2 Introduce self organisation and purpose of call 3 Ask standard questions

2 introduce self organisation and purpose of call 3

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2.Introduce self, organisation and purpose of call.3.Ask standard questions about applicant’s knowledge and skills.4.Ask about applicant’s personality.5.Ask manager for their opinion of applicant’s standard of work.6.Ask manager if there have been any problems with applicant.7.Discuss references with other HR person on interview panel.8. Job offerJob offer needs to be made immediately after Reference check.Timeframe: one to five days.Procedure1.HR department organize written contract to be drawn up with termsand conditions.2.Administration to post employee contract to applicant.3.Upon receipt of signed contract HR post new employee advice aboutinduction program.Recommendation: 2010 Recruitment and Selection Policy does not referto any of the criteria and details regarding the job offer. Myrecommendation is that:Page 9 of 11
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Assessment 1BSBHRM506 Manage recruitment selection and induction processesConsidering that a job offer is an invitation for a job candidate to becomean employee in your company and accordingly to the Fair Work Act 2009,the job offer should contains the details of your offer of employmentincluding:the salary,benefits,position job title,name of the supervisor of the position, andother terms and conditions of employment.9. Feedback to unsuccessful applicantsHealthcare United requires all unsuccessful internal applicants to beprovided feedback in individual meetings with a member of the HRdepartment.Timeframe: one to two days depending on number of applicants.Procedure1.HR department ask administration to schedule 30-minute meetingwith each unsuccessful internal applicant.2.HR department representative to conduct feedback meetings withunsuccessful internal applicants.3.HR department representative to phone unsuccessful externalapplicants and offer feedback.4.HR department to file hard copies of notes about unsuccessfulapplicants. Recommendation: 2010 Recruitment and Selection Policy does not referto any of the criteria and details regarding the feedback from unsuccessfulcandidates. And the 2000 Recruitment and Selection Guidelines it is notconvenient for the company on time consuming. The feedback it is important for both ends. Candidates appreciatefeedback because they are anxious to improve their chances of getting thenext job for which they apply. Some candidates are also genuinelyinterested in improving their skills and interaction in an interview setting.For the company it is a chance to underline its fame to be fair. It is important to deal positively with unsuccessful applicants as soon asthe successful applicant has formally accepted the offer of employment,Page 10 of 11
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Assessment 1BSBHRM506 Manage recruitment selection and induction processesthe unsuccessful applicants are to be advised of the outcome. Thefeedback needs to be as constructive and clear as possible. Candidatesneed actionable, constructive feedback that they can immediatelyincorporate into their skill set.The feedback should be provided by phone call for the shortlistedcandidates and by emails for the rest of the candidates. It is advisable toorganize some meeting as well for those candidates that were up on thelist of “best suitable candidates”.Page 11 of 11
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