Assessment 2

Assessment 2 Report on recruitment and selection processes This report will have information with the comparison of the 2000 Healthcare United recruitment and selection guidelines in opposition to the newly developed 2010 Healthcare United recruitment and selection policy and relevant legislation. Healthcare United is an organization that seeks to employ the best healthcare professionals. Healthcare United, which aims to be the number one Healthcare professionals in Australia, currently employs 1500 Healthcare professionals in Victoria and NSW and they wish to widen their operation and open another office in Hobart. The following key areas will be examined while comparing. Time frames, Personnel involved, Documentation, Training, Monitoring and Evaluation. The timeframe for the Healthcare United 2010 recruitment and selection will be 2 - 3 weeks maximum whereas the 2000 recruitment and selection process have 8 procedures. Each procedure has different time frames. The first procedure is the analysis of the vacant position which has an estimated timeframe of 2-3 days. The next procedure is the position description and has an estimated timeframe of 3-5 days. Advertisement is the next procedure which has a timeframe of 20-25 days. The next procedure is to short-list the applicants. This procedure has a timeframe of 5 days minimum. The interview preparation is the next procedure. This procedure has a timeframe of 1-2 days to prepare for the interview. The next step is to interview the applicants. Timeframe for this procedure is 1-2 days depending on the number of applicants. Reference check, which is the next procedure, has a timeframe of 1-2 days also depending on the number of applicants. The last procedure of the recruitment and selection process is the job offer. Timeframe for this is 1-5 days and requires to be made straight after the Reference check. After all these procedures the unsuccessful applicants will be given a feedback by the Healthcare United in individual meeting with a member of the HR department. The 2010 recruitment and selection process will take a maximum of 2-3 weeks. However, the 2000 recruitment and selection has an estimated time of 35 days to recruit and select their applicants. Even though it takes longer the 2000 policy takes procedures into recruiting and selecting which is more accurate and detailed which has a higher chance of recruiting the best possible healthcare professionals. This means they can have the best possible human resources so they can provide the good quality service.

There are many people involved in the organization to recruit. Healthcare United 2000, when analyzing the vacant position, they use managers. Managers have a role to inform the HR about the position available and has to get permission for position form. Then they complete the form telling them why the positions must be filled in and send it to the HR department. After the department has administrated the form they then complete the rest of the permission form. So the people involved in this procedure are managers, HR and senior management to approve the ‘permission to recruit form’. For Position Description, managers and the HR department are involved. The Healthcare United has a special policy for advertising. Without the authority from senior management, every position has to be advertised inside the company for at least 10 working days in the HU newsletter before they can be advertised outside for 10 working days. So to launch and advertisement HR department makes an advertisement for HU newsletter on the intranet. Then they deliver the advertisement to the publications department so they can put it up on the intranet. After the advertisement has been put up on intranet for 10 working days, HR arranges for advertisement outside the company. When short-listing applicants, staff from Administration and HR are both involved. And possibly the postman because he has to deliver the letters. When preparing to interview the applicants, the HR asks the head office to organise a place where it’s quite and comfortable some food and drinks and the schedule for the interview. HR then organizes the documents that are needed for the interview. HR organises interview panel and the people needed for the interview are HR department, members of the HR department and also an experienced member of the job-related department. One of the members from HR department will be the chairperson. Following personnel are involved when interviewing the candidate. The chairperson, which is one for member of the HR department, the other HR member, experience staff from the job-related department and the applicant or the candidate. Reference check is when the HR calls the applicants workplace and talks to the manager. In the conversation, the person asks questions about the applicant. They ask about the applicants’ skills and knowledge. They also ask about their personality and ask the manager for their opinion. Then they discuss it with the other person from the HR. People involved in the reference checking procedure are, manager of the applicants workplace, person calling the applicants workplace and talking with manager, the other HR person and also the applicant. After this when offering the job, the HR department and Administration are involved. When recruiting and selecting, Healthcare United 2010 uses managers to have the most important task when recruiting and selecting, training the required people and supporting documents. HR department will help the managers in doing this process. Internal recruitments must be permitted by the general manager. Every interview that is taken must be carried out by a trained selection panel. So the

people involved are the managers, HR department to support the managers, general manager for agreement and the trained selection panel. Healthcare United 2010 recruitment and selection policy doesn’t seem to have any documentation but Healthcare United 2000 did have some documentation. When analyzing vacant positions, the manager requested the HR for ‘permission for position form’. Managers then complete the form and present it to HR department. They then complete the form and it has to be approved by the senior management. In the position description, the HR department developed a position description template which included position title, key objective, qualifications required and OHS. When short-listing staff from Administration collects all resumes then HR reads through the position description and advertisements. Then they divide them into ‘yes’, ‘no’ and maybe piles. HR then collects all documentation and organise administration staff to send letters by post. When preparing to interview an applicant, these are the documentations needed when organising an interview. Position description, resumes for each candidate, permitted interview questions for HR members of interview panel, assessment forms for interviewers and using checklists for documentation.