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Selection process

BSBHRM506 Manage recruitment selection


and induction processes
Session 4

© 2015 Innovation and Business Industry Skills Council Ltd.


Selection: Choose the right piece
‘Their application read
well and they
interviewed brilliantly.
Why do they want to
quit after six weeks?
You’re the manager.
Please explain …’

© 2015 Innovation and Business Industry Skills Council Ltd.


Purpose of this presentation
This presentation will introduce you to the concepts of:
 selection process
 selection committee/panel
 relevant legislation
 interviews
 reference checks
 contract terms and conditions.

© 2015 Innovation and Business Industry Skills Council Ltd.


Selection process overview

© 2015 Innovation and Business Industry Skills Council Ltd.


Selection committee/panel
May be responsible for:
 screening
 shortlisting
 interviewing
 assessing successful applicant
 reference checks
 responding to unsuccessful applicants.

© 2015 Innovation and Business Industry Skills Council Ltd.


Shortlist procedure
1. Read advertisement.
2. Design table to assess qualifications and key
selection criteria (KSC).
3. Read all applications and complete the table.
4. Assign yes, no, and maybe piles.
5. Revise and finalise piles.

© 2015 Innovation and Business Industry Skills Council Ltd.


Selection techniques
 interview
 test
 presentation
 demonstration.

© 2015 Innovation and Business Industry Skills Council Ltd.


Testing
Test Capabilities assessed
• Current health status
Medical • Physical capabilities
• Numerical ability
• Computer skills
• Mechanical competency
Aptitude & skills • Verbal reasoning
• Spatial skills

• Personality tests
Psychological potential • Intelligence

© 2015 Innovation and Business Industry Skills Council Ltd.


Interview preparation
 Establish a selection panel.
 Organise an interview schedule.
 Arrange a suitable physical setting.
 Bring correct documentation.
 Cater for special needs requirements.

© 2015 Innovation and Business Industry Skills Council Ltd.


Interview tips for interviewers
 Interviewing is a two-way process.
 Good interviews = 80% listening and 20% talking.
 Behavioural interview training is essential.
 Read all applications beforehand.
 All questions must link to the available position.
 Know the selection criteria well.
 Be consistent when questioning all applicants.
 Rephrase discriminatory comments.
 Always write notes about applicant.

© 2015 Innovation and Business Industry Skills Council Ltd.


Behavioural questions
 focus on facts and behaviours
 are not hypothetical
 recall examples from experience:
 ‘Tell me about a time when you used effective
communication to persuade someone to agree with
your idea or plan:
– How did you communicate?
– How did you obtain agreement?’

© 2015 Innovation and Business Industry Skills Council Ltd.


Basic panel interview procedure
1. Chairperson greets the applicant and outlines
parameters.
2. Panel asks the applicant questions.
3. Applicant asks the panel questions.
4. Applicant completes any required paperwork.
5. Chairperson advises the applicant about the process and
closes the interview.
6. Panel thanks the applicant for attending.
7. Panel completes a interview assessment (written, e.g.
form, notes and/or discussion).

© 2015 Innovation and Business Industry Skills Council Ltd.


Monitoring and evaluation tools
 checklists
 recorded notes
 follow-up conversations with trainees by phone,
skype, or face-to-face
 observation – direct and indirect – feedback
 online completed tests and forms
 review and appraisal.

© 2015 Innovation and Business Industry Skills Council Ltd.


Monitoring and evaluation tools
 surveys and polls
 official forms
 oral/written feedback
 self-reflection and reporting
 training records to monitor completed training.

© 2015 Innovation and Business Industry Skills Council Ltd.


Reference checks
 are extremely important
 performed by manager, e.g. phone call
 may provide a reason not to hire
 follow a script that includes:
 introduction of self, position, organisation
 reason for calling (observe confidentiality)
 questions to gain factual information about
applicant’s skills, knowledge, competencies
 need to be recorded and filed.

© 2015 Innovation and Business Industry Skills Council Ltd.


Contract terms and conditions
 classification, salary and status
 salary package details
 commencement date
 relocation budget/costs if applicable
 clarified position including title and responsibilities
 clarified terms and conditions of appointment
including probation period
 other relevant negotiated terms and conditions
 terms and conditions specific to an organisation.

© 2015 Innovation and Business Industry Skills Council Ltd.


Relevant legislation
 Australian Human Rights Commission Act 1986
 Privacy Act 1988
 Fair Work Act 2009
 Age Discrimination Act 2004
 Sex Discrimination Act 1984
 Racial Discrimination Act 1975
 Disability Discrimination Act 1992
 Equal Opportunity for Women in the Workplace Act
1999.

© 2015 Innovation and Business Industry Skills Council Ltd.


The next step
You should now:
 Complete group activities as specified by your
facilitator.
 Read the relevant section of your Student
Workbook.
 Complete self-paced activities in your Student
Workbook before the next session.

© 2015 Innovation and Business Industry Skills Council Ltd.