Human Resource Management 2

DBB05

Assessment 2
Report on recruitment and selection processes

INTRODUCTION:
This report comprises the information regarding the analysis of the policy and
procedures of existing recruitment and selection processes for Healthcare United which
is one of the best healthcare professionals in Australia. This organization currently
employs 1500 healthcare professionals with two sites in Victoria and NSW. They
recently developed a new strategic plan that involves opening another office in Hobart.
Report consists of the comparison between the year 2000 Healthcare United recruitment
and selection guidelines against the newly developed 2010 Healthcare United
recruitment and selection policy and relevant legislation. Following key areas are going
to be considered while comparing, time frames, personnel involved, documentation,
training, monitoring and evaluation.

ANALYSIS OF 2000 & 2010 HEALTHCARE UNITED RECRUITMENT AND

SELECTION GUIDLINES:
Key Areas

United Healthcare 2000

United Healthcare 2010

Timeframes

Timeframe of selection &

Timeframe of selection &

recruitment 2-3 weeks

recruitment 2-3 weeks

Personnel

Timeframe of advertisement 20

Timeframe of advertisement 10

to 25 working days
HR had the major responsibility of

working days
Managers will have the major

selection, recruitment

responsibility of selection and

recruitment and HR will support them
Manager will response for all

Documentation HR was responsible for all

documentation

documentation with the support of HR

Training &

HR had the major responsibility of

department
Manager will have major

support

training & support

responsibility of training & support

and HR department will help

Monitoring &

Monitoring and evaluation were the

managers in their roles

Monitoring and evaluation will be the

evaluation

responsibilities of HR, Chairperson

responsibilities of General Manager,

and staff member of job related

trained selection panel and managers

department

respectively

PROCEDURES ANALYSIS:

OUTDATED WITH
S.No.

KEY AREAS

CONTRARY TO

CURRRENT

FOR REVISING

2010 POLICY

RESEARCH AND
PRACTICE

1.

DO NOT
COMPLY
WITH
CURRENT

Vacant position

Procedure for

Yes it is outdated as

LEGISLATION
Do not comply

analysis

analysing vacant

current research

with the current

position is contrary

shows that all the

legislation.

to 2010 policy. In

responsibilities of

2010 all the

analysing vacant

responsibility is

position is done by

shifted from HR to

managers. Previously
2

2.

3.

4.

5.

Position

the managers.
Position description

done by HR.
Yes it is outdated as

Yes it does not

description

develpoment is

current research and

comply with the

contrary to 2010 as

practice shows that

current

in 2000 HR

the development of

legislation.

department was

position description

responsible for this

should be done by

task.
Yes it is contrary to

managers.
Yes it is outdated as

Yes it does not

2010 as in 2000 all

current research says

comply with the

positions were

that the new vacant

current

firstly advertised

position should be

legislation as

internally for a

advertised internally

there is special

minimum of ten

and externally

exemption to

working days

together for ten

internal

through a

working days.

recruitment must

Advertisement

Shortlist

newsletter on

be approved by

intranet and

the general

noticeboards.
Yes it is contrary to

Yes it is outdated as

manager.
Yes it does not

2010 as in 2000

current research says

comply with the

short listing was

that the short listing

current

done by HR

of applicants must be

legislation.

department while in

done by the

Managers are

2010 all the

managers.

responsible for

responsibilities are

the short listing

Interview

of Managers.
No it is not contrary No it is not outdated

process.
Yes It complies

preparation

to 2010.All the

to current research

with the

interviews. As

and practice.

legislation.

preparation is done
6.

Interview

by HR.
No it is not contrary No it is not outdated

Yes it complies

applicants

to 2010.All the

to current research

with the

interviews

and practice.

legislation.
3

conducted by
7.

Reference check

trained personnel.
Yes it is contrary to

Yes it is outdated to

No it does not

2010.As Reference

current research as

comply with the

check must be done

reference check

legislation as HR

by managers

should be done by

is not responsible

according to 2010

managers.

for reference

policy while in

check.

2000 it was done by

8.

9.

HR.
Yes it is contrary to

Yes it is outdated to

No it does not

2010.As the job

current research as

comply with the

offer is to be

the job offer should

legislation.

finalized by

be given by

managers.

managers.

Feedback to

Yes it is contrary to

Yes it is outdated to

No it does not

unsuccessful

2010.As the

current research as

comply with the

applicants

feedback to

the feedback to

legislation.

unsuccessful

unsuccessful

internal applicants

applicants must be

is to be given by

given in a meeting by

managers with the

managers.

Job offer

support of HR.

RECOMMENDED RECRUITMENT AND SELECTION PROCESS:

The recruitment and selection process involves the following procedures:
1. Vacant position analysis.
2. Position description.
3. Advertisement
4. Short-list
5. Interview preparation
6. Interview applicant
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7. Reference check
8. Job offer
9. Feedback to unsuccessful applicants.
1. Analyse the vacant position
When a position becomes vacant it is important to analyse the position whether it is
still required.
Manager
Estimated timeframe 2-3 days
When a position becomes vacant the following procedure must be completed.
Procedure:
1. Position needs analysis conducted by managers and approved by senior management.
2. Managers explore implications options, legislative and award requirements.

2.

Position description:
A position description is an important prerequisite to successful recruitment and selection.

Estimated timeframe: 3-5 days

Procedure:
1. Position descriptions are developed by managers using a position description template
and include:
a. Position title
b. Key objective
c. Qualifications required
d. OHS component
e. Terms.
2. Senior management to sign off on position description.
3. Lodge and advertisement
Healthcare Uniteds advertising policy: Position must be advertised internally and
externally for a minimum of 10 working days in HU newsletter unless there is special

authorization from senior management for the advertised online and in leading
national newspapers.
Timeframe: 20-25 working days.
Procedure:
a. Managers create advertisement with the support of HR for HU newsletter on
intranet.
b. Managers send advertisement with the support of HR advertisement to
publications department to post on the intranet.
c. Managers with the support of HR create advertisement for authorized external
print media.
4. Short-list applicant.
Short-listing is a process of elimination. However, healthcare united requires that all
internal applicants be interviewed.
Timeframe: 5 days minimum
Procedure:
a. Administration staff to collate all resumes and give to managers.
b. Managers to read over position description and advertisements.
c. Managers to read each external applicant resume and divide them into yes, no
and maybe piles.
d. Managers read all internal applications and complete the short-list charts.
e. Managers then collate all documentations from internal applicants and short-listed
external applicant.
f. Managers organize administration staff to send all external applicants not shortlisted are standard letter by post.
5. Interview preparation:
Timeframe interview preparation 1-2 days
Procedure
1. Managers and HR members request administration staff at head office to organize:
a. Comfortable and quite location
b. Food and beverages for interview panel
c. Interview schedule.
2. Managers and HR to organize interview documentation which includes:
a. Position description
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b. Resumes for each shortlisted candidates

c. Consent to check and release police record form.
d. Standard interview questions for HR members of interview panel.
e. Interview assessment forms for interviewers.
f. Use checklists for documentations.
3. Manager organizes interview panel: two members of HR department and one staff
member for job related department with one of the HR members being the
chairperson.
4. Manager chooses and advises the staff member of their role as expert and requests
that they think of three job related interview questions.

6. Interview applicants
Interviews are to be conducted only at Head office. Interviews are to be 30 minutes in
duration with a 5 minute break in between. No more than 12 interviews should be
conducted in a day.
Timeframe: schedule interviews 1-2 days depending on number of applicants.
Procedure:
1. Chairperson greets candidate and makes introductions.
2. Chairperson opens interview.
3. Managers and HR member of panel ask applicant a series of standard interview
questions.
4. Staff member from job-related department ask three question
5. Chairperson asks applicant if they have any question
6. Chairperson informs the candidate of the process.
7. Panel thank candidate for attending
8. Panel complete a interview assessment
9. Panel select applicant
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10. Gain approval from senior management subject to reference check.

7. Reference checks:
Reference checks are an important part of the selection process. Healthcare united
reference check must be conducted on both internal and external applicant by the
managers and support of HR department.
Timeframe 1-2 days depending on number of applicant.
Procedure:
1. Phone workplace of applicant and speak to manager/referee.
2. Introduce self organization and purpose of call.
3. Ask standard questions about applicants knowledge and skills.
4. Ask about applicants personality
5. Ask manager for their opinion of applicant standard of work.
6. Ask manager if there have been any problems with applicant.
7. Discuss references with other HR persons on interview panel.

8. Job offer
Job offer needs to be made immediately after reference check.
Timeframe 1-5 days.
Procedure:
1. Managers with the help of HR department organize written contract to be drawn up
with terms and conditions.
2. Administration to post contract to applicant
3. Upon receive of signed contract HR post new employee advice about induction
program.
9. Feedback to unsuccessful applicants:
Healthcare united requires all unsuccessful internal applicants to be provided
feedback in individual meetings with managers and a member of the HR department.
Timeframe 1-2 days depending on number of applicants.
1. Managers with the support of HR department ask administration to schedule 30
minutes meeting with each unsuccessful internal applicant.
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2. Managers with the support of HR department representative to conduct feedback

meetings with unsuccessful internal applicants.
3. Managers with the support of HR department representatives to form unsuccessful
external applicant and offer feedback.
4. Managers with the support of HR department to file hard copies of notes about
unsuccessful applicants.