1. What is a selection report, how is compiled, what is included in a selection report and why is it an important piece of documentation in the recruitment and selection process? The selection report is the official record of the selection process. The main purpose of the selection report is to convey the panel’s recommendation, and provide enough information for the delegate to make an informed and fair recruitment decision. The final decision to select an applicant or take other action rests with the delegate.
The selection report should also be used when providing feedback to individual candidates who request post-selection feedback. The selection report must demonstrate with rigour how the selection panel used an evidenced base selection process to arrive at its conclusion, and will be used in the case of a review. Documents to be attached to the selection report include: referee checks
a copy of the interview questions (interview guide and selection options matrix) the short-listing grid any other evidence gathered which supports the recommendation 2.
. Recruitment is one of the functions that HR practitioners are responsible for. What is recruitment and what does it involve? How does recruitment fit into the HR life cycle? Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an ’employee offering’.Human resource management (HRM), also called personnel management, consists of all the activities undertaken by an enterprise to ensure the effective utilization of employees toward the attainment of individual, group, and organizational goals.
An organization’s HRM function focuses on the people side of management. It consists of practices that help the organization to deal effectively with its people during the various phases of the employment cycle, including pre-hire, staffing, and post-hire. The pre-hire phase involves planning practices. The organization must decide what types of job openings will exist in the upcoming period and determine the necessary qualifications for performing these jobs. During the hire phase, the organization selects its employees. Selection practices include recruiting applicants, assessing their qualifications, and ultimately selecting those who are deemed to be the most qualified. 3. How does an interview panel will assess each applicant and select the preferred candidate?
After the final interview, panel members should compare their ratings and judgements amongst themselves. It is preferable to review candidates and their performances immediately after the interview process whilst the information is still fresh in the minds of the panel. All discussion should be supported by assessment evidence – not just personal impression. Candidates should be rated against the agreed and specified criteria and not against each other. Further information from any additional sources should be included in these discussions.Time to review and discuss should be timetabled into the interview/selection planning. However, it is not essential that recommendation for appointment has to be made on the same day as the interviews. Every appointment is a serious investment and the selection decision should not be rushed. Organising a further review meeting should always be considered an option and is preferable to making what could prove to be a poor appointment due to a hasty decision.
4. What is discrimination? What can organisations do to ensure that they comply with anti discrimination and equal opportunity legislation in the recruitment process? Direct or overt discrimination is any action that specifically excludes a person or a group of people from a benefit or opportunity, or significantly reduces chances of obtaining it because a personal characteristics, irrelevant to a situation, is applied as a barrier. National and state laws cover equal employment opportunity and anti-discrimination in the workplace. You’re required by these laws to create a workplace free from discrimination and harassment. It’s important that as an employer, you understand your rights and responsibilities under human rights and anti-discrimination law.
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