Effective Recruitment, Selection, And Induction Process For BizOps Enterprises

This unit describes the skills and knowledge required to manage all aspects of recruitment selection and induction processes in accordance with organisational policies and procedures.It applies to individuals or human resource personnel who take responsibility for managing aspects of selecting new staff and orientating those staff in their new positions. It is not assumed that the individual will be directly involved in the selection processes themselves, although this may well be the case.

No licensing, legislative or certification requirements apply to this unit at the time of publication. Purpose of assessment: The purpose of assessment is to determine competency in the unit BSBHRM506 – Manage recruitment selection and induction processes.

Elements

1. Develop recruitment, selection and induction policies and procedures
2. Recruit and select staff
3. Manage staff induction

Performance evidence:
Evidence of the ability to:

1. develop or critically analyse a policy and procedures framework for recruitment, selection and induction
2. identify the need for recruitment
3. prepare and oversee appropriate documentation required for recruitment
4. select and advise job applicants appropriately
5. manage the induction process
6. comply with relevant legislation and organisational requirements.

Knowledge evidence:

To complete the unit requirements safely and effectively, the individual must:
1. describe recruitment and selection methods, including assessment centres
2. explain the concept of outsourcing
3. describe the purpose of employee contracts and industrial relations
4. summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction
5. explain why terms and conditions of employment are an important aspect of recruitment
6. explain the relevance of psychometric and skills testing programs to recruitment.

This project is associated with managing recruitment, selection and induction process of BizOps Enterprises. The following sixteen steps would determine the effective recruitment, selection and induction process in order to enhance the human resource management of the organization.

The assessment of the organizational operational plan and the business plan for Biz Ops is helpful in addressing the procedures and the policies that are essential to make sure that a vigorous and legislative compliant recruitment, selection and induction policy is constructed. The policies have been framed in accordance to the National Standards for Recruitment.

• The policies and procedure

Recruitment

• Recognise the need for an opening     
• Take decision on whether to hire internally or externally
• Assess the job description and create a job advertisement
• Choose the suitable sources for posting the job opening
• Decide the on the selection phases and the probable time period
• Assess the resumes that are available in the database of the company or the ATS
• Source the passive candidates
• Short listing of the applications    
• Proceed with all the stages of selection
• Run a background check of the shortlisted candidates
• Choose the most ideal candidate
• Make an official offer

Selection process

The selection process is inclusive of the following:

• Screening of the resume
• Phone screening
• Assignment
• Interview
• Group interviews
• Knowledge, competency and selection examinations
• Evaluation of the referrals
• Interview feedback

Induction process

The induction process of inclusive of the following:

• Construct a plan that would provide a clear induction process
• Make the new candidates feel a sense of home and brotherhood
• Provide a clear knowledge to the employees about the regulations and policies of the company
• Explain the leave application policies to the employees
• Explain the exit policies to the employees
• Provide clear career development program to the employees

• The each of the procedures and the policies that have been listed have their individual objectives and they are given as follows:

Recruitment Process

• Recognise the need for an opening: It is essential to have an understanding of the opening that is required by the company with the help of which the actual job that is required can be known      
• Take decision on whether to hire internally or externally: It is essential to have an understanding of the mode of hiring that will be profitable for the company and accordingly implement the same
• Assess the job description and create a job advertisement: Assess the job position for which the advertisement would be given and accordingly create an effective advertisement for the job position  
• Choose the suitable sources for posting the job opening: Discover the most precise job posting source so that quality and skilled candidates can apply for the job.
• Decide the on the selection phases and the probable time period: Construct the selection process that would be ideal for the company and create a time period so that the process can be completed within the desired timeframe.
• Assess the resumes that are available in the database of the company or the ATS: This reduces time for the selection of the company and they can reduce dependency from the other external sources
• Source the passive candidates: The passive candidates can be discovered and accordingly skilled and suitable employees for the company can be selected  
• Short listing of the applications: This phase is important with the help of which the potential candidates can be selected and the others can be eliminated       
• Proceed with all the stages of selection: All the selection stages will be undertaken so that the most qualified and apt candidates can be selected   
• Run a background check of the shortlisted candidates: This is done on order to find out that the candidates do not have any criminal records and have a clear background
• Choose the most ideal candidate: The selection of the most suitable person will be helpful in gaining the employee who would be beneficial for the company  
• Make an official offer: An official offer is given so that a formal offering and agreement among the company and the employee is established   

The selection process is inclusive of the following:

• Screening of the resume: In order to determine the most suitable candidate    
• Phone screening: This is done in case the applicant is from a different city or country  
• Assignment: Providing a real life situation with the help of which the competency level of the applicant can be known   
• Interview: Interviewing the applicant in order to undertake a face-to-face communication  
• Group interviews: Allowing an employee to converse in a group in order to determine whether the applicant is able to communicate within a team  
• Knowledge, competency and selection examinations: This is done in order to have an understanding of the competency level of the applicants   
• Evaluation of the referrals: The objective is to assess the employees and their referrals in order assess the validity of the applicants  
• Interview feedback: Feedback after the interview in order to make the applicants know what the company feels about them  

Induction process

The induction process of inclusive of the following:

• Construct a plan that would provide a clear induction process: Provide extensive knowledge to the employees about the plans and policies that the company maintains   
• Make the new candidates feel a sense of home and brotherhood: Motivate the employees and make them relaxed in order to make them familiar to the company
• Provide a clear knowledge to the employees about the regulations and policies of the company: The employees would have knowledge about the company rules and their policies  
• Explain the leave application policies to the employees: A clear vision of the employees would be created  
• Explain the exit policies to the employees: No discrepancies are maintained among the company and the employees   
• Provide clear career development program to the employees: Motivate the employees in order to give out their best efforts.

• Updated relevant and current legislation and best practices  

Recruitment · Recognise the need for an opening      · Take decision on whether to hire internally or externally · Assess the job description and create a job advertisement · Choose the suitable sources for posting the job opening · Decide the on the selection phases and the probable time period · Assess the resumes that are available in the database of the company or the ATS · Source the passive candidates · Short listing of the applications     · Proceed with all the stages of selection · Run a background check of the shortlisted candidates · Choose the most ideal candidate · Make an official offer Selection process The selection process is inclusive of the following: · Screening of the resume · Phone screening · Assignment · Interview · Group interviews · Knowledge, competency and selection examinations · Evaluation of the referrals · Interview feedback Induction process The induction process of inclusive of the following: · Construct a plan that would provide a clear induction process · Make the new candidates feel a sense of home and brotherhood · Provide a clear knowledge to the employees about the regulations and policies of the company · Explain the leave application policies to the employees · Explain the exit policies to the employees · Provide clear career development program to the employees

• In the current recruitment, selection and induction process, the induction policies and processes have a key role to play. In this aspect, it is essential that the company constructs an effective induction plan and framework with the help of which they can convey the rules, regulations, policies and frameworks of the company to the new employees so that they can gain knowledge about the process and the knowledge that is followed by the organization. The induction process needs to be very smooth and casual in order to create a healthy environment and make the new employees familiar with the working environment of the company.

• New Position Request Form     

Date __________

Position Title ________________________________________________ 
Department _________________________________________________
Hiring Manager ______________________________________________

___ Full-time   ___ Part-time   

___Exempt     ___ Non-exempt

___Salaried     ___ Hourly             

Preferred Start Date: _______________________

 

Reason for Recruitment

(New or updated job descriptions must be attached for all positions.)

___ Replacement Position

            Name of person being replaced_____________________________

            Have the duties of this position changed? ___ Yes ___ No 
            (If yes, provide details in position information section.)

            Pay grade/range _________________________________________

___ Reallocated Position (reallocation of vacant, budgeted position within department)

            Name of current vacant position_____________________________

            Current pay grade/range                                                                           

            Recommended pay grade/range_____________________________

___ Budgeted New Position (job description attached)      

           Budgeted pay grade/range________________________________

___ Non budgeted New Position (job description attached)
           Recommended pay grade/range____________________________

Position Information/Justification 
(Indicate what changes were made to job description or provider justification for new position.)

____________________________________________________________
____________________________________________________________
____________________________________________________________

Special advertising/recruitment request:____________________________
____________________________________________________________

Hiring Manager Approval _______________________     Date  _________

Department Head Approval _____________________     Date  _________

VP Approval _________________________________     Date  _________

HR Approval _________________________________     Date  _________

Please return to Human Resources once completed

• Candidate Application Form

APPLICANT SECTION

Position applied for:

Personal details
Given name:		Family name:
Preferred name:
Address:
Telephone	Daytime:		Mobile:
Email:

Current qualifications
Qualification title	Institution/training provider	Year completed

Are you currently undertaking study/training? (tick one)

Yes

No

If yes, course/program name:

(tick one)

Full time

Part time

Distance

Other

Previous employment (most recent first)
Employer name/ establishment	Dates from/to	Position held	Reason for leaving	Office use check initial/date

Do you agree to have referees contacted in relation to this application? (tick one)				Yes		No
(Reference checks will be conducted legally in an ethical manner and all information derived will remain confidential.)
Please provide details of three people who can speak on your behalf regarding your work history.
Name	Contact No.	Position held/working relationship (eg supervisor)			Office use check initial/date

What type of work are you available for? (tick one)	Full time		Part time		Casual
When will you be available for work?

Please provide any other information that you identify as being pertinent to this application (eg medical conditions, disabilities)

I declare that, to the best of my knowledge, the information given is true and correct. I understand that inaccurate, misleading or untrue statements or knowingly withheld information may result in termination of employment with this organisation. I understand that this application does not constitute an offer of employment. I understand that, in some cases, police and credit checks will be required and I will be notified if this applies to this application.

Signed:

Date:

Recruitment Process

The forms that have been created in the earlier section is forwarded to few of the colleagues in order to gain feedback from them. The feedback that is provided by them includes providing a disability pointer in the form along with the health purpose information. The forms should have a place for the applicants to disclose their basic health condition so that it would be helpful for the company to have an understanding of the health scenario of the applicants.

• Attracting Quality Candidates

The use of technologies can be an effective way to attract quality candidates. In the current time period, human beings interact mostly through social media and therefore advertising about the job position in the social media can be helpful in attracting quality candidates.

• Processing the job applications

There are numerous software is available in the market that simplifies the screening of the application forms of the potential candidates for the company. With the use of this software, the management can just select the criteria tabs and switch them on and accordingly put the resumes within the same for assessment and thereafter the suitable resumes would be shortlisted by the software on behalf of the management.

• Induction

Induction can be done by creating a power point presentation report with the help of which the employees can be given the induction training. The computers and laptops are used in order to present the induction power point presentation to the new employees.          

With the advent of time, BizOps Enterprises would be looking to expand their business and therefore would be looking for new and potential employees. In order undertake the recruitment process it is essential to consult to the department heads of various operational departments of the company and thereby have knowledge about the potions that are vacant and the employee turnover in which of the employee positions. The employee requirement and the positions for which recruitment would be undertaken is initiated by taking assistance of the department heads and supervisors as they have the best knowledge about their departments.

A procedure table is constructed and each of the department heads are asked to fill up the same by providing the eligibility criteria of the candidates who would be selected. The procedure is as follows:

Position Description
No of employees required
Specific skills
Competent knowledge
Attributes
Experience
Eligibility criteria

The one page checklist for the managers for the purpose of job advertisement is given as follows:

Job title:

Reporting to:

Salary:

Hours:

Location: 

Purpose of the position:

Key responsibilities & duties

Duties of the role

Time spent

Competencies sought

Must have or optional (can be trained) Academic or trade qualifications:

Selection Process

Recruitment Checklist

Evaluating the Need and Preparing to Post

Ready to Post

Form Selection Committee and Hiring Criteria

Review and Screen Applications

Conduct Interviews/Assessments

Selection (including Background Checks/References)

Wrapping Up

The checklist for informing the applicants who have not been selected is as follows:

Arranging the meeting

Prepare for making a discussion

Provide feedback

Initially provide positive feedback

Provide suggestions for improvement

Close with are statement of the applicant's positive qualities

The new appointment checklist for managers to complete during the making of a job offer is as follows:

Contact the candidate

Job Position

Salary

Start date

Probation and orientation period

Benefits

Formalize the offer

An implementation plan needs to be constructed in order to ensure that all the managers receive training in accordance to the new recruitment, selection and induction policy. The managers are provided with a definite time frame within which they are asked to take training on the new policies that have been incorporated. The managers are given training in accordance to the changes that have been made and how to interact with the new employees and train them about the job description so that the employees get motivated and are free to share their views and in case of any doubts, they can clarify the same and improve their performance in the workplace.

A monitoring plan is constructed in order to have an understanding that the managers are following the induction process in an effective manner. This is done by monitoring that the managers understand their role in the induction process. The frequent of visit and the assessing the checklist related to induction is essential. It is essential to see that whether the managers are incorporating the general induction process and having meetings with the new employees during the time of the induction process so that the employees would be properly inducted.

The plan for the managers that they should follow after they hire a new employee is as follows:

Regular performance check

Assess the quality of work delivered

Psychological scenario of the employee

Interaction and communication with the other employees

Feedback

A meeting will be held where all the policies and the changes that have been made along with the various plans and checklists that have been constructed in accordance to the recruitment, selection and induction policy will be explained and thereby feedback from the assessor would be obtained.

The feedback that is received during the meeting is helpful in making changes in the plans that would provide a better recruitment, selection and induction policy. In the policy that has been constructed, it is seen that that all the policies and plans and have been made internally, however, external help can be taken in certain circumstances with the help of which time consumed can be reduced as well. A plan related to the additional cost that is incurred by the company when the employees within the probationary period leaves the company along with the amenities provided to them needs to be added with the help of which excess cost can be minimised. The incorporation of these aspects within the plan can improve the currently constructed plan. 

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