Recruitment and selection process The recruitment and selection process

Recruitment and selection process the recruitment and

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Recruitment and selection process The recruitment and selection process involves the following procedures:1.Vacant position analysis2.Position description3.Advertisement4.Short-list applicants5.Interview preparation6.Interview applicants7.Reference check8.Job offerPage 5 of 11
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Assessment 1BSBHRM506 Manage recruitment selection and induction processes9.Feedback to unsuccessful applicants.1. Vacant position analysisWhen a position becomes vacant it is important to analyse the position todetermine whether it is still required. The position analysis will beconducted on new position as well.Manager Estimated timeframe: Two to three days.When a position becomes vacant the following procedure must becompleted.Procedure1.Manager notifies HR about vacant position and requests ‘permissionfor position form’.2.Manager completes their section of ‘permission to recruit form’stating reasons why position needs to be filled and submits it to HRdepartment.3.Position needs analysis conducted by manager.Note:HR may help the manager on this role.4.Completed ‘permission to recruit form’ to be approved by seniormanagement.5.Once permission is obtained then the manager exploreimplications(like time delay or the effectiveness of the policy),options, legislative and award requirements.2. Position descriptionA position description is an important prerequisite to successfulrecruitment and selection.Estimated development and validation timeframe: three to five days.Procedure1.Position descriptions are developed by the manager using a positiondescription template and include:a.position titleb.key objectivec.qualifications requiredd.WHS componente.terms.Note:HR may help the manager about position description ifnecessary.Page 6 of 11
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Assessment 1BSBHRM506 Manage recruitment selection and induction processes2.Senior management to sign off on position description.3. AdvertisementHealthcare United’s advertising policy: unless there is special authorisationfrom the general management, all positions must be advertised internallyin the HU newsletter and externally for ten working days unless specialexemptions apply and be advertised online and leading nationalnewspaper.The newsletter is distributed via the intranet every Friday morning andhard copies are also placed on noticeboards in offices and lunchrooms. Timeframe: 10 working days.Procedure1.Manager creates advertisement for HU newsletter on intranet,internet and leading national newspaper.2.Manager sends advertisement to publications department to postinternal and external print media.Recommendation:If internal job candidates, who are qualified, exist, whyspend the money or the time reviewing external candidates?Probably theprevious 2000 guidelines were correct on giving precedence to internaladvertising before publishing externally.4. Short-list applicantsShort-listing is a process of elimination. However, Healthcare Unitedrequires that all internal applicants be interviewed.
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