a. How would you determine the future staffing needs of your company, assuming you work in HR?
b. Go to seek.com.au and review one Job Description for a receptionist position. Is it complete? Could any improvements be made?
c. How would you keep your knowledge current with any organisational and legislative changes?
d. Give examples of organisational policies and legal requirements you must consider when advertising a vacancy?
e. In the recruitment, selection and induction processes, what specialists could your company use? What would be the purpose of each?
f. To keep the selection process fair for all applicants, what legislation must be considered and adhered to? List all the legislation and the major implications of each. If you are currently working in HR (or have experienced working in HR), comment also how your company meets the requirements of each major legislation.
g. What processes for advising applicants of the selection outcome would you recommend? How would you ensure that these procedures are followed?
h. What processes and timelines would you recommend for executing job offers and contracts of employment? How would you ensure that these and the induction information including salary, terms and conditions are provided promptly?