The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below for details.

Performance objective

You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an organisation.

Assessment description

Healthcare United is a healthcare provider and currently employs 1500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart.  Part of their HR plan is to employ 500 workers in three stages.

You will need to write a report that compares the 2000 Healthcare United recruitment and selection guidelines against the newly developed 2014 Healthcare United recruitment and selection policy and relevant legislation.

You also need to recommend changes necessary to improve procedures and the overall process, based on current research.

You will be given copies of 2000 Healthcare United recruitment guidelines and the 2014 Healthcare United recruitment and selection policy.

Your report needs to address the following key areas for each procedure:

• time frames
• personnel involved
• documentation
• training
• monitoring and evaluation.

Procedure

1. Read the 2014 Healthcare United recruitment and selection policy.
2. Analyse the 2000 Healthcare United recruitment and selection guidelines addressing key areas for each procedure against the current 2014 Healthcare United recruitment policy and relevant legislation.
3. Identify and discuss key areas for each procedure that need revising because they are:
4. Contrary (NOT SIMILAR) to 2014 policy
5. outdated compared to current research and practice
6. do not comply with current legislation.

1. List your recommendations for revising key areas of the 2000 guidelines.
2. Write a hard copy of your report. (2000 words approx).

Adjustment for distance-based learners:

• No adjustment of tasks is required
• A follow up interview may be required (at the discretion of the assessor).

Specifications

You must provide a hard copy of your written report (2000 words approx).

Your assessor will be looking for the following in your report.

1. Analysis of the following key areas for each procedure in terms of the 2010 Healthcare United recruitment policy, relevant legislation and current research:

Use these topic areas to analyse EACH of the PROCEDURES listed below.

 

1. time frames
2. personnel
3. documentation
4. training and support
5. monitoring and evaluation.

2. Procedures to be analysed:

Analyse every topic below using each of the areas as a SUBTOPIC and work out which areas need to be modified to fit the new 2014 Policy, by changes to the listed procedures in the 2000 document.

 

1. vacant position analysis
2. position description
3. advertisement
4. shortlist
5. interview preparation
6. interview applicant
7. reference check
8. job offer.

3. Evidence and referenced sources e.g. reading reference materials, internet research and direct research (contacting and interviewing organisations) that support your analysis.
4. Conclusion discussing overall process.
5. A list of your recommendations to revise the 2000 Healthcare United recruitment process.
6. A logical, formatted structure with an introduction, body and conclusion or with clear headings for each section.

The GREEN Section is the new policy – we want to use these policies and change the 2000 procedures to match this policy – this means we analyse the differences and make suggestions on changing the OLD information.

Healthcare United 2014 – recruitment and selection policy

Healthcare United aims to be the number one provider of Healthcare professionals in Australia.

Healthcare United 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 an organisation our vision is to provide:

• the best qualified and trained human resources available for clients
• up-to-date technology in all services for both clients and staff
• innovative best practices and procedures from both inside and outside the organisation
• best facilities and procedures in a competitive environment.

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:

• managers will assume major responsibility for the recruitment and selection of staff, the training of required personnel and supporting documentation
• HR department will support managers in this role
• timeframe for recruitment and selection will be 2–3 weeks maximum
• position analysis will be conducted on all vacant or new positions
• all vacant and new positions will be advertised internally and externally for ten working days unless special exemptions apply and be advertised online and in leading national newspapers
• special exemptions to internal recruitment must be approved by the general manager
• all interviews must be conducted by a trained selection panel
• selection of staff is subject to reference checks conducted by the manager
• Healthcare United is an equal opportunity employer.

 

Policy statement: Healthcare United is an organisation that seeks to employ the best possible healthcare professionals. It is an equal opportunity employer.Healthcare United 2000 – recruitment and selection guidelines

Purpose: The purpose of the recruitment and selection process is to ensure that Healthcare United has the best possible human resources available to effectively provide its service.

The Healthcare United recruitment and selection process has been developed in line with organisational strategies, relevant legislation and best practice recruitment.

Recruitment and selection process

The recruitment and selection process involves the following procedures:

1. vacant position analysis
2. position description
3. advertisement
4. short-list
5. interview preparation
6. interview applicant
7. reference check
8. job offer.

1.   Analyse the vacant position

When a position becomes vacant it is important to analyse the position to determine whether it is still required.

Manager

Estimated timeframe: 2–3 days

When a position becomes vacant the following procedure must be completed.

Procedure

1. Manager notifies HR about vacant position and requests ‘permission for position form’.
2. Manager completes their section of ‘permission to recruit form’ stating reasons why position needs to be filled and submits it to HR department.
3. Position needs analysis conducted by HR department who them completes rest of ‘permission to recruit form’.

Note: HR may need to question manager about position.

4. Completed ‘permission to recruit form’ to be approved by senior management.
5. Once permission is obtained then HR department explore implications, options, legislative and award requirements.

2. Position description

A position description is an important prerequisite to successful recruitment and selection.

Estimated timeframe: 3–5 days

Procedure

1. Position descriptions are developed by HR department using a position description template and include:
2. position title
3. key objective
4. qualifications required
5. OHS component

Note: HR may consult with manager about position description if necessary.

2. Senior management to sign off on position description.

3. Lodge an advertisement

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.

Procedure

1. HR department creates advertisement for HU newsletter on intranet.
2. HR sends advertisement to publications department to post on the intranet.
3. HR creates advertisement for authorised external print media.
4. After advertisement has been posted internally for ten working days, HR organises for external print media.

4. Short-list applicants

Short-listing is a process of elimination. However, Healthcare United requires that all internal applicants be interviewed.

Timeframe: 5 days minimum.

Procedure

1. Administration staff to collate all resumes and give to HR department.
2. HR to read over position description and advertisements.
3. HR to read each external applicant’s résumé and divide them into ‘yes’, ‘no’ and ‘maybe’ piles.
4. HR to then reread ‘yes’ and ‘maybe’ resumes and complete short-list chart for external applicants.
5. HR reads all internal applications and completes the short-list chart.
6. HR then collates all documentation from internal applicants and shortlisted external applicants.
7. HR organises administration staff to send all external applicants not short-listed a standard letter by post.

Interview

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.

5. Interview preparation

Timeframe: interview preparation 1–2 days

Procedure

1. HR requests administration staff at head office to organise:
2. comfortable and quiet location
3. food and beverages for interview panel
4. interview schedule.
5. HR to organise interview documentation which includes:
6. position description
7. resumes for each shortlisted candidate
8. consent to check and release police record form
9. standard interview questions for HR members of interview panel
10. interview assessment forms for interviewers
11. use checklist for documentation.
12. HR organises interview panel: two members of HR department and one staff member from the job-related department with one of the HR members being the chairperson.

Note: It is preferable that the staff member from the job-related department is experienced.

4. Chairperson (HR) chooses and advises the staff member of their role as ‘expert’ and requests that they think of three job-related interview questions.

6. Interview applicants

Interviews are to be conducted only at head office. Interviews are to be 30 minutes in duration with a 5 minute break in between. No more than 12 interviews should be conducted in a day.

Timeframe: scheduled interviews 1–2 days depending on number of applicants.

Procedure

1. Chairperson greets candidate and makes introductions.
2. Chairperson opens interview.
3. HR members of panel ask applicant a series of standard interview questions.
4. Staff member from job-related department asks three questions.
5. Chairperson asks applicant if they have any questions.
6. Chairperson informs the candidate of the process.
7. Panel thank candidate for attending.
8. Panel complete interview assessment.
9. Panel select applicant.
10. Gain approval from senior management – subject to reference check.

7. Reference checks

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: 1–2 days depending on number of applicants.

Procedure

1. Phone workplace of applicant and speak to manager/referee.
2. Introduce self, organisation and purpose of call.
3. Ask standard questions about applicant’s knowledge and skills.
4. Ask about applicant’s personality.
5. Ask manager for their opinion of applicant’s standard of work.
6. Ask manager if there have been any problems with applicant.
7. Discuss references with other HR person on interview panel.

8. Job offer

Job offer needs to be made immediately after Reference check.

Timeframe: 1–5 days.

Procedure

1. HR department organise written contract to be drawn up with terms and conditions.
2. Administration to post contract to applicant.
3. Upon receipt of signed contract HR post new employee advice about induction program.

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: 1–2 days depending on number of applicants.

1. HR department ask administration to schedule 30 minute meeting with each unsuccessful internal applicant.
2. HR department representative to conduct feedback meetings with unsuccessful internal applicants.
3. HR department representative to phone unsuccessful external applicants and offer feedback.

HR department to file hard copies of notes about unsuccessful applicants

 

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