ASSIGNMENT 2 Case Study 2: Putting It All on Paper A large State Government department (International) advertised to fill the position of Director, Corporate Services, reclassified in a recent evaluation of its Senior Executive Service Structure. Three short-listed applicants were interviewed and the selection panel offered John the job. Shortly afterwards, the ICAC received a complaint alleging that John knew he had been appointed to the position before the interviews were held and got the job because he had worked for the department before. The ICAC asked the department to report on the matter. The department wanted to prove the recruitment process was above board so its Internal Auditor reviewed the files. He was surprised that the cull checklist did not show how applicants met the selection criteria and that there were no notes from the interviews. He also found that the selection panel report contained only the recommended applicant's name and the convenor's signature (no date or title of the position, no recommended salary, no reasons for recommendations and no eligibility list). The selection panel claimed that John was not appointed to the position before the interview and was clearly the best person for the job. However, the Auditor found no evidence to support this claim, making it difficult to assess the matter. Consequently, the department could not satisfy the ICAC that the recruitment process was fair Required: What are your remarks and what needs to be done as HR practitioner