Human Resources Selection for West Australian Petroleum - Case Study Example

WEST AUSTRALIAN PETROLEUM PTY LTD 2014 INTERVIEW REPORT Student’s Name: Instructor’s Name: Course Code & Name: Date of Submission: CONTENTS INTERVIEW REPORT 1 SELECTION REPORT 3 INTERVIEW LETTER 4 REGRET LETTER 5 ORIENTATION AND INDUCTION PROGRAM 6 REFERENCE: 7 INTERVIEW REPORT The process starts with selection process where those only those who meet required standards are selected from a great pool of applicants to enable interview panel have enough time to interview selected applicants. Selection is carried out by checking relevant of application letter, resume, and testimonials to various levels of vacancy advertised. This should be in line with the job description for one to be selected for interview and those who are does not meet requirements are sent a regret letter within the same week of selection. Selected applicants are contacted on their selection to attend the interview stating venue, time, and requirements to bring with them to interviews that include original copies of their testimonials to be used in counter checking with documents sent during application and confirmation of identity of the interviewers. Interview will start with a short briefing where interviewers are briefed on how the interview will be carried out and schedule for the day. Interview will be carried in three parts, this is after the interviewers have provided their originals and confirmed to conquer with copies they had sent previously during application. Interview will start with aptitude test to on their general knowledge, exposure, and easiness in answering the questions. Secondly, they will go through a panel of interviewers where they will probe interviewees one on one and key aspects checked will be personal presentation e.g. hygiene and dressing code, attributes such as confidence and communication skills. Thirdly, interviewers will be given behavioral test, which will be carried in five levels according to proficiency. This level includes expert, advanced, intermediate, basic and awareness proficiencies arranged according to difficulty starting with the most difficult level five to less difficult level one. After the process, panel will gather and deliberate on ratings of each interviewee and fill evaluation form where interviewees are ranked according to their score. Ratings are standardized in a scale of 100% basing on the score of each contestant in the three series of interview process. The best will be selected after evaluation and referees contacted in order to determine credibility of the information provided by the interviewee. All the referees will be asked same questions based on the questions previously asked during interview to check on the consistency of all the answers provided by interviewee and two or three referees provided by the applicant. The panel will discuss any deviation where deviation is high interviewee will be substituted by the following best contestant. However, reasons should be substantial and noted down to avoid any unfair substitution by the members of the panel or used in case of complaints filed by the interviewee. Before interview process, pilot interview will be carried out in order to streamline the whole process by amending and feeling in loopholes that might result to recruiting substandard employees into the company. The panel will give their own views and point out flaws that will be considered in preparation of interviewers guide used during interview. The guide will be distributed three days prior interview in order to give interviewers time to go through and make raise any concern before the interview. SELECTION REPORT Selection of the applicants required to fill in the four vacancies advertised by the company was done on 20th February 2014 after application deadline on 17th February 2014. The process was carried out in a free and fair process by a panel of ten human resource personnel. The selection was done strictly from the pool of applicant who submitted their application documents on time where each applicant documents were scrutinized twice by two subcommittee of the panel. Selection was done by going through applicants documents that include application letter, resume, and testimonials. The critical parts we looked at in the letter were format of the letter, grammar, use of language and tone of the applicant. For the resume, we looked at the format, relevant to the job description and ensured that it contains all relevant information required in a resume. Testimonials were compared to what the applicants claimed in the resume then analysed against the job description for the vacancy. Selection was done from a pool of 800 applicants for the four vacancies and from the pool, we found 100 applicants favourable for the post. The list was prepared for the selected applicants and rejected applicants then forwarded to the head of human resource to assent to it before letters of interview and regrets sent to the applicants respectively. The selection criteria is documented and reasons of decline of application is documented and open for perusal by any party of interest. Copies are available in human resource department on demand in secretary office. JOHN HYMEN MANAGING DIRECTOR HUMAN RESOURCE DEPARTMENT WEST AUSTRALIAN PETROLEUM PTY LTD. INTERVIEW LETTER WEST AUSTRALIAN PETROLEUM PTY LTD, HUMAN RESOURCE DEPARTMENT, P.O BOX 30-0001, NEW CANBERRA, FLOOR 6 250 WANDALOO BUILDING. 5Th March 2014 Dear applicant, RE: APPLICATION FOR A POSITION IN OUR COMPANY We are glad to inform you that your application for the vacancy in our organization was successful and you are invited for an interview to be carried out on 5Th March 2014 starting from 8.00 am at our headquarters in New Canberra Wandaloo building floor 6 Room 250. You are required to carry all your original copies of your testimonials as provided in your application and national identification card or passport. Failure to carry these documents during interview period might lead to automatic disqualification and lateness will account to our rating criteria for all interviewees. We look forward for a free and fair interview. All the best form the entire fraternity of general motors’ company as you prepare for the interview. Note: selection does not guarantee you a job in our company. Job will be guaranteed after interview and receipt of appointment letter. Sincerely, John Hymen Managing Director Resource Department West Australian Petroleum PTY LTD. REGRET LETTER WEST AUSTRALIAN PETROLEUM PTY LTD, HUMAN RESOURCE DEPARTMENT, P.O BOX 30-0001, NEW CANBERRA, FLOOR 6 250 WANDALOO BUILDING. 5Th March 2014. Dear applicant, RE: APPLICATION FOR A POSITION IN OUR COMPANY We appreciate your interest to work with West Australian Petroleum PTY ltd. Thank you for the effort and time you took in the all process. However, we have enough applicants to fill in the advertised position in the company. Nevertheless, will keep your application documents in case will have another vacancy will obviously contact you. In case on any question on recruitment, process feels free to contact us through our website or landline number within two weeks after receipt of this letter. Thank you once more for the expressing interest on our company Sincerely, John Hymen Managing Director Resource Department West Australian Petroleum PTY LTD. ORIENTATION AND INDUCTION PROGRAM To whom it may concern, RE: ORIENTATION AND INDUCTION PROGRAM The newly recruited employees will be undertaking orientation and induction between 7Th March 6, 2014 to 10th March 6, 2014 before being taken for probation. Therefore, we urge all fraternity of general Motor’s Company to provide support as we welcome new comrades. Refer to the program below to get versed on what is required of you when they are on your departments or workplace in advance. Goal Requirement Introduction to company and work area The recruits will be taken round the company and introduce them to all company subsidiaries Introduce the recruits on the goals of the company Introduce the recruits on various functions the company deals in regarding core business and other business company deals in. Familiarization of recruits to other employees The employees and recruits will have session of interaction and we expect both parties to participate well both in asking and answering questions to build a rapport and clear any questions. The familiarizations will include all members the company starting from top management to the subordinate. Introduction to terms and conditions Those concerned should make sure recruits are made aware of terms and condition of the company such as disciplinary and time for reporting and leaving work in the evening. Probation, monitoring and evaluation Recruits will be required to work under maximize supervision during probation and evaluated in order to ensure recruits are effective and efficient. REFERENCE: Campion, J. E., & Arvey, R. D. (1989). Unfair discrimination in the employment interview. In Eder, R. W. & Ferris, G. R. (Eds.), The employment interview: Theory, research and practice. Newbury Park, California: Sage Publications. Read More