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Evidence Guide: BSBHRM405A - Support the recruitment, selection and induction of staff

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBHRM405A - Support the recruitment, selection and induction of staff

What evidence can you provide to prove your understanding of each of the following citeria?

Plan for recruitment

  1. Obtain approval to fill position and clarify time lines and requirement for appointment
  2. Assist in preparing job descriptions that accurately reflect the role requirements, according to organisational policies and procedures and legislation, codes, national standards and workplace health and safety (WHS) considerations
  3. Consult with relevant personnel about job descriptions and workforce strategy
  4. 1.4 Assist in ensuring that job descriptions comply with legislative requirements and reflect the organisation's requirements for a diverse workforce
  5. Obtain approvals to advertise position
Obtain approval to fill position and clarify time lines and requirement for appointment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist in preparing job descriptions that accurately reflect the role requirements, according to organisational policies and procedures and legislation, codes, national standards and workplace health and safety (WHS) considerations

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with relevant personnel about job descriptions and workforce strategy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

1.4 Assist in ensuring that job descriptions comply with legislative requirements and reflect the organisation's requirements for a diverse workforce

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approvals to advertise position

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Plan for selection

  1. Choose appropriate channels and technology to advertise vacancies and/or identify potential talent pool
  2. Advertise vacancies for staffing requirements according to organisational policies and procedures
  3. Consult with relevant personnel to convene selection panel and develop interview questions
  4. Assist in ensuring that interview questions comply with legislative requirements
  5. Assist in short-listing applicants
  6. Schedule interviews and advise relevant people of times, dates and venues
Choose appropriate channels and technology to advertise vacancies and/or identify potential talent pool

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advertise vacancies for staffing requirements according to organisational policies and procedures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with relevant personnel to convene selection panel and develop interview questions

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist in ensuring that interview questions comply with legislative requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist in short-listing applicants

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Schedule interviews and advise relevant people of times, dates and venues

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support selection process

  1. Participate in interview process and assess candidates against agreed selection criteria
  2. Discuss assessment with other selection panel members
  3. Correct biases and deviations from agreed procedures and negotiate for preferred candidate
  4. Contact referees for referee reports
  5. Prepare selection report and make recommendations to senior personnel for appointment
  6. Advise unsuccessful candidates of outcomes and respond to any queries
  7. 3.7 Secure preferred candidate's agreement
  8. Complete necessary documentation according to organisational procedures, observing confidentiality and privacy requirements
Participate in interview process and assess candidates against agreed selection criteria

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Discuss assessment with other selection panel members

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Correct biases and deviations from agreed procedures and negotiate for preferred candidate

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Contact referees for referee reports

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Prepare selection report and make recommendations to senior personnel for appointment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise unsuccessful candidates of outcomes and respond to any queries

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

3.7 Secure preferred candidate's agreement

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Complete necessary documentation according to organisational procedures, observing confidentiality and privacy requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Induct successful candidate

  1. Provide successful candidate with employment contract and other documentation
  2. Advise manager and work team of new appointment
  3. 4.3 Advise managers and staff of candidate's starting date and make necessary administrative arrangements for pay and employee record keeping
  4. 4.4 Arrange successful candidate's induction according to organisational policy
Provide successful candidate with employment contract and other documentation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise manager and work team of new appointment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

4.3 Advise managers and staff of candidate's starting date and make necessary administrative arrangements for pay and employee record keeping

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

4.4 Arrange successful candidate's induction according to organisational policy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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

use different advertising channels to promote vacancies and/or 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 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.

Required Skills and Knowledge

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:

advertise jobs

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.

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.