Assessment 1 – Case Study/Practical

Martina Lascialanda

1. This activity will require you to document a hypothetical recruitment, selection and induction
process.
 Write a basic job advertisement.
 Note the criteria for the role, in terms of personality and skills and knowledge.

For each point, note why this is required/desirable.

 Write a letter to the successful applicant, informing them of their next steps, including
outlining the induction process.
 Give some written example feedback to the employee (after their probationary and
induction period).
 Write some example feedback that the employee could submit, highlighting an issue and
explain what you will do to resolve this.
2. How do operational plans affect operational policies in terms of recruitment?
3. Why might organisations have a recruitment policy?
4. Identify one aspect of the recruitment process that is done through the use of technology. How
could this be achieved without any technology, or, how was it achieved before technology?
5. Suggest a way you could communicate information on policies and procedures to relevant staff.

1)

BASIC JOB ADVERTISEMENT & CRITERIA

“Senior Graphic Designer – For skin care company”

Seeking for a Senior Graphic Designer with the following characteristics:

 A bachelor in Digital Design or equivalent with a minimum of 4 years industry experience. This is
required because the role is for a professional that counts with enough knowledge and experience
to provide an excellent service to a high-end company.
 Ability to work with the existing branding. This is specified because the branding of the company
is already developed, so the designer will have to be able to adapt their skills to the outlines given.
 Excellent management skills and a strong ability to work under pressure and with deadlines. This
is required because of the importance on how the designer manage the job in the timeframe given
for each project and task. There will be a lot of deadlines for works and they must be respected in
order to launch campaigns and products.
 Eye for details. This is required since the production of it’s job is going to be presented to clients
and in big scale be printed, there’s not a big margin for errors.
 Excellent English (written/spoken). It is important that the person has a high level of English to
avoid mistakes and miscommunications. When in meetings, typing jobs/emails or any form of
communication. And the material produced has to be clear of errors.
 Professional proficiency in Adobe Suite. This is imperative. It is the basic program knowledge
required for any graphic designer.
 Work in a diverse team. The team the graphic designer will work on in a variate group of people
from multicultural backgrounds and good work ethic and camaraderie is essential.
 Be highly motivated. This is important to have a person with a good attitude and self-motivation
to keep the morale high.
 Be able to provide a portfolio. This is important for the company to make sure the years of
experience are reflected on their work, and there’s evidence that the designer can adapt to different
type of jobs and is aligned with the skills required for the position.

LETTER FOR THE SUCCESSFUL APPLICANT:

Dear MR/MS:

I am thrilled to inform you that your application for the position of Senior Graphic Designer has been
successful.
You have demonstrated your skills and knowledge are the perfect fit for what our company needs.

On the 21st. of March we will start a 6 weeks probationary and induction period, where your will be
provided with all the information and training required to start working in our company.

We are very excited to welcomed you to our team, we hope you find the company a good place to grow
and meet amazing people!

We will contact you on the phone soon with more information and to confirm you are still interested in the
position.

Kind regards,

…..

FEEDBACK TO THE EMPLOYEE (after their probationary and induction period).

Dear …..,
After being with us for 6 weeks we would happily say that you have reached and exceeded our
expectations in the position.
You showed high knowledge and amazing manage of skills and performance.
Your colleagues have given very good feedback on your team work and attitude in the office.
You showed to be a quick learner, that already manages around the platforms and systems. And proven to
be able to work with the companies branding in excellence

So far you have showed you are up to the expectations for this role and we would like to formally welcome
you to the company after the probational period.

Kind regards,
….

WRITE SOME EXAMPLE FEEDBACK THAT THE EMPLOYEE COULD SUBMIT,

HIGHLIGHTING AN ISSUE AND EXPLAIN WHAT YOU WILL DO TO RESOLVE THIS.

Employee: Hi …, I appreciate the welcome. I feel super comfortable in the work place and with the work
colleagues.
The only issue I am having is with the computer. It doesn’t seem to be working properly and it already
crashed a few times, resulting in work being lost.

Me: I’m very happy to hear that you feel welcomed! And I am very sorry your computer is having issues. I
have contacted IT and they are on their way to bring you a new computer with a better operating system,
since the one you have is the old one that needed already an upgrade.

2) HOW DO OPERATIONAL PLANS AFFECT OPERATIONAL POLICIES IN TERMS OF

RECRUITMENT?
The procedure of hiring must be cautiously planned with the business plan of the company, in the way that
new to be employees accomplish the goals and objectives of the organization. The process through the new
workers are selected should keep in consideration professionals who are capable of developing their
potential instead on focusing mainly on their current skills.

3) WHY MIGHT ORGANIZATIONS HAVE A RECRUITMENT POLICY?

A recruitment policy goal is to have fairness in the recruitment process. Being transparent and impartial, in
order to select the most adequate candidate according to the principles established by the company, such as
values, expectations and philosophies.

4) IDENTIFY ONE ASPECT OF THE RECRUITMENT PROCESS THAT IS DONE THROUGH

THE USE OF TECHNOLOGY. HOW COULD THIS BE ACHIEVED WITHOUT ANY
TECHNOLOGY, OR, HOW WAS IT ACHIEVED BEFORE TECHNOLOGY?
Now days online recruitment is carried out through publishing the job opportunities in websites and
different social media platforms, in which the process can be done with an accurate description of the job
offer and filter the candidates through application forms and software application. Before technology
provides us with this important time-saving tools, the recruitment was printed in newspapers on the
specific space for the advertisements, where the selection process was extensive and slower. Also it lacked
of filters, it reached anyone with access to the newspapers and a phone.

5) SUGGEST A WAY YOU COULD COMMUNICATE INFORMATION ON POLICIES AND

PROCEDURES TO RELEVANT STAFF.
If the company does not count with a platform for internal communication, the fastest most accurate way
would be through email. Managers and concerned parties would be informed first of all the policies and
procedures and be asked to proceed to inform their subordinates.