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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Plan for future staff requirements.
   • Calculate staffing requirements and determine the nature of employment
   • Determine the competencies and attitudes required
   • Develop a job description or position statement that accurately reflects the requirements of the role and meets legislation, codes, national standards and work health and safety (WHS) obligations
   • Consult with other staff where relevant to confirm requirements
   • Allocate budget and resources to the recruitment and selection process
2. Conduct a selection process
   • Choose an appropriate strategyto advertise vacancies
   • Determine if other people will be involved in the selection process and the nature of their input
   • Decide on the information required from candidate and selection criteria to be applied
   • Assess candidates against selection criteria
   • Short-list candidates and schedule interviews or skills demonstrations if applicable and advise relevant people of times, dates and venues
   • Contact referees for referee reports and investigate external sources of information about the candidate
   • Select the preferred candidate based on information gained
3. Recruit and induct staff
   • 3.1 Secure preferred candidate's agreement
   • Advise unsuccessful candidates of outcomes and respond to any feedback requests
   • Prepare an employment contract covering conditions of employment and other documentation or forms required
   • Arrange for successful candidate’s induction into business

Performance Evidence

Evidence of the ability to:

calculate staffing requirements

identify the personal attributes, knowledge and skills required for a particular role

prepare a job description or position statement

develop selection criteria and interview questions

participate in interviews and other selection techniques including assessing candidates against selection criteria to short-list them

obtain referees' reports

advise unsuccessful candidates of the results

secure preferred candidate’s agreement and provide an employment contract

arrange induction.

Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.

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Knowledge Evidence

To complete the unit requirements safely and effectively, the individual must:

explain the differences between employees and contractors

outline the components of a job description or position statement

explain legislation relevant to recruitment, selection and induction of staff for small business

identify sources of information on conditions of employment, including employee entitlements, awards and agreements

identify potential strategies for advertising vacancies

outline external sources of information about candidates

explain a range of interviewing techniques and other selection processes and their application.

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