1 / 18

Recruitment Procedure

Recruitment Procedure. Australian Overview A guest lecture by Damjan C. Introduction. What is Recruitment? What are the stages of recruitment? Major differences between Public and Private sectors Personal experience/comparison Questions. What is Recruitment?.

gladys
Télécharger la présentation

Recruitment Procedure

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Recruitment Procedure Australian Overview A guest lecture by Damjan C.

  2. Introduction • What is Recruitment? • What are the stages of recruitment? • Major differences between Public and Private sectors • Personal experience/comparison • Questions

  3. What is Recruitment? • The Australian Human Resource Institute defines recruitment as: “Searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications”.

  4. Stages of Recruitment – The recruiter • Advertisement • Screening of Applications • Interview • Case studies/scenarios/tasks • Medical assessment • Psychometric testing • Aptitude testing • Post Interview • Final Selection

  5. Advertisement • No company in Australia can discriminate against anyone from applying for a role for the following reasons: Sex, disability, marital status, race, age, pregnancy/potential pregnancy, political/religious beliefs/activity, physical features, sexuality homosexuality/transsexuality, industrial activity, Equal Employment Opportunity (EEO), Work Health and Safety (WHS)

  6. Advertisement • Forms of advertisement • Online • Newspaper • Headhunting • Intranet • Shop window

  7. Screening of Applications • Has applicant met advertisement requirements? • Requested skills/experience? • Consideration of transferable skills

  8. Interview • Preparation • Appearance • Presentation/Communication • Listening/Answering questions • Engaging the panel • Questions to panel • Tendency towards group interview sessions for bulk recruitment

  9. Post Interview • Panel members compare notes/comments • Reference check • Psychological/Intelligence/Aptitude testing for potential candidates • HRM/management meeting to confirm candidates

  10. Final Selection • Order of Candidates – successful/unsuccessful • Contact regarding outcome of decision • Offer reasons why unsuccessful if requested

  11. Personal Experience/Comparison • Private sector job applications • Public sector job applications • As an interviewer • Australia vs. Croatia

  12. Links of Interest • www.ahri.com.au/assist/recruitment-and-selection • www.seek.com.au • www.jobs.nsw.gov.au • www.apsjobs.gov.au • www.fairwork.gov.au • www.lawlink.nsw.gov.au/Lawlink/Corporate/ll_corporate.nsf/pages/attorney_generals_department_equal_employment_opportunity • http://australia.gov.au/topics/employment-and-workplace • www.business.gov.au/BusinessTopics/Employingpeople/Hiringpeople/Pages/Equalemploymentopportunityandantidiscrimination.aspx The most important information and advice from this presentation are included in the handout (text with exercises) distributed immediately after the lecture.

  13. R_ _ _ _ _tment • Searching for and obtaining a pool of potential c_ _d_ _ _ _ _s with the desired k_ _w_ _ _ _e, s_ _ _ls and ex_ _r_ _ _ _e to allow an organisation to select the most appropriate people to fill job v_c_ _ _ _ _s against defined position d_ _cr_ _ _ _ _ _s and specifications. • Source:The Australian Human Resource Institute

  14. Searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Source:The Australian Human Resource Institute

  15. “If we always hire people who are smaller than we are, we shall become a company of dwarfs. If we always hire people who are bigger than we are, we shall become a company of giants.”(David Ogilvy) “Hire people who are better than you are, then leave them to get on with it. Look for people who will aim for the remarkable, who will not settle for the routine.” (David Ogilvy)

  16. Vocabulary focus: hiresynonyms?

  17. Vocabulary focus: hiresynonyms? • employ, engage, appoint, take on (add to payroll,bring on board, contract for, fill a position, put to work, sign on)

  18. Filling a vacancy →MK, p 30 Reading Vocabulary to give notice (resign, quit) one month’s notice resume / CV Practice explaining what happens when an employee gives notice!

More Related