Selection and Recruitment

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CITY OF VINCENT POLICY MANUAL
CHIEF EXECUTIVE OFFICER - HUMAN RESOURCES
RECRUITMENT AND SELECTION
POLICY NO: 5.2.1

POLICY NO: 5.2.1

RECRUITMENT AND SELECTION
OBJECTIVES
To:


ensure all recruitment and selection procedures comply with the City’s Equal Opportunity Policy;



ensure that all appointments are made on merit;



provide natural justice and fair treatment;



attract sufficient applications from potential candidates for appointment with the skills, qualities, abilities, experience and competencies deemed as being necessary to the job;



develop and maintain procedures which will assist in ensuring the appointment of the most suitable candidate;



ensure that recruitment procedures are clear, valid and consistently applied by those involved in recruitment and that they provide for fair and equitable treatment for those who apply for employment;



base selection decisions and criteria directly on the demands and requirements of the job and the competencies identified as necessary for satisfactory performance;



ensure that all employees involved in the recruitment and selection process are properly trained in order that the objectives of the policy are met;



observe any legal requirements which apply to the recruitment and selection process.
POLICY STATEMENT

This policy is aimed to follow best practice and high standards of recruitment and selection procedures in order to attract suitable applicants to the City and to create an ethical foundation on which consistent recruiting and selection decisions are made while considering relevant legislative requirements. The principles, values and the recommendations of the Guidelines on Equal Opportunities and Family Friendly Policies are acknowledged by this policy.

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CITY OF VINCENT POLICY MANUAL
CHIEF EXECUTIVE OFFICER - HUMAN RESOURCES
RECRUITMENT AND SELECTION
POLICY NO: 5.2.1

Achievement of the City of Vincent strategic goals and the securing of its values is dependent on the recruitment and selection of a skilled and committed workforce. The Local Government’s Recruitment and Selection policy, procedures and practices are designed to help secure this and in relation to which equality of opportunity is an integral part.

Date Adopted:
Date Amended:
Date Reviewed:
Date of Next Review:

21 December 2004
April 2011
April 2016

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CITY OF VINCENT POLICY MANUAL
CHIEF EXECUTIVE OFFICER - HUMAN RESOURCES
RECRUITMENT AND SELECTION
POLICY NO: 5.2.1

GUIDELINES AND POLICY PROCEDURE FOR
RECRUITMENT AND SELECTION – POLICY NO 5.2.1
1.1

INTRODUCTION
Recruitment
Recruitment is searching for and attracting applicants – external or internal – for position vacancies. New people are found and brought into the organisation. A recruitment process involves communicating with actual or potential position seekers, motivating them to apply and persuading applicants that they really want to come and work for the organisation. The objectives are to attract applicants of the right quality in the right number. Selection

The selection process is a latter stage of recruitment. It involves choosing: •


competent and qualified applicants suited to the position.
new members of the organisation.

Selection methods range across:








interviews the most popular and hence the skills of interviewing are important
references
analysis of applicant career/life data
evaluation of applicant behaviour/performance in group activities work attachments/experience (trial periods)
skill testing with task/work simulations e.g. typing, computer programming, brick-laying and applicants making presentations etc knowledge, aptitude and psycho-metric tests of various facets of knowhow, intelligence and personality.

Ethical Considerations for Recruitment and Selection Process The outcomes from a selection process, as with any system, can only be as good as the...
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