Recruitment and Selection Processes 
Recruitment and selection processes
Index
Executive summary 3
1. Analysis 3
1.1 Vacant position analysis 3
1.2 Position description 4
1.3 Advertisement 4
1.4 Shortlisting 6
1.5 Interview preparation 6
1.6 Interview applicant 8
1.7 Reference check 9
1.8 Job offer 9
2. Evidence and referenced sources 10
3. Conclusion 10
4. Recommendations 11
Reference list 11
Executive summary
This report is based on a comparative evaluation of Healthcare United’s 2000 Recruitment and Selection Guidelines and 2010 Recruitment and Selection Policy. During the conducted analysis a major shift in responsibilities has been identified. Most of the recruitment and selection responsibilities shifted from HR to the hiring manager role. This role shift requires the business to educate and train managers in their new responsibilities. The findings and recommendations in this report are based on 2010 Recruitment and Selection Policy, current legislation and Internet research. Additional sources have been listed in the reference list section. 1. Analysis
1.1 Vacant position analysis
The procedure for analysing vacant position needs revision and changes. According to Healthcare United 2010 Recruitment and Selection Policy, managers will assume major responsibility for the recruitment and selection of staff. The responsibility is shifted from HR to managers. The manager/supervisor should consider the following issues when undertaking a job analysis: The work and activities that will be carried out in the position The responsibilities of the position The goals and outcomes required of the position
Who the position reports to and where it is located
The length of appointment (ie. continuing, fixed-term or casual). Timeframes 2000 guidelines provide an estimated timeframe of two to three days for vacant position analysis. This is reasonable considering the timeframe given for
Index
Executive summary 3
1. Analysis 3
1.1 Vacant position analysis 3
1.2 Position description 4
1.3 Advertisement 4
1.4 Shortlisting 6
1.5 Interview preparation 6
1.6 Interview applicant 8
1.7 Reference check 9
1.8 Job offer 9
2. Evidence and referenced sources 10
3. Conclusion 10
4. Recommendations 11
Reference list 11
Executive summary
This report is based on a comparative evaluation of Healthcare United’s 2000 Recruitment and Selection Guidelines and 2010 Recruitment and Selection Policy. During the conducted analysis a major shift in responsibilities has been identified. Most of the recruitment and selection responsibilities shifted from HR to the hiring manager role. This role shift requires the business to educate and train managers in their new responsibilities. The findings and recommendations in this report are based on 2010 Recruitment and Selection Policy, current legislation and Internet research. Additional sources have been listed in the reference list section. 1. Analysis
1.1 Vacant position analysis
The procedure for analysing vacant position needs revision and changes. According to Healthcare United 2010 Recruitment and Selection Policy, managers will assume major responsibility for the recruitment and selection of staff. The responsibility is shifted from HR to managers. The manager/supervisor should consider the following issues when undertaking a job analysis: The work and activities that will be carried out in the position The responsibilities of the position The goals and outcomes required of the position
Who the position reports to and where it is located
The length of appointment (ie. continuing, fixed-term or casual). Timeframes 2000 guidelines provide an estimated timeframe of two to three days for vacant position analysis. This is reasonable considering the timeframe given for