Pre & Post Recruitment Process

Recruitment

            Recruitment is the process of identifying the qualified candidates for right post at the right time.

Pre Recruitment 

            Pre Recruitment is the process of initiating necessary things before conducting the interview. That means calculating the funds, job nature, profile status, Type of recruitment, advertisement and selection. 

Post Recruitment

            Explaining the terms and conditions, job natures, Organization culture, providing Appointment letter, induction, orientation and training

PRE RECRUITMENT

1. PRE RECRUITMENT PROCESS

Prior to the commencement of the recruitment process the following issues must be addressed:

1.1. Funding

1.2. Position Status

1.3. Position description

1.4. Recruitment method

1.5. Advertising

1.6. Selection

1.1 Funding

Prior to any recruitment process commencing the department manager will ensure that the position was considered within the current budget as set by Council.

If funding from external sources will be funding the position, these funding details are to be identified and confirmed prior to commencement of the recruitment process.

Recruitment costs such as agency costs, advertising, travel expenses, accommodation etc should also be considered and budgeted for.

1.2 Position Status

An assessment of any vacant position will be undertaken by the department manager to determine the future needs for the position. Based on the assessment the position is to be determined as full-time permanent, part-time permanent, fixed-term employment, temporary, or casual. The position description will be updated to reflect the position status.

1.3 Position Description

All positions in the organisation will have a position description. Prior to any recruitment process commencing, a position description will be developed or updated to reflect the current and future requirement of the position. This position description will be made available as part of the recruitment process.

The level of salary or wages for a position will be determined for all positions prior to recruitment.

For the purposes of recruitment a salary or wages range can be set to allow salary negotiations to occur depending on skills and experience of an applicant.

Other allowances or benefits must also be identified and determined prior to recruitment (ie removal expenses, private use of vehicle, telephone costs, etc)

1.4 Recruitment Method

The following recruitment methods should be considered, and the most appropriate and cost effective method adopted:

• recruitment carried out by Council;

• recruitment agency (ie Complete Personnel, Mission Employment etc)

• recruitment consultant – to be used for Senior Executive positions only

If an agency or consultant is utilised the process undertaken by them in recruitment of staff needs to take into account provisions of this policy in that the process is required to be fair and equitable to all.

1.5 Advertising

In all instances (casual employment excepted) an advertisement inviting applicants will be placed in the West Coast Sentinel. Advertising in other publications may be considered dependant on the position and likelihood of local recruitment. Budget considerations should also be taken into account when advertising in other publications.

All advertisements are to incorporate:

• Council name and logo

• Position overview

• Salary and allowance details (this may be within a range)

• specific requirements of position (ie qualifications, experience, specific licences etc)

• contact person and telephone number for enquiries including an after hours contact if applicable

• closing date for applications – this must be at least fourteen days from the date of the first advertisement.

• equal opportunity statement

• other information that may be relevant

1.6 Selection Process

The selection process of suitable applicants will commence following the closing date for applications and shall incorporate the following:

• selection criteria

• short-listing

• selection panel

1.6.1 Selection Criteria

Prior to assessing applications for suitability to a position, selection criteria will be developed by the departmental manager. The selection criteria will be based on the position description being:

• Relevant skills required.

• Experience is relevant to the position.

• Qualifications that are relevant to the position.

Past employment history and referee checks should also be taken into account if relevant to the suitability of the applicant.

1.6.2 Short Listing of Applicants

Utilising the selection criteria, a short-list of applicants considered most likely to be suitable to a position will be made to enable interviews to be conducted by a Selection Panel. This short-listing will be the responsibility of the departmental manager.

Documentation on the short-listing of all applicants should be made, including reasons for exclusion and inclusion of relevant applicants.

Consideration in the assessment of all applicants will be given to the principles and requirements of Equal Opportunity Legislation.

1.6.3 Selection Panel

A selection panel will be formed to conduct interviews with applicants short-listed by the departmental manager.

The selection panel will comprise of a minimum of 2 persons and a maximum of 4 persons, with the panel to be balanced by gender dependant on the applicants short-listed for interview. Also, should any applicants be of Aboriginal descent, the Council will make every attempt to include an Aboriginal person on the panel.

The selection panel will make a recommendation to the Chief Executive Officer on the most suitable applicant to the position, and include reasons for the recommended.

Post Recruitment

         In my view it is concerned with what we do exactly after Recruitment. Giving offer letter, Appointment letter and doing all joining formalities.  After that providing proper Induction and Training program.

         

        These are the activity which is required after recruitment to keep them retained with teh organisation. Because after recruitment it is more priority to keep them retained.

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