Recruitment Selection And Appointment Procedure-Books Pdf

RECRUITMENT SELECTION AND APPOINTMENT PROCEDURE
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TITLE RECRUITMENT SELECTION AND APPOINTMENT,CONTENTS Page. 1 INTRODUCTION 2,2 RECRUITMENT SELECTION AND APPOINTMENT PROCESS 2. Table 1 Recruitment Selection and Appointment Flowchart 3. PHASE 1 REVIEW THE NEED TO RECRUIT 4,PHASE 2 REVIEW JOB DESCRIPTION FORM 4. PHASE 3 RECRUITMENT STRATEGY 5,PHASE 4 ASSESSMENT AND SELECTION 9. PHASE 5 APPOINTMENT 11,3 AUTHORITY 14,1 INTRODUCTION.
The Recruitment Selection and Appointment RSA Procedure should be read in. conjunction with the RSA Policy The Procedure outlines minimum process requirements. for implementation of the policy and includes guidance notes that further support good. The RSA Training Module Selection Panel Training provides practical skills for staff. participating on selection panels For further information contact Workforce. Services Human Resources,2 RECRUITMENT SELECTION AND APPOINTMENT PROCESS. Table 1 below displays the broad sequence of activities and processes required for filling a. Table 1 Recruitment Selection and Appointment Flowchart. PHASE 1 REVIEW THE NEED TO RECRUIT, The manager must review the role in the context of the needs of the area to assess if a. recruitment process is recommended,Factors to consider include. is the position funded in accordance with the approved funding model. can the job functions be reallocated across the team. could the position be performed on a part time or job share basis. could all or part of the functions be undertaken or affected by technology. PHASE 2 REVIEW JOB DESCRIPTION FORM, If proceeding to recruit review the Job Description Form JDF and ensure it accurately. reflects the role and the work related requirements and is developed and or reviewed in. accordance with health service provider HSP requirements Where required utilise the. occupational specific JDF templates,The Job Description Form should consist of.
name of Health site,job level relevant Award and classification. reporting relationships organisational chart,conditions of employment. role purpose,key responsibilities,work related requirements. Factors to consider, is the role and function of the position adequately described. are the duties still current and correct, are the work related requirements selection criteria and appointment factors relevant.
accurate and assessable,Guidance Notes, Job analysis the process used to collect and document information about the job related. requirements skills experience and outcomes is critical to recruitment and selection. because it is the foundation of a high quality process Job analysis informs the Job. Description Form and identifies the key work related requirements A poor job analysis is. likely to adversely affect the quality of outcomes irrespective of how well the selection. process is executed,PHASE 3 RECRUITMENT STRATEGY, Step 1 Consider sourcing strategies in accordance with strategic objectives and. the type and level of position, Recruitment strategies should be designed to target and attract available candidates be cost. effective and take into consideration equity and diversity issues Strategies include sourcing. a suitable candidate via non advertising internal or external advertising redeployment pools. international markets and targeted diversity groups. Non advertising options, In accordance with the CI No 2 Filling a Public Sector Vacancy subject to approval by the. delegated authority in certain circumstances an appointment may be made without. advertising They include, o transfers must be undertaken in accordance with industrial instruments or.
other applicable legislation, o acting secondment and fixed term contract opportunities less than six months. where there is no likelihood these opportunities will be extended. o entry level applicants through Public Sector Commission if available. o specialist roles where the delegated authority is satisfied that advertising will. not attract a competitive field, o previous employees subject to meeting specific criteria. For further details refer to the CI No 2 Filling a Public Sector Vacancy and related Questions. and Answers,Other options, o suitable candidates sourced from recent advertising processes. o redeployees registered and registrable employees. o employees on workers compensation return to work programs. If applying one of the above options the recruiting manager must. undertake an individual assessment of merit and consult with Workforce. Services Human Resources prior to approval by the delegated authority. ensure the principles of the Employment Standard are met refer to Phase 4. Assessment and Selection and Phase 5 Appointment, For further information please refer to Table 1 RSA Flowchart. Where a proposed appointment does not meet the criteria for non advertising or the. establishment of a competitive field is preferred an advertising process should be. undertaken,Guidance Notes, Managers may contact a prospective employee to discuss a potential appointment however.
a formal offer cannot be made until a redeployment clearance is obtained. Recruiting managers are reminded that they must take account of an employee s interests. when making employment decisions about secondment transfers and acting Employee. interests could include career considerations medical issues or personal circumstances. Advertising Strategy, In order to attract the most competitive and suitable applicants recruiting managers should. consider the following factors, degree of difficulty in attracting a suitable candidate pool. characteristics of the target group including preferred media and method of seeking. employment,workforce diversity, For further information refer to the WA Health Equity and Diversity Strategy For. information about how to utilise exceptions S50D and S51 under the Equal. Opportunity Act refer to the Equal Opportunity Commission Information Sheet or. contact Workforce Services Human Resources, application process including optional clauses and non standard applicant. assessment requirements for inclusion in the advertising template for example. requirements to address specific criteria weighted criteria or skills testing. advertising process Expression of Interest single vacancy or recruitment pool. For information about recruitment pools refer to HSS ES Fact Sheet or contact HSS. ES For information about EOIs refer to the HSS Manager s Guide. assessment techniques refer to guidance notes below. advertising mediums available refer to guidance notes below. international markets, For information about targeted sourcing strategies for international markets contact.
the International Workforce Supply Bureau,Guidance Notes. Application process, Simplifying the application process by requiring a less time intensive application may improve. the quality quantity and diversity of the applicant field For further information contact HSS. Assessment techniques, The selection method should suit the vacancy and the business environment in which it. occurs and may include written application interview presentation work samples skills test. eg word processing case studies simulations role plays aptitude testing. Advertising mediums, In addition to the WA Government Jobs Board advertised vacancies may be promoted. through MyHR or Job Opportunities HSS flyers notice boards or established networks. Established networks include professional associations community groups migrant resource. centres and disability organisations, WA Health supports a range of social media platforms that may be suitable for recruitment.
purposes Where individual positions are advertised via this medium they must include a link. to JobsWA or the relevant HSP website For further information contact HSS ES. Indigenous Jobs Australia IJA www indigenousjobsaustralia com au is a national. employment website dedicated to connecting Indigenous Australian job seekers with. employers that are searching for Indigenous employees The position can be advertised on. this website for no cost Consider nominating it as an advertising medium when submitting a. Request to Advertise a Vacancy Form, For information about disability employment advertising options refer to the Disability. Employment Toolkit, Paid advertising mediums include Journals websites and newspapers. Step 2 Submit request to advertise, For advertising on the WA Government Jobs Board and or JobOpportunities complete the. HSS Request to Advertise form N4 or MyHR Vacancy Requisition and seek approval by the. delegated authority prior to submitting it to HSS ES. Prior to advertising HSS ES will,undertake a position establishment check. confirm with the recruiting manager if the position is subject to quarantining in. accordance with the Quarantining of Staff Vacancies Operational Directive. commence the redeployment clearance process and, draft the advertisement for authorisation by the recruiting manager.
If a registered employee is referred the redeployment process must be followed. For other advertising options please refer to the Commissioner s Instruction No 2 Filling a. Public Sector Vacancy or contact Workforce Services Human Resources. Step 3 Establish selection panel, The recruiting manager must establish the selection panel to carry out the assessment and. selection of candidates, HSS ES will notify panel members about how to access the Advertised Vacancy File e AV. Guidance Note, It is recommended that the panel be convened as early as possible to allow collective input. into the development of a recruitment plan The planning includes ensuring panel member. availability and scheduling venues, Factors to consider when determining the composition of the panel. At least two required preferably three people at appropriate classification levels in. relation to the advertised position this number includes the panel convenor. classification levels that are significantly higher in comparison to the position may be. intimidating to applicants, Where possible the panel should represent a diversity of backgrounds inclusion of a.
person who is familiar with the position to be filled its duties its environment and the. skills knowledge and experience to do the job, Inclusion of an independent person this may be an external person to the branch or. HSP with either a client or stakeholder relationship or specialist knowledge of the. position requirements, Inclusion of a person who has a good understanding of recruitment selection and. appointment procedures and requirements within the WA public sector. Please note that a panel member may represent a number of categories as outlined above. PHASE 4 ASSESSMENT AND SELECTION,Step 1 Shortlist applicants. The written application is considered by the panel for shortlisting purposes and in the overall. assessment of the applicant Whilst the application should reflect the requirements as. stipulated in the application process the panel should not rule out applicants who have not. followed the application instructions e g failure to address selection criteria The panel is. required to assess all information provided by applicants. The selection panel must assess the applicant information against the work related. requirements to determine suitability for the role The panel members should. shortlist independently and then discuss their decisions to determine those applicants. for interview or alternative assessment, identify any potential appointment factors that may deem an applicant ineligible for. consideration eg eligibility to work mandatory qualifications professional registration. exclusion due to severance or licensing requirements NB A pre employment check is. undertaken by HSS ES prior to appointment, document panel consensus rating and or comments for each applicant in order to.
demonstrate that all the applicants have been properly considered. Once the shortlisting is completed the recruiting manager or panel convenor should contact. the shortlisted applicants about, the interview or assessment including date time venue and expected duration. panel convenor s contact name and number, other tests or assessments the applicant may be required to undergo. required documentation or preparation for the interview or assessment. any specific needs or requirements identified by the applicant Where an applicant. discloses that they have a disability during the recruitment process the panel convenor. should contact Workforce Services Human Resources,names and position titles of the panel members. Where the panel decides there are insufficient eligible applicants for shortlisting after. considering the factors that may have influenced a low response such as timing or type of. role possible options include closing the process continuing the process or extending to a. wider search The decision must be documented in the selection report and be transparent. and capable of review,Guidance Note, Where a large number of applicants demonstrate that they meet all the essential. requirements the panel should rank the applications and establish those applicants who are. deemed most competitive against the selection criteria. Where necessary the panel should confirm and or verify that all relevant documents have. been received to support the applicant s claims, Where potential appointment factors arise in regard to professional registration the panel.
likely to adversely affect the quality of outcomes irrespective of how well the selection process is executed 5 PHASE 3 RECRUITMENT STRATEGY Step 1 Consider sourcing strategies in accordance with strategic objectives and the type and level of position Recruitment strategies should be designed to target and attract available candidates be cost effective and take into consideration equity

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