If the role calls for an Engineer to assist in the designing of a new widget for six months, then a person looking for a full time long term position would usually be placed behind an Engineer who was only interested in a short term position. The full time, long term applicant would probably only be interested until their ideal job came along. Then you will then need to re- advertise and reselect another applicant. f Attraction and retention – If you decide on the full time, long term applicant, how you will be able to attract them to stay for the length of the contract. There may be the promise of further employment opportunities, the chance to learn a new skill. f Reference Checking – Though this does not always happen, organisation representatives will contact references with the permission of the applicant. Remember Privacy Laws do apply and you must ensure that you do not breach those laws. f Induction – Most organisations do have inductions providing the new employee with information on the businesses facilities, employment conditions, contractual and legislative requirements. It is important to make sure that these processes are followed and follow up occurs to minimise the organisation’s exposure to risk. Once you have been provided with the go ahead to recruit a member of staff, it is important to make sure that you: f Plan and review the role f Develop a selection criteria f Decide whether to outsource (Use a recruitment agency) or the use internal HR resources f Put together a panel f Plan the time for the recruitment to take place Unless the employee is undertaking a new position, most organisations will have records of the selection criteria required for the new staff member. This information may be provided through previous advertising for the position or through a job description. If the job is being re advertised, take the time to review the criteria to ensure that the selection criteria is up to date. With time, job criteria can change due to technological innovation. This information may not be kept up to date and once you hire a staff member, you may find that they do not actually have the skills required to perform the job. For jobs that are new, you will need to give yourself time to consult with other stakeholders and members of your team to identify what the requirements of the job are. Outsourcing versus the HR Department Outsourcing is the process of using an external agency to advertise and pre select staff for a specific role. Organisations use recruitment organisations to save costs as the organisation may not be large enough to support a HR
26 WORKBOOK | © 2016 YOUNG RABBIT PTY LTD, AUSTRALIAN PACIFIC COLLEGE 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.
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