Elements and Performance Criteria
- Develop recruitment and selection strategies and processes
- Current and future staffing needs of the organisation are identified.
- Consultation is undertaken with business units and other key stakeholders in developing recruitment strategies and associated processes.
- Strategies are developed and aligned with the organisation's strategic goals and integrated with other key human resource strategies.
- Processes are developed in line with organisational policy and legislation and take account of external trends and influences, good practice models of recruitment and selection, and reliability and validity issues.
- Processes are developed based on the principles of natural justice, equity and fairness, and allow for the principles of reasonable adjustment.
- Processes are developed to support and encourage applicants from diverse backgrounds to make application and checks are made to ensure that this occurs.
- Manage recruitment and selection
- Specialist advice is obtained where necessary to facilitate implementation of recruitment and selection processes.
- Decisions on implementation of recruitment and selection processes are made based on available expertise, government/organisational policy and value for money.
- Recruitment and selection are managed in accordance with recruitment strategies and organisational requirements.
- Information and advice are provided to facilitate effective implementation, monitoring and reporting of processes.
- Monitor recruitment and selection processes
- Systems are managed to monitor the effectiveness of recruitment and selection processes in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.
- Recruitment information is monitored and feedback from users, managers and external recruitment providers is used to guide improvements.
- Recruitment and selection processes are monitored to gauge their effectiveness in meeting organisational needs.
- External and/or internal trends or events which have an effect on the organisation's recruitment and selection processes are monitored and responses are formulated.
- Adjustments to recruitment and selection processes are implemented as a result of monitoring and/or changed internal/external factors.
- Manage induction
- Objectives, content and methodology for induction processes are agreed and documented in accordance with organisational policy and procedures.
- Induction processes, procedures and forms are trialled and measured against objectives.
- Line managers are advised of their responsibilities in inducting new recruits into the workplace.
- Feedback is obtained from participants and managers on the extent to which the induction process is meeting its objectives.
- Improvements are introduced to the induction process in accordance with feedback received and organisational policies.
- Develop strategies for career management
- A pool of managerial talent is identified and skills are identified and recorded to provide qualified candidates to apply for positions as required in accordance with organisational policy and procedures.
- Criteria for progression/promotion are established or reviewed at professional, technical and managerial levels and linked to career paths in the organisation.
- Future career needs are anticipated through analysis of future directions, and strategies are developed to enable career planning for staff to address those needs.
- Corporate career management strategies are integrated with strategic plans in the areas of workforce planning, recruitment, organisational development and human resource development.
- Develop recruitment and selection strategies and processes
- Current and future staffing needs of the organisation are identified.
- Consultation is undertaken with business units and other key stakeholders in developing recruitment strategies and associated processes.
- Strategies are developed and aligned with the organisation’s strategic goals and integrated with other key human resource strategies.
- Processes are developed in line with organisational policy and legislation and take account of external trends and influences, good practice models of recruitment and selection, and reliability and validity issues.
- Processes are developed based on the principles of natural justice, equity and fairness, and allow for the principles of reasonable adjustment.
- Processes are developed to support and encourage applicants from diverse backgrounds to make application and checks are made to ensure that this occurs.
- Manage recruitment and selection
- Specialist advice is obtained where necessary to facilitate implementation of recruitment and selection processes.
- Decisions on implementation of recruitment and selection processes are made based on available expertise, government/organisational policy and value for money.
- Recruitment and selection are managed in accordance with recruitment strategies and organisational requirements.
- Information and advice are provided to facilitate effective implementation, monitoring and reporting of processes.
- Monitor recruitment and selection processes
- Systems are managed to monitor the effectiveness of recruitment and selection processes in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.
- Recruitment information is monitored and feedback from users, managers and external recruitment providers is used to guide improvements.
- Recruitment and selection processes are monitored to gauge their effectiveness in meeting organisational needs.
- External and/or internal trends or events which have an effect on the organisation’s recruitment and selection processes are monitored and responses are formulated.
- Adjustments to recruitment and selection processes are implemented as a result of monitoring and/or changed internal/external factors.
- Manage induction
- Objectives, content and methodology for induction processes are agreed and documented in accordance with organisational policy and procedures.
- Induction processes, procedures and forms are trialled and measured against objectives.
- Line managers are advised of their responsibilities in inducting new recruits into the workplace.
- Feedback is obtained from participants and managers on the extent to which the induction process is meeting its objectives.
- Improvements are introduced to the induction process in accordance with feedback received and organisational policies.
- Develop strategies for career management
- A pool of managerial talent is identified and skills are identified and recorded to provide qualified candidates to apply for positions as required in accordance with organisational policy and procedures.
- Criteria for progression/promotion are established or reviewed at professional, technical and managerial levels and linked to career paths in the organisation.
- Future career needs are anticipated through analysis of future directions, and strategies are developed to enable career planning for staff to address those needs.
- Corporate career management strategies are integrated with strategic plans in the areas of workforce planning, recruitment, organisational development and human resource development.