Business
Recruitment Policy and Procedure
- When a job vacancy arises in any department, departmental managers are expected to review the need to fill the position and confirm it before they advertise.
- Departmental managers are required to review job specification, job description, and the selection criteria. In this process, the managers are expected to:
- Examine the job description
- Review the special conditions for the vacancy, e.g.) spread of hours, temporary, permanent, or casual
- Develop the selection criteria for the prospective candidates
- HR prepares to advertise, internally and externally, for the job vacancy. The advertisement preparation entails the description of duties, desirable criteria, salary range, and contact person.
- The job advertisement must adhere to legislative requirements such as Workplace Relations Act 1996, Sex Discrimination Act 1984, Racial Discrimination Act 1975, Equal Opportunity Act 1995, and Disability Discrimination Act 1992.
- HR advertises the job vacancy on newspapers and the company website
- Confidentiality must be upheld when handling documents that belong to applicants
- Applications can be made through hard copy and email, no later than the application deadline
- Applicants must include names, address, current position, and telephone numbers of referees in their applications.
- Valley View has the right to contact any of the listed referees.
- Valley View will verify all relevant applicant documents as originals or certified copies of originals to examine the qualifications of applicants (Kumar, 2010).
Selection Policy and Procedure
- The job description for the advertised vacancy is available to prospective applicants on the company website
- All applications must be handled accordingly as per protocol
- After the application deadline, HR will forward the applications to the appropriate department
- The department will appoint a selection committee that will interview applicants, ensure that application materials are kept confidential, shortlist applicants based on qualifications, organize interview venue, invite shortlisted applicants to the interview, arrange for suitable testing for applicants, and verify referees provided by applicants.
- After the interviews, the selection committee will write a selection report and advice applicants (Kumar, 2010).
Induction Policy and Procedure
- The induction process will provide successful applicants with a history of Valley View
- The successful applicants will be made aware of the vision and mission of Valley View
- Information regarding the goals and objectives of the department, in line with the goals and objectives of the organization, will be provided to the successful applicants
- Training opportunities will be provided
- The new staff will undergo probation
- Performance of the new staff will be assessed through probation
- After probation, new staff will be confirmed or terminated based on performance review (Kumar, 2010).
Establish a timeline on how to train the HR staff with the recruitment process.
The recruitment and selection process will go on for a period of two months. The first month will be used for recruitment while the second month for selection. During this time, the HR staff will get on-the-job training on recruitment, selection and induction policy and procedure (Jones, 2010)
Identify technological requirements that will help in the efficiency of the recruitment, selection and induction process.
e-forms will be used in the application process, whereby applicants will find links of forms to apply for the job vacancy on the company’s website. This will create efficiency because they are instantly received instead of waiting to receive hard copy applications. Also, HR can track performance management information through automated survey tools to assess performance and effectiveness of new hires (Jones, 2010).
References
Jones, R. (2010). Managing Human Resource Systems. Sydney: Pearson Education Australia.
Kumar, R. (2010). Human Resource Management: Strategic Analysis Text and cases. New Delhi: IK International Publishing House.
