Report on recruitment and selection processes

Executive Summary Healthcare United (HU) has to address several areas of their recruitment and selection policy. It need to be identified that the responsibility for implementation of these policies is in the hands of Executive Managers and department heads/line managers. The timeframes for all of the tasks need to be looked at and it should be noted that the guidelines are all encompassing (i.e. for all levels of staff recruited). Some roles within HU will need a longer period of time to ensure the correct person is employed. Training and analysis of that training would be necessary to complete the goals stated in HU plan for expansion. This would be required at all levels from CEO/GM through to line managers and administration staff. Below is an analysis of the policy and guidelines with comments made on various procedures. Analysis of 2010 Healthcare United recruitment and selection policy VS. Healthcare united 2000 Recruitment and selection guidelines;

Procedure

2010 Healthcare United policy 2000 Healthcare United guidelines If you look at all the steps in the

Timeframes Recruitment is to be no more than 2-3 weeks guidelines the time taken is more like 36 days or 7 weeks

Personnel Managers will assume major responsibility for recruitment with HR performing a supporting role HR takes the lead in the recruitment process Documentation This should generally be in accordance with the guidelines, however some forms would be deemed unnecessary in a such a large scale situation Several forms are required however given the number of personnel required it would not be practical to complete each form for each new recruit Training and support Managers and line managers are to be responsible for training with a supporting role by HR HR takes the lead in each step which is not the standard these days, nowadays they are supporting managers with procedures Monitoring and evaluation The training needs to be monitored and ensure consistency with policies Continual monitoring and evaluation of processes Procedures to be analyzed It may be necessary to outsource to ensure procedures are streamlined, perhaps a time in motion study conducted? Review of each step of these guidelines. Many steps would be replicated and some unnecessary Vacant position analysis Staff levels should be noted in annual business plan and managers should be authorized to recruit within that plan HR and managers to liaise RE; vacant positions.

Position description These could be taken from existing roles within the other two sites that United Health have. HR not the lead role for creating position descriptions, they should be supporting this function. Advertisement Not in newspapers. For more senior roles approaching head hunters or executive recruitment firms would be necessary. Perhaps web based agencies specific to health professionals? Print media is not the normal option. Outside contractors and using sites such as seek.com and talent2.com etc. It may be necessary to perform internal advertising but not sequentially. Shortlist The number of people on the shortlist for particular roles should be noted CEO/GM = more or less potential applicants Again this is indicated as a role for HR, it would be often done by an external service provider Interview preparation Manager of business unit to perform this task, time allocation may vary depending on numbers of interviews to be performed Head office only given it is a 3 site provider, it would be unfeasible to conduct all interviews in head office. It would be necessary to look at the seniority of the position as to what is necessary

Interview applicant Interviews to be conducted by a trained selection panel. Again depending on job seniority this may be as little as 1 person The time per interview is not realistic; 30 minutes x 12 with 5 minute breaks wouldnt work in a reality. More time would be necessary to conduct proper interviews Reference check Manager to conduct reference checks, the level of job may influence on how many checks are required HR to conduct, not standard practice. Line managers should be responsible for this process. Need to check privacy legislation. Job offer Line managers should conduct all job offers after reference checks are complete Not the role for HR, line managers should complete this task. Unnecessary to post contracts, email is fine. HR takes things from there.

Conclusion and recommendations for Healthcare United There are several areas where these documents need to addressed. Some practices are outdated others are impractical. The HR department should be updated with current legislation on recruitment; equal opportunity, racial discrimination, sex discrimination, disability discrimination. The recommendations for HU to improve and revise their 2000 recruitment process are as follows;

1. Timeframes are completely unrealistic some elements can be quicker and others will take more time. 2. Staff levels should be noted in an annual business plan vacant positions should be recognized through this and managers/line managers given the authority to recruit in line with this plan. 3. 4. HR role should be in support of managers not as lead Advertisement seems to be impractical

5. For senior roles an external service provider would be necessary to provide a shortlist of applicants and also what processes need to be followed for their employment not the same level as a janitor for example 6. 7. Consult with the department of health and aging for legislative requirements Feedback for unsuccessful is not necessary, a simple phone call would suffice

References; Curtin university recruitment policies on their website; http://hr.curtin.edu.au/recruitment_information.cfm Interview with ex Shell/Qantas executive manager

Information for employers website; http://www.hreoc.gov.au/info_for_employers/best_practice/recruitment.html CLB training material