Iso procedures for recruitment

Managers should consult with the Human Resources Department if they require any assistance with the selection process. Any checks, which may form part of the selection process, should be conducted prior to issuing an offer of employment. The Manager or nominated interviewer will conduct interviews of candidates who have been short-listed for the position.

Managers are responsible for ensuring that all candidates are interviewed using the correct criteria outlined in the relevant position description. Managers shall ensure that, where possible, a minimum of two reference checks are conducted prior to an offer of employment being made to a candidate. If an internal candidate is selected, the Manager is required to notify the successful candidate and their Manager. If an external candidate has been selected, the Manager shall make a verbal offer to the candidate.

The Recruiting Manager should ensure that all recruiting documents are completed and returned to the Human Resources Department for filing.

A standard letter of offer will be used for all offers of employment; confirming the start date, salary, position and the terms and conditions of employment pertaining to the employee.

If an external recruitment agency has been used, the Recruiting Manager shall notify the agency, who will then notify the unsuccessful candidates.

The Recruiting Manager is responsible for liaising with the Human Resources Department to ensure that the necessary documentation, equipment and access privileges are prepared for the new employee. The Human Resources Department will forward an induction kit to the new employee for their completion. Whilst each interviewer will develop their individual interviewing styles, there are a number of essential characteristics of an interview that must be present.

This will allow you to feel more comfortable when the candidate arrives. Review the similarities or differences in qualifications relating to the factors of the job, including:. A good interviewer must also:. Having the candidate respond to questions and prompts will encourage them to do most of the talking while the interviewer ensures that all relevant topics are covered.

The interviewer may be required to ask a question a second time by re-phrasing it or by returning to a particular topic at a later point in the interview. Whilst an interviewer may develop a particular style, the following steps provide a useful guide to the structure of an interview. It is important to create an interviewing environment in which a candidate may present themselves in the best manner.

An interviewer will be able to gain more information in a comfortable setting and the candidate will be left with a favorable impression of the organization. Additional specialist training for particular workers is identified through the training needs analysis with input from risk assessments and work instructions, and may include hazard-specific training e.

On-the-job training is provided by a more experienced employee or by an external trainer, skilled in the requirements of that particular activity as indicated by their training record. The responsible person, together with the employee, ensures that the required level is achieved after undergoing training. The extent of the OJT provided is determined by the complexity of the process, the extent of information in the work instructions and techniques such as error-proofing.

Training records are updated when a competence is attained. All new employees must commence induction training during their first week of work at their normal place of work. The initial induction brief will be provided by the Quality Manager. The content of awareness training may include items covered in induction training, specific training, toolbox talks or any other health and safety issues that affect a number of employees in the workplace.

General company induction training is undertaken in accordance with role and task demands to ensure all employees are sufficiently familiarized with the basics of their position and workplace environment.

All new recruits workers, contractors and temporary staff receive induction briefings and periodic awareness training appropriate to the duration of their responsibilities. Your organization analyses and evaluates appropriate data and information arising from the monitoring and measurement of the human resources and competence process. This may include the deployment and use of statistical tools, as appropriate. Actions to improve customer satisfaction take precedence as our organization considers trends and drives towards improvement.

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