Coordinate recruitment and onboarding for a client's finance officer

What is going on

Coastal Care Alliance, a not for profit client with 42 staff, has approved a new full time finance officer position and asked Meridian to run the recruitment and onboarding. The request HR-26-141 is approved and the advertisement must go live on 14 September. The client's chief executive and finance manager will sit on the interview panel with a Meridian representative. Candidate information is personal information under the Privacy and Information Security Policy and a misdirected email incident in August has made the team careful. The People Services Manager wants the whole process run under the Recruitment and Onboarding Procedure with every step recorded in the human resources requests system and the client kept informed.

Your brief

Coordinate the recruitment from advertisement to onboarding using the procedure and the templates, keep candidate information secure, record every step in the human resources requests system and prepare the client and the successful candidate for day one.

Work through it

You do not need to do it all. Doing a few of these will show you what the work is like. Your ticks and notes stay on this device.

• Read the Recruitment and Onboarding Procedure and the position description supplied, and prepare a recruitment timeline from advertising to day one that meets the 14 September start of advertising.
• Draft the advertisement from the position description using inclusive language, and list the channels and closing date to be recorded in HR-26-141.
• Build the shortlisting matrix from the selection criteria and apply it to the four candidate summaries supplied, recording the scores of two assessors and the shortlist decision.
• Prepare the structured interview questions and the interview record format, and describe the reasonable adjustments you will offer candidates.
• Record the reference, right to work and qualification checks supplied for the preferred candidate and identify anything that must be resolved before an offer is approved.
• Prepare the offer and onboarding checklist for day one, including system set up, payroll forms, induction content and the probation review dates, and update HR-26-141 to Actioned with a summary.
• Explain how candidate information will be stored, who can access it, how long unsuccessful candidate records are kept and how you will avoid a misdirected email, referring to the Privacy and Information Security Policy.

What someone in this role would produce

• Recruitment timeline
• Advertisement and channel record
• Completed shortlisting matrix and interview materials
• Checks record and onboarding checklist
• Privacy handling statement and updated request record