BSBHRM506 Manage Recruitment Selection and Induction Process

Learner Instruction 2
Recruit and Select staff

Part A: Plan Staffing

HR Staffing Plan:
Step 1: Evaluate Goals
Ensuring a clear understanding of expectations helps HR professionals in a number of ways.
Departmental goals should align and support organizational goals. Thus, this exercise is a
perfect opportunity to reach out to other leaders to understand their expectations of the
department in the upcoming year, including support for major projects, new strategic initiatives
or other changes that will require adjusting staff.
Questions to ask when evaluating goals include:
 What are the organization's major strategic and tactical goals for the upcoming year?
 How will the HR function support those goals?
 What goals do I need to set for my function to ensure I'm aligned with the company's
goals?
 What support are other functions/departments expecting from my department this
year?
 What internal goals would this function like to achieve this year?
Step 2: Identify Influencers
To complete this step, HR professionals should start with a brainstorming session to identify
everything that might impact their workforce. Once they generate the list, they can then group
like influencers. For example, if the brainstorm list includes "low unemployment" and
"competitor ABC Company is hiring 50,000 local workers in the next year," the two could be
consolidated under the influencer "external workforce availability."
Step 3: Analyze the Current State of the Function
Compiling information on the current state of the HR function involves listing all current
resources, including staff, contingency workers or other people who regularly support function
goals. In addition, the current-state analysis should determine competencies, skill set or
expertise to fully understand the tools presently available to meet expected plans.
As part of the activities in this step, HR professionals need to decide which systems to use to
obtain the analysis data. Small departments can simply count positions on an organizational
chart. However, data for larger staffing plans may need to be pulled from the human resource
information system (HRIS) or payroll, talent management or scheduling systems. If the staffing
plan is for head count purposes, payroll or HRIS data will suffice. But for competency planning,
a learning or talent management system may provide the most accurate data.
Step 4: Conduct a Gap Analysis
Step 4 identifies what is missing between the end state outlined in Step 3 and the current state
identified in Step 2. Gaps may include inadequate staffing, lack of expertise or simply the wrong
people in the wrong place. Information derived from a gap analysis will identify deficiencies in
the current state of the function that HR will need to address to achieve the outlined goals. HR
professionals should not view these gaps as weaknesses of the current department but rather
as opportunities to evolve the function into an ideal state to achieve organizational goals.
Step 5: Develop a Solution Plan
The plan itself should outline the staff needed, at what time and location. It should differentiate
full time versus contingent staff and identify every role needed in the function from entry level
to executive. The plan may also detail the timing for when specific, outside expertise is needed.
Staffing plans may be created as tables, charts, PowerPoint presentations or other visuals. The
important thing is to present the information in a format that provides the amount and type of
information required in an easily consumable format.

Relevant selection policies and procedure:

Healthcare United aims to be the number one provider of Healthcare professionals in Australia.
Healthcare United is an organization that currently employs 1500 Healthcare professionals with
two sites, in Victoria and NSW and seeks to expand its operations and open another office in
Hobart.
As an organization our vision is to provide:
 The best qualified and trained human resources available for clients
 Up-to-date technology in all services for both clients and staff
 Innovative/new best practices and procedures from both inside and outside the
organization
 Best facilities/services and procedures in a competitive/other similar businesses
environment.
 To address the future needs of the organization, Healthcare United aims to recruit a
further 500 of the best possible healthcare professionals available, in three stages, over
the next five years.
Job Description:

Sr. No. Description Result

1 Date of Review 02-03-2019
2 Reviewed By Shubham Sharma
3 Validated By Director of Nursing
4 Job Title Staff Nurse
5 Status (Part Time or Full Time) Full Time
6 Office Location At new office in Hobart

Duties & Responsibilities:

1. The Unit Manager provides supervision and coordination of the overall clinical and
administrative staff of the unit ensures the delivery of safe and competent nursing care and
provide for the safety and well-being of Nursing & Midwifery staff, patients/residents and
visitors.
2. Ensuring the delivery of safe and competent nursing care
3. Provide for the safety and well-being of all nursing and midwife staff. Including patients,
residents and visitors
4. Manual handling such as patient transfers, repositioning patients, use of lifting machines,
pushing trolleys and wheelchairs
5. Developing KPI’s for the unit and conducting Performance Development Reviews annually
and to act as a professional role model and mentor
Key Accountabilities:

 Lead, manage, direct and support the nursing care team to ensure that high standards
of care is delivered along with efficient and effective health care in line with policies and
procedures
 Maintain practice within framework established by legislation, national and state policy
 Understand, comply with and adhere to Mansfield Park Private hospital OH&S policies
and work practices.
 Ensure compliance with the National Standards and achievement of accreditation.
 Participate and provide support in accreditation and national standards activities as
directed
  Establish and maintain effective relationships with patients, their families and all
members of the health care team including management and stakeholders.
 Communicate with all team members every working day to achieve the vision and
mission and strategic goals of the organization.
 Support a culture of performance improvement and evaluation.

WHS:

 Act in accordance with the NSW WHS Act 2011, WHS Regulation 2012 and the WHS
Management System.
 Contribute to workplace safety and reduction of workplace injuries.
 Ensure team members, clients, patients, residents and visitors are safe and accurately
report any incidents, hazards and near misses in a timely and professional manner.
 Respond, relay and demonstrate information regarding emergency codes and support
team members to respond appropriately to codes in the event of fire or another
emergency.
 Responsible for the safe management of equipment – this includes using equipment
within standard operating guidelines, conducting appropriate preventative maintenance
and not using unsafe equipment.

EEO:

Demonstrate appropriate knowledge of, and commitment to, equal employment opportunity
principles and anti-discrimination law in the workplace.

Duties:

Provide an efficient support role to other positions within the section.

Person Specification:

 Relevant experience in accordance with requirements of Job Description.

 Recognize and seek assistance when tasks fall outside of ability and/or responsibility
 Demonstrate ongoing commitment to personal and professional development
 Participate in all essential and mandatory training
 Responsiveness to change management.
 Goal setting and planning ability for personal and professional development.
 Strong organizational skills that reflect the ability to perform and priorities multiple
tasks seamlessly with excellent attention to detail.
 Emotional maturity.
  Highly resourceful team-player with the ability to also be extremely effective
independently.
 Forward looking thinker who actively seeks opportunities and proposed solutions.
 Ability to demonstrate initiative and creativity.
 Understanding of living and working within small rural community.
Performance Criteria:
 As per Healthcare United’s Performance Management System.
 Excellent written and verbal communication skills and the ability to utilize a range of
software applications.
 Effective prioritization of projects and meeting of timelines.
 All team members are accountable for Key Result Areas to assist the organization to
meet their strategic goals and intent. Team members will be required to work with all
stakeholders and each other to support the community to receive services that are
innovative, excellent and of a high quality.
 All tasks are undertaken in a proficient and timely manner including demonstrated use
of initiative in undertaking designated tasks.
 Working knowledge of positions within the section overall are developed to provide
support and assistance

Evidence of Consultation with senior manager:

Main Points discussed:
The staff Nurse is responsible for leading the health care team to provide high quality; evidence
based clinical care for patients in accordance with the RACGP & AGPAL legislations. Liaise with
health care team, management, patients, medical officers and all other members of the health
care team to ensure smooth and efficient running of the day surgery unit.
Qualifications & Experience:
 Registered Nurse with APHRA
 National Registered Nurse registration
 Current police check.
 Proven ability to be adaptable to various competing demands.
 Demonstrated competence in delivering services that ensures clients and residents are
safe.
 Demonstrated proactive approach to problem solving with strong decision-making
capability.
 Commitment to and willingness to participate in continuing training and education
related to area of employment.
Action Plan For carrying recruitment and selection process:
 Managers will assume/take over major responsibility for the recruitment and selection
of staff, the training of required personnel and supporting documentation
 HR department will support managers in this role
 Timeframe for recruitment and selection will be two to three weeks maximum
 Position analysis will be conducted on all vacant or new positions (i.e. review the
company staffing needs)
 All vacant and new positions will be advertised internally and externally for ten working
days unless special exemptions/conditions apply and be advertised online and in leading
national newspapers
 Special exemptions/conditions to internal recruitment must be approved by the general
manager
 All interviews must be conducted by a trained selection panel
 Selection of staff is subject to reference checks conducted by the manager
 Healthcare United is an equal opportunity employer.

Evidence of Advertisement:
Advertisement Medium:
Internal:
 Newsletters
 Email all employees
 Direct mail
 Vacancy bulletin
 Special announcements
External:
 Advertisement in industry specific journals
 Strategically placed newspaper advertisement
 Employment agency
 Employment advertising websites
 Social media – LinkedIn
Advertisement:
Staff nurse Position
Day Surgery Department
Healthcare United
Full-Time
We are seeking a driven and proactive Staff Nurse who will lead, inspire, empower and
motivate the Nurse/Care team to provide excellence in the Healthcare united.
This Brand-New position is based in the Day Surgery unit of the Private Hospital. The
organization has great future for our 1500 staff and expansion of the current offices.
Position Details:
Responsibilities include management of this state of the art modern facility and its remarkable
nursing team. It is an autonomous role and has an expediential supportive management and
stable nursing team.
This is an Exceptional opportunity for career growth.
To be considered for this role applicants must meet the essential role requirements
Benefits:
$125,000 – $138,000 p.a. + salary sacrifice + 5wks annual leave+ super + bonus + relocation
assist
Essential Requirements:
• Minimum 5 years Preoperative Nursing experience– tertiary university Degree
• Familiar with Private Health Fund contracts & Accreditation Standards
• Current first aid and cardiopulmonary resuscitation certification - must be current at time
of employment
• Experience in a management or leadership role in a private Hospital.
• Ability to work as part of a multidisciplinary team to deliver a high standard of care to
patients and work with limited supervision
• Must have the ability to successfully complete a criminal history check
• Ability to hold a baseline security clearance
• Obtain a copy of PD, selection criteria or would like more information
Please contact:
Shubham Sharma
Healthcare United
Phone: 1234 5678
Email: shubhamsharma@Healthcareunited.au
 HOW-TO APPLY
RESUME & COVER LETTER
Hr@ Healthcareunited.com.au
APPLICATIONS CLOSE 5PM – 22th March, 2019

Evidence of Conducting Recruitment and selection:

Interview Steps:
Interview will follow an agenda. It will consist of an opening, body and closing.
Opening is the time to introduce you and panel members, begin establishing rapport. Begin by
giving brief information about the company and its history or by mentioning their resume and a
specific topic for them to elaborate on.
Body consists of prepared interview questions that the panel are to ask and alternated note
taking and asking the questions. First question should be related to the finer details of the
applicants resume. E.g. what were their specific duties, how long they were employed by their
last position, position title. Etc.
Closing the interview should be an invitation for the candidate to ask any questions and to
provide the candidate with details of what the next steps are to happen in selecting a successful
character. Commence general chatter and walk them to the exit door, thank them and show
them out.
Review notes taken in the interview, complete prepared summary sheet and discuss positive
and negative points with panel members.
Assessment for Selection Decision:
Essential Requirements
 Minimum 5 years Preoperative Nursing experience – tertiary university Degree
 Current first aid and cardiopulmonary resuscitation certification - must be current at
time of employment
 Experience in a management or leadership role in a private Hospital.
 Must have the ability to successfully complete a criminal history check
 Ability to hold a baseline security clearance
 Highly Regarded Criteria
 Familiar with Private Health Fund contracts & Accreditation Standards
 Ability to work as part of a multidisciplinary team to deliver a high standard of care to
patients and work with limited supervision
 Experience with EMR orientation and training
Internal and external Requirements such as relevant legislation:
 Statutory Law
 Common Law
 Employment Contracts
 Industry Awards and agreements
 Discrimination
 Disability Discrimination act 1992
 Racial Discrimination act 1975
 Sex discrimination act 19684
 Fair work act 2009
 Privacy act 1988
 Industrial Awards
 Equal opportunity
 Human Rights and Equal opportunity commission act 1986
 National Occupational Health and Safety Commission Act 1985
Your planned use of specialists who may assist you:
 Partnering with hiring managers to determine staffing needs
 Screening resumes
 Performing in-person and phone interviews with candidates
 Administering appropriate company assessments
 Performing reference and background checks
 Making recommendations to company hiring managers
 Coordinating interviews with the hiring managers
 Following up on the interview process status
 Maintaining relationships with both internal and external clients to ensure staffing goals
are achieved
 Communicating employer information and benefits during screening process
 Staying current on the company’s organization structure, personnel policy, and federal
and state laws regarding employment practices
 Serving as a liaison with area employment agencies, colleges, and industry associations
 Completing timely reports on employment activity
 Conducting exit interviews on terminating employees

How you will ensure correct use of position descriptions by managers:

Clarifying Goals and Expectations: When you start a new role, your job description should
make it clear what expectations your manager has of you, and how you'll contribute to the
team. In particular, you can use the key duties and responsibilities listed in your job description
to help you to establish your objectives and goals.
Inspiring Collaboration: Sharing job descriptions can help you and your colleagues to work
together to a common end. For example, if everyone knows what one another's roles are, it will
be easier for people to know who to collaborate with, who to support, and who could benefit
from your advice.
Developing and Safeguarding Your Role: Keeping your job description updated can help you to
spot new opportunities for career development. This enables you to set boundaries, so that you
can focus on your key responsibilities and stop others from distracting you with tasks that fall
outside your remit.

Your role in the recruitment and selection process:

 Performing in-person and phone interviews with candidates
 Administering appropriate company assessments
 Performing reference and background checks
 Making recommendations to company hiring managers
 Coordinating interviews with the hiring managers
 Following up on the interview process status
Conduct an interview with the potential employee:
 Interview will follow an agenda. It will consist of an opening, body and closing.
 Opening is the time to introduce you and panel members, begin establishing rapport.
Begin by giving brief information about the company and its history or by mentioning
their resume and a specific topic for them to elaborate on.
 Body consists of prepared interview questions that the panel is to ask and alternated
note taking and asking the questions. First question should be related to the finer details
of the applicants resume. E.g. what were their specific duties, how long they were
employed by their last position, position title?
 Closing the interview should be an invitation for the candidate to ask any questions and
to provide the candidate with details of what the next steps are to happen in selecting a
successful character. Commence general chatter and walk them to the exit door, thank
them and show them out.
 Review notes taken in the interview, complete prepared summary sheet and discuss
positive and negative points with panel members.