areas
of jurisdiction. The elements to go for in a probationary staff before affirming and confirming
their employment would generally be the level of their performance with regard to their areas of
specialty. The ones whose work is unquestionable automatically qualify for the job (Robbins
Meyer 2016 pg 26).
Explanation of the HR related principles as well as the relevance of the
psychometric skill testing programs to recruitment
The anti-discrimination policy within the HR department mainly addresses the need of
embracing mutual respect and elaborate cooperation for all members within the organization.
This enhances and improves the interaction between the involved members. All the members of
the involved organization are exposed to equal opportunities without the element of bias or even
nepotism for the good of the company (Skippari Geppert Williams, et al 2014 pg 90). Industrial
relations, on the other hand, revolve around the establishment of set rules and regulations within

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an organization that governs the involvement of a given organization with another on business
ventures. Workplace relations based on honesty and high levels of professionalism serve the
purpose of realizing the full potential of the business at hand.
The psychometric testing brings to light only the right and most qualified people for the
job at hand resulting in an improved performance of the entire organization. It reduces attrition
with the sole purpose of enhancing engagement of the involved individuals. The employees
preferred communication style is also embraced by this test easing the entire recruitment process
as far as the potential employees are concerned (Thienphut Jiamprachanarakorn Sirasirirusth, et
al 2015 pg 110).
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