Elements and Performance Criteria
- Identify recruitment needs.
- Identify recruitment needs based on analysis of current and future workforce requirements.
- Consult relevant personnel and obtain approval for recruitment as required.
- Access or develop position description for the vacant role.
- Develop selection criteria for vacant role based on position description.
- Advertise vacant position through appropriate channels as required.
- Select retail talent.
- Review applications against selection criteria and short-list candidates.
- Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.
- Adapt interview techniques to meet diversity needs of candidate as required.
- Check references, security clearances and personal documentation as required.
- Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.
- Inform unsuccessful applicants of decision according to organisational policies and procedures.
- Make employment offers according to organisational policies and procedures.
- Develop accurate, clear and complete records of the selection process and its outcomes.
- Induct new talent.
- Follow organisational induction process as required.
- Provide new team member with information and resources relevant to the role.
- Share organisational vision, mission and values with new team member.
- Arrange workplace specific and safety training prior to commencement of work.
- Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.
- Conduct review meetings at regular intervals during probationary period to provide feedback on performance.