Recruitment, Selection and Induction Policy and Procedure

By: Small Assist  15-Jun-2016
Keywords: Recruitment, Human Resources, Human Resource Management

Recruitment, selection and induction is the complete cycle of hiring suitable employees who fit well within the company. By employing recruitment policies and procedures to complete the process a company can make the system transparent and unbiased, meaning that they comply with legal requirements, are non-discriminatory and provide equal opportunities to recruits. The processes should also be professional and timely. A recruitment, selection and induction policy is a statement of principles governing how the organisation will conduct the recruitment, selection and induction processes. This ensures that the most suitable candidate is appointed based solely on their merit and suitability to fit with the organisational values, philosophy and goals. Once they have accepted the role with your organisation, they are inducted in such a way as to get a thorough grounding in the procedures, behavioural expectations and standards of the company. Any business that employs staff should have purpose and commitment to the induction process offered to all new staff members and those who have been appointed to different departments. Induction needs to be thorough, effective and efficient. Every recruit should be inducted appropriately in regard to policies, procedures and what is relevant to his scope of performance to avoid unnecessary expenses. The use of recruitment, selection and induction policy and procedures will enable the organisation to avoid costly legislative mistakes and ensure that they employ suitable, quality staff who have the correct qualifications and attitudes first time, every time. You can contact me through www.smallassist.com.au.

Keywords: Career Development, Human Resource Management, Human Resources, Induction, Recruitment, Selection, Staffing

Other products and services from Small Assist

15-Jun-2016

Sustainability Policy

Sustainability practices in the workplace means to consider the environmental, social and economic impact of business practices, both externally and internally, when making business decisions.


15-Jun-2016

Strategic Workforce Planning

The strategic workforce plan also allows management to develop accurate job descriptions and position criteria, thus making the recruitment process more concise and the selection process when hiring less time consuming. It also identifies skill shortages in the market making decisions easier when planning apprenticeships, traineeships and staff training


15-Jun-2016

Quality Customer Service Strategy

A good Customer Service Strategy allows you to improve your communication with your clients. You get to know what they like about your business as well as what they would like to have changed and what matters to them the most. Communication also allows you to identify your customer demographic accurately and helps with future development strategies.


15-Jun-2016

Marketing Implementation Plan

Having a good marketing implementation plan will detail specific tactics to attract new customers and clients, provide assistance in developing new products based on demand, aid in development of customer after sales services and build the company’s brand within the community


15-Jun-2016

E-marketing Plan and Strategy

E-marketing provides a business with access to mass markets whilst being cost efficient and is flexible enough for them to undertake a personalised approach suited for their business.


15-Jun-2016

Document Design

By developing document design for your company you have the ability to make your company stand out as immediately recognisable.


15-Jun-2016

Advertising Strategy and Brief

An Advertising Plan and Brief describes the methods that will be used to attract customers and promote your business.