Update Recruitment, selection, and induction policy and procedures for increasing diversity
King Edward VII College is committed to recruiting and selecting quality staff. It is also committed to inducting staff to ensure that they are from diverse backgrounds, understand their job role well and can follow all required procedures.
Selection decisions will always be made on merit, to avoid discrimination and unfairness.
This policy and procedure apply to all staff who undertake recruitment, selection, induction and termination. This policy and procedure is supported by and linked to the company’s Strategic Plan, and Staff Code of Conduct.
Recruitment, selection, and appointment
The following procedures will be followed for recruitment.
Prior to the recruitment process commencing, HR develops a position description or accesses an existing position description. Ensure that all information in the position description is accurate and identifies the key responsibilities, key selection criteria and desirable skills and attributes ensuring that the words in the job-posting are not appealing to any particular gender, caste, or community.
HR will advertise the position using the organization’s preferred medium(s) and advertisement templates. Advertisements will specify the purpose of the role, key selection criteria, mandatory qualifications and a contact name and number, and also mention that the company recruits diverse candidates and an individual who fits the candidature may apply.
Following the receipt of applications, HR and the responsible manager will develop a shortlist of applicants based on the applications provided and their suitability to the role. Ensure that all shortlisted applicants have the mandatory qualifications required of the position or the ability to obtain them. Along with ensuring that the shortlisted candidates are from diverse background and there is no discrimination of any sort.
Interview of shortlisted candidates will be completed with HR and the responsible manager. Standard questions will be used and accurate notes will be taken.
One of the processes in the interview procedures would be an equality assessment for ensuring that the candidate's stance on equality in the workplace.
Following the interview and the equality assessment, HR and the responsible manager will agree on the selected applicant and referee checks will occur using the Reference Check form.
Letter of an offer is developed using standard letter template and sent out to the successful candidate/s
Rejection letter is developed using standard letter template and sent to unsuccessful candidates
HR creates a staff file for the new staff member and all documents relating to the recruitment process are stored along with their equality assessment test results which they had undertaken.
Staff member completes all required documentation for employment, including contracts, staff details forms and TFN form.
All the contracts are signed, along with Whistleblower policy, in which the employee sign to raise any discrimination they have faced or witness happening in the company.
Initial induction is completed, where the new recruits will be introduced with the company policies and will also be shown the demographics on the company in which all the employees, irrespective of their caste, creed, race, or gender, are provided with equal growth opportunities in the company.
At least 2 days prior to the probationary period lapsing, HR will hold a review and support session with the employee. This session is to be used as a feedback and review opportunity from both parties on the probationary period.
A forward plan for development and training needs is to be developed during this session and agreed to by the employee.
If the employee’s performance is not satisfactory, the termination procedure must be followed.
Position description template
Letter of offer
Employment Contract template
Unsuccessful candidate template
Whistle - Blower Policy
E-mail to the assessor for presenting the updated Recruitment, Selection, and Induction Policy and Procedures
Subject: Updated Recruitment, Selection, and Induction Policy and Procedures
As per our discussion on diversity in the workforce where we discussed the importance of recruiting a diversified workforce and the benefits it would have for our organisation.
Having diversified workforce will help our organisation to deliver and gain the trust of our diversified students, it will also help in increased knowledge sharing, increase our reputation for being a diversified organisation, and help in reduced discrimination and better conflict resolution (Wells, Fox & Cordova-Cobo, 2016).
I would like to present the updated Policy and Procedure document on Recruitment, Selection, and Induction for increasing diversity. The updated policy is attached herewith the mail for your further perusal.
I would request you to please provide your valuable feedback.
I am awaiting your response.
Diversity Calender 2020
E-mail to the assessor
Subject: Diversity Calendar 2020
I would like to bring to your kind attention that because we are incorporating diversified workforce in our system. I have prepared a small list of diversity calendar which would help our students and staff to come together and celebrate festivals from around the world, and incorporate togetherness in our daily lives.
I would request you to please go through the diversity calendar 2020, attached herewith the mail and provide me with your valuable feedback.
Also, if you agree we could share this with our staff and students, and make the celebrations a success.
Waiting for your response.
Australian Government. (2020). Events – Calendar of Cultural and Religious events. Retrieved from https://www.harmony.gov.au/events/calendar.
Wells, A. S., Fox, L., & Cordova-Cobo, D. (2016). How racially diverse schools and classrooms can benefit all students. The Education Digest, 82(1), 17.
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