|Grow Management Consultants|
Recruitment, Selection and Induction Policy and Procedures
Grow Management Consultants is committed to recruiting and selecting quality staff. It is also committed to inducting staff to ensure that they understand their job role and can follow all required procedures.
Selection decisions will always be made on merit, to avoid discrimination and unfairness.
This policy and procedures applies to all staff who undertake recruitment, selection, induction and termination. This policy and procedure is supported by, and linked to the company’s Strategic Plan, and Staff Code of Conduct.
Recruitment, selection and appointment.
The following procedures will be followed for recruitment.
Prior to the recruitment process commencing, HR develops a position description or accesses an existing position description. Ensure that all information in the position description is accurate and identifies the key responsibilities, key selection criteria and desirable skills and attributes.
HR will advertise the position using the organisation’s preferred medium(s) and advertisement templates. Advertisements will clearly specify the purpose of the role, key selection criteria, mandatory qualifications and a contact name and number.
Following the receipt of applications, HR and the responsible manager will develop a shortlist of applicants based on the applications provided and their suitability to the role. Ensure that all shortlisted applicants have the mandatory qualifications required of the position or the ability to obtain them.
HR will consider whether any testing is required as part of the process.
Interview of shortlisted candidates will be completed with HR and the responsible manager. Standard questions will be used, and accurate notes will be taken.
Following the interview, HR and the responsible manager will agree on the selected applicant and referee checks will occur using the Reference Check form.
Letter of offer is developed using standard letter template and sent out to successful candidate/s.
Rejection letter is developed using standard letter template and sent to unsuccessful candidates.
HR creates a staff file for the new staff member and all documents relating to the recruitment process are stored.
Staff member completes all required documentation for employment, including contracts, staff details forms and TFN form.
Ensure signed contract is on file.
Induction plan is created, and initial induction completed.
Inductions as per plan are conducted during the first three months, which is also the probationary period.
At least 2 days prior to the probationary period lapsing, HR will hold a review and support session with the employee. This session is to be used as a feedback and review opportunity from both parties on the probationary period.
If the employee’s performance is not satisfactory, the termination procedure must be followed.