BSBHRM506 Manage recruitment selection and induction processes
Healthcare United aims to be the number one provider of Healthcare professionals in Australia.It 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 a vision of organization, it is to provide the best qualified and trained human resources available for clients, an up-to-date technology in all services for both clients and staff, innovative best practices and procedures from both inside and outside the organization and the best facilities and procedure in a competitive environment. For Healthcare United, recruitment and selection is a critical activity for all organizations to ensure that it has the right people, at the right time, in the right places, equipped and able to do what needs to be done to fulfil organization objectives.
To improve the recruitment and selection process at Healthcare United, recruiter and human resource manager are struggling on a daily basis to recruit highly-qualified healthcare professionals all over the world. Likely, many healthcare organizations have realized the importance of this problem. They have started using some innovative solutions in order to improve hiring in the healthcare industry. This report is going to intended for the recruitment and selection processes and the development of a new and improved recruitment and selection policy that Healthcare United.
As an organisation our vision is to provide:
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:
Healthcare United is an organisation that seeks to employ the best possible healthcare professionals. It is an equal opportunity employer.
Healthcare United is committed to providing high quality programs and services to our community. To support the achievement of this objective we recognise the importance of employing the most suitable applicant for all vacant positions.
Healthcare United will ensure it has the best opportunity to attract the best available staff by broadly advertising (internally and externally as deemed appropriate) all vacant remunerated positions and volunteer vacancies.
Healthcare United will take all reasonable steps to ensure that applicants may be safely entrusted with the duties of their position.
Healthcare United will internally advertise all vacant positions to current staff and volunteers to encourage career advancement and increase participation.
Healthcare United is committed to providing a work environment that is free from harassment and discrimination.
All recruitment and selection procedures and decisions will reflect Healthcare Uniteds commitment to providing equal opportunity by assessing all potential candidates according to their skills, knowledge, qualifications and capabilities. No regard will be given to factors such as age, gender, marital status, race, religion, physical impairment or political opinions.
The purpose of the recruitment and selection process is to guarantee that the company has employed the best recruitment from the effective human resource recruitment and selection process.
Recruitment and selection process
The recruitment and selection process involves the following procedures:
1. Vacant position analysis
When a position becomes vacant it is important to analyse the position to determine whether it is still required.
Estimated timeframe: Two to three days.
When a position becomes vacant the following procedure must be completed.
Note: HR may need to question manager about position.
2. Position description
A position description is an important prerequisite to successful recruitment and selection.
Estimated development and validation timeframe: three to five days.
Note: HR may consult with manager about position description if necessary.
Healthcare United’s 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: 20–25 working days.
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.
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.
Note: It is preferable that the staff member from the job-related department is experienced.
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.
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.
8. Job offer
Job offer needs to be made immediately after Reference check.
Timeframe: one to five days.
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.
As analysis, we identified couple of issues regarding 2000 and 2010 policies and procedures on recruitment and selection process of the company. Healthcare United management should make sure of its policies and procedures regarding selection and recruitment process when making changes. Changes on key areas needs to be clear, accurate and precise. A constant monitoring and documentation on company’s progress should be implemented on a regular basis. Also Healthcare united should be aware of the legislations in making its policy and procedure to avoid future problems. A satisfied and effective employee makes a company happy.
Legislations, www.legislation.nsw.gov.au, www.comlaw.gov.au
Human Rights and Equal Opportunity Commission Act 1986, www.hreoc.gov.au Staffing and Recruiting Process, www.staffingandrecruitingessential.com
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