Manage recruitment selection and induction process
Jasjeet
BSBHRM506Presentation.pptxOverview
BSBHRM506 Manage recruitment selection and induction processes
Session 1
Purpose of this presentation
This presentation will introduce you to the concepts of:
Strategic planning, human resources (HR) planning, policy, process, and procedure.
Recruitment, selection, and induction process.
Factors that affect processes.
Need-to-know legislation.
2
Recruitment
Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications.
The purpose of the recruitment process is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organisation.
Selection
Once a pool of candidates has been identified through the recruitment process, the most appropriate candidates are identified through a selection process including interviewing, reference checking and testing.
The purpose of the selection process is to ensure that the best person or people are appointed to the role by using effective, and fair assessment activities.
Induction
Induction is the process for welcoming newly recruited employees and supporting them to adjust to their new roles and working environments. Starting a new job can be a stressful experience and new employees need help to settle in.
It involves orientation and training of the employee in the organisational culture, and showing how he or she is interconnected to everyone else in the organization.
Recruitment, selection and induction process
Recruitment, selection and induction are part of an ongoing cycle for organisations that focuses on filling vacant positions and preparation for future grow, change or replacement of staff
What kind of tasks and procedures will you participate in?
Identify vacant/ new position
Position analysis
Obtain permission to recruit
Develop job description
Advertise/ search
Collate (gather and examine) application
Short list applicants for interview
Develop interview and selection techniques
Conduct interviews
Selection by selection panel
Verbal offer
Reference checks
Response to unsuccessful applicants
Written contract signature
Induction
7
Key terms- 1. Strategic plan
An organisation’s overall plan or vision for the future (3–5 years).
Outlines where they are today, where they would like to be in the future and what elements they intend to focus on to get there
Describes mission and vision statements, value, goals and objectives
2. Policy
Policies are the guiding principles of an organisation and they describe how employees perform their duties from beginning and in an ongoing manner
Generally developed by relevant committees in consultation with stakeholders and executives.
Policy needs to be reviewed regularly.
Effective policies
Outline a desired standard
State its purpose
State legal obligation of management/ organisation
Specify objectives
Identify roles of managers, supervisors
Give timeframes
State how policy will be implemented and monitored
Outline employee expectations
Communicate policy to all employees.
3. Procedures
based on policy
step-by-step instructions for how something needs to be done
Specify who needs to perform the steps and what documentation is involved
Enable policies to be implemented
Need to be written clearly in plain English
Need to be accessible to all workers
Plan, policy, process, procedure
vision and mission
: outline their value and
direction for future growth
strategic plan
: outline how they will achieve
their goals
policy and procedures
: outline how to conduct
day-to day operation
Vision and Mission
Plans
Policies and Procedures
Common problems
As a HR manager, you will experience some common problems with recruitment, selection, and induction processes;
Lack of HR plan and policy
Inaccurate position description
Time delays
Insufficient personnel to handle process
Inaccurate supporting documentation
Poor communication
Effective processes
Effective recruitment, selection and induction processes need to be;
related to organisation policy
supported by documentation
communicated clearly to staff
supported by trained staff
Evaluated and reviewed regularly
Relevant legislation
Australian Human Rights Commission Act 1986
Age Discrimination Act 2004
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Disability Discrimination Act 1992
Equal Opportunity for Women in the Workplace Act 1999
Fair Work Act 2009
Privacy Act 1988
Work/occupational health and safety
