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Jul 12, 2019 in Analysis

Manage Recruitment, Selection and Induction Processes

Introduction

Healthcare United is an organization that provides healthcare professionals for the healthcare institutions in two cities of Australia, namely Victoria and New South Wales. Healthcare United had developed the policies aimed at optimizing the recruitment, selection and induction processes within this organization. This essay provides the analysis of each of the HR procedures and policies and gives the recommendation on the improvements of the entire recruitment process. The main recommendations concern such areas as reference checks and vacant position analysis. In addition, the paper presents the recommendations on the technology use in the recruitment process.

Analysis of the Main Procedures

According to the Healthcare United 2010 Recruitment, Selection and Induction Procedures, there are eight HR procedures or phases starting from the vacant position analysis until the induction of the newbie. The document briefly describes each procedure and provides the algorithm of any activity. The recruitment process starts with the vacant position analysis. The document allocates two or three day maximum for this step. At this stage, as the document states, HR department, manager, and senior manager should agree whether there is a need to recruit the person for the vacant position. Such collaboration and tripartite agreement are necessary for the further process as they help to identify whether the position is still required. However, there are some differences in the procedures and policies regarding this step. In contrast, the Healthcare United 2015 Recruitment, Selection and Induction Policy states that the managers play the key role while the HR department plays just the supportive role in this recruitment process. On the contrary, Healthcare United 2000 Recruitment, Selection and Induction Procedures state that the HR department is major in the recruitment process and the managers just make an “order” for the new employee to cover the vacant position. However, the two documents mentioned above state that the recruitment process should be no longer that two or three weeks depending on the number of the applicants.  

 
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The next step is to develop the position description. Healthcare United 2010 Recruitment, Selection and Induction Procedures allocate three to five days for this stage. Nevertheless, it is worth noting that two to three days would be enough to complete this procedure successfully. However, the time can vary depending on the type of the position. For new positions, this period can be up to six days. While creating the position description, the HR department should also agree with the finance department on the salary and compensation of the future employee.  The document states that senior manager signs the position description to certify it. The Healthcare United 2015 Recruitment, Selection and Induction Policy states that the HR and the direct managers also need to sign the description. The procedure presupposes the involvement of the HR manager, the manager, and the senior manager. The position description is an outcome of this procedure. 

Further, there is a need for the advertisement of the position. First, it is conducted internally among Healthcare United members during ten working days via the newsletter. After that, the advertisement is conducted externally for a wider target audience with the help of different advertisement channels. The whole HR department engages in this procedure and the advertisement for internal newsletter and external authorized printed media is an outcome. Healthcare United 2015 Recruitment, Selection and Induction Policy and Healthcare United 2000 Recruitment, Selection and Induction Procedures contain the same information about the procedure and terms of internal and external advertisement.

The next procedure is short-listing the candidates. The HR department assesses all external candidates according to the formal criteria, work experience, and education. Healthcare United 2000 Recruitment, Selection and Induction Procedures state that all internal candidates have to undergo an interview. The HR department, which works together with the administrative staff, has minimum five working days for completing this procedure. 

Interview preparation is the next stage after the short listing. Healthcare United 2000 Recruitment, Selection and Induction Procedures provide the list of steps needed for this procedure. They presuppose the involvement of the administrative staff, the HR department, and the representatives of the related departments in this procedure. The certain document package should be prepared at this stage of the interview, which should include the resumes of shortlisted candidates, position description, assessment forms, and interview questions. The administrative staff is to support the HR department at this stage. 

Interview with the candidate is the main procedure. Healthcare United 2000 Recruitment, Selection and Induction Procedures involve the timeframes for interviews. According to the document, the duration should not exceed 30 minutes. Furthermore, it states that twelve interviews per day is a maximum. Healthcare United 2000 Recruitment, Selection and Induction Procedures indicate that the chairperson of the interview panel, representatives from a related department, HR department, and senior management should engage in this procedure. In contrast, Healthcare United 2015 Recruitment, Selection and Induction Policy states that there should be a specially created and trained selection panel to conduct interviews. 

The next step is the reference check, which should be completed in one or two days, according to Healthcare United 2000 Recruitment, Selection and Induction Procedures. The HR department in collaboration with an interview panel is responsible for this stage. There are no documents involved in this procedure. An interview panel monitors the completion of this procedure. According to Healthcare United 2015 Recruitment, Selection and Induction Policy, the reference check is a task of the manager of the future employee, who conducts it after the selection of staff. However, Healthcare United 2000 Recruitment, Selection and Induction Procedures state that the reference check is a responsibility of the HR department. Furthermore, it conducts the procedure as a part of the selection process, after the short-listing the candidates after the interviews. 

A job offer as a next procedure should be completed immediately after the reference check. Usually, it takes one to five days. The HR department and an administrative staff are involved in this procedure. The contract should be prepared at this stage as a main document, including all the terms and conditions.  

The procedure of feedback to unsuccessful candidates should be conducted after that. Healthcare United 2000 Recruitment, Selection and Induction Procedures require providing feedback to both internal and external unsuccessful candidates. This procedure should not take more than one or two working days depending on the number of applicants. However, the Procedures describe different ways of providing feedback to unsuccessful internal and external candidates. The document presupposes the involvement of the HR department and administrative staff. The document in the form of the hard report should be an outcome of this procedure, which should contain the notes about the unsuccessful candidates. 

The induction is the last procedure in the recruitment process, according to Healthcare United 2000 Recruitment, Selection and Induction Procedures. It should be completed in one or two days and not later than three months after the official employment. The HR department is involved in this procedure. It supports the new employee during the induction process and monitors the flow of this process. Furthermore, the HR department develops the appropriate training program for the newbies aimed at making the adoption process easier and more effective for them. Actually, the HR department is responsible for the whole recruitment process, monitoring, and evaluation. 

Compliance with the Relevant Legislation

Generally, Healthcare United 2015 Recruitment, Selection and Induction Policy and Healthcare United 2000 Recruitment, Selection and Induction Procedures comply with the current legislation and do not have the significant differences. The relevant legislation states that all recruitment processes and their procedures should rest on the values that promote the transparent selection and equal opportunities for candidates. Healthcare United 2015 Recruitment, Selection and Induction Policy and Healthcare United 2000 Recruitment, Selection and Induction Procedures match with these values. However, these documents do not provide an algorithm for the cases, for example, of the employment of people with disabilities or different assessment techniques. The legislation contains more relevant information on the recruitment procedures than the documents. 

Recommendations for Revising Key Areas

In addition, the research on the most common practices was conducted. According to the results of research, the recruitment can be expensive. Foster (2012) proposes alternatives for the recruitment, such as redesigning jobs, replacement, or transfer the responsibilities. As the author states, the recruitment should be conducted only if it is necessary (Foster, 2012). In all other cases, it can be more effective to reassign tasks and duties among current employees or to approach the outsourcing company.

There are differences between Healthcare United 2000 Recruitment, Selection and Induction Procedures and Healthcare United 2015 Recruitment, Selection and Induction Policy. They include the final responsible person or department for the vacant position analysis, key responsibilities, and requirements for new employee. In addition, there are differences concerning the person responsible for conducting the reference check. Therefore, there is a need to revise this particular area in Healthcare United 2000 Recruitment, Selection and Induction Procedures. 

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According to the conducted research, modern companies all around the globe use the variety of selection and assessment methods (Bambach, 2010). Healthcare United 2000 Recruitment, Selection and Induction Procedures should be revised because they provide only two methods of assessing the candidates. These methods are panel interviews and reference checks. However, sometimes application of just these two methods is not enough for full assessment and selection the most appropriate candidate. 

Certain recommendations can be outlined for improving the key areas of Healthcare United 2000 Recruitment, Selection and Induction Procedures, based on current research. First, in Healthcare United 2000 Recruitment, Selection and Induction Procedures, the manager should be a major person who determines all the conditions regarding the vacant position. It would be sufficient because the manager, unlike the HR department, knows more information about all the specifications, certain skills, and knowledge needed for the perfect task performing. Moreover, the Procedures should include various selection techniques. Healthcare United 2000 Recruitment, Selection and Induction Procedures should contain the algorithm of conducting the assessment centers, different kinds of testing, test tasks, and others. The Procedures should also contain information on the organization of different methods of selection, procedures of their conducting, responsible people and departments, the expected results, and next steps. Such revision will help to assess candidates more effectively and make the work of HR department easier (Lombardi, 2011). 

Furthermore, everyday technologies occupy an increasingly important place in modern business. The human resources management is not an exception. Therefore, recruiters should actively use professional social media, mainly LinkedIn. Social media provide wide opportunities in searching the potential candidates with professional references, and job advertisement (Collings, 2009). 

Application of the program that allows automation of the forming of assessment groups is also a good idea. Such software solutions help to save time of the HR department and managers, relieve them from the routine work, and allow the candidates to choose a convenient time for the interview or assessment center. The HR managers can use such selection and induction software as UltiPro, Hyrell Online Recruitment and Hiring Manager, Bamboo HR, Zenefits, and other programs.

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