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Setting the scene

At GenesisCare, recruitment is a crucial part of your role as a people manager. We want to hire the right people into the right roles, because the people we select to work in our organisation are imperative to our combined success.

Recruitment is not just about finding the most technically capable person to fill the position. It’s about finding individuals with the right capabilities for the role paired with the right culture fit, drive and ambition in alignment with our strategy, purpose and values.

I’m devastated! Sian, one of my favourite team members, has just resigned. I’ll really miss her positive attitude and energy – not to mention those delicious cupcakes she sometimes brings in!

We’ll give her our best as she leaves and I’ll need to start recruiting for a replacement soon.

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The recruitment process

The recruitment process ensures we find the candidate with the right capabilities, culture fit, drive and ambition.

As a People Manager, I’m also the Hiring Manager for any role in my direct team.

Since I haven’t needed to recruit a new team member before, Nick has been kind enough to share the GenesisCare recruitment process with me. I’ll follow this process to help me find the right candidate.

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Designing the role

On this screen, you can see three tasks that need to happen during this phase of the process.

Help Kate determine if each task is the responsibility of the hiring manager, HR or both.

The first step in the recruitment process is to determine the exact specifications for the role I’m looking to recruit.

I’ve written down three tasks that need to happen during this phase, but I’m not sure who’s responsible to complete each task. Can you help?

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Task 1: Create the job requisition.

Task 2: Write job description.

Task 3: Develop recruitment strategy.

Advertising the role

Now that I’ve created the job description and mapped out the recruitment strategy with Rana, my HR Business Partner, we can start advertising for the job.

Post advertisement

The hiring manager advertises the role, with help from HR if needed.

We advertise all roles internally on the GenesisCare Intranet to attract internal applicants and employee referrals.

If there’s a limited internal talent pool, or after we’ve explored all internal options, we post roles on external websites and job boards e.g. through social media (LinkedIn), websites (like seek or indeed) or GenesisCare’s own external careers website.

Brief recruitment agencies

When we’re looking for a skill set that’s unique or hard to find, HR or the hiring manager will brief the selected recruitment agency/s on our requirements.

Important: We must only use recruitment agencies with which we have a Preferred Supplier Agreement (PSA) in place.

Receiving applications

How exciting! The job advertisement is live, and we’re starting to receive applications. What now?

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Which of these tasks are Kate’s responsibility?

Interviewing candidates

The hiring manager and interview panel conduct interviews with the shortlisted candidates. They identify the preferred candidates to proceed to a second interview and decide on the candidate to appoint.

Great! We have some really promising candidates on the shortlist. It was really hard to select who to interview. But I’ve narrowed it down to three possibilities. Let the interviews begin!

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Appointing a candidate

The interviews are done, and we’ve decided that Ben is the candidate who best fits our requirements.

Make offer to selected job candidate

Kate or a HR representative contacts Ben to let him know that he was the successful candidate. She offers him the role, subject to positive references and background checks.

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Hire the selected candidate into the role in Workday

Kate hires Ben into the open job requisition that she created in Workday at the beginning of the recruitment process.

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Conduct reference checks

Kate completes two reference checks on Ben.

Note: Ideally one reference should be from Ben’s most recent manager.

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Give feedback to unsuccessful candidates

As a last step, Kate contacts the unsuccessful candidates to give them feedback.

Tools & resources

I’ve asked Nick to point me to some tools and resources that’ll help me with the recruitment process. He told me about some things I’d never have thought of!

Interview question banks

GenesisCare interview question banks give examples of questions to be used in interviews to ensure we are asking candidates to demonstrate performance and behaviour that aligns with our values.

There’s a clearly defined set of questions for each key organisational level, so the questions you use depend on the level of the role you’re interviewing for (executive/senior leader, manager, team/unit leader, team member).

Interview guide

The GenesisCare interview guide outlines the correct procedure for a first round interview with a potential candidate.

Advertisement templates

There’s generic advertisement templates for the most frequently recruited roles across each business unit. We use these to make sure we’re sending a consistent message across our business about what we’re looking for in key roles.

Local HR business partner

Your local HR business partner will help guide you through the recruitment process.

Colleagues

It’s great to seek other perspectives during the recruitment process, especially from colleagues you ask to participate in an interview for potential team members.