Question by donghae?: is this in my own words? the othter 1 screwed up?
Is this in my own words?
you know how you can’t plagerize and all that…
i tried putting this in my own words, is it good enough?
internet:
Step 1: Identification of a Vacancy
The Line Manager identifies a vacancy for reasons that may include:
• Staffing changes – eg. secondment, resignation, termination, retirement, leave; and/or
• Work requirement changes – eg. creation of a new position, temporary additional workload.
Step 2: Review the need for the position/to fill the vacancy.
The Line Manager will review the short/long term requirement for the position and the need to fill the vacancy. In so doing the Line Manager will consider:
• Staffing Plan/profile for the work area
• Budget
• Current / Future Requirements
• Job Skill Requirements
• Occupancy required to meet need (eg. ongoing, fixed term)
• Adequacy and accuracy of position description
• Whether the position is approved and established
Note: This review may involve other managers within the faculty/service centre.
Step 3: Determine the most effective recruitment strategy to acquire a pool of candidates
The Line Manager will consider and assess the best way of attracting a pool of suitably qualified candidates, who will meet the needs of the business.
Examples of methods for acquiring a pool of candidates are:
• Internal staff (Advertisement)
• Internal staff (Redeployment)
• Candidates from recent/previous recruitment activity
• Professional/Industry Organisations
• Recruitment Agencies/Job Network
• Advertising
• Internet
• Journals
• Newspaper
Step 8: Commence selection by reviewing applications and determine a shortlist of candidates.
The Chairperson of the selection panel will ensure that all members or a representative sub-group have access to the applications, consider the information and facilitate a shortlisting process to identify the most competitive candidates. The selection panel (or representative sub-group) will compile a summary assessment and ranking of the candidates against the selection criteria for inclusion in the selection report.
It may be necessary at this step to consider pre-selection interviews or other assessments tools to identify a manageable shortlist.
Candidates not shortlisted will be advised that they were unsuccessful.
Step 9: Assess short listed candidates.
The selection panel will conduct interviews and/or apply other relevant assessment methods to acquire information relevant to the university’s business needs, position role & accountabilities and selection criteria. The assessment methods should be consistently applied to all candidates for a vacancy and may include, but not be limited to:
• Interview
• Skills/aptitude test
• Work samples/simulations
• Psychological testing
• Reference check (mandatory for the recommended applicant)
Following the collation of information from the various sources, including the candidate’s application/resume, the selection panel will review all the information and determine a ranking of the candidates. The ranking will identify the candidates who meet the criteria and order of merit.
Step 12: Verbal offer of employment to preferred candidate and discuss employment terms and conditions.
The relevant Line Executive/Chairperson/Line Manager makes contact with the recommended candidate and informs them of the offer subject to relevant conditions. The contact may address:
• Remuneration package details
• Relocation budget/costs
• Availability for commencement
• Clarify terms and conditions of appointment including tenure, probation etc.
This should be undertaken immediately on receiving approval of the recommendation.
Step 13: Make written offer of employment to candidate.
HR will arrange for the formal written offer and contract of employment to be prepared (in accordance with the selection report) and dispatched within 1 day of receipt of the approved Selection Report and recommendation.
Step 15: Arrange appointment and commence induction process.
HR will ensure that all appointment documentation is stored on the Vacancy File and the appointment is finalised. This will include:
• Obtaining a signed contract of employment
• Update of all information/records (eg. ALESCO System)
• Ensure induction is planned and conducted
• Storage and retention of all original recruitment and selection documentation for 12 months in accordance with relevant records management guidelines.
mine:
Managers identify vacancy for reasons that can include: dismissal, leave, resignation, terminations, retirement or work requirement changes.
Review the need for the position to fill the vacancy
Managers will look at the short term and long term requirements for the position. Things they need to consider include: staffing plan/profile for the work area, budget, current /future requirements, job skill requirements, adequacy and accuracy of the position description and whether the position is approved and established.
Determine the most effective recruitment strategy to acquire a pool of candidates
The manager would find best way to attract candidates who would be suitable for the business. Some of these methods include advertising, the internet, newspapers, and journals, recent candidates from previous recruitment activities, job networks and recruitment agencies.
Commence selection by reviewing applications and determine a shortlist of candidates
The chairperson of the selection panel would then make a shortlist of candidates by reviewing the applications. To do this the chairperson has to make sure all members or a representative sub-group has a chance to read all the applications. Then they will make a decision by identifying and selecting who is most suitable for the job. The selection panel will put together a summary assessment and rank each of the candidates against the selection criteria for inclusion in the selection report. Here it is necessary to look at pre-selection interviews or other documents to decide on a manageable shortlist. Candidates who were not put on the shortlist would be told they weren’t successful.
Assess short listed candidates
Here the selection panel will assess each of the candidates they chose to put on the shortlist. They will conduct interviews or use other methods to acquire the most suitable person for
the job. They need to consider the business’ needs, position role and accountabilities and selection criteria. The methods used for selecting a member of staff should be the same for every person. The methods can include interviews, skills/aptitude tests, work samples/simulations, psychological testing and reference checks.
After acquiring all the information needed, the selection panel would review the information they have gathered and rank all the candidates
Following the collation of information from the various sources, including the candidate’s application/resume, the selection panel will review all the information and determine a ranking of the candidates. The ranking will identify the candidates who meet the criteria and order of merit.
Verbal offer of employment to preferred candidate and discuss employment terms and conditions.
The executive/chairperson or manager will contact the candidate and inform them of the offer, work conditions and expectations. Information can include: remuneration package details, relocation budget/costs, availability for commencement, clarify terms and conditions of appointment including tenure and probation. Managers are expected to clarify these terms immediately on receiving approval of the recommendation.
Make written offer of employment to candidate. The manager will write a formal offer and provide the contract of employment. The letter of approval and contract would be sent within one day of receipt of the approved Selection Report and recommendation.
Arrange appointment and commence induction process.
The manager has to make sure the appointment is finalized and all the documentation is stored on the Vacancy File. This will include: finding a signed contract of employment, update of all information/records, ensuring induction is planned and conducted and storage and retention of all original recruitment and selection documentation for twelve months is in accordance with relevant records management guidelines.
i did it for you
check your e-mail
Best answer:
Answer by qutgirl123
yes it is..kind of.. but nice try 
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