Assessment Task 2: Project

Information for students

In this task, you are required to demonstrate your skills and knowledge by working through a number
of activities and completing and submitting a project portfolio.

You will need access to:

• a suitable place to complete activities that replicates a business environment including a

meeting space and computer and internet access

• your learning resources and other information for reference

• Project Portfolio template.

• Simulation Pack (if you need a case study).

Ensure that you:

• review the advice to students regarding responding to written tasks in the Business Works
Student User Guide

• comply with the due date for assessment which your assessor will provide

• adhere with your RTO’s submission guidelines

• answer all questions completely and correctly

• submit work which is original and, where necessary, properly referenced

• submit a completed cover sheet with your work

• avoid sharing your answers with other students.

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 i
Assessment information

Information about how you should complete this assessment can be found in Appendix
A of the Business Works Student User Guide. Refer to the appendix for information on:

• where this task should be completed

• how your assessment should be submitted.

Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix B of the Student User Guide. However, if your RTO
has provided you with an assessment cover sheet, please ensure that you use that.

Activities
Complete the following activities:

1. Carefully read the following:

This project requires you to review and manage all aspects of the recruitment
and onboarding process for two different individuals. As such, you must use the
case study provided. As part of the assessment, you will be required to:

• Conduct a review of existing recruitment and onboarding processes and update

these

• Manage recruitment processes

• Manage onboarding processes

• Collect feedback on processes and update as required

You will be collecting evidence for this unit in a Project Portfolio. The steps you need
to take are outlined below.

2. Preparation

Make sure you are familiar with the case study organisation you are basing
this assessment on and have read through the necessary background
information. For the case study business, this is all of the documents included in the
Simulation Pack.

Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.

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 3. Planning

Complete Section 1 of your Project Portfolio, In this section you will conduct
a review of organisational needs, conduct research and plan your policy
updates and documentation required.

Make sure you have answered all questions in Section 1. Submit to your
assessor for review.

4. Develop and update documentation.

Once Section 1 of your project Portfolio has been completed and approved by
your assessor you are required to:

• update the existing Recruitment, Selection and Induction Policy and Procedures
based on your findings outlined in Section 1 of your Project Portfolio

• develop a position description template that will support your policy and
procedures. Use the Fair Work Australia Position Description to guide your work:
https://www.fairwork.gov.au/ArticleDocuments/766/Job-
descriptiontemplate.docx.aspx As a guide, this document should be about one
page and must include a position description form/template that can be used by
managers to develop their own position descriptions. As a minimum, it should
include the following headings:

o Job title o Location

o Reporting responsibilities (who is the

manager/supervisor) o Main

duties/responsibilities o Skills

and experience o Performance

goals

The position description form should also provide brief notes under each
heading to guide managers in completing the form.

• Develop guidelines for conducting effective interviews that could be used to assist
managers in conducting interviews with potential employees. As a minimum, the
interview guidelines should include:

o Developing interview questions o

Note-taking during interviews o

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 Getting the best out of candidates
As a guide, this document should be
about one page.

• Develop an email to your manager (assessor) to obtain support for the

documentation and approval to roll it out to managers.

Make sure you have answered all questions in Section 2 and developed and
attached all relevant attachments. Submit to your assessor for review.

5. Conduct an information and training session

The Principal Consultant has asked you to present the new recruitment, selection

and induction policy and procedures and supporting forms and documents to
management. You are to conduct an information and training session with your
colleagues.

The focus will be on seeking support for the documents and providing information and
training. It will also be an opportunity to get feedback on the forms and documents
that you have developed.

You will then use the feedback from your colleagues to update the documents,

As part of this step, you are also required to answer the questions in section 3 of your
project portfolio and submit your updated documents as attachments in this section.

This meeting should take approximately 20 minutes but no more than 30

i minutes. and be attended by three staff members (your assessor role-playing a
Senior
Consultant and two students role-playing another Senior Consultant and the Client
Relations Manager).

At the information and training session you will need to:

• Carefully explain the importance of the new Recruitment, Selection and Induction
policy in relation to the way the organisation manages its industrial relations.

• Carefully explain the new Recruitment, Selection and Induction policy and
procedures you have developed.

• Carefully explain the position description template and interview guidelines you
have developed.

• Discuss any changes that need to be made to the documents.

• Discuss the immediate and future recruitment needs of the business

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 • Instruct the Client Relations Manager to create a PD for the Accounts Manager
position after the meeting and ask them to send it to you before the end of the
week.
Prior to the information and training session you should source a job description as
an example job description to input into the position description template. Use Seek
or any other source to identify an example. The focus is on providing training to staff,
rather than the job description itself.

Staff members present at the session will ask you questions and provide feedback on
the policy and procedures and supporting documents you have developed. You will
need to incorporate this into the final versions, so you will need to take notes.

You are to demonstrate effective communication skills including:

• Speaking clearly and concisely

• Using non-verbal communication to assist with understanding

• Asking open questions to identify required information

• Responding to questions as required

• Using active listening techniques to confirm understanding

Your assessor will advise you of the place, date and time that you will deliver your
information and training session.

After the meeting, make adjustments to your document based on the feedback
provided and attach these to your portfolio in Section 3.

6. Manage recruitment activities

The Client Relations Manager has emailed you the newly created PD for the
Accounts Officer role:

Job Title: Accounts Officer

Job Type: Part time job share – 5-day fortnight

Salary: 60,000 pro-rata

Location: Sydney

Supervisor or Manager: Clients Relations Manager

Main Duties and Responsibilities:

• Daily Bank and Credit Card Reconciliations

• End to end Accounts Payable & Receivable

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 • Debt Collection

• Assisting in Cashflow Monitoring and Budgeting

• Responding to client queries, via telephone and email correspondence

• General reports to manager

Qualifications:

• Certificate IV or Diploma in Business Admin or Accounting degree Experience:

• 2-5 years’ previous experience in a similar role/industry

Skills:

• Intermediate to advanced Microsoft Office skills (Word, Excel, PowerPoint and

Outlook)

• Excellent verbal and written communication

• Organised and able to meet deadlines

Performance goals;

• Complete administration tasks on time

• Deal with clients, suppliers and other employees professionally at all times

• Ensure office is clean and presentable at all times

It’s now time to start the formal recruitment process for the Accounts Officer
role which will include recruiting two candidates as part of the job share
arrangement.

Complete the following activities:

• Review the Accounts Officer position description above to decide if it meets
requirements (work into your portfolio in Section 3)

• Develop an advertisement for the position in line with the organisational and
legislative requirements as specified in the Recruitment, Selection and Induction
policy and procedures that you developed. Include the remuneration amount
(include as an attachment in your portfolio).

• Research two specialist recruitment agencies that would be able to help fill the
vacant position in your organisation if it were necessary (work into your portfolio in
Section 3)

• Develop a template for telephone screening for the role (work into your portfolio in
Section 3)

• Develop a script for contacting short-listed candidates to arrange an interview

(work into your portfolio in Section 3).

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 As part of this step, you are also required to answer the questions in section 3 of
your project portfolio and develop and submit the relevant attachments as indicated.

Make sure you have answered all questions in Section 3 and developed
and attached all relevant attachments. You will not submit it at this
stage but continue on to the next activity.

7. Manage selection process

The Human Resources department has now received some applications for
the position of Accounts Officer, and you need to manage the selection process
to ensure that the selection procedures are followed.

• Develop an email to the line manager to indicate that applications have been
received and that the files are available for them to review. In your email, you
should use the opportunity to remind the line manager of the selection process
and. You should provide a brief overview of the selection procedures in your own
words as set out in the information above.

• Assume the interviews have now taken place. Review the applicant information in
the Simulation Pack from the selection panel. You need to review the Selection
Report produced by the selection panel following the interview for the position of
Accounts Officer and decide whether to endorse or not endorse their selection of
the preferred candidates for the role of the Accounts Officer. When you have read
the Selection Report and the Selection Approval procedure, make a decision as to
whether you should endorse the selection panel’s decision or not. Copy the report
over to a new Word
document and complete as the HR Manger to endorse their decision. Attach this
document to your portfolio.

Roleplay contacting shortlisted candidates to arrange an interview.

You are required to complete the role-plays at the time and date advised by your
assessor.

During the roleplays, you will need to demonstrate effective communication skills,
including speaking clearly and concisely, responding to questions and active
listening.

The roleplays will be conducted over the phone with your assessor playing the roles
of the two successful candidates. You can do these one after the other but they must
be two separate phone calls.

Develop a letter of offer for the selected candidate.

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 Use the Letter of Offer Guidelines in the Simulation Pack to guide your work.

This letter will be for the new appointment, so it has to advise of salary and terms
and conditions of appointment.

Include the basic employment terms and conditions as per the National
Employment Standards. You will need to research these standards in order to input the
information.

You will also need to explain the purpose of the employee contract to the new
employee.

You will be assessed as to whether your letter of offer includes all the relevant
information based on the position description given.

Develop a standard letter of offer for the two selected candidates for the Accounts
Officer job share role.

Develop a standard letter to be sent out to all unsuccessful candidates.

Make sure you have answered all questions in Section 3 and developed and
attached all relevant attachments. Submit to your assessor for review.

8. Manage onboarding

It is two weeks later and Maggie and James, will be commencing their
employment the following week.

Assume that you have decided to implement an induction checklist to be used by all
staff as part of the induction process to ensure that the induction process is
comprehensive and systematic.
When you have finished developing the checklist, you are required to provide
training to the Client Relations Manager on the use of the checklist, as he will be
inducting the new employees the following week.

Develop an induction checklist

Research and develop an induction checklist that could be used to support the induction
process for new staff members.

The induction checklist should be between one and two pages long.

Your checklist should cover the following:

• Explanation of purpose of new induction checklist.

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 • Overview of the induction process as per the Recruitment, Selection and Induction
policy and procedure

• Outline of each of the checklist items and clearly explain requirements.

• Duration (how long it should take to fill the checklist out).

It should also include brief guidance to managers about completing the checklist.

Attach to your portfolio.

Train the Client Relations Manager in the use of the induction checklist at a
short meeting.

The Client Relations Manager will soon provide Maggie and James’ induction, so
explain the use of the induction checklist to them (your assessor) first.

During this short meeting (about 15 minutes), you are to provide an overview of the
induction process you previously developed as set out in the Recruitment, Selection
and Induction policy and procedure. You should also indicate that you are able to
provide ongoing support regarding the induction process and at least one way in which
you will provide this.

You should bring a printed copy of your induction checklist to the meeting to provide
to the Principal Consultant, as well as a copy for yourself.

During the meeting, you are required to demonstrate effective communication skills
including:

• Speaking clearly and concisely

• Using non-verbal communication to assist with understanding

• Asking open questions to identify required information

• Responding to questions as required

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 • Using active listening techniques to confirm understanding

It is a month later, and you meet with the Client Relations Manager to
discuss the performance of the new Accounts Officers, Maggie and James, as
they are both on a 3-month probation period.

The line manager indicates that while he is happy with Maggie’s performance
overall, she doesn’t seem to be as productive and motivated as he would like. He
explains that she sometimes seems to be waiting for direction instead of getting on
with things. He would like you to meet with her to discuss this. There are no issues
with James and the Client Relations Manager has had a performance review
discussion with him and indicated his satisfaction with James’ performance during
the probationary period.

Develop a suitable script for your roleplay meeting with Maggie (your
assessor), including the purpose of the meeting, probationary terms and feedback to
be provided.

You will be using the meeting as an opportunity to gain feedback on the induction
process so as to determine whether the process is meeting the required objective
of ensuring all employees understand their job role and responsibilities.

Ensure that your script allows for Maggie to provide feedback.

Work into your Portfolio in Section 4.

Your assessor will advise you of the date and time of the meeting.

Meet with your assessor, roleplaying Maggie, to discuss her performance

using the script that you have developed.

During the meeting, you are required to demonstrate effective communication skills
including:

• Speaking clearly and concisely

• Using non-verbal communication to assist with understanding

• Asking open questions to identify required information

• Responding to questions as required

• Using active listening techniques to confirm understanding

You will need to demonstrate appropriate non-verbal communication skills to show

that you are open to Maggie’s views, as well as being empathetic.

Given Maggie’s feedback on the induction process, assume that you have
also decided to review the induction process and seek feedback from

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 managers on the extent to which the induction process is meeting its objectives. So, the
objective of the email is to obtain feedback from managers on the induction process.

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The text of the email should be in grammatically correct English, written in an
appropriate (polite, business-like) style. Attach this to Section 4 of your portfolio.

Develop recommendations for improving the induction process in your

Portfolio Section 4. Refer to your portfolio for additional guidance.

Use the outcomes of the meeting with Maggie, as well as the Induction Process
Feedback in the Simulation Pack to develop recommendations for improving the
induction process.

Update the company’s Recruitment, Selection and Induction policy and

procedures based on your recommendations developed in the previous step.
Attach to Section 4 of your portfolio.

You have received a report from human resources (Induction Data Report
in the simulation pack) that gives information on inductions that have
been conducted, and that you want to check that they have been conducted according to
the required timeframe, which is within one week of the employee’s commencement of
employment and then a further follow up induction within one month of the employee’s
induction.

Review the Induction Data Report and the Recruitment, Selection and
Induction
Policy and Procedures to identify whether the induction processes are being completed as
required. Draft an email to the responsible staff member. Refer to your portfolio in Section
4 for more details and work into your portfolio.

Make sure you have answered all questions in Section 4 and developed and
attached all relevant attachments. Submit to your assessor for review.

9. Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio,
answered all questions, provided enough detail as indicated and proofread for spelling
and grammar as necessary. Remember to submit all necessary attachments as indicated.

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 BSBHRM525

Manage recruitment
and
onboarding

ASSESSMENT TASK 2

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 Table of Contents
Information for students .................................................................................................................... 1
Activities............................................................................................................................................ 2
Section 1: Planning.......................................................................................................................... 14
Section 2: Development of documentation......................................................................................16
Grow Management Consultants...................................................................................................... 16
Recruitment, Selection and Induction Policy and Procedures......................................................16
Purpose.................................................................................................................................... 16
Scope....................................................................................................................................... 16
Objectives................................................................................................................................. 16
Roles and responsibilities......................................................................................................... 16
Procedures............................................................................................................................... 16
Grow Management Consultants...................................................................................................... 18
Recruitment, Selection and Induction Policy and Procedures......................................................18
Purpose.................................................................................................................................... 18
Scope....................................................................................................................................... 18
Objectives................................................................................................................................. 19
Roles and responsibilities......................................................................................................... 19
Procedures............................................................................................................................... 19
Section 3: Manage recruitment activities.........................................................................................23
Section 4: Onboarding activities...................................................................................................... 28
Grow Management Consultants...................................................................................................... 32
Recruitment, Selection and Induction Policy and Procedures..........................................................32
Purpose.................................................................................................................................... 32
Scope....................................................................................................................................... 32
Objectives................................................................................................................................. 32
Roles and responsibilities......................................................................................................... 32
Procedures............................................................................................................................... 32

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Section 1: Planning
Describe the organisation are basing
this project on
Describe any existing recruitment and
onboarding policies and practices
currently in place.
Research three options for technology
that are likely to improve the efficiency
and effectiveness of the recruitment
process.
Stakeholders
Recommended HR policy and
procedures update and supporting
forms or documents
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The name of the organisation is called
Grow Management Consultants. The
organisation main service is about
providing leadership management to
companies (the clients). One of the
strategic objectives of the organisation
based on the Strategic Plan is about
attract, engage and develop the best
staff, which is related to the
Recruitment and Selection. I have the
role as the Human Resources
Manager. My main responsibility is
researching the best practice for HR
strategies, as well as supporting
development of the employees
Recruitment, Selection and Induction
Policy and Procedure
Technology options that the company
could consider: a. Video interviews:
faster to conduct the interview with the
selected candidates, especially during
covid, making it less costly (there’s no
need to book the room for interview).
For example: Zoom b. Interview
scheduling system: using this system to
schedule all the interviews with all
candidates, so there will be no double-
booking or missed opportunities. For
example: Cronofy c. Assessment tool:
to assess the personality of the
candidates who applied for the position.
For example: 123test.com
a. CEO b. Clients Relation Manager
Both will be consulted through the face-
to-face meeting, so I could directly
make a contact with them about
discussing the plan to change the
existing policy and updating it to make
it relevant
Change on the steps to conduct
recruitment and selection: a. HR officer
will help Line Manager to select the
appropriate candidate by short-listing
the candidates. HR officer will use the
technology to shorten the time needed
to short-list b. Line Manager will make
the final call on the selection of the
14Abbey
 candidates for interview c. HR officer
reporting the selected candidates to HR
Manager d. HR Manager determined
the schedule for the interview. HR
officer will inform the selected
candidates on the schedule e. Interview
will be conducted by Line Manager,
with the support of interview panel
(which include HR Manager)
f. HR officer will conduct the reference
checking to the interviewed candidates,
to understand the background of the
candidates before making selection.
Report on the reference checking will
be informed to both Line Manager and
HR Manager g. Line Manager will make
the final call on which candidate to be
chosen for the position, and HR officer
will inform both successful and
unsuccessful candidate of the decision
Review of relevant legislation, The legislation that will need to be
regulations, standards and codes of considered: a. Fair Work Act: this is
practice related to the recruitment and selection,
as the fair work ensures that there’s a
fairness in conducting the process so
there will be no mistreatment b.
Disability Discrimination Act: further
emphasising on the need to be fair in
conducting the recruitment process,
and this includes to give the disabled
candidates to also be chosen for the
position, as the choosing should be
based on their skill and merit
Attach: Research on recruitment technology
Documents reviewed as part of your
review

Section 2: Development of documentation

Grow Management Consultants
Recruitment, Selection and Induction Policy and
Procedures
Purpose
This policy describes the recruitment and onboarding policy and procedures that are
used at Grow Management Consultants.

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 Scope
This policy applies to all staff at Grow Management
Consultants. Legislation, regulations, standards and
codes of practice
This policy ensures that the following legislative requirements are met:
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Disability Discrimination Act 1992
• Age Discrimination Act 2004
• Fair Work Act 2009
• Work Health and Safety Act 2011
Objectives
To ensure that recruitment and onboarding processes are reflective of the company’s
goals, objectives and values.

Roles and responsibilities

Implementation of the policy is the role of the CEO, Principal Consultants and
Human Resources Manager.

Procedures
Identifying a vacancy or deciding to outsource:
• Review the need for the position taking into account strategic and operational plans and
budget, as well as current staffing structure and skill levels and foreseeable changes that
may impact on staffing requirements.

• It may also be decided that outsourcing is a better option.

Developing a position description:
• Use a relevant template Recruitment methods:

• Appropriate recruitment methods should be considered. This may depend on the position
itself.

Selection:
The responsibility for the final decision in selection processes rests with the Human
Resources Manager. The selection panel recommends which applicant should be
selected and the Human Resources Manager reviews this information and makes
the final decision.

The Human Resources Manager must ensure that:

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 • The recommendation of the selection panel is consistent with the merit principle (i.e. is
clearly based on overall suitability having regard to knowledge, skill, experience and
qualification, and potential for future development) and supported by evidence and
examples including verification from well-placed referees

• The written explanation of the decision is clear, understandable, and well explained in
terms of the merit of the selected applicant with specific reference to work history,
experience, previous levels, qualifications, skill.

The Human Resources Manager should ensure that they can be satisfied, based on
the information in the report, that the person selected has an appropriate level of
experience and skill for the vacancy in question and that the decision is backed up
by sufficient evidence, including reports from relevant referees.

The Human Resources Manager should take note of any dissenting views by a
panel member and may wish to explore this further before supporting the
recommendation for selection. If the Human Resources Manager has concerns or
does not agree with the selection panel’s recommendation, the selection report
should be returned to the selection panel explaining the reservations. The selection
panel is then required to better explain its reasons for their decision. The Human
Resources Manager may instruct the selection panel to seek further and additional
evidence to support the appointment of an applicant if required.

When the Human Resources Manager approves the recommendation, they should
also review the document summarising the merit of the selected applicant. The
report is not to contain adverse information about the selected applicant, and the
Human Resources Manager should act as a further safeguard in this sense, and
ensure that the report does not include any negative information.

Steps in the process:

• Human Resources department receives applications from candidates.
• Human Resources department advises relevant line manager that applications have been
received and provides copies to line manager.

• Human resources department reminds line manager of selection procedures to be

followed.
• Line manager shortlists candidates and then meets with Human Resources department to
discuss and confirm.

• Human resources department contacts shortlisted candidates to arrange interview.

• Line managers conduct interviews. Human resources department will only be included in
the selection panel for senior management appointments.

• Human resources reviews selection panel report and endorses decision or otherwise.

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 • Successful candidate approached with letter of offer.
• Unsuccessful candidates informed.
Appointments:
• The selected candidate will be forwarded a letter of offer and a contract for signing.

Grow Management Consultants

Recruitment, Selection and Induction Policy and
Procedures
Purpose
This policy describes the recruitment and onboarding policy and procedures that are
used at Grow Management Consultants.

Scope
This policy applies to all staff at Grow Management
Consultants. Legislation, regulations, standards and
codes of practice
This policy ensures that the following legislative requirements are met:
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Disability Discrimination Act 1992
• Age Discrimination Act 2004
• Fair Work Act 2009
• Work Health and Safety Act 2011
Objectives
To ensure that recruitment and onboarding processes are reflective of the company’s
goals, objectives and values.

Roles and responsibilities

Implementation of the policy is the role of the CEO, Principal Consultants and
Human Resources Manager.

Procedures
Identifying a vacancy or deciding to outsource:
• Review the need for the position taking into account strategic and operational plans and
budget, as well as current staffing structure and skill levels and foreseeable changes that
may impact on staffing requirements.

• It may also be decided that outsourcing is a better option.

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 Developing a position description:
• Use a relevant template Recruitment methods:

• Appropriate recruitment methods should be considered. This may depend on the position
itself.

Selection:
The responsibility for the final decision in selection processes rests with the Human
Resources Manager. The selection panel recommends which applicant should be
selected and the Human Resources Manager reviews this information and makes
the final decision.

The Human Resources Manager must ensure that:

• The recommendation of the selection panel is consistent with the merit principle (i.e. is
clearly based on overall suitability having regard to knowledge, skill, experience and
qualification, and potential for future development) and supported by evidence and
examples including verification from well-placed referees

• The written explanation of the decision is clear, understandable, and well explained in
terms of the merit of the selected applicant with specific reference to work history,
experience, previous levels, qualifications, skill.

The Human Resources Manager should ensure that they can be satisfied, based on
the information in the report, that the person selected has an appropriate level of
experience and skill for the vacancy in question and that the decision is backed up
by sufficient evidence, including reports from relevant referees.

The Human Resources Manager should take note of any dissenting views by a
panel member and may wish to explore this further before supporting the
recommendation for selection. If the Human Resources Manager has concerns or
does not agree with the selection panel’s recommendation, the selection report
should be returned to the selection panel explaining the reservations. The selection
panel is then required to better explain its reasons for their decision. The Human
Resources Manager may instruct the selection panel to seek further and additional
evidence to support the appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they should
also review the document summarising the merit of the selected applicant. The
report is not to contain adverse information about the selected applicant, and the
Human Resources Manager should act as a further safeguard in this sense, and
ensure that the report does not include any negative information.

Steps in the process:

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 • HR officer will help Line Manager to select the appropriate candidate by short-listing the
candidates. HR officer will use the technology to shorten the time needed to short-list

• Line Manager will make the final call on the selection of the candidates for interview

• HR officer reporting the selected candidates to HR Manager

• HR Manager determined the schedule for the interview. HR officer will inform the selected
candidates on the schedule

• Interview will be conducted by Line Manager, with the support of interview panel (which
include HR Manager)

• HR officer will conduct the reference checking to the interviewed candidates, to

understand the background of the candidates before making selection. Report on the
reference checking will be informed to both Line Manager and HR Manager

• Line Manager will make the final call on which candidate to be chosen for the position,
and HR officer will inform both successful and unsuccessful candidate of the decision
Appointments:

• The selected candidate will be forwarded a letter of offer and a contract for signing.

Position Description
Job Title: Department:
Reports to: Effective Date:
Job Summary: The summary of what the job is about and explain what the job is
accounted for

Supervisory Responsibilities: The person responsible in managing the staff in this

position

Duties/Responsibilities: What tasks are being performed by the staff for this position. It
should list all the essential work and job related to the specific position

Required Skills/Abilities: What skills or abilities that are required by the staffs to
perform this job in this particular position, for example: Excellent verbal and written
communication skills.

Education and Experience: The list of education and experience that the staffs need to
have in order to properly perform the job to meet expectation

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 Physical Requirements: List on the requirements that the staffs need to do that
required the physical strength

Guidelines for effective interviews

a. Must be able to listen to the need of the candidates or applicants. By properly listening to them, it
will help in understanding the candidates even further

b. Put together good list of questions that should be asked to candidates in interview process. The
questions should be reviewed and screened, so any improper questions are removed

c. There’s a goal on what to be achieved in this process, for example: what kind of staffs the
companyare looking for, how many people will be selected, and so on

d. Always discuss things with the other staff members if there’s anything we’re uncertain about for the
interview process

Email
To: Clients Relation Manager
From: HR Manager
Subject: Documentation Approval
Date: 22-02-2022
Time:
9.30am
Attachm
ent:

• Recruitment, Selection and Induction Policy and Procedure (revised)

• Position Description Template
• Guidelines for effective interview

Good Morning,
Thank you for your time in reading this email

I will need to ask for your opinion related to the documents I attached for you. Please
help me review the documents and give me your opinion on what I could improve
further so the documents will be better and it could support effective interviews
process

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 I would like to listen to your review and suggestion for the documents

Best Regards,

HR Manager

Revised Recruitment, Selection and Induction Policy

and Procedure
Position Description Template

Guidelines for effective interviews

Email to manager for support of documentation

Section 3: Manage recruitment activities

Review the Accounts Officer position
Attach: description provided asOriginal
part of Recruitment,
the
case study and decide and
if it meets
Procedure
requirements. Support your answer.
Research two specialist recruitment
agencies that would be able to help fill
the vacant position in your organisation advice on where we could post the job
if it were necessary
Support for answer: discussion with the
CEO and Manager
Selection and Induction Policy
Decision: the job description is already
complete and meet with the company’s
standard, so there will be no change
included
Research Consultant #1: Australian
Recruitment Consultant Provide on the
vacancy to be able to attract the right
people and talented employees to fill in
the vacant position at the organization
Research Consultant #2: Manpower
Service Australia Providing the skilled
employees that meet with the need of

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Develop a template for telephone
screening for the role.
Develop a script for contacting short-
listed candidates to arrange an
interview. Script should include
Introducing yourself, company and role
 Advising candidate they have been
successful in obtaining an interview
 Details about the interview process
 Interview date and time
 Location of interview
Attach:
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the company and also the solution to
any staffing solutions
HR Officer: Hello. Thank you for your
interest in applying for the position of
Accounts Officer at Grow Management
Consultant
HR Officer: I’m calling you today to ask
several questions to you. I hope you
could answer it
HR Officer: First question. What’s your
level of education?
HR Officer: Second question. If you’re
working currently, what’s your current
job role? If you’re not working, please let
me know your previous job role
HR Officer: Third question. What you
consider your strength and weakness?
HR Officer: Fourth question. Have you
ever encountered crisis while working?
Please also tell me what you do to
handle the crisis
HR Officer: Fifth qu
estion. What salary you expect to get?
HR Officer: Sixth question. Will you be
able to work immediately?
HR Officer: Hello, I’m the staff from
Grow Management Consultant. I would
like to inform you about your interview
date
HR Officer: Your interview date is on 22
January 2022, at 10.30am
HR Officer: You will need to have Skype
for your interview, as we will conduct the
interview online
 Revised policy or other
documents based on feedback
from the meeting.
 Photo of research into specialty
recruitment agencies that can
be contacted as necessary)
 2 x letter of offers for successful
candidates and evidence these
have been sent promptly
 Rejection letter
23Abbey
 Offer letter
Letter #1
To: James Strong
From: HR Manager
Subject: Offer Letter
Dear James Strong,
We’re very happy to welcome you as the new Account Officer at Grow Management
Consultant

Your employment will be a full-time position, and you will need to complete the 3-
month probation before you could be hired as the permanent staff. Payment will be
done on a monthly basis, and it will be transferred to your bank account directly,
therefore please inform the finance staff of your bank account on your first day of
work

Your work will start on 10 February 2022. Complete information on the benefit that
you will receive including the termination process will be explained in detail in the
Employment Contract. This contract will need to be signed when you started your
work

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 Lastly, I’m very happy to welcome you to the company. I hope you could adapt
quickly and show good performance

Best Regards,

HR Manager

Letter #1
To: Maggie Perez
From: HR Manager
Subject: Offer Letter
Dear Maggie Perez,
We’re very happy to welcome you as the new Account Officer at Grow Management
Consultant

Your employment will be a full-time position, and you will need to complete the 3-
month probation before you could be hired as the permanent staff. Payment will be
done on a monthly basis, and it will be transferred to your bank account directly,
therefore please inform the finance staff of your bank account on your first day of
work

Your work will start on 10 February 2022. Complete information on the benefit that
you will receive including the termination process will be explained in detail in the
Employment Contract. This contract will need to be signed when you started your
work

Lastly, I’m very happy to welcome you to the company. I hope you could adapt
quickly and show good performance

Best Regards,
HR Manager

Rejection letter
To: Jamie Palms
From: HR Manager

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 Subject: Rejection Letter
Dear Jamie Palms,
We highly appreciate your enthusiasm to apply for the position of Accounts Officer.
Sadly, the company couldn’t offer you the job right now

After reviewing your resume carefully, including the result of your interview, we’re
very sad to inform you that we can’t offer you the job right now

We will keep your information and we might contact you in the future if there’s any
position that matched your resume

Best Regards,

HR Manager

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Section 4: Onboarding activities
Develop a script for your meeting with
the probationary employee.
Develop recommendations for
improving the induction explanation
need to be clearer.
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HR Officer: Welcome to the company
HR Officer: I would like to congratulate
you for being selected for the
Accounts Officer position
HR Officer: I like to inform you on your
induction program. It will last for 3 days.
The schedule is as per the copy on
your table
HR Officer: You will need to participate
in the induction program for the full 3-
day. If you have reason on why you
can’t complete the induction as per the
current schedule, it will be re-scheduled
on later HR Officer: Ensure that you
provide your reason to me, and I’ll
discuss it with the Manager to
determine whether reason is valid
HR Officer: Lastly, I wish you luck
a. Provide additional training. Will
need to get more training so the
new staffs could get more
knowledge process
b. . Job description explanation need
to be clearer. The explanation
need mor detail
c. Diversity culture need to be
implemented. Ensure that diversity
and inclusiveness will be part of
the culture, so there will be less
discrimination in the process
27Abbey
 Induction checklist
ITEM YES NO
DAY 1
1. Induction process is being explained in detail
2. Provide overview of company’s history and company’s
background
3. Staffs will receive the copy of the policies and

Develop To: Clients Relation Manager

an email From: HR Manager
to the
Subject: Revision on Recruitment, Selection and Induction
responsib
le staff Policy and Procedure
member Date: 20-02-2022

Time: 9.30am Attachment:

 Recruitment, Selection and Induction Policy and Procedure

(revised)

Good Morning,
Thank you for your time in reading this email

I will need to give you information on the changes that will be made to the policy. The
changes are:

a. Provide additional training. Will need to get more training so the

new staffs could get more knowledge

b. Job description explanation need to be clearer. The explanation

needs to be more detailed

c. Diversity culture need to be implemented. Ensure that diversity

and inclusiveness will be part of the culture, so there will be less
discrimination in the process

The information above will be included in the revision of the policy

Best Regards,

HR Manager
Attach: Induction checklist ☐

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 procedures that currently existing
4. Explain about business operation to the new staffs
5. New staffs are introduced to their new work environment
and their colleagues
DAY 2
1. Take the new staffs for the tour of the company
DAY 3
1. Training will be given to the new staffs
2. Closing of the induction program

Recruitment, Selection and Induction Policy and Procedures

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 Grow Management Consultants
Recruitment, Selection and Induction Policy and
Procedures

Purpose
This policy describes the recruitment and onboarding policy and
procedures that are used at Grow Management Consultants.
Scope
This policy applies to all staff at Grow Management
Consultants. Legislation, regulations, standards
and codes of practice
This policy ensures that the following legislative requirements are met:
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Disability Discrimination Act 1992
• Age Discrimination Act 2004
• Fair Work Act 2009
• Work Health and Safety Act 2011
Objectives
To ensure that recruitment and onboarding processes are reflective of the
company’s goals, objectives and values.
Roles and responsibilities
Implementation of the policy is the role of the CEO, Principal Consultants
and Human Resources Manager.
Procedures
Identifying a vacancy or deciding to outsource:
• Review the need for the position taking into account strategic and operational
plans and budget, as well as current staffing structure and skill levels and
foreseeable changes that may impact on staffing requirements.

• It may also be decided that outsourcing is a better option.

Developing a position description:
• Use a relevant template Recruitment methods:

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 • Appropriate recruitment methods should be considered. This may depend on
the position itself.

Selection:
The responsibility for the final decision in selection processes rests with the
Human Resources Manager. The selection panel recommends which
applicant should be selected and the Human Resources Manager reviews
this information and makes the final decision.
The Human Resources Manager must ensure that:
• The recommendation of the selection panel is consistent with the merit principle
(i.e. is clearly based on overall suitability having regard to knowledge, skill,
experience and qualification, and potential for future development) and
supported by evidence and examples including verification from well-placed
referees

• The written explanation of the decision is clear, understandable, and well

explained in terms of the merit of the selected applicant with specific reference
to work history, experience, previous levels, qualifications, skill.

The Human Resources Manager should ensure that they can be satisfied,
based on the information in the report, that the person selected has an
appropriate level of experience and skill for the vacancy in question and
that the decision is backed up by sufficient evidence, including reports from
relevant referees.
The Human Resources Manager should take note of any dissenting views
by a panel member and may wish to explore this further before supporting
the recommendation for selection. If the Human Resources Manager has
concerns or does not agree with the selection panel’s recommendation,
the selection report should be returned to the selection panel explaining
the reservations. The selection panel is then required to better explain its
reasons for their decision. The Human Resources Manager may instruct
the selection panel to seek further and additional evidence to support the
appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they
should also review the document summarising the merit of the selected
applicant. The report is not to contain adverse information about the
selected applicant, and the Human Resources Manager should act as a
further safeguard in this sense, and ensure that the report does not include
any negative information.
Steps in the process:
• HR officer will help Line Manager to select the appropriate candidate by short-
listing the candidates. HR officer will use the technology to shorten the time
needed to short-list

• Line Manager will make the final call on the selection of the candidates for

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 interview
• HR officer reporting the selected candidates to HR Manager
• HR Manager determined the schedule for the interview. HR officer will inform the
selected candidates on the schedule

• Interview will be conducted by Line Manager, with the support of interview panel
(which include HR Manager)
 HR officer will conduct the reference checking to the interviewed candidates, to understand
the background of the candidates before making selection. Report on the reference
checking will be informed to both Line Manager and HR Manager

 Line Manager will make the final call on which candidate to be chosen for the position, and
HR officer will inform both successful and unsuccessful candidate of the decision
Appointments:
• The selected candidate will be forwarded a letter of offer and a contract for
signing.
Induction:
• Provide additional training. Will need to get more training so the new staffs could
get more knowledge

• Job description explanation need to be clearer. The explanation needs to be

more detailed
• Diversity culture need to be implemented. Ensure that diversity and
inclusiveness will be part of the culture, so there will be less discrimination in the
process

References
https://www.huntclub.com/blog/recruitment-methods
https://resources.workable.com/tutorial/recruitment-policy

https://wellsgray.com.au/5-benefits-of-psychometric-testing-in-assessing-
candidates/ https://www.parrbusinesslaw.com/essential-elements-of-an-
employment-contract/

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College Australia
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Nov 2021