Certificate IV Frontline Management - PowerPoint Presentation

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Certificate IV Frontline ManagementBSBHRM402A Recruit, Select and Induct Staff

Date: 2011Presenter: Sarah LeanSlide2

Determine job descriptionsPlan for selectionAssess and select applicantsAppoint and induct successful candidate

At the end of this session you will be able to:Slide3

Complete a job analysis;Consider what the job is intended to achieve and the environment in which the job is carried out. It involves:Examining the training document for the jobObserving the job being doneTalking to the people doing it Do you wish to combine or reallocate duties?

1: Determined job descriptionsSlide4

The job description specifies the duties, tasks and activities the job holder is expected to performConsider what is to be done and at what standard you wishA job description generally lists the internal and external relationships, responsibilities and accountabilities and any other information that is relevant to the job1: Determined job descriptionsSlide5

Hire for attitude and train for skill It may not be the most qualified person that gets the jobIt may not be the person with the most experiencePeople can be taught skills but generally you may not teach a positive attitude 1: Determined job descriptionsSlide6

Consider any Legal, Legislation, EEO or Occupational Health and Safety standards and practices that you must adhere to in the selection processFollow your work place practices to ensure you obtain appropriate approvals to advertise the role and liaise with HR during the process. 1: Determined job descriptionsSlide7

The HR department will ask you to do a job analysis, update the job description and prepare the person specification and will then present you with a short list of candidates Advertising the role may be undertaken in newspapers and other print media such as journals, on the company internet and notice boards, on online job portals and on other organisation’s website.Many use recruitment agencies to filter candidates2: Plan for selectionSlide8

Sourcing information about your short list of candidates is more common practice than ever before.The list of sources include;Information from the candidates initial letter or email and work historyApplication formsSelection testsEmployment interviewsReference checks 2: Plan for selection Slide9

What you can and can not ask:General information to collectContact detailsEducation qualificationsEmployment HistoryEvidence of the applicants legal entitlement to work in AustraliaFamily name and given namesPosition applied for Referee’s names and addresses2: Plan for selection Slide10

Other information that may be relevant for certain jobs:ASK FOR THIS INFORMATION ONLY WHERE IT IS JOB RELATED:Age: has the minimum age been reached or is the applicant below any maximum age that may apply to employment law?Criminal record/traffic convictions and accidents. People convicted of larceny may not be suitable for jobs that would place them in a position of trust (e.g.; job dealing with money or giving them access to people’s homes)2: Plan for selection Slide11

Languages, questions about which languages the applicant speaks, reads or writes might be relevant in such jobs as police officer or airline attendantPhysical ability, where disability would preclude the applicant form performing the duties of the job, or be hazardous to the safety of the applicant or colleagues, clients or public.2: Plan for selection Slide12

Information that may not be asked:Marital statusMedical information, you may ask however if they are able to sit or to stand for as long as the job requires, or to lift loads required by the jobNational or ethnic originOrganisations to which the applicant belongsPhotographs of the individualRace or colourRelatives

2: Plan for selection Slide13

Schedule interviews in an appropriate meeting placeAdvise relevant personnel of times, dates and venuesHave all application forms or processes at handExplain the recruitment process and how they shall be advised of success or unsuccessful application 2: Plan for selection Slide14

A Screening interview; is used more commonly to screen the applicants. Interviews over the telephone allow the interviewer to compile a short list of applicants A Preliminary interview; allows the list to be created for a short list of the final interview A Final interview; this includes the prospective manager, who decides which candidate to appoint3. Assess and select applicantsSlide15

Employment interviews can be structured or unstructuredPeople that are untrained in a structured interviews will ask a series of more meandering questions aimed at finding non specific information Structured interviews have a significantly higher chance of making a successful selection decision and are more positively viewed by candidates Behavioural interviews are the most reliable type of structured interview 3. Assess and select applicantsSlide16

Behavioural interviewing:Ask each candidate the same series of questions to help you compare ‘apples’ with ‘apples’It helps you assess the candidates objectively on specifics rather than on gut feelingsIt helps you select and eliminate candidates for job –related reasons onlyQuestioning past behaviours helps ensure that the candidate base their answers on fact and it provides reliable insight to their experience, knowledge, values and motivation 3. Assess and select applicantsSlide17

Examples of interview requests and questions:Describe a difficult customer you have encountered and how you handled him or her?Describe a difficult problem you have encountered and how you handled it?Describe a situation in which you were able to read another person accurately and successfully deal with them.Describe a time in your last job where you needed to work without supervision.

Describe the most frustrating part of your job.Give me an example of…..3. Assess and select applicantsSlide18

Have you ever….In what areas would you like to expand your skills?Tell me about….What are you most interested in learning about?What has been the most difficult job you have ever tackled?What happens when……?

Which achievements are you most proud of ?Where would you like to be in 5 years time?What are your strengths and what are your weaknesses?3. Assess and select applicantsSlide19

Prepare for the interviewPut the candidate at easeThe main part of the interview is where you find out suitabilityClose the interview, has the candidate got any questions for you?Evaluate the candidates suitability. Check references and compare the selection criteria to the candidates interview responsesFollow Up – inform the individual of their outcome 3. Assess and select applicantsSlide20

Provide the successful candidate with the appropriate paperwork, including contract and any other organisational paperwork required by HR.Advise the manager and team of the new appointment Arrange an induction with the team member to ensure they have full support with their new role4. Appoint and induct successful candidateSlide21

Helping the recruits fit in and do well will pave success for everyoneInduction allows for the team member to understand their new role and inform them of the resources available to them to assist them in their role.It speeds up the learning process and increases productivity of the new team memberIt also assists to calm nerves and get to know the ‘map’ of the office 4. Appoint and induct successful candidateSlide22

Induction into the company:Tour the officeOverview on HR procedures and policiesGeneral background informationHow they are paid etcIntroduction to lines of communicationProvision of how performance appraisals are deliveredSources of advice and assistance within the organisation

4. Appoint and induct successful candidateSlide23

Induction to the department Review the job descriptionTour the immediate environmentOutline the training plan Assign the new employee a physical work station or space and show them where to put their personal belongingsOverview the OH&S requirements of their workspaceDiscuss work hours, breaks and lunch breaks4. Appoint and induct successful candidateSlide24

Introduce workmates Other details about the job, must, should and could knowsSecurity systemsTime keeping forms and recording proceduresGeneral information – café locations, local attractions etc.4. Appoint and induct successful candidate