- BSBHRM506A - Manage recruitment selection and induction processes
Assessor Resource
BSBHRM506A
Manage recruitment selection and induction processes
Assessment tool
Version 1.0
Issue Date: April 2024
This unit applies to human resources managers or human resources personnel who take responsibility for managing all aspects of selecting new staff and orientating those staff to their new positions. It is not assumed that the manager will be directly involved in the selection processes themselves, although this may well be the case.
In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable.
This unit describes the performance outcomes, skills and knowledge required to manage all aspects of the recruitment selection and induction processes in accordance with organisational policies and procedures.
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
Employability Skills
This unit contains employability skills.
Evidence Required
List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.
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 following is essential: development of a policy and procedures framework for recruitment, selection and induction OR critical analysis of an existing policy and procedures framework for recruitment, selection and induction knowledge of relevant legislation. |
Context of and specific resources for assessment | Assessment must ensure: access to appropriate 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: assessment of written reports on recruitment, selection and induction processes direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate review of training and other forms of support provided to all persons involved in the recruitment and selection process evaluation of trialling of forms and documents that support policies and procedures review of documentation outlining feedback obtained from participants and relevant managers on the extent to which the induction process is meeting its objectives oral or written questioning to assess knowledge of relevant legislation and 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 form the Diploma of Human Resource Management. |
Submission Requirements
List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here
Assessment task 1: [title] Due date:
(add new lines for each of the assessment tasks)
Assessment Tasks
Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.
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Required skills |
communication skills to liaise across the organisation and to ensure that policies and procedures are well supported leadership skills to engage others and to ensure that good processes are followed and supported literacy skills to document clear policies and procedures and to develop proformas to support recruitment, selection and induction. |
Required knowledge |
concept of outsourcing diversity, equal employment opportunity and anti-discrimination principles and associated legislation employee contracts industrial relations recruitment and selection methods, including assessment centres relevant legislation on equal opportunity, industrial relations and anti-discrimination relevant terms and conditions of employment understanding of psychometric and skills testing programs workplace relations regulations, workplace relations legislation and other relevant legislation. |
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. | |
Recruitment, selection and induction policies and procedures may address: | application processing competency profiling documentation and use of standard forms equal opportunity, anti-discrimination and diversity principles interviewing methodologies job analysis job classifications, assessment centres job description job evaluation privacy and confidentiality probationary periods psychometric assessment recruitment advertising reference checks selection panels and their composition the application of commercial software packages to improve efficiency in recruitment and selection processes training for new staff use of external agencies |
Relevant managers and sections includes: | those who have a role in the recruitment selection or induction processes |
Advertising may occur through: | internal channels internet newspapers radio recruitment agencies or specialists television |
Specialists may include: | recruitment agencies remuneration specialists staff who run security checks vocational psychologists |
Selection procedures may include: | aptitude test or IQ tests behaviour in leaderless groups demonstration of techniques or technical skills interviews, including structured interviews, behavioural interviews or other interviewing methodologies peer assessments personality testing psychometric testing referee reports use of an assessment centre work samples |
Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.
Observation Checklist
| Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice | Yes | No | Comments/feedback |
|---|---|---|---|
| Analyse strategic and operational plans and policies to identify relevant policies and objectives | |||
| Develop recruitment, selection and induction policies and procedures and supporting documents | |||
| Review options for technology to improve the efficiency and effectiveness of the recruitment and selection process | |||
| Obtain support for policies and procedures from senior managers | |||
| Trial forms and documents that support policies and procedures and make necessary adjustments | |||
| Communicate policies and procedures to relevant staff and provide training if required | |||
| Determine future human resources needs in collaboration with relevant managers and sections | |||
| Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in the recruitment, selection and induction processes | |||
| Provide access to training and other forms of support to all persons involved in the recruitment and selection process | |||
| Ensure that advertising of vacant positions complies with organisational policy and legal requirements | |||
| Utilise specialists where necessary | |||
| Ensure that selection procedures are in accordance with organisational policy and legal requirements | |||
| Ensure that processes for advising applicants of selection outcome are followed | |||
| Ensure that job offers and contracts of employment are executed promptly and that new appointments are provided with advice about salary, terms and conditions | |||
| Provide access to training and ongoing support for all persons engaged in staff induction | |||
| Check that induction processes are followed across the organisation | |||
| Oversee the management of probationary employees and provide them with feedback until their employment is confirmed or terminated | |||
| Obtain feedback from participants and relevant managers on the extent to which the induction process is meeting its objectives | |||
| Make refinements to induction policies and procedures |
Forms
Assessment Cover Sheet
BSBHRM506A - Manage recruitment selection and induction processes
Assessment task 1: [title]
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I declare that the assessment tasks submitted for this unit are my own work.
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Result: Competent Not yet competent
Feedback to student
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Assessment Record Sheet
BSBHRM506A - Manage recruitment selection and induction processes
Student name:
Student ID:
Assessment task 1: [title] Result: Competent Not yet competent
(add lines for each task)
Feedback to student:
Overall assessment result: Competent Not yet competent
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