|DETAILS OF SUBJECT|
|Qualification||BSB50215 Diploma of Business|
|Subject Name||Recruitment and Selection|
|DETAILS OF UNIT(S) OF COMPETENCY|
|Unit Code||BSBHRM506||Unit Title||Manage recruitment, selection and induction processes |
INSTRUCTION TO THE CANDIDATE:
To be assessed as competent for this assessment, you must answer all research questions correctly. If your assessor finds that you have not completed one or more questions successfully, your assessor will discuss reassessment options with you. You may need to redo all or part of the assessment.
You must write your responses within the space provided:
|Formulation of job description|
|Interview question design strategy|
7: Explain why it is important to consult these primary stakeholders during the formulation of a job description, during the creation of the selection panel and in providing feedback during the interview question design process?
|ISSUES||IMPORTANCE OF PRIMARY STAKEHOLDER CONSULTATION|
|Formulation of job description|
|Creation of the selection panel|
|Feedback on design of interview questions|
8: Why do we prefer to secure our preferred candidates through an employment agreement? How does a legal employment agreement support administrative arrangements for managers and staff members?
9. When might it be necessary to utilise specialists in recruitment, selection and induction.
10) Identify ways that technology is now being used to improve the efficiency and effectiveness of recruitment and selection processes
11) What are the main reasons for having a strong induction process within an organisation?
12). Create a checklist of specialist skills in the area of staff recruitment, selection and induction that a new HR recruiter may need to be trained on to ensure that company recruitment and selection policies and procedures are followed, legislative requirements are met and new employee “onboarding” is managed appropriately.
RECRUITMENT AND SELECTION
Why is it important for recruitment specialists to analyze the organization’s strategic and operational plans when designing recruitment and selection policies?
In order to plan a recruitment design, recruitment specialists need to analyze the operational and strategic plan of the organization thoroughly. Analyzing this segment provides them with the ability to understand the goals, directions, objectives, and methods of the company. Thus, they can evaluate procedures accordingly and examines the skills that are required for the company (Bratton & Gold, 2017). Additionally, they can be able to assign proper employees for the proper job. On the other hand, a plan of strategic staffing helps to analyze long-term strategies that they can plan in recruitment design for the employees who are able to meet long-term strategies instead of short-term goals.
Identify at least six potential recruitment methods for attracting potential employees.
The methods that help to attract potential workers are the following:
1. Job advertisement
In order to attract potential candidates, an advertisement for the job is highly effective. Establishing a brand with a noticeable logo and mission statement can be highly impressive for the job seekers and it will attract them to the company in terms of the specifies job requirements and skill set (Rees & Smith, 2017). Advertising in various fields such a social media, posters, television can promote the organization over the country.
2. Social media
In present days, social media has been commonly used to job advertise, discover talents and to make communication with interested candidates using Facebook, Linkedin, and Twitter. Advertising the job through social media helps to attract potential candidates from a single platform.
Recruitment through compassing in colleges can help the organization to connect with dynamic and young talents who can provide great enthusiasm towards their job (Sá & Sabzalieva, 2017). This method can be conducted through various seminars and workshops, organizational tour and compassing newspapers.
4. Employee referral program
Employee referral program plays a crucial role in assigning promising employees. Providing an opportunity for the present employees for referring their talented family and friends and get rewards can be helpful for organization. It helps the organization to find talented candidates besides it helps to motivate present employees.
5. Niche job boards
A niche job board is a small job site that works in a categorical manner and offers a certain type of work (Hay et al. 2017). It has been considered the preferable site of job recruiters and seekers and this site offers jobs from every field, it helps to easily find talented and appropriate candidates for the organization.
6. Organize internship
Organizing an internship program has been considered as the most preferable method for an organization as well as candidates. It helps to select candidates by measuring their talents through the internship experience. It also helps the organization to discover various talents that can help to increase the growth of the company.
What are the advantages of having a recruitment and selection policy and set of procedures? Describe the key policies and procedures relating to recruitment and selection that organizations should address.
A well explained recruitment policy is highly necessary for the organization to meet its requirements. The recruitment and selection policy includes outlines and principles of the organization and explains the potential selection and recruitment process (Larkin & O’Connor, 2017). It helps to explain the description of the job that the process of employee selection can meet the requirements of the business. A well explained recruitment policy provides detailed information to the candidates about the criteria of the selection on every field. As this policy is based on law, the process of recruitment can be lawful. Because of this, this policy will ensure the candidate about the authenticity of the job offer. According to the recruitment policy, every stakeholder needs to follow this process.
Key policies and procedures related to the recruitment and selection process of an organization are the following:
1. Recruitment process based on the ability of the candidates - the policy of recruitment and selection process states that candidates need to recruit as per their ability and talent to meet the requirements of the business (apsc.gov.au, 2018). It can help the organization to find appropriate employees for an appropriate job, whereby the organizations can have the right pool of employees to achieve the organizational goals.
2. Fair treatment to employees - another policy of selection and recruitment is fair treatment towards employees. Recruiting the employees with fair treatment will help the organizations to select the candidates without any of the biases and thus can help in employing as per the job requirement (apsc.gov.au, 2018).
3. Value of equality and diversity - the value of equality and diversity policy defines that the organization needed to value diversity and promote equality among the candidates while recruiting (austrade.gov.au, 2018). Hence, it will help the organization to have a fair chance of providing diversity and equality in terms of candidate recruitment.
(a) Purpose of EEO
Equal employment opportunity (EEO) ensures the fairness of assigning, promoting and much more practices of a workplace. The purpose of EEO is to provide a multi-talented and diverse work environment. The goal of EEO is to reduce various, on-the-job discrimination. It helps to reduce discriminations well as increase fairness within an organization in terms of the recruitment and selection process (business.gov.au, 2019). Every employee needs to be familiar with his or her EEO responsibilities and need to follow EEO policies.
(b) The reasons for increasing diversity in the workplace
Development of diversity helps to recruit employees from various backgrounds. Involvement of employees of different fields helps to collaborate with creative ideas within the business (fairwork.gov.au, 2018). In order to increase productivity, an organization needs to value the diversity that it helps employees to work efficiently and creatively. Increasing diversity helps to get various solutions from different field to achieve organizational goal. As the development of diversity considers as low discrimination, it helps to attract job seeker towards the company.
List at least six areas of discrimination that have to be carefully monitored to ensure that discrimination does not occur in your job advertisement and interviewing and selection process. Name the relevant legislation that applies to each area
|Potential areas of discrimination||Relevant legislation|
|Vilification||4A Meaning of the public act under Anti-discrimination Act 1991|
|Gender-specific advert titles||Equal Opportunity for Women in the Workplace Act 1999 (Cth)|
|Upper age limit adverts||Australian Anti-Discrimination Law (2008)|
|Racial Discrimination||Racial Discrimination Act|
|Age discrimination||Fair Work Act of 2009|
|Disability Discrimination||Human Rights and Equal Opportunity|
Commission Regulations 1989
Table 1: Job Adverts Discrimination areas
(Source: awu.net.au, 2019)
Name 3 (three) different types of primary stakeholders, both internal or external, who are able to provide support during the formulation of the job description, the selection panel and interview question design strategy?
|Formulation of the job description||Marketing Manager||HR department||Department manager|
|Selection panel||Department manager||Operational Manager||Senior management|
|Interview question design strategy||Department manager||Operation Executive||Senior Management|
Table 2: Primary stakeholders of the Recruitment and Selection process
(Source: awu.net.au, 2019)
Explain why it is important to consult these primary stakeholders during the formulation of a job description, during the creation of the selection panel and in providing feedback during the interview question design process?
|ISSUES||IMPORTANCE OF PRIMARY STAKEHOLDER CONSULTATION|
|Formulation of the job description||1. HR Department identifies the human resource recruitment needs for the specific department|
2. Department manager provides the job roles and description of the target candidates
3. Marketing manager decides the channel of advertisements for the job applicant
|Creation of the selection panel||1. Department manager ensures through an interview if the candidate has the potential for the job role through judging the skills|
2. The operational manager decides the skills and knowledge in the context of the operational areas
3. Senior management decides further if the chosen candidates can be selected for next level of recruitment through analyzing the previous stages
|Feedback on design of interview questions||1. As the candidate will be responsible for playing the roles and responsibilities, thus a department manager can provide feedback on the skills that will be needed|
2. The operation executive will provide the feedback based on the marketing skills and management competencies of the candidate
3. Senior management will provide the feedback based on the skills, personal traits along with the job responsibilities
Table 3: Stakeholder’s role in recruitment process
(Source: awu.net.au, 2019)
Why do we prefer to secure our preferred candidates through an employment agreement? How does a legal employment agreement support administrative arrangements for managers and staff members?
Through recruitment activity, organizations give an advanced opportunity to their preferred employees to involve them in the organizational entities. Strategically, towards using and aligning the advanced skills and knowledge of preferred candidates, employee agreement is identified as more preferable in order to support achievement of the organization. The purpose of securing those employees is to maintain the reputation and growth of the organization through accessing the candidate’s skill and knowledge, which can provide the opportunity of competitive advantage (Hay et al. 2017). Employee agreement assist and navigate the internal as well as external environments of business by retaining and attracting productive, high performing and talented employees within an organization.
Legal employment agreement supports the administrative arrangements by establishing wage entitlements and minimum requirements of employees in specific occupations and industries. Employment agreement offers a guarantee about income security and employment. It can be used to secure employees within organization that is lawful (Sá & Sabzalieva, 2018). Through employment agreement, organization contracted with employees lawfully for a certain time. However, streamlined protection of in employment process also helps in dealing with major workplace rights, unfair dismissal and industrial activities.
When might it be necessary to utilize specialists in recruitment, selection and induction?
In the process of recruitment, selection and induction, great contribution of the specialist is highly effective. Towards conveying the detailed information and goals of an organization in a proper way, the skills and knowledge of specialist needs to be utilized (Rees & Smith, 2017). They are able to provide a proper idea to candidates that they can get an essential knowledge of the jobs for which they are selected. In the process of induction, the specialist explains ideas of performing the tasks and organizational rules & regulations as well, which is an essential aspect for employees within their workplace. Moreover, utilizing expert point of view of a specialist in recruitment, selection and induction process it becomes easier to involve employees within an organization from the first day of working.
Identify ways that technology is now being used to improve the efficiency and effectiveness of recruitment and selection processes
In the present day, technologies play a pivotal role in the process of selection and induction. Modern technologies help to find new talents regarding the requirement of the organization, through different job recruitment websites. Emerging technologies such as social media help to promote the business and to attract candidates. Applicant Tracking System (ATS) helps to manage and sort candidates (Larkin, P., & O'Connor, 2017). By using technologies, an organization can measure the talents of an employee. Through using various technologies, sending offer letter becomes very easy and reliable. It helps to select candidates as per their talent and performance in the interview. Even sometimes, organization uses technologies through electronic gadgets to take interviews of candidates.
What are the main reasons for having a strong induction process within an organization?
Employee induction process differs from one specific company to another company based on types of the industry. It supports new candidates to share and deliver their advanced skills within workplace. A strong induction process is a very important process for the recruitment of employees. The process of induction helps to provide a wide knowledge about the task of the employee what they need to do within the workplace. Proper induction guidance helps to increase quality employee performance (Bratton, J., & Gold, 2017). On the other hand, it helps to motivate new employees to do their job effectively. Strong induction process increases the retention rate, productivity, employee morale and sense of the acceptance into specific organization, through which business goals can be incorporated accordingly.
Create a checklist of specialist skills in the area of staff recruitment, selection and induction that a new HR recruiter may need to be trained on to ensure that company recruitment and selection policies and procedures are followed, legislative requirements are met and new employee “on boarding” is managed appropriately
The skills that are needed by the HR in staff recruitment, induction and selection areas are: