Manage Recruitment Report

CRICOS: 03427D RTO No.
: 41204
BSBHRM506 Manage Recruitment Selection and Induction Processes
ASSESSMENT SUMMARY SHEET
This form is to be completed by the assessor and used a final record of student competency.
All student submissions including any associated checklists (outlined below) are to be attached to this cover
sheet before placing on the students file.
Student results are not to be entered onto the Student Database unless all relevant paperwork is completed
and attached to this form.
Student Name:
Student ID No:
Final Completion Date:
Unit Code: BSBHRM506
Unit Title: Manage Recruitment, Selection and Induction Processes
Please attach the following documentation to this form Result
Assessment 1 Case study and report S / NYS / DNS
Final Assessment Result for this unit C / NYC
Feedback is given to the student on each Assessment task Yes / No
Feedback is given to the student on final outcome of the unit Yes / No
Student Declaration I have been assessed in a fair and

Assessor Declaration: I declare that I have conducted a
flexible manner. I understand that the Institutes Student
fair, valid, reliable and flexible assessment with this student,
Assessment, Reassessment and Repeating Units of
and I have provided appropriate feedback.
Competency Guidelines apply to these assessment
tasks.
Name: Name:
Signature: Signature:
Date: Date:
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BSBhrm506 Assessment 1
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CRICOS: 03427D RTO No.: 41204

ASSESSMENT 1 COVER SHEET
Details of Assessment
Term and Year Term 1 2017
Assessment Type Case study and report

Due Date Class Room Lecture Hall 6
Student Name:
Student ID No:
Date:
Qualification : BSB50215 Diploma of Business
Unit Code: BSBHRM506
Unit Title: Manage Recruitment, Selection and Induction Processes
Assessors Name
Assessment Outcome Satisfactory Not Satisfactory
Student Feedback
Student Declaration: I declare that this work has been Assessor Declaration: I declare that I have conducted a fair,
completed by me honestly and with integrity. I understand that valid, reliable and flexible assessment with this student, and I
the Sydney Metro Colleges Student Assessment, have provided appropriate feedback.
Reassessment and Repeating Units of Competency Guidelines
apply to these assessment tasks.
Name: Name:
Signature: Signature:
Date: Date:
Student was absent from the feedback session.
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Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
recorded.
Resources required for this Assessment
All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
Upon completion, submit the assessment printed copy to your trainer along with assessment coversheet.
Refer the notes on eLearning to answer the tasks
Any additional material will be provided by Trainer
Instructions for Students
Please read the following instructions carefully
This assessment is to be completed according to the instructions given by your assessor.

Students are allowed to take this assessment home.
Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided
with feedback on your work within 2 weeks of the assessment due date.
Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will
be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an
organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes.
Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW.
They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500
workers in three stages.
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You will need to write a report that compares the 2000 Healthcare United recruitment and selection guidelines against the newly
developed 2010 Healthcare United recruitment and selection policy and relevant legislation.
You also need to recommend changes necessary to improve procedures and the overall process, based on current research.
You will be given copies of 2000 Healthcare United recruitment guidelines and the 2010 Healthcare United recruitment and selection
policy.
Your report needs to cite relevant legislation and address the following key areas for each procedure:
timeframes
personnel involved
documentation
training
monitoring and evaluation.
You must provide:
a hard copy of your written report and any supporting documents to your assessor.
Your assessor will be looking for the following in your report.

an executive summary covering off the key findings and recommendations
an analysis of the following key areas for each procedure in terms of the 2010 Healthcare United Recruitment and Selection
Policy, the relevant legislation underpinning each procedure and current research:
time frames
personnel
documentation
training and support
monitoring and evaluation.
Procedures to be analysed:
vacant position analysis

position description
advertisement
shortlist
interview preparation
interview applicant
reference check
job offer
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evidence and referenced sources, e.g. reading reference materials, internet research and direct research (contacting and
interviewing organisations) that support your analysis
conclusion discussing overall process
a list of your recommendations to revise the 2000 Healthcare United Recruitment and Selection Guidelines
a logical, formatted structure with an introduction, body and conclusion or with clear headings for each section.
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Case Study: Healthcare United 2010
Recruitment and Selection Policy
Healthcare United aims to be the number one provider of Healthcare professionals in Australia.
Healthcare United is an organisation that currently employs 1500 Healthcare professionals with two sites, in Victoria and NSW and
seeks to expand its operations and open another office in Hobart.
As an organisation our vision is to provide:
the best qualified and trained human resources available for clients
up-to-date technology in all services for both clients and staff
innovative best practices and procedures from both inside and outside the organisation
best facilities and procedures in a competitive environment.
To address the future needs of the organisation, Healthcare United aims to recruit a further 500 of the best possible healthcare
professionals available, in three stages, over the next five years.
Key tenets of our recruitment and selection policy are:
managers will assume major responsibility for the recruitment and selection of staff, the training of required personnel and
supporting documentation
HR department will support managers in this role
timeframe for recruitment and selection will be two to three weeks maximum
position analysis will be conducted on all vacant or new positions
all vacant and new positions will be advertised internally and externally for ten working days unless special exemptions
apply and be advertised online and in leading national newspapers
special exemptions to internal recruitment must be approved by the general manager
all interviews must be conducted by a trained selection panel
selection of staff is subject to reference checks conducted by the manager
Healthcare United is an equal opportunity employer.
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(Case continued)
Healthcare United 2000 Recruitment and Selection Guidelines
Policy statement:
Healthcare United is an organisation that seeks to employ the best possible healthcare professionals. It is an equal opportunity
employer.
Purpose:
The purpose of the recruitment and selection process is to ensure that Healthcare United has the best possible human resources
available to effectively provide its service.
The Healthcare United recruitment and selection process has been developed in line with organisational strategies, relevant
legislation and best practice recruitment.
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 applicants
5. Interview preparation
6. Interview applicants
7. Reference check
8. Job offer
9. Feedback to unsuccessful applicants.
1. Vacant position analysis

When a position becomes vacant it is important to analyse the position to determine whether it is still required.
Manager
Estimated timeframe: Two to three days.
When a position becomes vacant the following procedure must be completed.
Procedure
1. Manager notifies HR about vacant position and requests permission for position form.
2. Manager completes their section of permission to recruit form stating reasons why position needs to be filled and submits it
to HR department.
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3. Position needs analysis conducted by HR department who them completes rest of permission to recruit form.
Note: HR may need to question manager about position.
4. Completed permission to recruit form to be approved by senior management.
5. Once permission is obtained then HR department explore implications, options, legislative and award requirements.
2. Position description
A position description is an important prerequisite to successful recruitment and selection.
Estimated development and validation timeframe: three to five days.
Procedure
1. Position descriptions are developed by HR department using a position description template and include:
a. position title
b. key objective
c. qualifications required
d. WHS component
e. terms.
Note: HR may consult with manager about position description if necessary.
2. Senior management to sign off on position description.
3. Advertisement
Healthcare Uniteds advertising policy: unless there is special authorisation from senior management, all positions must first be
advertised internally for a minimum of ten working days in the HU newsletter before being advertised externally for a period of ten
working days.
The newsletter is distributed via the intranet every Friday morning and hard copies are also placed on noticeboards in offices and
lunchrooms.
Timeframe: 2025 working days.
Procedure
1. HR department creates advertisement for HU newsletter on intranet.
2. HR sends advertisement to publications department to post on the intranet.
3. HR creates advertisement for authorised external print media.
4. After advertisement has been posted internally for ten working days, HR organises for external print media.
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4. Short-list applicants
Short-listing is a process of elimination. However, Healthcare United requires that all internal applicants be interviewed.
Timeframe: Five days minimum.
Procedure
1. Administration staff to collate all resumes and give to HR department.
2. HR to read over position description and advertisements.
3. HR to read each external applicants rsum and divide them into yes, no and maybe piles.
4. HR to then reread yes and maybe resumes and complete short-list chart for external applicants.
5. HR reads all internal applications and completes the short-list chart.
6. HR then collates all documentation from internal applicants and shortlisted external applicants.
7. HR organises administration staff to send all external applicants not short-listed a standard letter by post.
5. Interview preparation
Healthcare United uses the interviewing selection technique with interviews being conducted at head office only. Where possible,
Healthcare United requires a selection panel of two HR personnel and a representative from the related department to interview
applicants.
Timeframe: interview preparation one to two days.
Procedure
1. HR requests administration staff at head office to organise:
a. comfortable and quiet location
b. food and beverages for interview panel
c. interview schedule.
2. HR to organise interview documentation which includes:
a. position description
b. resumes for each shortlisted candidate
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 checklist for documentation.
3. HR organises interview panel: two members of HR department and one staff member from the job-related department with
one of the HR members being the chairperson.
Note: It is preferable that the staff member from the job-related department is experienced.
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4. Chairperson (HR) 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 five-minute break in between.
No more than 12 interviews should be conducted in a day.
Timeframe: scheduled interviews one to two days depending on number of applicants.
Procedure
1. Chairperson greets candidate and makes introductions.
2. Chairperson opens interview.
3. HR members of panel ask applicant a series of standard interview questions.
4. Staff member from job-related department asks three questions.
5. Chairperson asks applicant if they have any questions.
6. Chairperson informs the candidate of the process.
7. Panel thank candidate for attending.
8. Panel complete interview assessment.
9. Panel select applicant.
10. Gain approval from senior management subject to reference check.
7. Reference check
Reference checks are an important part of the selection process. Healthcare United reference checks must be conducted on both
internal and external applicants by the HR department.
Timeframe: one to two days depending on number of applicants.
Procedure
1. Phone workplace of applicant and speak to manager/referee.
2. Introduce self, organisation 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 applicants standard of work.
6. Ask manager if there have been any problems with applicant.
7. Discuss references with other HR person on interview panel.
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8. Job offer
Job offer needs to be made immediately after Reference check.
Timeframe: one to five days.
Procedure
1. HR department organise written contract to be drawn up with terms and conditions.
2. Administration to post employee contract to applicant.
3. Upon receipt 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 a member of the
HR department.
Timeframe: one to two days depending on number of applicants.
Procedure
1. HR department ask administration to schedule 30-minute meeting with each unsuccessful internal applicant.
2. HR department representative to conduct feedback meetings with unsuccessful internal applicants.
3. HR department representative to phone unsuccessful external applicants and offer feedback.
4. HR department to file hard copies of notes about unsuccessful applicants.
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Assessment Questions
1. Read and understand the 2010 Healthcare United Recruitment and Selection Policy found on page 6.
2. Analyze the 2000 Healthcare United Recruitment and Selection Guidelines found on page 7.
3. Using Appendix 1, submit a report (no more than 2,000 words and attached any relevant supporting documents)) covering
areas as follows:
a. Addressing for each procedure against the current 2010 Healthcare United Recruitment and Selection Policy and
relevant legislation.
b. Identify and discuss key revision area in contrary to 2010 policy
c. Discuss on the documented policy and procedures to develop a set of standardized HR documents for use to be
proposed for maintaining quality and controlling organizational practice (choose only 2 documents to proposed which
might include: questionnaires for exit interview, agenda templates for meetings, format for position descriptions,
standard letters such as job offer, format for employment contracts, checklists for complicated procedures such as
grievance handling, performance review forms, templates for staff communications, format for training records,
selection interview checklists, induction checklists, etc.)
d. Illustrate and deliberate on policies such as advertising for vacant positions and selection procedures that do not
comply with current legislation.
e. Evaluate key areas of the 2000 Guidelines and discuss on how you would further improve on the Companys
recruitment, selection and, induction policies and, procedures.
f. You are required to adhere strictly to the prescribed format as follows:
Format of report writing
Title Section - If the report is short, the front cover can include any information that you feel is necessary including the author(s)
and the date prepared. In a longer report, you may want to include a table of contents and a definitions of terms.
Summary - There needs to be a summary of the major points, conclusions, and recommendations. It needs to be short as it is a
general overview of the report. Some people will read the summary and only skim the report, so make sure you include all the
relevant information. It would be best to write this last so you will include everything, even the points that might be added at the
last minute.
Introduction - The first page of the report needs to have an introduction. You will explain the problem and show the reader why
the report is being made. You need to give a definition of terms if you did not include these in the title section, and explain how
the details of the report are arranged.
Body - This is the main section of the report. The previous sections needed to be written in plain English, but this section can
include jargon from your industry. There needs to be several sections, with each having a subtitle. Information is usually
arranged in order of importance with the most important information coming first. If you wish, a Discussion section can be
included at the end of the Body to go over your findings and their significance.
Conclusion - This is where everything comes together. Keep this section free of jargon as most people will read the Summary and
Conclusion.
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Recommendations - This is what needs to be done. In plain English, explain your recommendations, putting them in order of
priority.
Appendices - This includes information that the experts in the field will read. It has all the technical details that support your
conclusions.
4. Create a PowerPoint presentation (Appendix 2) to summarize the report to a diverse range of people (your classmates
would play the role of employees of the company) which should include; Executive Summary, Introduction, Review of
Policies and Procedures, Recommendations and Conclusions. In addition, you would need to provide an opportunity for
feedback and response from the audience within the required timeframe.
5. Using Appendix 3, Develop a future human resource needs for Healthcare United requirements which should include the
following:
a. Objectives and expected outcomes (identification of what job roles are required)
b. A schedule which clearly indicated the different stages of recruitment and steps to be undertaken
c. Timelines for each of the stages/ steps
d. Develop a job description for the role required in line with Healthcare United and obtain approval from the HR Director
(your trainer will undertake this role).
e. Specify the required training or support to enable personnel involved in the recruitment and selection process to
complete their task effectively.
f. Discuss and determine the job advertisement for the position meets with organizational policy and is compliant to the
Australian legislation requirements (www.accc.gov.au, www.humanrights.gov.au)
g. Discuss and propose the use of recruitment agencies to support this recruitment and selection drive (when would it be
applicable to use human resource specialists and what are the justifications of subscribing to such services)
h. Define the entire selection procedure and process (including advising applicants of selection outcomes) for Healthcare
United to ensure that it meets organizational requirements and in accordance to the Australian legislation requirements
(www.humanrights.gov.au, www.ahri.com.au, www.legislation.gov.au, www.business.gov.au)
i. Document the tasks that must be carried out after the selection process (include job offers, employment contract, etc.)
6. Research, develop and write a set of guidelines for a one-day induction program for Healthcare United to the newly recruits
(your classmates would play the role of the newly recruits of the company) to reflect; Welcome Address, Expectations, Roles
and Responsibilities, Administration Information, Organization Chart, HR Manual, Job Description, Companys Profile
Materials, Staff Contact, Work Health & Safety, and Security and a plan on managing probation of employees (the probationary
period formal reviews would be scheduled and specify the probation guidelines to be used in measuring work planning/
performance review of the employee). This guideline (as per Appendix 4) must be presented in the following format:
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Format for guidelines
Title page
Contents
Introduction:
brief organisation profile
induction policy statement and objectives.
Induction program:
program outline with session titles, facilitators, location, times, methods of delivery
induction toolkit contents checklist
induction process checklist
evaluation form.
Induction training and support:
objectives based on organisational policy
training tasks
list of staff and methods for training staff
checklists for facilitating training
training evaluation form.
Overseeing of probationary employees:
objectives based on organisational policy
probation procedure
checklist for procedure
probation process evaluation form.
Appendix:
templates
sample documentation
bibliography.
.
7. Consult relevant workplace personnel for feedback on guidelines by using Appendix 5 and obtain approval from the HR
Director (your trainer will undertake this role). Ensure that the feedback on the induction process identifies the following:
a. Is the induction meeting the organizations objectives?
b. Any areas of improvements to be made?
c. Refine and edit guidelines as necessary
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Appendix 1 Report
Title of Report in Initial Capital Letters:

Arial (24 points, Boldface) and
No More Than Three Lines
Commented [MI1]: Replace all writing in blue with your own
words. Note that the title is left justified, which is the custom for
publications in the United States. If this report were for a
European institution, a centered headline would be appropriate.
Your Name
Department
Name of Your
Name of Your Institution
Date
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Commented [MI3]: This page is the title pagealthough the

page number often does not appear, it is roman numeral i.
Summary
Here you present a one- or two-paragraph summary of the report. This summary should stand alone (no
reference to figures or tables in the text) and present the most important results of the work. Replace all writing in
blue with your own writing. The line spacing for this paragraph is to be single-spaced, which is common in
professional reports (note that graduate theses and dissertations are often space and a half). Please indent all
paragraphs in this document. XXXXX
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BSBHRM506 Assessment 1
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Table of Contents
Summary i
Introduction 1
First Major Heading X Commented [MI4]: Insert the page number here. Because
you are inserting all the final page numbers, this page is usually
the last page that you work on.
First Subheading X
Second Subheading X
Third Subheading X
Fourth Subheading X
Conclusions X
Appendices (if any) X
Introduction
Headings are 14 points, flush left, and boldfaced. Use initial capitals. A good typeface for the heading is Commented [MI5]: Please indent all paragraphs. Do not
Arial, because it holds bold facing well. To preserve hierarchy, allot three line skips before the heading and two line follow the primitive format of not indenting paragraphs and
skipping a full line between paragraphs. Every major book and
skips after. In the Introduction, make sure that you orient the audience with sufficient background to understand journal publisher in the world indents paragraphs. The no-indent
what the problem is and why the problem was addressed. In this format, you formally reference the problem format arose in the 1960s when the first word processors were
memo. A good test for this section is to imagine how well it would orient you should you read it a year from now. developedthese word processors could not indent paragraphs
Also in the Introduction, be sure to state what the topic includes and any limitations about the topic. and therefore authors had to resort to line skips. The no-indent
format distorts the line spacing awarded to headings and, when
Indent all paragraphs. Also, you may place 6 points between paragraphs, but do not place morethat equations and illustrations are present, makes it unclear where
would upset the special hierarchy of the headings and subheadings. In addition, make sure that you use the paragraphs end and where they begin. If you want to skip a little
paragraph of the Introduction to map the report. This mapping serves as a transition to the report's middle. spacesay 3 ptsbetween paragraphs, that is fine, but be
consistent throughout the report.
First Major Heading
Headings are 14 points, flush left, and boldfaced. Use initial capitals. A good typeface for the heading is
Arial, because it holds bold facing well. To preserve hierarchy, allot three line skips before the heading and two line
skips after. At least one paragraph should follow a heading before a subheading exists. The typeface given here
for the text portion of this report is Times New Roman (on a Macintosh, Times would a comparable choice). Book
Antiqua would also be a professional choice, especially for the single column format of a thesis. On a Macintosh,
comparable typefaces to Book Antiqua are New Century Schoolbook and Palatino. In industry, the recommended
spacing for a report is single spacing.
First Subheading
Subheadings should be 12 points and boldfaced. Insert two line skips before the sub-subheading and
one line skip after. Use initial capitals. Note that subheadings are typically listed in the Table of Contents. Be
conservative with subheadings in a report. A report is often an argument and, as such, requires series of
uninterrupted paragraphs to state assertions and present evidence for those assertions. For the length of report
that you have, avoid sub-subheadings, because they are often unnecessary. Rather than having sub-subheadings,
which would be a third-level, have your paragraphs show the arrangement of your
ideas.XXXXXXXXXXXXXXXXXXXXXXXXXX
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Second Subheading
If you have one sub-subheading, you must have a second. Otherwise, the first sub-subheading has
nothing to be parallel with. Do not allow a heading or subheading to stand as a widow line at the bottom of a page.
If the situation occurs, force a line break before the heading or subheading.
Third Subheading
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Fourth Subheading
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Conclusions
This section summarizes the document and provides closure. The difference between this summary and
the summary that you write on the title page is that the summary in the Conclusion is for someone who has read
the report. XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
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this section, a good idea is to use your last sentence to emphasize an important detail or result in the report.
Recommendations
This section provides a set of recommendations to resolve issues / concerns encountered, placing them
in order of priority XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
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Appendix A (if any):

Title of Appendix A
Titles of appendices are 14 points, flush left, and boldfaced. Use initial capitals. A good typeface for the
heading is Arial, because it holds bold facing well. To preserve hierarchy, allot three line skips before the heading
and two line skips after. Illustrations in this appendix are labeled Figure A-1, Figure A-2, Table A-1, Table A-2, and
so forth. Note that each appendix begins on a new page. Also note that each appendix should be introduced
somewhere in the text portion of the report.
Appendix 2 PowerPoint Presentation (8 to 10 slides)
You are required to insert images of PPT slides into this template. Please do a Save As from PowerPoint, choose JPEG
and have PPT save all slides and not just the current one so that Word would be able to insert the said PPT into this
specified part of the document.
TOOLBOX PRESENTATION
Appendix 3 Workforce Plan
Healthcare United
WORKFORCE PLAN
Heading
Executive Summary
1. Introduction:
2. Strategic background and context.
Organization
Profile
Objectives
Expected
outcomes
3. Schedule of recruitment process
Milestone Description Time Person

required responsible
Job title For example: Classroom teacher year 8 10 Italian

Link to Strategic Intent Refer to your strategic plan
and target:
2016 2017 2018 2019 2020
Projected demand (how
many of this job group will
you need each year? This is

your best guess and
should be revised as
circumstances change)
Projected supply (for
example how many have
you got now? how many do
you think you will be able to
attract? are any likely to
leave you over the time
period?)
Projected supply gap
(difference between
demand and supply)
Comments: provide some summary of your analysis and conclusions drawn from the data you have
examined.
4. Job description
Job title <Insert job title>

Salary <Insert salary per hour/annum or total package including base salary,
superannuation, commissions or benefits
Hours <Insert average number of hours per week or type of employment such as
casual, part-time, full-time>
Location <Insert location of the position and any travel required>
Reporting
relationships
Purpose of
position
Responsibilities
and duties
Academic/ trade Essential
qualification
Desirable
Work experience Essential
and skills
Desirable
Personal qualities Essential
and behavioral
traits Desirable
5. Workforce and Development Strategies.

In this section lay out what strategies you would like to use to tackle the workforce issues you have identified previously
in the plan, and who will be the target of your strategies. Only use the sections that are appropriate to you.
Area Workforce Strategy Target
(What will you do, how will you do it and how much (i.e. who, how many, for which job
is it likely to cost? Which of your schools strategic role, and when will you do it)
goals does this workforce strategy support? Consider
what will happen if you dont have a workforce
strategy for this identified issue).
Attraction
Recruitment and
selection
Development
Retention
6. Job advertisement
Job ad - <job position>
<location>
<Salary>
<application closing date>
<catch phrase for role>
<Short description of role and organisation and the reporting relationship of the role> Formatted: Border: Top: (No border)
<Body of advertisement Include required and preferred qualifications, experience, skills and personal traits> Formatted: Border: Top: (No border)
<Please email your confidential CV to <name of contact> at <insert email address> for further information
7. Selected advertising channel/s and justification
<Tick selected channel/s for advertising position>
newspaper classifieds Facebook caf noticeboard
classifieds online caf window industry newsletter
Reasons for selected advertising channels:

<Provide rationale for the advertising channel/s and technologies you have selected>
8. Use of recruitment agencies and justification
Objective
Justification
Approved Not approved
HR Director (your trainer): Signature: Date:
9. Use of online recruitment websites and justification
Objective
Justification
Approved Not approved
HR Director (your trainer): Signature: Date:
10. Selection procedure and process considerations
Tasks Compliance to: Considerations
Organizational
requirements
Application
screening
Legislation
requirements
Organizational
Selection tests requirements
Legislation
requirements
Organizational
requirements
Interview
Legislation
requirements
Organizational
requirements
Reference and Legislation

background check requirements
Organizational
requirements
Selection decision
Legislation
requirements
Organizational
requirements
Physical
examination
Legislation
requirements
Organizational
requirements
Job offer
Legislation
requirements
Organizational
requirements
Employment
contract
Legislation
requirements
Organizational
requirements
Rejected applicants
Legislation
requirements
Appendix 4 Guidelines
Healthcare United
INDUCTION GUIDELINES
Introduction
Headings are 14 points, flush left, and boldfaced. Use initial capitals. A good typeface for the heading is Commented [MI6]: Please indent all paragraphs. Do not
Arial, because it holds bold facing well. To preserve hierarchy, allot three line skips before the heading and two line follow the primitive format of not indenting paragraphs and
skipping a full line between paragraphs. Every major book and
skips after. In the Introduction, make sure that you orient the audience with sufficient background to understand journal publisher in the world indents paragraphs. The no-indent
what the problem is and why the problem was addressed. In this format, you formally reference the problem format arose in the 1960s when the first word processors were
memo. A good test for this section is to imagine how well it would orient you should you read it a year from now. developedthese word processors could not indent paragraphs
Also in the Introduction, be sure to state what the topic includes and any limitations about the topic. and therefore authors had to resort to line skips. The no-indent
format distorts the line spacing awarded to headings and, when
Indent all paragraphs. Also, you may place 6 points between paragraphs, but do not place morethat equations and illustrations are present, makes it unclear where
would upset the special hierarchy of the headings and subheadings. In addition, make sure that you use the paragraphs end and where they begin. If you want to skip a little
paragraph of the Introduction to map the report. This mapping serves as a transition to the report's middle. spacesay 3 ptsbetween paragraphs, that is fine, but be
consistent throughout the report.
Induction program
Headings are 14 points, flush left, and boldfaced. Use initial capitals. A good typeface for the heading is
Arial, because it holds bold facing well. To preserve hierarchy, allot three line skips before the heading and two line
skips after. At least one paragraph should follow a heading before a subheading exists. The typeface given here
for the text portion of this report is Times New Roman (on a Macintosh, Times would a comparable choice). Book
Antiqua would also be a professional choice, especially for the single column format of a thesis. On a Macintosh,
comparable typefaces to Book Antiqua are New Century Schoolbook and Palatino. In industry, the recommended
spacing for a report is single spacing.
Induction training and support
Subheadings should be 12 points and boldfaced. Insert two line skips before the sub-subheading and
one line skip after. Use initial capitals. Note that subheadings are typically listed in the Table of Contents. Be
conservative with subheadings in a report. A report is often an argument and, as such, requires series of
uninterrupted paragraphs to state assertions and present evidence for those assertions. For the length of report
that you have, avoid sub-subheadings, because they are often unnecessary. Rather than having sub-subheadings,
which would be a third-level, have your paragraphs show the arrangement of your
ideas.XXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXX..
Overseeing of probationary employees
If you have one sub-subheading, you must have a second. Otherwise, the first sub-subheading has
nothing to be parallel with. Do not allow a heading or subheading to stand as a widow line at the bottom of a page.
If the situation occurs, force a line break before the heading or subheading.
Appendix A (if any):

Title of Appendix A
Titles of appendices are 14 points, flush left, and boldfaced. Use initial capitals. A good typeface for the
heading is Arial, because it holds bold facing well. To preserve hierarchy, allot three line skips before the heading
and two line skips after. Illustrations in this appendix are labeled Figure A-1, Figure A-2, Table A-1, Table A-2, and
so forth. Note that each appendix begins on a new page. Also note that each appendix should be introduced
somewhere in the text portion of the report.
Appendix 5 Induction Feedback
Induction Feedback
MEETING FACILITATOR: DATE:

MEETING LOCATION:
NAME IN FULL SIGNATURE
1.
2.
3.
4.
DISCUSSION TOPICS
Is the induction
meeting the
organizations
objectives?
Any areas of
improvements
to be made?
Recommended
action points
Approved by HR Director (your trainer): Date:

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CRICOS: 03427D RTO No.

BSBHRM506 Manage Recruitment Selection and Induction Processes

ASSESSMENT SUMMARY SHEET

Final Completion Date:

Unit Code: BSBHRM506

Unit Title: Manage Recruitment, Selection and Induction Processes

Please attach the following documentation to this form Result

Assessment 1 Case study and report S / NYS / DNS

Final Assessment Result for this unit C / NYC

Feedback is given to the student on each Assessment task Yes / No

Feedback is given to the student on final outcome of the unit Yes / No

Student Declaration I have been assessed in a fair and

BSBHRM506 Manage Recruitment Selection and Induction Processes

Assessment Type Case study and report

Qualification : BSB50215 Diploma of Business

Unit Code: BSBHRM506

Unit Title: Manage Recruitment, Selection and Induction Processes

Assessment Outcome Satisfactory Not Satisfactory

Student was absent from the feedback session.

BSBHRM506 Manage Recruitment Selection and Induction Processes

Assessment/evidence gathering conditions

Resources required for this Assessment

Any additional material will be provided by Trainer

Instructions for Students

Please read the following instructions carefully

This assessment is to be completed according to the instructions given by your assessor.

Procedures and Specifications of the Assessment

BSBHRM506 Manage Recruitment Selection and Induction Processes

Your assessor will be looking for the following in your report.

vacant position analysis

BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage Recruitment Selection and Induction Processes

Case Study: Healthcare United 2010

Recruitment and Selection Policy

BSBHRM506 Manage Recruitment Selection and Induction Processes

Healthcare United 2000 Recruitment and Selection Guidelines

Recruitment and selection process

1. Vacant position analysis

BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage Recruitment Selection and Induction Processes

9. Feedback to unsuccessful applicants

BSBHRM506 Manage Recruitment Selection and Induction Processes

Format of report writing

BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage Recruitment Selection and Induction Processes

Title of Report in Initial Capital Letters:

Commented [MI3]: This page is the title pagealthough the

Appendices (if any) X

First Major Heading

Appendix A (if any):

Appendix 2 PowerPoint Presentation (8 to 10 slides)

Appendix 3 Workforce Plan

2. Strategic background and context.

3. Schedule of recruitment process

Milestone Description Time Person

Job title For example: Classroom teacher year 8 10 Italian

you need each year? This is

Job title <Insert job title>

5. Workforce and Development Strategies.