|
|
The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any 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. |
| |
Agree level of service with employer refers to: | Agreements made verbally or in writingAgreements involving a fee payable by the employer; and those provided at no cost to the employerAgreements outlining the details of recruitment services to be provided |
| |
Terms and services agreed to with the employer can relate to, but are not limited to: | Timing and duration of recruitment serviceMethods of sourcing suitable clientsCommunication protocols and frequencyShort listing arrangements - criteria, number of clientsReference checkingSkills and aptitude testingInterview arrangements - times, numbers of clientsProvision of advice to unsuccessful clients |
| |
Criteria for determining service levels can include, but are not limited to: | Costs to employer and service providerLikelihood of attracting suitable candidatesOther labour market conditionsIn accordance with organisation policies and processesTime available |
| |
Conditions of employment include, but are not limited to: | RemunerationEntitlements and benefitsIndustrial instruments (Federal or State awards, workplace agreement, certified agreement)SuperannuationHours of workBasis of employment (e.g. permanent, temporary, contract) |
| |
Employer requirements may relate to, but are not limited to: | Essential and desirable selection criteriaEducational qualificationsLicences, certificatesRelated experiencePersonal qualitiesAvailability |
| |
Respond appropriately to client enquiriesmay include but is not limited to: | Responding in a timely manner, as determined by relevant organisation customer service standardsUsing ethical standards of behaviour and applying duty of care to advice and information provided |
| |
Advertising may include but is not limited to: | Internal, e.g. lodgement on internal databases and intranet; email to selected personnelExternal, e.g. lodgement on internet web sites; newspaper and journal advertisements; email to selected organisations and clientsOutsourced |
| |
Assessment techniques and tools may include but are not limited to: | Behavioural interviewing techniquesInformation based interview techniquesScreening interviews based on short listing criteriaPhone or face-to-face interviews |
| |
Assessment tools used are those able to be administered and assessed by non-professional personnel such as: | Skills inventoriesInterest inventoriesComputer based skills and aptitude testing |
| |
Legislative requirements may relate to, but are not limited to: | Federal legislation designed to address discrimination, e.g. Sex Discrimination Act, Racial Discrimination Act, Disability Discrimination ActState legislation designed to address discriminationDisability Services ActPrivacy ActTrade Practices ActSocial Security ActIndustrial and Workplace Relations ActHuman Rights and Equal Opportunity ActOccupational Health and Safety ActEmployment Agents ActArchives ActFinancial Management and Accountability ActFreedom of Information ActCrimes ActCorporations law |
| |