Bizops Enterprise has been one of the leading business consultancy, which support and guides thousands of companies with their professional team of individuals. Among the list of objectives set up by the organisation, a key objective related to recruitment procedure states that the company aims in hiring the most suitable candidate for the vacant job role. The company further aims in hiring candidates based on the candidate’s merits and providing equal opportunity to each individual.
The recruitment methodology that the BizOps Enterprise follows in regards to the objective set up by the company is in-depth and well integrated. In order to disseminate equal opportunity to each individual candidate, a recruitment panel is set up by the organisation with a minimum membership of three (Jalloh, Habib and Turay 2015). However, the membership size of the panel could expand according to the potential judgment procedure. In order to make sure that the most suitable candidates are chosen for the vacant job role, the recruiting panel members are highly qualified and trained staff members that ensure selection of right candidate. In order to make sure that the selection procedure takes place in the most efficient way behavioural interview is conducted in order to analyse the candidates in the most effective way.
The new recruitment policy of the company states that all the interested candidates that qualify after the first round of interview shall have to provide a 15-minute presentation describing their key strengths and achievements.
This new recruitment policy shall help the recruitment panel to judge the candidates communication as well as presentation skills that is extremely significant for any job role.
The company’s objective is to accelerate the rate of revenue by 15% at the end of current financial year. Therefore, in order to meet the objective of the company, the production and performance of the employees must be up to the mark. Henceforth, then company shall update its current organisational policy of recruitment and instead hire employees that are qualified and experienced for the vacant job role (Feldman, Chapman and Amini 2016). This policy update shall help the company to recruit those candidates that have prior experience of at least 2 years in the similar job field. Hiring experienced candidate shall reduce the time required to select the suitable candidate and also will enable better performance level from the employees hence meeting the objective efficiently.
The current recruitment process have a panel member of three members that judge the candidates in the recruitment procedures. However, a few additional strategy shall add a more valued recruitment procedure and shall also increase its effectiveness. The panel team for judging and shortlisting the candidates shall be of at least five members for delivering the task of recruitment efficiently. In addition to this, the applicants for the advertised job role shall be narrowed down by qualified and experienced professionals of the company (Allen, Biggane and Otondo 2013). This strategy will help the company to speed up the process of recruitment to a significant level. Another strategy that shall be adopted by the company is to treat each and every candidate like customers. Building a good relationship with the candidates shall open up scope for more potential employee or referral source as their feedback shall affect the behaviour towards the company in other candidates as well (Verhoeven 2016).
The current recruitment policies states that the company shall aim to recruit the most suitable candidates for the advertised job role. The company must significantly adhere to this organisational policy since hiring suitable candidate shall act as adding an asset to the company. Employees are determined to be one of the key asset of any organisation since their performance and rate of productivity directs the company’s way towards fulfilling the goals and objectives (Berisha and Pula 2015). Therefore, hiring the most suitable candidate for the job role shall be one of the most significant organisational policy. In addition to this, the anti-discrimination and diversity policy of BizOps Enterprise states that each employee associated to the company shall be treated with equality and are provided with safety standards in order to make sure a healthy and work friendly environment. Equality is the right to every individual and any kind of discrimination in any field of work leads to chaos and conflict. The company by introducing this policy have safeguarded the basic human right and have channelled a healthy working environment.
For the purpose of communicating the information regarding the policies and procedures to relevant staff the following recommendations are enumerated –
In order to improve the recruitment procedure of the company it has been observed from the above discussion that company’s must channel a good candidate experience. This shall not only increase the good reputation of the company instead shall bring in more referral candidates to the organisation.
In addition to this, some of the recruitment policies require upgrade as they do not align with the current objective of the organisation. Henceforth, the decision of introducing new constructed policy handbook shall be initiated.
Job title: <Administrator >
Reporting to: <Human resource manager>
Salary: < $60,000 per year inclusive of base salary, superannuation and commission as well as benefits >
Hours: <Permanent full-time employees, 9 hours shift >
Location: <Bizops Melbourne city Outlet >
Purpose of the position
<The role of the administrator is to carry out administrative tasks conforming that all the employees have sufficient assistance to work in an effective way. In this context, the task of the administrator includes managing bookkeeping activities and mentoring the assistance of the office. The ideal candidates will be competent in prioritising and working with less supervision. They are required to behave in a self-motivated and trustworthy way. Moreover, the office administrator helps in ensuring that all the operational run in a smooth way and contributes towards sustainable growth.>
Responsibilities and duties
Responsibility 1
< Coordinating the activities of the office and all the functions in order to secure the effectiveness and compliance with the organisational policies >
Responsibility 2
< Monitoring over the administrative employees and dividing responsibilities for ensuring the performance of the employees.>
Responsibility 3
Maintaining stock of the official supplies and placing orders whenever required by the company
Responsibility 4
Carrying out accounting and clerical duties, consisting of filling, responding phone calls, answering emails and preparing documents such as invoicing and tracking of the budget.
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Essential |
Desirable |
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<insert list of essential qualifications> |
<insert list of desirable (but not essential) qualifications> |
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An associate degree is necessary with a bachelor degree |
Strong knowledge in MS Excel and QuickBooks software |
Work experience and skills
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Essential |
Desirable |
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<insert list of essential experience> |
<insert list of desirable (but not essential) experience> |
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Minimum 2 years of experience in Office settings |
Experience working within a manufacturing environment |
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Required high school diploma with BSC/BA in office administrative skills and relevant field |
Required qualifications in secretarial studies will benefit. |
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Essential |
Desirable |
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<insert list of essential qualities or behaviours> |
<insert list of desirable (but not essential) qualities or behaviours> |
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Effective written as interpersonal skills of communication |
Excellent organisational and skills of leadership |
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Ability to carry out multiple tasks and prioritise the projects |
Able to complete complicated tasks of administration with a minimum amount of supervision |
Relationships
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With |
Purpose |
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1. <insert title of position> |
<insert details about the supervision given and received, and the relationships involved both internally and externally (such as customer relations)> |
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2. Outlet executive |
the position of the administrator will be trained by outlet executive with regular monitoring and support |
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3. HR executive |
The position will be managed and assisted by the HR executives |
The Bizopes enterprise needs to use the print media for advertising, for referring applicants to their organisational websites. They are required to refer people in this way for offering minimum about of information about the organisation I the printed advertisement and place comprehensive material on the website of the company. In this, a well-developed website will present a positive image for the organisation and will attract the attention of the perspective staffs from all around the globe (Davis et al. 2016). The companies can set up search functions and recruitment link that will allow the potential employees to search for empty positions.
The specialists for advertisement will be used for managing the responsibilities while using external agencies and for managing the selection and its composition. The specialists will be used for compiling a short list of applicants and for contacting the candidates. By doing, so, they will be explaining the candidates about the procedures of interview and testing procedures and will inform them about the results of selection and offering the position.
The organisation will be investing a substantial amount of time and cost for recruiting and selecting new employees. In addition to this providing induction provisions to the employees is also important for the organisation. Based on the size and nature of the organisation it can be said that the induction plan will be formal and structured in nature with an intensive weeklong program and the induction will have one-hour session scattered over a number of weeks (Warmerdam et al. 2015).
The organisation is needed to follow a state-based equal opportunity and anti-discrimination laws and principles of diversity for ensuring that women, aged people and people from all type of groups are treated in an equal way within the organisation throughout the process of recruitment. The policies’ of the recruitment includes informing all the applicants about the test in advance and allowing increased opportunities for the candidates to demonstrate the skills (Fernando et al. 2016). The internet will help in filling out the application form by submitting the online documents.
Job offers and contracts of employment will be executed promptly through a two-way communication network for supporting the new policies and procedure in implementation and accomplishing the recruitment outcomes. In this context, the company will be responsible for developing forms and checklists for supporting the employees engaged in the process of progress throughout the process in a logical way. The forms will help in ensuring that all the employees have successfully accomplished the recruitment results and they will be able to carry out their role.
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Induction plan |
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Name of company: ____ Bizops Enterprise______________________________________ [Provide name of the company] |
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Induction plan for the year: ____2018-19________________________________ [Mention relevant year] |
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The values this company stands for: the company is committed towards selecting and recruiting employee who are capable , competent and expertise in skills____________________________________________________ [Mention the ethical standards and values the company functions by] All information associated with the process of recruitment, selection and support will be kept confidential to the organisation and to those who are involved within a formal process. |
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Office hours (subject to conditions): ______8.30________________ to _6.30_____________________ [hrs] [Mention the relevant timings] |
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Induction training dates: 09.10.18- 16.09.18 [Mention the dates for the special induction training that new employee/s will undergo] |
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Purpose of the induction training: To recruit and appoint the best available people by providing them with clear and simple instructions about the process of work. To motivate the employee and to provide them with a sufficient knowledge about the working process. [Enumerate why the induction training will benefit the new employees] |
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Important numbers: Sexual harassment cell: ____________senior management________________________ Office of the employee services: __senior manager___________________________ [Provide the contact details] |
The process of training and ongoing progress of employee induction will help in encouraging the employees by ensuring that all the processes are followed. In this process, it is necessary to regularly communicate with the employees for making them understand the value through an appropriate conduction of Induction. In addition to this, additional incentives and punitive measures can be implemented that will the helpful for the organisation (Kundu and Mor 2016). Suitable skills of communication and leadership will help the employees to be motivated.
Apart from these, induction form needs to be used for analysing the difficulties of the newly recruited employees within their first few weeks. Therefore, by establishing the comprehensive form the organisation will have a record of training the employees.
The policy of providing feedback about the confirmation and termination of the employees will be given during the period of the first twelve months. The senior management who will be responsible for approving the original policy will manage these issues. Trainers will be asking for feedback from the inducted during or after the process of induction for measuring their perception about the effectiveness of the induction (Kanu 2015). In addition, trainers will be asked to completing the process of evaluation after delivering the sessions.
During the time of providing induction to the employee’s, the trainer’s needs to collect, record and store all the information of both the internal and external customers. In this, the laws of confidentiality and producers within an organisation need to be evaluated to the employees. In this context, the organisation’s equity officer will be responsible for making the first context for the employee’s with a complaint of harassment. The training staffs responsible for providing induction will be needed to behave confidently so that they are able to explain legislation and all the requirements to the employees.
All the recruit net and selection policy documents will be evaluated and stored. This will also be disseminated amongst the employee for obtaining feedback. Moreover, in the case of ant deficiencies requires an adjustment of policy these, is needed to be informed to the senior level manager. In this context, all the policy and process manuals will be included in amendment status for the recording the changes from the originally published document (Burgess et al. 2014). By filling out the sections of the new amended table, the company will be able to ensure that the new objectives are obtained.
Reference list
Allen, D.G., Biggane, J.E., Pitts, M., Otondo, R. and Van Scotter, J., 2013. Reactions to recruitment web sites: Visual and verbal attention, attraction, and intentions to pursue employment. Journal of Business and Psychology, 28(3), pp.263-285.
Berisha, G. and Shiroka Pula, J., 2015. Defining Small and Medium Enterprises: a critical review.
Burgess, A., Roberts, C., Clark, T. and Mossman, K., 2014. The social validity of a national assessment centre for selection into general practice training. BMC medical education, 14(1), pp.261-267.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia: what do managers think and what are organisations doing?. Equality, Diversity and Inclusion: An International Journal, 35(2), pp.81-98.
Feldman, G., Shah, H., Chapman, C. and Amini, A., 2016. Technological, Organisational, and Environmental drivers for enterprise systems upgrade. Industrial Management & Data Systems, 116(8), pp.1636-1655.
Fernando, M., Almeida, S. and Dharmage, S.C., 2016. Employer perceptions of migrant candidates’ suitability: the influence of decision?maker and organisational characteristics. Asia Pacific Journal of Human Resources, 54(4), pp.445-464.
Jalloh, A.A.A., Habib, M.A. and Turay, B., 2015. The effects of recruitment and selection processes and procedures in achieving organisations strategic objectives. Journal for Studies in Management and Planning, 1(8), pp.121-144.
Kanu, A.M., 2015. How do Recruitment and Selection Practices Impact Small and Medium Enterprises Performance in the Construction Industry in Sierra Leone? Journal of Economics and Sustainable Development, 6 (5), pp.254-269.
Kundu, S.C. and Mor, A., 2016. Effect of diversity management on employees’ organisational commitment: a study of Indian organisations. Journal of Strategic Human Resource Management, 5(1), pp.16-22.
Verhoeven, T., 2016. Ist Candidate Experience nur etwas für große Konzerne? Candidate Experience Management für den Mittelstand. In Candidate Experience (pp. 131-137). Springer Gabler, Wiesbaden.
Warmerdam, A., Lewis, I. and Banks, T., 2015. Gen Y recruitment: Understanding graduate intentions to join an organisation using the Theory of Planned Behaviour. Education+ Training, 57(5), pp.560-574.
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