BSB51915 DIPLOMA OF LEADERSHIP AND MANAGEMENT | OPERATIONAL PLANNING_V2.4 Department or the HR Department is too overworked and by allowing the Recruitment Company to weed out the applicants who do not meet their needs, the HR Department can concentrate on the applicants who do meet the required criteria. The Human Resource Department in a large organisation may prefer to see all applicants, especially when they are not sure about any aspect of their needs. It is only through the process of interviewing that a better picture of the type of employee they require will come out. The Costs Many organisations decisions on whether to outsource or use the HR Department or Personnel will usually be final, based on the costs of the recruitment process. Costs may include: f Advertising costs f Time of the selection panel off the job f The package offered to the applicant (including superannuation, tax, salary, worker’s compensation provision, etc) The recruitment process Applicants for your advertisement may be sent in or emailed. Applicants will usually send in a detailed resume. Once you have received the resume, you can short list the applications. Applicants are short listed when you: f Find that resumes match the selection criteria and the duty statement in skills, knowledge, experienced and when necessary qualifications. f Once the list has been short-listed, interviews are arranged. Before the interviews are finalised, you should develop a round of questions that will assist you in narrowing down the applicants. These questions must relate to the selection criteria and the needs and expectations of the applicant. Many organisations use these answers to narrow down the candidates. Most organisations require specific information so you may need to find the pro forma’s for the questions that you must ask for the interview. Once you have analysed the responses, you can narrow the applicants down until you identify the one you are going to offer the position to. If a panel has been selected, you should confirm a time and date to review the applicants. Each member of the panel should have an opportunity to provide feedback. Before making the final decision, you should confirm with the references to ensure that the applicant actually has the background on the resume. Be careful when you ask questions to ensure that you do not breach any privacy laws. Once the preferred candidate has been chosen, then you should make the offer. Once the offer is accepted, you should determine when they are prepared to start employment so that you can arrange for the applicant to be inducted to the organisation.
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