Application
This unit applies to work in an employment services context |
Prerequisites
Not Applicable
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1. Determine service level | 1.1 Analyse position description, selection criteria and employer requirements 1.2 Clarify conditions of employment with the employer 1.3 Identify and agree needs with employer 1.4 Identify and agree level of service with employer |
2. Source suitable job seeker clients | 2.1 Access databases and other listings of clients held by the organisation to identify potential clients 2.2 Source suitable clients through advertising 2.3 Respond appropriately to client enquiries regarding the position/s |
3. Assess client suitability for employment opportunity | 3.1 Assess suitability of clients against employer requirements, using a range of assessment techniques and tools 3.2 Ensure relevant legislative requirements are met |
4. Meet client and employer service requirements | 4.1 Satisfy client and employer requirements for service 4.2 Keep clients and employer informed during recruitment process 4.3 Follow up clients and employers to monitor the quality of service provided |
Required Skills
This describes the essential skills and knowledge and their level required for this unit. |
Essential knowledge: The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role These include knowledge of: Local labour market composition, size, characteristics, issues and trends Recruitment services, products and processes of own organisation Relevant legislation, duty of care, ethical behaviour that relates to job role |
Essential skills: It is critical that the candidate demonstrate the ability to: Use labour market knowledge as an aid in planning and conducting recruitment process Present benefits of recruitment services to employers based on their specific needs Source suitable candidates for available employment opportunities using a range of appropriate sources Identify employment opportunities suitable for individual clients using a variety of assessment tools and techniques Conduct follow up to ensure needs of clients and employers involved in a recruitment process have been satisfied In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role These include the ability to: Apply reading and writing skills required to access, analyse and interpret selection documentation, prepare business correspondence, prepare file notes and reports and to understand organisation policies and procedures relating to job role Apply oral communication skills required to negotiate service levels, sell and market services and products, interview clients to provide and elicit information, to liaise with stakeholders and colleagues and to provide feedback to clients, in particular: advanced questioning and active listening skills provision of clear and complete information understanding of the needs of clients and employers Apply numeracy skills ranging from the ability to complete basic arithmetic calculations to preparing statistical reports on performance, to calculating fees payable by employers for recruitment services Apply interpersonal skills including working with others, displaying empathy with clients and an ability to relate to persons from diverse backgrounds and with a range of barriers to employment Demonstrate application of skills, including: selling skills marketing skills problem solving skills to address any problems or issues that arise during the recruitment process organisation skills including time management skills, to effectively conduct varying stages of concurrent recruitment exercises technology skills to use business equipment and software; with sound skills in use of internet |
Evidence Required
The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package. | |
Critical aspects for assessment and evidence required to demonstrate this unit of competency: | The individual being assessed must provide evidence of specified essential knowledge as well as skills Evidence must include observation of performance in the work environment or in a simulated work setting |
Access and equity considerations: | All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work All workers should develop their ability to work in a culturally diverse environment In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities |
Context of and specific resources for assessment: | This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged CHCES303B Use labour market knowledge Resource requirements for assessment include access to: a relevant workplace or an appropriately simulated environment where assessment may take place equipment and resources normally used in the workplace relevant organisation policy, guidelines, procedures and protocols relevant legislation |
Method of assessment may include: | Observations Questioning Case studies Written assignments Evidence gathered from the workplace environment Demonstration over a period of time to ensure consistency of performance |
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. 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 writing Agreements involving a fee payable by the employer; and those provided at no cost to the employer Agreements 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 service Methods of sourcing suitable clients Communication protocols and frequency Short listing arrangements - criteria, number of clients Reference checking Skills and aptitude testing Interview arrangements - times, numbers of clients Provision of advice to unsuccessful clients |
Criteria for determining service levels can include, but are not limited to: | Costs to employer and service provider Likelihood of attracting suitable candidates Other labour market conditions In accordance with organisation policies and processes Time available |
Conditions of employment include, but are not limited to: | Remuneration Entitlements and benefits Industrial instruments (Federal or State awards, workplace agreement, certified agreement) Superannuation Hours of work Basis of employment (e.g. permanent, temporary, contract) |
Employer requirements may relate to, but are not limited to: | Essential and desirable selection criteria Educational qualifications Licences, certificates Related experience Personal qualities Availability |
Respond appropriately to client enquiriesmay include but is not limited to: | Responding in a timely manner, as determined by relevant organisation customer service standards Using 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 personnel External, e.g. lodgement on internet web sites; newspaper and journal advertisements; email to selected organisations and clients Outsourced |
Assessment techniques and tools may include but are not limited to: | Behavioural interviewing techniques Information based interview techniques Screening interviews based on short listing criteria Phone or face-to-face interviews |
Assessment tools used are those able to be administered and assessed by non-professional personnel such as: | Skills inventories Interest inventories Computer 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 Act State legislation designed to address discrimination Disability Services Act Privacy Act Trade Practices Act Social Security Act Industrial and Workplace Relations Act Human Rights and Equal Opportunity Act Occupational Health and Safety Act Employment Agents Act Archives Act Financial Management and Accountability Act Freedom of Information Act Crimes Act Corporations law |
Sectors
Not Applicable
Employability Skills
This unit contains Employability Skills |
Licensing Information
Not Applicable