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OUP ANZ SAMPLEEffective Recruitment andSelection Practices
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OUP ANZ SAMPLEEffective Recruitment andSelection PracticesRobert-Leigh ComptonBill MorrisseyAlan NankervisCCH AUSTRALIA LIMITEDGPO Box 4072, Sydney, NSW 2001Head Office North RydePhone: (02) 9857 1300 Fax: (02) 9857 16006th EditionCustomer SupportPhone: 1 300 300 224 Fax: 1 300 306 224www.cch.com.auBook Code: 39746A
OUP ANZ SAMPLEAbout CCH Australia LimitedCCH Australia is a leading provider of accurate, authoritative and timelyinformation services for professionals. Our position — ‘‘When you have to beright’’ — is built on the delivery of expert information that is timely, relevant,accurate, comprehensive and easy to use.We are a member of the Wolters Kluwer group, a leading global informationservices provider with a presence in more than 25 countries in Europe, NorthAmerica and Asia Pacific.CCH — When you have to be right.Enquiries are welcome on 1300 300 224National Library of Australia Cataloguing-in-Publication entryAuthor: Compton, RL, author.Title: Effective recruitment and selection practices/Robert-Leigh Compton,Bill Morrissey, Alan NankervisEdition: 6th editionISBN: 978-1-925091-15-1 (paperback)Subjects: Employees — Recruiting; Employee selectionOther authors/contributors: Morrissey, William J, author; Nankervis, Alan R,authorDewey Number: 658.311 2014 CCH Australia LimitedPublished by CCH Australia LimitedFirst published 1991Sixth edition published May 2014All rights reserved. No part of this work covered by copyright may bereproduced or copied in any form or by any means (graphic, electronic ormechanical, including photocopying, recording, recording taping, orinformation retrieval systems) without the written permission of thepublisher.Printed in Australia by McPherson’s Printing Group
OUP ANZ SAMPLEvTable of ContentsPreface . ixCCH Acknowledgments . xiAbout the Authors . xiiiAuthor Acknowledgments . xiv1234ChapterHuman resource management, theory and practiceWhat is strategic human resource management? .Human resource planning and the strategic businessplan .Benefits of human resource planning .Linking recruitment and selection with the strategicbusiness plan .The role of recruitment in human resource planning .The recruitment processEstablishing the business case for recruitment .The purpose of recruitment .Overview of the recruitment process .A checking system for recruitment requests .Requisition forms .Who should recruit? .Recruitment alternatives .Legislation and legal issuesScope of this chapter .Equal opportunity and anti-discrimination legislation .Privacy legislation .Working in Australia .Fair Work Act .Enterprise agreements .Child-related employment .Employment of children .Unfair dismissal and unlawful dismissal .Job analysis and competency profilingWhat is job analysis? .Purposes of job analysis .Processes of job analysis .Position description .Constructing a position description .Person specification 616263646566
OUP ANZ SAMPLEvi567ChapterAustralian and New Zealand Standard Classification ofOccupations (ANZSCO) .Job redesign .Enterprise agreements .Examples of position descriptions .Some problems with job analysis .Trends in job analysis .Trends in job design .Competency profiling .Attracting the best talentInternal or external recruitment? .Internal recruitment .External recruitment .Main methods of external recruitment .Referrals from existing employees .Union recruitment .Educational institutions .Advertising media .Writing successful advertisements .Print presentation tips .Examples of print advertisements .Handling responses to advertisements .Response analysis .Outsourcing recruitmentWhy outsource? .Communicating an organisation’s staffing needs .Agency fee structure .Evaluating agencies .What is executive search? .When is search appropriate? .Managing an executive search .Consultant fee structure .Benefits of executive search .Government-funded agencies .Interview preparationFocus of the interview .Managing applications .Requesting information .Privacy .Short-listing applicants .How many should be interviewed? 8111111114117120121121
OUP ANZ SAMPLEvii891011ChapterPost-interview planning .The selection interviewPurposes of the interview .Different types of interviews .Computer-assisted interviews .Preparation for the interview .Interview guide .Conducting the interview .Interviewing techniques .Critical incident and behaviourally based interviewing .Some problem areas in interview techniques .Avoiding the legal pitfalls in interviews .Assessing the interviewUnderstanding interviews .Why interviews are used .Improving interviews .After the interview .Using psychological and aptitude tests .The role of tests .Types of tests .Features of good tests .Problems with using tests .Evaluating tests .The selection decision and contractsMaking the selection decision .The hiring process .Privacy aspects .The employment contract .Common law contracts .Types of written contracts .When does a contract of employment end? .Implications of legislation .Conditions of employment and general conduct .Human resource management information systemsWhat is an HRIS? .Using an HRIS in recruitment and selection .Issues in setting up an HRIS .Types of employee data .Skills inventory .Labour turnover analysis .Career and succession planning 179182184184
OUP ANZ SAMPLEviiiChapterParagraphPerformance review data .¶11-500Preserving confidentiality and privacy .¶11-550Effective HRIS .¶11-60012 International perspectivesInduction .¶12-100International human resource management .¶12-200Staffing international operations .¶12-250Competencies and capabilities of international employees .¶12-300Health an
2 The recruitment process 17 Establishing the business case for recruitment . ¶2-100 17 The purpose of recruitment . ¶2-200 19 Overview of the recruitment process . ¶2-300 20 A checking system for recruitment requests . ¶2-400 22 Requisition forms . ¶2-500 23 Who should recruit? . ¶2-600 25 Recruitment alternatives . ¶2-700 27 3 Legislation and legal issues .
