Recruitment, Procedures

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School

Holmes Colleges Sydney *

*We aren’t endorsed by this school

Course

BSB51915

Subject

Management

Date

Nov 24, 2024

Type

docx

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2

Uploaded by kaurd3906

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Grow Management Consultants' policies and procedures for hiring, choosing, and onboarding new employees Statement of Policy Grow Management Consultants is dedicated to finding and hiring top-notch employees. Additionally, it is dedicated to ensuring that employees can follow all necessary procedures and comprehend their job role during induction. Fundamentals Merit-based selection decisions will always be made in order to prevent unfairness and discrimination. Scope: This policy and procedure is applicable to all employees who conduct hiring, selecting, onboarding, and terminating employees. The staff code of conduct and the company's strategic plan both support and reference this policy and procedure. Process 1. Appointment, selection, and recruitment. The recruitment process will adhere to the following protocols. • HR creates a position description or accesses one that already exists before the hiring process starts. • HR will use the organization's preferred medium(s) and advertisement templates to advertise the position; make sure that all the information in the position description is accurate and clearly outlines the essential duties, important selection criteria, and desired skills and attributes. The goal of the position, important selection factors, required qualifications, and a contact name and number will all be made crystal clear in the advertisements. • Based on the applications submitted and their fit for the position, HR and the accountable manager will compile a shortlist of candidates after receiving the applications. Verify that each candidate on the short list satisfies the necessary requirements for • HR will take into account if any testing is necessary during the procedure. • The responsible manager and HR will conduct interviews with the shortlisted candidates. We'll ask the standard questions and make sure to take precise notes. • After the interview, the responsible manager and HR will decide which applicant was chosen, and reference checks will be conducted using the Reference Check © 2020 RTO Works Page 1
form.Rejection letter is developed using standard letter template and sent to unsuccessful candidates. 1. Introduction • HR sets up a staff file for the new hire, where all paperwork associated with the hiring procedure is kept. • Employee fills out all employment-related paperwork, such as TFN forms, staff details forms, and contracts. • Verify that the signed contract is stored. • The first induction is finished, and an induction plan is made. • During the first three months, which are also the probationary period, inductions are conducted in accordance with the plan. • Prior to the employee's probationary period ending, HR will arrange a review and support meeting at least two days beforehand. This meeting serves as a forum for both parties to provide feedback and go over the probationary period. • The termination procedure must be carried out if the employee's performance is deemed unsatisfactory. © 2020 RTO Works Page 2
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