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Elements and Performance Criteria

Required Skills

Required skills

communication skills to

use networks to source suitable applicants

actively listen to what is being said in interviews

advise on the outcomes of the selection process

support line managers in recruitment and selection functions

literacy skills to

work with job descriptions to devise suitable questions for interviews

make job offers and prepare letters for unsuccessful applicants

review legislation to ensure requirements are reflected in job descriptions

organising and scheduling skills to arrange interviews and venues

technology skills to

communicate with applicants and new appointments

maintain information in the human resources information system

Required knowledge

documentation required for recruitment selection and induction

human resources functions human resources life cycle and the place of recruitment and selection in that life cycle

principles of equity and diversity and relevant legislation

range of interviewing techniques and other selection processes and their application

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge range statement and the Assessment Guidelines for the Training Package

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to

work with job descriptions to support sourcing selecting and appointing suitable staff

participate in interviews and other selection techniques and demonstrate awareness of EEO and antidiscrimination requirements

participate in interviews and other selection techniques, and demonstrate awareness of EEO and antidiscrimination requirements

use different advertising channels to promote vacancies andor establish a potential talent pool

Context of and specific resources for assessment

Assessment must ensure

access to an appropriate range of documentation and resources normally used in the workplace

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

analysis of responses to case studies and scenarios

assessment of reports on recruitment and selection

demonstration of selection techniques

direct questioning combined with review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the candidate

direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate

observation of interviewing techniques

review of job description and advertisements for staffing vacancies

review of documentation provided to successful candidate

oral or written questioning to assess knowledge of selection processes

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

other units from the Certificate IV in Human Resources

Range Statement

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Job descriptions may include:	attributes competencies required by staff job or person specifications job title and purpose of position necessary skills and knowledge required qualifications selection criteria tasks or duties associated with the position.
Policies may include:	anti-discrimination diversity equal employment opportunity (EEO) privacy and confidentiality.
Legislation, codes and national standards may include:	award and enterprise agreements, and relevant industrial instruments relevant industry codes of practice relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, EEO, industrial relations and antidiscrimination.
Workplace health and safety considerations may include:	establishing and maintaining WHS training, records and induction processes performance against WHS legislation and organisation’s WHS system, especially policies, procedures and work instructions.
Workforce strategies may include:	targets for specific groups to ensure workforce diversity in, for example: age ethnicity experience gender other forms of differences, such as learning styles, personality types, working styles, etc. targets for specific qualifications, capabilities or attributes recruiting for new strategic directions.
Channels and technology may include:	government job search agencies industry-specific websites and journals internal communications, such as newsletters, intranet and emails newspaper advertisements recruitment agencies recruitment websites social media sites.
Staffing requirements may include:	casual, permanent or temporary fulltime or parttime.
Induction may include:	initial orientation of new employee initial training of new employee to meet the requirements of the position.