Recruitment Procedure Australian Overview A guest lecture by Damjan C.

Introduction  What is Recruitment?  What are the stages of recruitment?  Major differences between Public and Private sectors  Personal experience/comparison  Questions

What is Recruitment?  The Australian Human Resource Institute defines recruitment as: “Searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications”.

Stages of Recruitment – The recruiter  Advertisement  Screening of Applications  Interview Case studies/scenarios/tasks Medical assessment Psychometric testing Aptitude testing  Post Interview  Final Selection

Advertisement  No company in Australia can discriminate against anyone from applying for a role for the following reasons: Sex, disability, marital status, race, age, pregnancy/potential pregnancy, political/religious beliefs/activity, physical features, sexuality homosexuality/transsexuality, industrial activity, Equal Employment Opportunity (EEO), Work Health and Safety (WHS)

Advertisement  Forms of advertisement Online Newspaper Headhunting Intranet Shop window

Screening of Applications  Has applicant met advertisement requirements?  Requested skills/experience?  Consideration of transferable skills

Interview  Preparation  Appearance  Presentation/Communication  Listening/Answering questions  Engaging the panel  Questions to panel  Tendency towards group interview sessions for bulk recruitment

Post Interview  Panel members compare notes/comments  Reference check  Psychological/Intelligence/Aptitude testing for potential candidates  HRM/management meeting to confirm candidates

Final Selection  Order of Candidates – successful/unsuccessful  Contact regarding outcome of decision  Offer reasons why unsuccessful if requested

Personal Experience/Comparison  Private sector job applications  Public sector job applications  As an interviewer  Australia vs. Croatia

Links of Interest       sf/pages/attorney_generals_department_equal_employme nt_opportunity sf/pages/attorney_generals_department_equal_employme nt_opportunity   ringpeople/Pages/Equalemploymentopportunityandantidisc rimination.aspx ringpeople/Pages/Equalemploymentopportunityandantidisc rimination.aspx The most important information and advice from this presentation are included in the handout (text with exercises) distributed immediately after the lecture.

R_ _ _ _ _tment  Searching for and obtaining a pool of potential c_ _d_ _ _ _ _s with the desired k_ _w_ _ _ _e, s_ _ _ls and ex_ _r_ _ _ _e to allow an organisation to select the most appropriate people to fill job v_c_ _ _ _ _s against defined position d_ _cr_ _ _ _ _ _s and specifications.  Source: The Australian Human Resource Institute

 Searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Source: The Australian Human Resource Institute

“If we always hire people who are smaller than we are, we shall become a company of dwarfs. If we always hire people who are bigger than we are, we shall become a company of giants.”(David Ogilvy) “Hire people who are better than you are, then leave them to get on with it. Look for people who will aim for the remarkable, who will not settle for the routine.”(David Ogilvy)

 Vocabulary focus: hiresynonyms?

 Vocabulary focus: hiresynonyms?  employ, engage, appoint, take on employengageappointtake on (add to payroll, bring on board, contract for, fill a position, put to work, sign on)

Filling a vacancy → MK, p 30 Reading Vocabulary to give notice (resign, quit) one month’s notice resume / CV Practice explaining what happens when an employee gives notice!