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Recruitment and Selection Analysis

Best practice recruitment and selection
Recruitment and Selection Analysis
This tool kit has been developed to assist the community sector in the application of best practice in the recruitment and selection process. This, in turn, supports the broader objectives of meeting workforce capability needs.
This tool kit represents an end-to-end best practice recruitment and selection process, from planning to evaluation.
The tool kit comprises an overview of the recruitment and selection process, information sheets, and templates provided online.
This tool kit has been produced to assist community sector staff in the application of best practice in recruitment and selection. The templates can be adapted to suit specific organisational needs.
Working in collaboration, the SSA and the Office for the Community Sector (OCS) have adapted this toolkit to suit the recruitment and selection needs of the community sector.
The toolkit complements recent work completed on the Community Sector Workforce Capability Framework as part of the Strengthening Community Organisations Action Planby the OCS, aimed at assisting organisations to align their workforce with the environment in which they operate.
The Framework is intended to help identify the skills that organisations within the sector need to undertake their work and is able to be used in the development of job descriptions, identification of training requirements and to ensure that organisations have the right range of skills and knowledge now, and in the future to meet their organisational aims.

The State Services Authority’s (SSA) publication Future directions for workforce planning: actions to improve workforce planning outcomes across the Victorian Public Sector assessed the extent of workforce planning challenges facing the Victorian Public Service (VPS) and the Sector and proposed six strategic goals. One of these is to improve attraction and recruitment strategies.
Arising from the recommendations outlined in the above report, the SSA undertook a project which involved two components:
  – a literature review that identifies best practice and relevant models of recruitment and selection processes
  – development of a methodology and tool kit to assist the VPS and the Sector with recruitment and selection.
The SSA commissioned Monash University’s Associate Professor of Psychology, Psychiatry and Psycho-logical Medicine, Sally A. Carless to undertake the literature review.
The research document Literature review on best practice recruitment selection techniques (Carless Report) identified best practice for each phase in the recruitment and selection process. 
The SSA with Deloitte and SACS Consulting developed a methodology and tool kit based on best practice. Information from the Carless Report was used to:
  – analyse current recruitment and selection practice in the VPS against identified best practice
  – develop tools based on best practice to assist human resource practitioners.

The Victorian Government has established the Office for the Community Sector (OCS), within the Department of Planning and Community Development, in order to support the long term sustainability of the not for profit community sector.
The OCS is working in partnership with the community sector to implement the Victorian Government’s Action Plan: Strengthening Community Organisations.
Building the capacity of community organisations through initiatives such as the development of the Community Sector Workforce Capability Framework and this Best Practice Recruitment and Selection Toolkit are key components of the Action Plan.
The Carless Report outlines best practice as predicting who would be the best person for a role using a variety of recruitment and selection methodologies. The best practice approaches are discussed in the following sections.
The tips, tools and techniques in this tool kit have been developed to assist in selecting the best person for a role.
Applying best practice indicates that only job related factors are considered in the recruitment and selection assessment. Merit and other employment principles are inherent in the best practice recruitment and selection process.
Best practice recruitment and selection process
Figure 1 provides a representation of best practice recruitment and selection processes based on research in the Carless Report. The process is based on a clearly defined methodology for recruitment and selection.
The process outlined aims to ensure that all necessary steps are given due consideration and occur in a timely and efficient manner to support an effective yet speedy selection process.
Figure 1 illustrates each stage of the recruitment and selection process as follows:
– Stages 1 and 2 include the activities that occur prior to assessing candidates for selection i.e. planning the recruitment and selection process, undertaking job analysis to determine the recruitment and selection criteria and developing key selection criteria and position descriptions based on the job analysis.
– Stage 2 outlines the attraction activities.
– Stage 3 includes the specific selection steps which take place to make a selection decision.
– Stage 4 includes the steps that need to take place to support the selection decision. Induction/orientation and evaluation of the selection methods and process are integral to a good recruitment and selection process.
The “activity” row includes broad tasks associated with each step in the process.
The “tools” row includes the references to the information sheets and templates available in this tool kit to support the particular recruitment and/or selection step.
The timeline[1] outlined in Figure 1 provides a guide for each stage of the recruitment and selection process.
Basing recruitment activity on these timeframes provides a more efficient process for the organisation and also benefits applicants.




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