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Recruit, select and induct staff

Recruit, select and induct staff

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Recruit, select and induct staff

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  1. Recruit, select and induct staff With Sue Cameron MBA AFAIM TAE Session 4 Job Descriptions

  2. Agenda Session 4 • Revision on Session 3 • Finish Session 3 from slide 30 • How to use e-learning ‘Content’ and ‘Links’ • Go to e-learning under ‘Guide to recruiting staff ‘under ‘Links’ and ‘Taking on staff’ by the QLD Government • Group Activity • More on Job Descriptions

  3. Revision on Session 3 • What is a job analysis? • What is selection criteria? • What is a recruitment cycle? • Is it the same as a recruitment process? • What are the main stages of a recruitment cycle or flow chart?

  4. Using e-learning content • How to use e-learning content and links to assist for your assessments and self study • Go to e-learning portal under links • Guide to recruiting staff • Taking on staff

  5. Job Description headings • Title of the position • Department • Reports to (to whom the person directly reports) • Overall responsibility • Key areas of responsibility • Consults with (those who the person works with on a regular basis) • Term of employment • Qualifications (necessary skills and experience required)

  6. Group Activity • In small groups select a team leader • Discuss the jobs that everyone in the group has • Select a position of someone’s who’s English is not so strong • Using the copy of the assessment as a guide • Use the headings write a job description

  7. Job Descriptions • Educational requirements and experience requirements are the areas where inadvertent discrimination may occur • Educational requirements must be a real necessity for the job Example of a marketing assistance job description from Monster website http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-descriptions/marketing-assistant-job-description-sample.aspx

  8. Job Descriptions • If someone could accomplish the work with equivalent job experience but who lacks a specific credential, the job description should be modified • And to avoid age discrimination, experience should not include an upper limit Reference: How to write a job description by Judith Lindenberger in Links http://www.businessknowhow.com/manage/jobdesc.htm

  9. Summary • Ideally all positions should have a job description as it focuses everyone on what is required to perform the tasks required • Examples of job descriptions for managers http://jobs.lovetoknow.com/Examples_of_Job_Description_for_a_Manager http://www.best-job-interview.com/management-job-description.html

  10. Summary • Think of a job description as a “snapshot” of a job • The job description needs to communicate clearly and concisely • what responsibilities and tasks the job entails • the key qualifications of the job • the basic requirements (specific credentials or skills) • if possible, the attributes that underlie superior performance

  11. Next Session 5 • Revision Q&A • The legislation required when hiring staff • Codes of practice • Standards & KPI’s