Recruitment and selection policy review

and selection policy review

Assignment 2

The Foodie Company recruitment and selection policy was
written just after the company was formed in 1999. It is out of date and needs
to be modified to make it more responsive to the company’s current needs.

Your first job is to review the existing recruitment and
selection policy and decide where the policy could be streamlined and made more
efficient, without sacrificing the need for quality outcomes and legislative
compliance. You want to see:

•          Managers
taking a more active role in the recruiting process, and recruiting their own
staff (currently done by Administration/HR). This includes:

Reviewing and writing
position (job) descriptionsWriting job
advertisements Screening applications,
creating a short list Conducting interviews Conducting reference
checks Selecting the best
applicant Notifying unsuccessful

•          Administration/HR’s
role reduced to that of a support role.

•          Interviews
conducted in the state where the vacancy exists (currently done at head

•          The use of
panel interviews for management or supervisory roles only (currently used for
all interviews). Ordinary worker positions to be interviewed by the manager

•          Interviews
for management vacancies to be 45-60 minutes (rather than the current 30 minute
standard). Worker interviews to remain at 30 minutes.

•          Use of only
online job advertising (no newspapers).

•          Use of
software to scan online applications to improve the efficiency of recruitment.

•          A greater
use of networking as a recruitment tool, particularly for more senior roles

•          Annual
reviews of position descriptions for all roles in the company to ensure they
reflect the activities staff are doing

The existing Foodie Company’s recruitment and selection
policy has been made into a template by the Administration/HR department to
make it easier for you to critically analyse the current policy.

In this template, work through each section of Part A, and
suggest changes you think would make the whole recruitment and selection
process more efficient and effective. Use the information above, about what you
would like to see, to guide you as you work through the template.

This part of the template is to be used to critically analyse
the existing Foodie Company recruitment and selection policy and make
recommendations to make it more effective and efficient. Wherever possible
recommendations should reflect your determination for the company to become
more digitally focused, both in terms of software tools and use of online advertising.

This current policy is too “old school.” Your task is to
refine it, make it leaner, and make it more responsive to the needs of Foodie
Company in the future. Refer to the background information on the assignment 1 Instructions
for a guide to the changes you would like to see.  If there are areas where you feel no changes
are required, state “No change”.

You do not need to
rewrite each of the policies, only note the changes you plan to make.


This Foodie Company recruitment and selection policy was
written just after the company was formed in 1999. It is being reviewed by
the new CEO (you).
This document was prepared by the Administration/HR
Recruitment and
selection process
Summary of the steps in the Foodie Company recruitment and
selection process:
Position analysis – vacant or new positionDevelopment or modification of the position
descriptionAdvertisement of the job vacancyReview applications and short-list candidatesPreparation of interview questions and
selection criteriaInterview applicantsReference checksJob offer to successful candidateFeedback to unsuccessful candidates

Detail of each step follows:

1. Position Analysis
– vacant or new position

Recommended changes or improvements

When a position becomes vacant it is important to analyse
the position to determine whether it is still required, or needs to be
modified. Currently done by the Administration/HR department.
When a position becomes vacant the following procedure is
analyses the vacant or new positionAdministration/HR
determines whether the position is necessaryAdministration/HR
submits a ‘recruitment proposal’ for approval by the CEO

Once approved the Administration/HR department
explores legislative implications and award requirements, if any.


2. Development
or modification of position description

Recommended changes or improvements

Position, or job descriptions are currently developed
by the Administration/HR department using a position description template that
position titlekey objective(s)main responsibilities and dutiesqualifications requiredWork Health & Safety component (if applicable)terms of employment.

Completed position descriptions are filed by


3. Advertisement
of the job vacancy

Recommended changes or improvements

Foodie Company’s advertising policy is that all positions
must first be advertised internally for a minimum of 10 working days on the
Foodie Company staff noticeboards before being advertised externally for a
period of 7 to 10 working days.
Administration/HR department creates
advertisement for internal publication and posts advertisement on all staff noticeboards.Administration/HR creates advertisement for
authorised external print media.After advertisement has been posted internally
for 10 working days, Administration/HR lists advertisement in external print


4. Review applications and
short-list candidates

Recommended changes or improvements

Short-listing is a process of elimination. Foodie
Company requires that all internal applicants be interviewed.
Administration/HR staff to collate all
résumés.Administration/HR to review all internal
applications and create a list of internal applicants.Administration/HR then reviews all external
applications and creates a short list of external applicants.

Administration/HR advises all external applicants not
short-listed by post.


5. Preparation interview questions
and selection criteria

changes or improvements

Foodie Company uses an
interviewing selection technique with all interviews being conducted at
head office only.
Foodie Company requires a
selection panel of 3 where at least 2 must be from the Administration/HR
department and, if possible, the manager from the department where the
vacancy exists.
Administration/HR organises interview location
all the necessary documentation, such as:position descriptionrésumés of each candidate being interviewedstandard interview questions for members of
interview panelselection criteria for the role to be filledAdministration/HR organises the interview
panel:2 members of Administration/HR department and1 manager from the department where the
vacancy exists



6. Interview applicants

changes or improvements

Interviews are to be conducted only at head office.
Interviews are to be 30 minutes duration with a five-minute break in between.
No more than 12 interviews should be conducted in a day.
This procedure refers to all panel interviews:
Administration/HR members of panel ask
candidate a series of standard interview questions.Manager from job-related department only asks
job specific questions.Administration/HR members asks candidate if
they have any questions.Administration/HR completes the interview
assessment and review against selection criteria.

Administration/HR selects a candidate and gains
approval from senior management – subject to reference check.


7. Reference checks

changes or improvements

Reference checks are an
important part of the selection process. Foodie Company reference checks must
be conducted on both internal and external candidate by the Administration/HR


8. Job offer to
successful candidate

changes or improvements

Job offer needs to be made as soon as possible after reference
check is concluded.
Administration/HR department makes the formal
job offer to the successful candidateAdministration/HR department organises written
contract to be drawn up with terms and conditions.Administration/HR to post employee contract to
successful candidate.



9. Feedback to
unsuccessful applicants

changes or improvements

Foodie Company requires all unsuccessful internal candidates
to be provided feedback in individual meetings with a member of the
Administration/HR department.
Administration/HR department schedules a
meeting with each unsuccessful internal applicant.Administration/HR department to phone
unsuccessful external applicants and offer feedback.




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