the short listing panel must be the same as the interview panel and this panel

The short listing panel must be the same as the

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the short listing panel must be the same as the interview panel and this panel will meet to decide questions prior to the interviews. Once short listing is completed the application forms together with the shortlist and details of the selection process required must be returned to the HR team who will organize the selection process. Selection (A) Screening process as agreed by the Principal Consultant. This process may include identifying candidates who do not meet the selection criteria or who are ineligible to apply. (B) Interviews are required for all positions (in person, via telephone or other electronic media). A subgroup of the Selection Committee, or the Recruitment Professional, may carry out initial candidate interviews and shortlist appropriate candidates for further interviews if requested by the Selection Committee. All selection criteria will be addressed in the interview. (C) Short listing Induction Induction will occur before each staf member completing his or her first week of employment by the Principal Consultant who will provide then with the following information. a. Procedure, policies, information, plans and other documents related to recruitment processes. b. Information on relevant legislation including Fair Work Act 2009 and the National Employment Standards. c. Information on dress code d. Staf introduction and organizational plan e. Location of various departments. f. Key card, keys and other items needed for the performance of their duties g. Email address and contact details of Principal consultant, managers, and human resources h. Job description and obligations Appointments The conditions of appointment are determined before the appointment can be approved and a formal ofer made. If a position is advertised across levels, the entire Selection Committee determines the appropriate level of appointment by considering how closely the appointee fits the relevant selection criteria duties, responsibilities and accountabilities for each level. Record keeping Records are kept for all stages of the recruitment and selection process from advertising through to notification to all applicants for seven years and all applicants have the right to access information about themselves created during the selection process, without making a formal application under relevant legislation 5. Options for technology
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Social media and new information technology platforms are the biggest areas of recruitment practices growth in Australia. Social media advertising is growing in popularity among businesses, especially in capital cities like Sydney. Australian companies have been reported as slower than other countries to integrate social media into recruitment practices, with an industry survey indicating 26 per cent of companies use social media (Staford, 2012), compared to 92 per cent of US companies (Job vite, 2012).
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