Analysis of 2000 Healthcare United Recruitment and Selection Policy and Procedure and 2016 Healthcare United Recruitment and Selection Policy and Procedure

4. Key areas

Contrary to 2016 policy:

The department manager will assume that which position is vacant and whether it is important to fill that post or not. The present report is based on the comparison of 2000 health care united requirement and how they are seeking for the best professionals. The backgrounds of the professionals are linked with the interest, working field and skills. the certain conditions and selection policies are developed for the documentation, evaluation and monitoring of the 2000 health care united recruitment process. the belongs are monitoring, evaluation, time frame analysis, position, and vacant position analysis. 2010 health care united recruitment and the selection process is based on the relevant legislation that is done by WHS act and FW act. 

The department manager will not directly inform HR about recruitment but his duty will be to inform and consult with his senior manager. The department manager will consult about the recruitment and with the permission of a senior manager will contact HR(United Nations Publications, United Nations Development Programme, 2017).

Current research and practice:

 First shortlisting will be done by the criteria set by the HR department.

 The selected candidates will then be referred to the department manager for further scrutiny. 

Do not comply with current legislation 

5. Recruitment and selection process best practice

The best process in current practice for recruitment and selection:

Time frames

The time frames of the basic estimation process for the selection is limited to 4 to 5 days. the processes are based on the seats for the candidates.

o Planning

First is to plan about the recruitment and to evaluate the number of positions vacant or the positions that need to be newly formed

o Job analysis

To analyze the job type that what will be a requirement to full fill to hire a new employee

o Position description

To describe the position of the new employee in the organization and the number of workers that will work under him.

o Key selection criteria

To select criteria based on the qualities or skills required to do the specified job

o Recruitment attraction

To attract the applicants by providing them with all the information about the job position, salary, and other benefits.

o Shortlist applications

Selecting a number of candidates to form the applicants that fulfill the criteria and will be fit to perform the specified job.

o Selection process

The selection process will be based on written test. Then the HR will conduct an interview session with the candidates for evaluating their soft skills. Then the HR will refer the shortlisted candidates to department manager to take another interview on the technical basis

o Reference check

To verify the documents and academic certificates provided by the applicants.

o Selection decision

After going through all the recruitment process, the best candidates will be selected for the vacant position.

o Evaluation

The department and general manager will evaluate the new employee's performance after the first month and will decide that whether he is able to continue his job or he is not fit for his job. 

6. Develop Recruitment and selection processes

• Vacant position analysis

To analyze the position for which the hiring is to be done.

• Position description

To evaluate the position on which the new employee will work.

• Advertisements and promotion

The next step is to advertise about the vacancy through print media and by posting on the intranet. 

• Shortlisting

To shortlist the applicants that fulfill the criteria required for the position.

• Interview preparation

To create a selection panel of HR personnel and the representative from the related department to interview the shortlisted applicants

• Interviewing applicants

A questionnaire will be prepared to evaluate the applicant during an interview(Elearn, 2008). 

• Reference checks

The candidates further shortlisted after the interview, their submitted academic degrees and documents will be verified.

• Job offer

After the selection, the job will be offered to those candidates who have successfully gone through the recruitment process.

7. Communication plan for the organization

Steps for the communication plan

1. Analyze the situation

2. Identify the purpose

3. Characterize key audience

4. Classify media channels

5. Set up a timetable

6. Assess the results

8. Meeting with an assessor

• Present policies and procedure

It is to discuss with the assessor about the present recruitment policies and procedures in practices.

• Obtain support

It is to take the assessor in confidence about the selected recruitment policy and procedure.

• Suitability of the policies

It is to discuss and analyze the appropriateness of the current policies.

• Improvement of the technology

The decision to upgrade to new or latest technology depends on the process, the feasibility and on the use of technology.

• Calculate salaries and benefits

The salaries will be calculated according to the government policies and type of job. Also, certain benefits and allowances will also be calculated according to need

• Communications

It is to discuss the types of communications that will be required for the recruitment and selection process. The communication can be verbal, written, nonverbal.

• Trial processes

It is to discuss the selection of certain trial processes. On the basis of trials, the candidates will be shortlisted.

• Training employees

The training will be done by employees who have successfully gone through the trial process.

9. Training evaluation form

The documentation is important for the training and support at the time of recruitment and selection. The relevant information is used to access the ability of applicant. The documentation  provides the candidate with the opportunity to arrange and organize the planning of data.