BSBHRM525

Manage Recruitment and Onboarding

Final Assessment: Task 2:

Project Portfolio
Contents

Section 1: Planning 4
Section 2: Development of documentation 8
Section 3: Manage recruitment activities 15
Section 4: Onboarding activities 20

BSBHRM525 Manage recruitment and onboarding | 2

Student Name Poelyne M. Santos

Student ID BLC01157

Unit Name BSBHRM525 - Manage Recruitment and Onboarding

Trainer’s Name Ashish Pandey / Narayan Kafle

Submission Date November, 14 2023

Business this assessment Grow Management Consultants

is based on:

Documentation reviewed Grow Management Simulation Pack

as preparation:

Student Declaration

☒ Student Plagiarism Declaration: By submitting this assessment to the college, I

declare that this assessment task is original and has not been copied or taken from
another source except where this work has been correctly acknowledged. I have
made a photocopy or electronic copy or photograph of my assessment task, which
I can produce if the original is lost.

☒ I confirm that the purpose and procedures of this assessment task has been
clearly explained to me.

☒ I confirm that I have been consulted about any special needs I might have in
relation to the assessment process.

☒ I confirm that the criteria used for this assessment has been discussed with me,
as have the consequences and possible outcomes of this assessment.

☒ I confirm I have accessed and understand the assessment information as provided

in the Training Organisation’s Student Handbook.

☒ I confirm I have been given fair notice of the date, time, venue and/or other
arrangements for this assessment.

☒ I confirm that I am ready for assessment.

Student Signature:

BSBHRM525 Manage recruitment and onboarding | 3

 Section 1: Planning
Describe the organisation you  Growth Management Consultants - They are a small
are basing this project on management consultancy providing leadership development
services.
What is the name of the
organisation?  Objectives:
What does the organisation - Provide services to meet customer needs and
do? aspirations: The business intends to add diversity and
What are the objectives of the change management to its list of services in 2021, as
organisation? well as launch an annual conference and publish an e-
book on organisational change.
Describe your role and
responsibilities - Continue building deeper customer relationships: a
customer-centred approach that focuses on satisfying all
of their requirements for a high-quality home improve the
capabilities of our workforce to better serve customers.
- Attract, engage and develop the best employees:
main goals are to develop a customer-focused, high-
performing workforce, improve employee skills,
encourage innovation, support diversity, and put formal
human resources in place.

 Roles and responsibilities of HR Manager:

As the new Human Resources Manager for the company, you are
responsible for:
- Taking a key role in the development and
implementation of generalist HR strategies, policies
and projects.
- Identifying, designing and implementing general HR
strategies and solutions to achieve agreed outcomes
relating to recruitment and onboarding, performance
management, workforce and strategic planning and
other generalist HR activities
- Taking ownership of the HR results and outcomes.
- Providing high level, timely and professional
advice and communication to the principal consultant
and client relations manager
- Contributing to develop and/or enhance policies,
procedures and systems to support HR ‘best
practice”.
- Providing support and training for new policies and
procedures
- Researching best practice with regards to technology,
policies and procedures and current legislation.

BSBHRM525 Manage recruitment and onboarding | 4

Describe any existing The company already has a e HR Policy and Procedure, but this
recruitment and onboarding policy was created a long time ago that it has to be updated to
policies and practices today’s current regulations.
currently in place.

Research three options for  Social media:

technology that are likely to
- LinkedIn is one example where can do our job posting.
improve the efficiency and
This can help reach wider audience for recruiting. This
effectiveness of the
may cost less than doing the traditional job advertising
recruitment process.
methods.
Summarise the research done
 Video interviewing:
for each technology and
include three different - This is an effective tool to consider so applicants don’t
technologies in your answer always need to attend in person meeting which can save
time and money.
Attach proof of your research
to this section of the portfolio.  Applicant Tracking System:
- This allows recruiters manage large pool of candidates,
and this tool can also help filter and automate certain
criteria than a company is looking for.

Stakeholders  Senior Consultants

Identify who needs to support  Client Relations Manager
the new policy and
 Administration Officer
procedures?
Describe how you will consult  Paul Burn
with each stakeholder and
gather their support.
Before making changes to the policy and procedures, make sure to
get everyone’s input regarding the changes to make. Paul Burn as
the one making changes need to take in consideration the need for
the revision and what is to be expected of it. Paul Burn will be
sending email to the team regarding scheduling a meeting to consult
them regarding the changes. After getting everyone’s input, ask for
feedback on the final changes made to the policy and procedure.

BSBHRM525 Manage recruitment and onboarding | 5

Recommended HR policy and  Identify the vacancy: find out which what job vacancy is the
procedures update and company is hiring, what it is going to be done in the job.
supporting forms or (what type of job the applicant is going to do)
documents
 Job description: describe the whole details of the job the
Provide an outline of a applicant is applying for.
recommended human
 Source of recruitment: the advertising can be done through
resources policy and
online platform like social media to reduce cost and time.
procedures (include all steps
of the recruitment process)  Interview set up: interview can be done in person or through
and supporting phone or video.
forms/documents required
 Offer letter or an email invitation to the successful candidates
based on your research and
to let them know that they are proceeding to the next
the organisational needs.
recruitment process and notify the unsuccessful candidates
as well.

 Onboarding or induction of the accepted applicants will be

done, introduce them to the company and to the new phase
of the job.

 Provide training to the newly inducted applicants by

assessing the areas they need training in, training should be
comprehensive and effective to the applicant.
Recruitment Policy, checklist, templates, recruitment development
plan.

Review of relevant legislation,  Sex Discrimination 1984: it is unlawful to discriminate anyone

regulations, standards and on the basis of their sex. A male can do what a female could
codes of practice do and vice versa.
Summarise relevant  Racial Discrimination 1975: unfavourably treating and
legislation, regulations, individual based on their race, nationality or ethnicity.
standards and codes of
 Disability Discrimination 1992: this is an act protecting
practice that may affect
individuals with disabilities from unfair treatment whether it be
recruitment, selection and
in employment, education or public services.
induction and that need to be
addressed within the policy  Age Discrimination Act 2004: this act prohibits prejudism of
and procedure. individuals based of their age. Old people can work as long
as they want and can, and the young ones are not to be
limited of work because they are categorized as being too
young for the job.

 Fair Work Act 2009: employers should strictly adhere to the

rules and regulations of the act to make sure that treatment
of each employee is of equal, and that no one is treated
better than the other.

 Work Health and Safety Act 2011: this act protects

employees from harm, making sure that their environment is
safe for working to reduce risk

 AHRI Code of Ethics: no one in the workplace is entitled

special treatment when it comes to respect just because of

BSBHRM525 Manage recruitment and onboarding | 6

 your work position. Everyone is entitled to be respected,
showed fairness and courtesy.

Attach: Research on recruitment technology ☒

Documents reviewed as part of your review ☒

BSBHRM525 Manage recruitment and onboarding | 7

 Section 2: Development of documentation
In this section, you only need to develop and submit the following attachments:

Attach: Original Recruitment, Selection and Induction Policy and

☒
Procedure

Revised Recruitment, Selection and Induction Policy and

☒
Procedure

Position Description Template ☒

Guidelines for effective interviews ☒

Email to manager for support of documentation ☒

Grow Management Consultants

Original Recruitment, Selection and Induction Policy and Procedures

Purpose
This policy describes the recruitment and onboarding policy and procedures that are used at Grow
Management Consultants.

Scope
This policy applies to all staff at Grow Management Consultants.

Legislation, regulations, standards and codes of practice

This policy ensures that the following legislative requirements are met:

 Sex Discrimination Act 1984

 Racial Discrimination Act 1975

 Disability Discrimination Act 1992

 Age Discrimination Act 2004

 Fair Work Act 2009

 Work Health and Safety Act 2011

Objectives
To ensure that recruitment and onboarding processes are reflective of the company’s goals,
objectives and values.

BSBHRM525 Manage recruitment and onboarding | 8

Roles and responsibilities
Implementation of the policy is the role of the CEO, Principal Consultants and Human Resources
Manager.

Procedures
Identifying a vacancy or deciding to outsource:

 Review the need for the position taking into account strategic and operational plans and budget,
as well as current staffing structure and skill levels and foreseeable changes that may impact on
staffing requirements.

 It may also be decided that outsourcing is a better option.

Developing a position description:

 Use a relevant template

Recruitment methods:

 Appropriate recruitment methods should be considered. This may depend on the position itself.
Selection:
The responsibility for the final decision in selection processes rests with the Human Resources
Manager. The selection panel recommends which applicant should be selected and the Human
Resources Manager reviews this information and makes the final decision.
The Human Resources Manager must ensure that:

 the recommendation of the selection panel is consistent with the merit principle (i.e. is clearly
based on overall suitability having regard to knowledge, skill, experience and qualification, and
potential for future development) and supported by evidence and examples including verification
from well-placed referees

 the written explanation of the decision is clear, understandable, and well explained in terms of
the merit of the selected applicant with specific reference to work history, experience, previous
levels, qualifications, skill.
The Human Resources Manager should ensure that they can be satisfied, based on the information in
the report, that the person selected has an appropriate level of experience and skill for the vacancy in
question and that the decision is backed up by sufficient evidence, including reports from relevant
referees.
The Human Resources Manager should take note of any dissenting views by a panel member and
may wish to explore this further before supporting the recommendation for selection.
If the Human Resources Manager has concerns or does not agree with the selection panel’s
recommendation, the selection report should be returned to the selection panel explaining the
reservations. The selection panel is then required to better explain its reasons for their decision. The
Human Resources Manager may instruct the selection panel to seek further and additional evidence
to support the appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they should also review the
document summarising the merit of the selected applicant. The report is not to contain adverse
information about the selected applicant, and the Human Resources Manager should act as a further
safeguard in this sense, and ensure that the report does not include any negative information.
Steps in the process:

BSBHRM525 Manage recruitment and onboarding | 9

 Human Resources department receives applications from candidates.

 Human Resources department advises relevant line manager that applications have been
received and provides copies to line manager.

 Human resources department reminds line manager of selection procedures to be followed.

 Line manager shortlists candidates and then meets with Human Resources department to
discuss and confirm.

 Human resources department contacts shortlisted candidates to arrange interview.

 Line managers conduct interviews. Human resources department will only be included in the
selection panel for senior management appointments.

 Human resources reviews selection panel report and endorses decision or otherwise.

 Successful candidate approached with letter of offer.

 Unsuccessful candidates informed.

Appointments:

 The selected candidate will be forwarded a letter of offer and a contract for signing.

BSBHRM525 Manage recruitment and onboarding | 10

Grow Management Consultants

Revised Recruitment, Selection and Induction Policy and Procedures

Purpose
This policy describes the recruitment and onboarding policy and procedures that are used at Grow
Management Consultants.

Scope
This policy applies to all staff at Grow Management Consultants.

Legislation, regulations, standards and codes of practice

This policy ensures that the following legislative requirements are met:

 Sex Discrimination Act 1984

 Racial Discrimination Act 1975

 Disability Discrimination Act 1992

 Age Discrimination Act 2004

 Fair Work Act 2009

 Work Health and Safety Act 2011

 AHRI Code of Ethics

Objectives
To ensure that recruitment and onboarding processes are reflective of the company’s goals, objectives and
values.

Roles and responsibilities

Implementation of the policy is the role of the CEO, Principal Consultants and Human Resources Manager.

Procedures
Identifying a vacancy or deciding to outsource:

 Review the need for the position taking into account strategic and operational plans and budget, as well as
current staffing structure and skill levels and foreseeable changes that may impact on staffing
requirements.

 It may also be decided that outsourcing is a better option.

Developing a position description:

 Use a relevant template

Recruitment methods:

BSBHRM525 Manage recruitment and onboarding | 11

 Appropriate recruitment methods should be considered. This may depend on the position itself.
Selection:
The responsibility for the final decision in selection processes rests with the Human Resources Manager. The
selection panel recommends which applicant should be selected and the Human Resources Manager reviews
this information and makes the final decision.
The Human Resources Manager must ensure that:

 the recommendation of the selection panel is consistent with the merit principle (i.e. is clearly based on
overall suitability having regard to knowledge, skill, experience and qualification, and potential for future
development) and supported by evidence and examples including verification from well-placed referees

 the written explanation of the decision is clear, understandable, and well explained in terms of the merit of
the selected applicant with specific reference to work history, experience, previous levels, qualifications,
skill.
The Human Resources Manager should ensure that they can be satisfied, based on the information in the
report, that the person selected has an appropriate level of experience and skill for the vacancy in question and
that the decision is backed up by sufficient evidence, including reports from relevant referees.
The Human Resources Manager should take note of any dissenting views by a panel member and may wish to
explore this further before supporting the recommendation for selection.
If the Human Resources Manager has concerns or does not agree with the selection panel’s recommendation,
the selection report should be returned to the selection panel explaining the reservations. The selection panel is
then required to better explain its reasons for their decision. The Human Resources Manager may instruct the
selection panel to seek further and additional evidence to support the appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they should also review the document
summarising the merit of the selected applicant. The report is not to contain adverse information about the
selected applicant, and the Human Resources Manager should act as a further safeguard in this sense, and
ensure that the report does not include any negative information.
Steps in the process:

 Human Resources department receives applications from candidates.

 Human Resources department advises relevant line manager that applications have been received and
provides copies to line manager.

 Human resources department reminds line manager of selection procedures to be followed.

 Line manager shortlists candidates and then meets with Human Resources department to discuss and
confirm.

 Human resources department contacts shortlisted candidates to arrange interview.

 Line managers conduct interviews. Human resources department will only be included in the selection
panel for senior management appointments.

 Human resources reviews selection panel report and endorses decision or otherwise.

 Successful candidate approached with letter of offer.

 Unsuccessful candidates informed.

Appointments:

 The selected candidate will be forwarded a letter of offer and a contract for signing.

BSBHRM525 Manage recruitment and onboarding | 12

TEMPLATE JOB DESCRIPTION

IMPORTANT
This template has been colour coded to assist you to complete it accurately. You simply need to
replace the red < > writing with what applies to your situation.

Example information is shown in purple writing to assist you and should be deleted once you have
finished the ad.

JOB TITLE: Accounts Officer

JOB TYPE: Part time job (shared) – 5-days fortnight

SALARY: 60,000 plus 9.5% super

LOCATION: Sydney

SUPERVISOR/MANAGER: Paul Burn

MAIN DUTIES/RESPONSIBILITIES:

 Daily Bank and Credit Card Reconciliations

 End to end Accounts Payable and Receivable
 Debt Collection
 Assisting in Cashflow Monitoring and Budgeting
 Responding to client queries, via telephone and email correspondence
 General reports to manager

SKILLS & EXPERIENCE

Qualifications: Diploma in Accountancy or Certified Public Accountant

Experience: 2-5 years previous experience in a similar role/industry

Skills:
 Excel of other software package, Intermediate to advanced Microsoft Office skills (Word, Excel,
PowerPoint and Outlook)
 Excellent verbal and written communication
 Organised and able to meet deadlines.

PERFORMANCE GOALS:
 Increase accuracy of financial reporting
 Implement best practices for accounts payable and receivable
 Manage cash flow effectively
 Maintain proper documentation for audits

BSBHRM525 Manage recruitment and onboarding | 13

Guidelines for Effective Interviews

 Preparation:

 Create a Comfortable Environment

 Open-ended questions

 Take notes

 Allow the candidate to speak

 Stay unbiased

 Closing of the interview

 Collect feedback

Email to manager for support of documentation

Dear Mr. Paul Burn,

I hope this email finds you well. In the documentation stage of our ongoing hiring procedure for the Accounts
Officer position within our team, and our revision of our current Recruitment Policy and Procedure, I am writing
to ask for your assistance and direction on this matter. Here are the list of documentations we need your
support from:
 Policy and Procedure
 Position description and

 Guidelines for effective interview

Your expertise and insights would be extremely helpful as we continue with our revision and candidate
selection process in ensuring that all documentation adheres to our department's standards and fulfills the
requirements of the Accounts Officer role.

I would appreciate it if you could make time for a quick meeting or review. Your suggestions and advice will be
extremely helpful to the success of our hiring procedure.
Please let me know if you are available for a meeting or if email is your preferred method of communication. I
anticipate your assistance during this important stage of our hiring.

We appreciate your ongoing assistance and cooperation.

Kind regards,

Poelyne Santos

HR Manager

BSBHRM525 Manage recruitment and onboarding | 14

 Section 3: Manage recruitment activities

Review the Accounts Officer Key responsibilities for this position include:
position description provided
• Daily Bank and Credit Card Reconciliations
as part of the case study and
decide if it meets • End to end Accounts Payable & Receivable
requirements. Support your • Debt Collection
answer.
• Assisting in Cashflow Monitoring and Budgeting
• Responding to client queries, via telephone and email
correspondence
• General reports to manager
Ideally the candidates should have an accounting degree or at a
minimum a diploma or certificate. Being a small team, the business
needs someone who can hit the ground running.
Skills required include, Excel of other software package, Intermediate
to advanced Microsoft Office skills (Word, Excel, PowerPoint and
Outlook), Excellent verbal and written communication, Organised and
able to meet deadlines.

Research two specialist 1. Clicks IT Recruitment Agency - Melbourne

recruitment agencies that
 Contact Number: (03) 9963 4888
would be able to help fill the
vacant position in your  Address: Suite 5, Level 14,
organisation if it were 530 Collins Street,
necessary. Melbourne VIC 3000

 Email: [email protected]
2. Michael Page Recruitment Agency - Melbourne

 Contact Number: 0396075600

 Address: 19/600 Bourke St

Melbourne VIC 3000
Australia

BSBHRM525 Manage recruitment and onboarding | 15

  Email: [email protected]

Develop a template for Applicant Name:

telephone screening for the
Interviewer:
role.
Date of Interview:

(Questions)
What attracted you to apply for this position?
____________________________
Could you provide your skills relevant to the position you are applying
in?
____________________________
State your strengths and weaknesses
____________________________
What are you looking to head in your career?
____________________________
What can you bring in to this position in our company?
___________________________
Other Information Required:
Salary Expectation: ____
Availability for interview: ___
Working Rights: ___
Currently employed: yes/no

BSBHRM525 Manage recruitment and onboarding | 16

Develop a script for contacting Dear Maggie,
short-listed candidates to
I hope this message finds you well. On behalf of Growth
arrange an interview.
Management Consulting, my name is Poelyne. You are receiving this
Script should include: email as we are happy to let you know that you were chosen as one
of the top applicants for the Accounts Officer position.
 Introducing yourself,
company and role Your application left a good impression on us, and we are confident
that your qualifications and experiences is a fit for this position as
 Advising candidate they
your qualifications and background stood out, and we are eager to
have been successful in
learn more about you. Below are the details regarding the upcoming
obtaining an interview
interview.
 Details about the
Date: October 27, 2023
interview process
Time: 9:00 AM
 Interview date and time
Location: GMC Head Office, Sydney
 Location of interview
An individual interview with our Manager, Paul Burn, will be followed
You can make up the details by a skills evaluation in the interview process. The entire procedure is
about dates and times as intended to aid in our understanding of your qualifications and ensure
relevant. that you and our company are a good fit.
When you have developed Best Regards,
your script, practice it for use
during the roleplay with your Poelyne M. Santos
assessor. HR Assistant Manager

Attach: Revised policy or other documents based on feedback ☒

from the meeting.

Photo of research into specialty recruitment agencies that ☒

can be contacted as necessary)

2 x letter of offers for successful candidates and evidence ☒

these have been sent promptly

Rejection letter ☒

BSBHRM525 Manage recruitment and onboarding | 17

Dear Maggie Perez,

RE: Offer of Employment - Accounts Officer

I am delighted to extend our formal offer of employment for the position of Accounts Officer. Your
qualifications, experience, and the positive impression you made during the interview process
impressed us. Your skills and expertise are a perfect match for the needs of our finance department,
and we believe you will be an asset to our team.

Position: Accounts Officer

Location: Melbourne, Victoria
Start Date: November 15, 2023
Salary: $60,000 plus 9.5% super

Benefits:
Health and dental insurance: To ensure your well-being, comprehensive health insurance coverage is
provided. Medical, dental, and vision plans are available to support your healthcare needs.
Retirement plan: You will be able to enrol in our company's retirement plan. This plan is intended to
assist you in saving for the future and providing financial security during your retirement years.
Paid time off (vacation, holidays, sick leave): you get to have freedom to rest, relax, and attend to
personal matters because we pay importance to work-life balance
Performance-based bonuses: We have a performance-based bonus programme to recognise your
hard work and contributions to our company's success. This programme recognises exceptional
performance and commitment to achieving our organization's objectives.

Terms and Conditions:

This job offer is dependent on you passing a background check and any other pre-employment
screenings that may be required. You will be classified as a full-time employee and will be subject to
our company policies and the employment contract's standard employment terms and conditions.

Please confirm your acceptance of this offer by November 10, 2023, as we would like you to join our
team on November 15, 2023 To accept this offer, please sign and return one copy of this letter to us.
You can send it by email to [email protected]

We are delighted to have you as a member of our team, and we believe that your skills and expertise
will contribute to our company's continued success. Grow Management Consultants looks forward to
working with you and assisting you in achieving your professional objectives.

Congratulations on your successful selection once more, and we eagerly await your positive
response.

BSBHRM525 Manage recruitment and onboarding | 18

Sincerely,

Poelyne Santos
HR Manager

Dear James Strong,

I am delighted to present you with the position of Accounts Officer at our company. Your
qualifications, experience, and the positive impression you made during the interview process
impressed us. Your skills and expertise are a perfect match for the needs of our finance department,
and we believe you will be an asset to our team.

Position: Accounts Officer

Location: Melbourne, Victoria
Start Date: November 15, 2023
Salary: $60,000 plus 9.5% super

Benefits:

Health and dental insurance

Retirement plan
Paid time off (vacation, holidays, sick leave)
Performance-based bonuses

Terms and Conditions:

This job offer is dependent on you passing a background check and any other pre-employment
screenings that may be required. You will be classified as a full-time employee and will be subject to
our company policies and the employment contract's standard employment terms and conditions.

Please confirm your acceptance of this offer by November 10, 2023, as we would like you to join our
team on November 15, 2023, To accept this offer, please sign and return one copy of this letter to us.
You can send it by email to [email protected]

BSBHRM525 Manage recruitment and onboarding | 19

We are delighted to have you as a member of our team, and we believe that your skills and expertise
will contribute to our company's continued success. Grow Management Consultants looks forward to
working with you and assisting you in achieving your professional objectives.
Please confirm your acceptance of this offer by November 10, 2023, and we look forward to
welcoming you to our team.

If you have any questions, please feel free to contact me at this email.

Congratulations once again on your successful candidacy.

Sincerely,
Poelyne Santos
HR Manager

Rejection Letter

Dear Ben Joseph,

I hope this email finds you email. We appreciate your time and effort you have given to us upon your
application, but after careful consideration, we regret to inform you that you have not been selected for
the position Accounts Officer.

The company appreciates the candidate's impressive credentials and expertise but had to choose
another candidate due to numerous excellent applications. They urge the candidate to continue
seeking work that aligns with their professional objectives and keep their application on file for future
reference. They will contact the candidate if a suitable position becomes available.

Thank you again for your interest in the position.

Kind regards,
Poelyne Santos
HR Manager

BSBHRM525 Manage recruitment and onboarding | 20

Section 4: Onboarding activities

Develop a script for your Manager: Good morning, Maggie. I would like to thank you first for
meeting with the probationary taking the time to attend this meeting.
employee.
Maggie: Thank you, Poelyne. I’m looking forward to the discussion
Use this to practise for your we will be having.
meeting with them.
Manager: why don’t we start by going over the revision of your
performance? So far, you have been excellent at doing your job.
You are demonstrating the skills you said you possessed and
proving that you are capable of the position.
Maggie: I appreciate the feedback. I’m doing what I need to do to
meet the objectives expected of me.
Manager: I want to point out your strengths, being attentive to details
and your ability to meet due dates, that really shows positivity on
our end. They do not go unnoticed. With that said, there are also
room for improvement in the area of staying productive and
motivated. You tend to wait for direction instead of getting on
with things
Maggie: I understand. I am still trying to work on it as I am the type to
get really focused and does not shift my attention on anything
else.
Manager: We are here to support your growth and train you more on
areas you are lacking. Moving forward, let’s set clear expectation. I
will provide guidance and support to we can progress regularly.
Maggie: Thank you, I am committed to making the necessary
improvements.
Manager: Thank you for your openness during our discussion. I
appreciate your interaction and feedback. I will be scheduling regular
check ins to ensure that we are heading on the right track.

Develop recommendations for  Make Buddy and Mentor Programmes Official:

improving the induction
- Incorporate formalised buddy and mentor programmes
process
into the policy's induction section, outlining the roles and
Assume that you have responsibilities of both mentors and new employees.
received feedback from staff
 Make clear the importance of On The Job training:
as documented in Induction
Processes Feedback. Use the - Emphasize the importance of on the job training by
outcomes of the meeting with including it in the induction process and how it is
Maggie, as well as the importance in skill development.
Induction Process Feedback
in the simulation pack to
develop recommendations for
improving the induction
process.

BSBHRM525 Manage recruitment and onboarding | 21

In addition, conduct research
on best practice induction
processes.
Recommend changes to the
induction section of the
Recruitment, Selection and
Induction policy and
procedure you developed in
earlier based on the feedback
and research on best practice
induction processes.

Develop an email to the Dear John Sims,

responsible staff member
I hope this email finds you well. We have discussed few days ago
The text of the email should about your progress during your probationary period. We are sending
be in grammatically correct this email to give you an overview of the outline we have created
English and written in a regarding the issues we addressed during our first meeting. Below
professional, business-like are issues and timelines we have created for you.
style.
 Induction timelines: there seems to be an issues regarding
The text should outline the completion of induction. An induction should be completed in a
issues, restating timelines and one-week timeframe.
offering further training and
 Follow up inductions: a follow up induction must be done upon
ongoing support as required.
completion of an employee’s first induction. This will allow
further feedback and questions coming from the employee.
We would like to let you know that it’s part of our goal to help you
succeed up to the end. We will be giving all the necessary support to
help you reach the objectives listed above. We will also be having a
follow up meeting on the next couple of weeks to review your
progress on the given objectives.
We appreciate your hard work and devotion to your position. We are
sure that great progress will be made thanks to your diligence and
our ongoing assistance. We're excited to follow your development
and see you reach your greatest potential.

Kind regards,
Poelyne
HR Manager

Attach: Induction checklist ☒

Email for feedback on induction process to managers ☒

Updated Recruitment, Selection and Induction Policy ☒

based on recommendations

BSBHRM525 Manage recruitment and onboarding | 22

Employee Induction Checklist

An induction checklist is a useful tool that helps both the employer and the new hire by streamlining
the onboarding process and assisting in making sure that all essential procedures are followed to
properly welcome and integrate new hires.

Employee Name: Maggie

Position: Accounts Officer
Date of Joining: October 23, 2023

Starting: YES NO

Welcome email and first day information.

Technology software and hardware are ready.

Introduce company policies and procedures.

Onsite:

Greet the employee.

Tour the employee around the office
Introduce co-workers to the new employee.
Give company handout.

HR and Documentation:

Review and sign contract

Fill HR Documentation like tax forms
Discuss company benefit and perks packages.

Gather the employees’ emergency contacts and personal information.

Training and Orientation

Discuss training requirements and provide materials for it.

escribe job duties and responsibilities.

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IT Requirements

Assemble employee PC.

Provide login information for all company platforms.

Provide guidance on usage.

Grow Management Consultants

UPDATED Recruitment, Selection and Induction Policy and Procedures

based on recommendations.

Purpose
This policy describes the recruitment and onboarding policy and procedures that are used at Grow
Management Consultants.

Scope
This policy applies to all staff at Grow Management Consultants.

Legislation, regulations, standards and codes of practice

This policy ensures that the following legislative requirements are met:

 Sex Discrimination Act 1984

 Racial Discrimination Act 1975

 Disability Discrimination Act 1992

 Age Discrimination Act 2004

 Fair Work Act 2009

 Work Health and Safety Act 2011

 AHRI Code of Ethics

Objectives
To ensure that recruitment and onboarding processes are reflective of the company’s goals,
objectives and values.

Roles and responsibilities

Implementation of the policy is the role of the CEO, Principal Consultants and Human Resources
Manager.

Procedures

BSBHRM525 Manage recruitment and onboarding | 24

Identifying a vacancy or deciding to outsource:

 Review the need for the position taking into account strategic and operational plans and
budget, as well as current staffing structure and skill levels and foreseeable changes that may
impact on staffing requirements.

 It may also be decided that outsourcing is a better option.

Developing a position description:

 Use a relevant template

Recruitment methods:

 Appropriate recruitment methods should be considered. This may depend on the position
itself.
Selection:
The responsibility for the final decision in selection processes rests with the Human Resources
Manager. The selection panel recommends which applicant should be selected and the Human
Resources Manager reviews this information and makes the final decision.
The Human Resources Manager must ensure that:

 the recommendation of the selection panel is consistent with the merit principle (i.e. is clearly
based on overall suitability having regard to knowledge, skill, experience and qualification,
and potential for future development) and supported by evidence and examples including
verification from well-placed referees

 the written explanation of the decision is clear, understandable, and well explained in terms of
the merit of the selected applicant with specific reference to work history, experience, previous
levels, qualifications, skill.
The Human Resources Manager should ensure that they can be satisfied, based on the
information in the report, that the person selected has an appropriate level of experience and skill
for the vacancy in question and that the decision is backed up by sufficient evidence, including
reports from relevant referees.
The Human Resources Manager should take note of any dissenting views by a panel member and
may wish to explore this further before supporting the recommendation for selection.
If the Human Resources Manager has concerns or does not agree with the selection panel’s
recommendation, the selection report should be returned to the selection panel explaining the
reservations. The selection panel is then required to better explain its reasons for their decision.
The Human Resources Manager may instruct the selection panel to seek further and additional
evidence to support the appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they should also review the
document summarising the merit of the selected applicant. The report is not to contain adverse
information about the selected applicant, and the Human Resources Manager should act as a
further safeguard in this sense, and ensure that the report does not include any negative
information.
Steps in the process:

 Human Resources department receives applications from candidates.

 Human Resources department advises relevant line manager that applications have been
received and provides copies to line manager.

 Human resources department reminds line manager of selection procedures to be followed.

BSBHRM525 Manage recruitment and onboarding | 25

 Line manager shortlists candidates and then meets with Human Resources department to
discuss and confirm.

 Human resources department contacts shortlisted candidates to arrange interview.

 Line managers conduct interviews. Human resources department will only be included in the
selection panel for senior management appointments.

 Human resources reviews selection panel report and endorses decision or otherwise.

 Successful candidate approached with letter of offer.

 Unsuccessful candidates informed.

Appointments:

 The selected candidate will be forwarded a letter of offer and a contract for signing.

 Thorough welcome materials:

- Create an organized welcome packet with a synopsis of the company's principles,
mission, culture, background, structure, and key players, along with an organizational
chart for new hires.

 Structured Orientation for employees:

- For the first few weeks, establish a planned orientation program that covers team
meetings, training, and certifications while maintaining legal compliance with safety,
anti-harassment guidelines, and data security.

Email for feedback on induction process to managers

Dear John Sims,

I hope this email finds you in good health. I'd like to take this opportunity to solicit your feedback on
our most recent induction process. Your feedback is invaluable in assisting us in refining and
improving our onboarding procedures to ensure a more seamless transition for new employees.

Your perspective as a manager in charge of new team member onboarding is critical, and we
believe your insights can help us identify areas for improvement. To that end, we'd appreciate it if
you could take a few moments to share your thoughts and comments on the induction process.

Please respond to this email with your feedback or request a meeting to discuss your concerns in
greater depth. We sincerely appreciate your feedback, and it will help to make the induction
process more effective and efficient.

Your assistance is greatly appreciated, and we appreciate your dedication to ensuring a positive
onboarding experience for our new team members.

Thank you for your time and assistance.

Best wishes,

Poelyne Santos
HR Manager

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