Connecting Gold Coast students and graduates to opportunities

Recruitment, Selection and On-boarding


The purpose of the recruitment process is to identify the widest pool of applicants to provide the greatest opportunity to select the most suitable people for the required roles (including work experience, internship, or employment roles) in an organisation.

Acquiring the most suitable applicants for a role can be a competitive advantage for an organisation whereas ineffective recruitment and selection may result in enormous disruption, reduced productivity, interpersonal difficulties and interruptions to operations, customer service and long-term costs.

When engaging a student, it can be daunting for both parties. At Study Gold Coast, we encourage students to submit a well thought out resume and cover letter as you only get one opportunity to make a positive first impression. As an employer, balance and understanding to imperfections within a resume and cover letter is sometimes required as students do not generally have a lot of experience in applying for work experience, internship or employment opportunities.


Selection

Once a pool of candidates has been identified, the most suitable candidate, or candidates, are identified through a selection process including but not limited to interviewing, reference checking and testing. The purpose of the selection process is to ensure that the most suitable person or people are engaged in the role or roles by using effective, fair and equitable assessment activities. For example, organisations must ensure that unlawful workplace discrimination does not occur in the selection process (i.e. that a candidate is not selected because of an attribute such as race, sex, religion, family responsibilities, etc). The Gold Coast is home to more than 30,000 international students and these students are a valuable resource for Australian employers. International students and graduates can help diversify your organisation, enhance cultural capital and expand international networks.


Strategy


Having an effective recruitment strategy is paramount to the success of any organisation. The recruitment and selection function can become a costly and inefficient process if not approached in a systematic and proactive manner. A recruitment and selection strategy:

  • ensures the organisation has the necessary skills, knowledge, and attributes to meet current and future strategic and operational requirements of the business
  • increases the pool of potential applicants
  • improves the selection process by ensuring that only those applicants that meet the inherent requirements of the position are selected to progress through the recruitment and selection process while ensuring that a fair and equitable process is occurring
  • can impact on the likelihood that a suitable candidate will accept a job offer
  • increases organisational effectiveness

On-boarding


A new employee, intern or work experience person needs to feel welcomed and supported from the day they commence to enable them to flourish and be productive as soon as possible.

Employers may require new employees to serve a probationary period, as set out in their employment agreement. Probationary periods allow both the new employee and the organisation to assess that they are suitable for the position and the business.

A probationary period is different to a qualifying period (i.e. when an employee may make an unfair dismissal claim in certain circumstances), which means that employers must ensure that they follow legally compliant processes if the new employee turns out to be not suitable for the position, and legal advice may need to be obtained in those circumstances.

Successful on-boarding will assist the employee to feel prepared and confident to perform their role and ultimately contribute to the organisation’s goals sooner.


What is involved?


On-boarding is the process of inducting a new employee, intern or work experience person into an organisation and helping them adjust to the new role by providing them with the necessary tools.

The on-boarding process typically allows the new starter to have a better understanding of the organisation’s history, future goals, values and policies and procedures.

On-boarding also provides an opportunity for current employees and managers to dedicate time to introduce themselves and their role to the new starter. This helps provide greater role clarity, allowing them to understand the big picture and provide meaning and purpose to their role.

Whether a formal or informal process, every organisation should have an on-boarding process.

Some long-term benefits of implementing a successful on-boarding program include:

  • low rates of employee turnover - overall customer satisfaction
  • shorter time to being productive
  • improving the bottom line
  • lowered stress
  • career effectiveness
  • higher performance levels

Best practice examples of on-boarding include, but are not limited to:

  • compliance – providing the person with access to, and training on, the organisation’s policies and procedures to ensure the person understands them. This includes a workplace health and safety induction (including the location of the first-aid kit)
  • clarification – ensuring the person understands their position description (whether that is for an employed position, work experience position or internship program) and the expectations of them
  • culture – making the person aware of organisational norms and acceptable workplace behaviours
  • connection – providing the link between their role and the roles of others within the organisation

Employees should be required to re-do their on-boarding (i.e. induction) at least once a year.

Reference:
AHRI – Australian Human Resources Institute
Integrated Human Resourcing


Useful Links


Australian Government Hiring Employees Checklist: https://www.business.gov.au/people/hiring/hiring-employees

Fair Work Templates: https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/templates#employ

Fair Work Workplace Discrimination: https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/fact-sheets/rights-and-obligations/workplace-discrimination#:~:text=Unlawful%20workplace%20discrimination%20occurs%20when,sex

Fair Work Minimum Workplace Entitlements: https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/fact-sheets/minimum-workplace-entitlements

Fair Work Probation: https://www.fairwork.gov.au/employee-entitlements/types-of-employees/probation

International students: A Guide for Australian Employers: https://www.ieaa.org.au/news/international-students-a-guide-for-australian-employers


Disclaimer


Gold Coast Education and Training Network Inc ABN 35 036 042 606 trading as Study Gold Coast (Study Gold Coast) have provided this material on the Gold Coast Student Jobs Platform located at www.goldcoaststudentjobs.org.au as a free resource for employers or others (Users) to use.

Users of the material do not become clients of, or form any type of relationship with, Study Gold Coast until such time as Study Gold Coast is formally engaged for this purpose.

The information contained in this material is correct as at 15 October 2020 and is subject to change. The material provides a broad overview of types of arrangements but does not provide a comprehensive or complete overview of all matters related to the topic.

The material provided does not constitute advice. It is the responsibility of Users to seek their own independent professional advice relevant to their particular circumstances (legal or otherwise).

Study Gold Coast does not make any representation or warranty about, and accepts no legal liability whatsoever arising from or connected to, the accuracy, reliability, currency, or completeness of any information in the material provided. Study Gold Coast is not liable for any loss resulting from any action taken or not taken, or reliance made by a User on any information contained in the material provided. It is recommended that Users independently verify any of the information in the materials upon which Users intend to rely.