Support the recruitment, selection and induction of staff
Support the recruitment, selection and Induction of staff
Key areas of Inclusion
Letter of Offer
Name: John West
Address: 232 Fake St
City, State, ZIP: Sydney, NSW, 2000
Dear John West
This letter is an offer of employment as the customer support assistant at Jay’s Company. This offer has been successfully chosen as your degree and experience has been outstanding.
Your title will be customer support assistant if you accept this position. You will be reporting to Jason Smith, manager of customer support division. He will be able to guide you and support through during the induction process.
The role of customer support assistant is very straight forward, however there are a few things that you may need to learn. Generally you will need to help customers and reply to them whenever you can however there are many new skills you may need to learn such as accessing the database. You will learn more during your training and induction period.
We are offering you a base salary of $43,000 before tax and additional withholdings.
It is essential that all staff provide their signature within the confidentiality agreement prior to your commencement.
You will have access to the company’s health, life, disability and dental insurance that is provided by the company. Your eligibility for other benefits such as tuition reimbursement, and bonus potential will take place per company policy. The company benefit offerings and employee contribution to payment for benefit plans are determined annually.
As an employee of Jay’s Company you will receive nine paid holidays, determined annually by the company. You are eligible to accrue vacation time off at 5 hours per pay period. This is equivalent to two weeks on an annual basis. Vacation time off increases per company policy. Personal days are accrued at a total seven days annually. All employee benefits are subject to periodic company review and can be changed with or without notice.
You have agreed to start your employment on November 10, 2014. Please report to the customer service department where you will begin your induction process at 9:00 a.m.
Your employment with Jay’s C...
If you are in agreement with the above employment offer details, please sign below and return this employment offer to the company. This employment offer is in effect for five business days.
Company _____JAY’S COMPANY____________________________________Date_______29/10/2014__________________________________________
Applicant ____JOHN WEST_________________________________________
1. What are psychological and aptitude tests?
Psychological tests are typically, but not necessarily, a series of tasks or problems that the respondent has to solve. This is to test whether the candidate is psychologically fit to perform tasks effectively.
An aptitude test is designed to assess what a person is capable of doing; to predict what a person is able to learn or do given the right education and instruction.
2. When and how might they be used?
These tests should be used on candidates that have passed the interview and selection phase of the recruitment. These tests can take a long time and generally is not necessary until applicants have passed their interviews. Psychological and Aptitude tests are usually completed during the health check, police check, etc.
They are used to make sure that the new employees are able to work effectively and will not cause any additional issues within the company.
3. What are the advantages / benefits to organisations?
4. What are some of the negatives / risks or disadvantages of this type of testing?
Some of these tests cannot be used to measure that actual performance and capabilities of the staff. Some staff may have psychological issues but have the experience and skills to work much better than others. These tests can only be significant if the workers psychological issues or aptitude issues will significantly impact their ability to work.
Other factors may also impact these tests, which impact the accuracy of the tests. People being nervous, stressed, shy, etc. could all lead to negative results with these tests. It is important to make sure that the tests do not decide whether an employee is illegible to work or not, but rather just used for additional information.
5. Would you recommend the introduction of psychological and aptitude testing to your organisation? Why? Why not?
These tests are necessary depending on the vacant position as well as the type of organisation. A position that requires very little thinking would…...
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