BSBHRM405 - Diploma of Automotive Management - Support The Recruitment, Selection And Induction of Staff - Management Assignment Help

Assignment Task

Support the recruitment process

Unit Overview:

• Plan for recruitment

• Plan for selection

• Support selection process

• Induct successful candidate

Session Overview:

• Obtain approval to fill position, clarify time lines and requirement for appointment

• Assist in preparing job descriptions that accurately reflect the role requirements, according to organisational policies and procedures, legislation, codes, national standards and work health and safety (WHS) considerations

• Consult with relevant personnel about job descriptions and workforce strategy

• Assist in ensuring that job descriptions comply with legislative requirements and reflect the organisation's requirements for a diverse workforce

• Obtain approvals to advertise position

Plan for recruitment

Reasons for recruitment:

• sickness of a permanent employee

• resignation or retirement of a permanent employee

• maternity leave or other fixed-term leave of an employee

• change in circumstances for current staff members (e.g. no longer being able to work certain days)

• business expansion or restructuring

• new product development with special expertise needed

• new skills and expertise needed within the business.

The employee life cycle:

Typical phases in a recruitment process:

1. Identify the hiring needs

   • figure out where the gaps are in your current team

   • keep a track of input versus output - your team

   • analyse performance, make a list of missing qualities, qualifications, skills and proficiencies that are needed

   • be mindful of existing employees leaving

2. Prepare the job description

   • Title; Duties and responsibilities; Qualification and skills; Location of the job; Compensation, perks, and benefits

3. Talent search 

4. Screening and short-listing 

5. Interviewing

6. Evaluation and offer of employment 

7. Introduction and induction of the new employee 

Requirements for vacant position:

• relevant qualifications

• minimum education level

• specific skills set

• specific working hours

• pay scale

• contract type

• prior work experience

Timeline milestone for new recruitment:

• job advert being released

• job advert being closed

• selection process outlined

• interview dates

• induction start date.

Job descriptions are vital documents. They can give any potential applicant a clear picture of the role alongside any priorities associated with it. Job descriptions should:

• describe the skills and competencies that are required by any applicant to undertake the job

• outline where the roles lie within the entire company

• create the foundations of an employment contract

• they are tools for performance measurement and management.

Key elements to a good job description document:

• Job title - the official job title is usually the first aspect of a job description, located at the top of the document. Its purpose is to accurately describe the role and the duties that will need to be performed.

• A list of duties and responsibilities - within the job description, there should be an overview of the duties and responsibilities pertaining to the role.

• Lists of skills and competencies - when listing skills and competencies, they should be described separately.

• Outlines of working relationships - outline the position of the role within the business hierarchy; who the candidate would report to and who may report to them.

• Salary specifications - any job description should have the pay indicated. This may be an hourly rate or a salary.

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