Assessor Resource

SIRXHRM001
Recruit, select and induct team members

Assessment tool

Version 1.0
Issue Date: April 2024


This unit describes the performance outcomes, skills and knowledge required to identify workplace recruitment needs and follow organisational recruitment processes to hire and induct new team members.

It applies to individuals working in frontline management roles in a diverse range of industry sectors and business contexts. They operate independently with some responsibility for others and decision making, and within established organisational policies and procedures.

The recruitment of staff is subject to the provisions of Equal Employment Opportunity (EEO) law.

No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Identify recruitment needs.

1.1.Identify recruitment needs based on analysis of current and future workforce requirements.

1.2.Consult relevant personnel and obtain approval for recruitment as required.

1.3.Access or develop position description for the vacant role.

1.4.Develop selection criteria for vacant role based on position description.

1.5.Advertise vacant position through appropriate channels as required.

2. Select retail talent.

2.1.Review applications against selection criteria and short-list candidates.

2.2.Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.

2.3.Adapt interview techniques to meet diversity needs of candidate as required.

2.4.Check references, security clearances and personal documentation as required.

2.5.Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.

2.6.Inform unsuccessful applicants of decision according to organisational policies and procedures.

2.7.Make employment offers according to organisational policies and procedures.

2.8.Develop accurate, clear and complete records of the selection process and its outcomes.

3. Induct new talent.

3.1.Follow organisational induction process as required.

3.2.Provide new team member with information and resources relevant to the role.

3.3.Share organisational vision, mission and values with new team member.

3.4.Arrange workplace specific and safety training prior to commencement of work.

3.5.Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.

3.6.Conduct review meetings at regular intervals during probationary period to provide feedback on performance.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

follow organisational recruitment, selection and induction policies and procedures to address two organisational recruitment needs

for the above recruitment needs:

develop selection criteria based on job descriptions

conduct fair and equitable interviews with at least one interview undertaken:

face-to-face

non face-to-face

make selections based on agreed criteria and organisational need

induct new team member into workplace

complete relevant recruitment documentation.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

organisational policies and procedures for:

developing selection criteria

advertising vacant positions

interview and selection processes

induction process

recruitment documentation

roles and responsibilities of personnel involved in the recruitment and induction process

procedures for employment and referee checks

approval processes for recruitment of new personnel

key aspects of equal employment opportunity employment (EEO) laws that impact recruitment and selection processes

determining recruitment needs:

team member levels to deliver organisational needs

future skills and knowledge requirements

forecasting team member turnover

relevant industry job roles and associated:

employment status

work hours

qualifications and training requirements

salary rates

awards and industrial agreements

key components of selection criteria:

qualifications

experience

fit with organisational culture

personal attributes

commercial value in retaining retail talent:

cost of recruitment to replace

impact on team morale of turnover

avoid disruption to service delivery

techniques for conducting interviews:

linking interview questions to selection criteria

interview styles

determining suitability to job role

consideration of applicants with special needs relevant to recruitment and selection:

reasonable adjustments for interviews

provision of appropriate documentation

techniques to improve retention of new team members.

Skills must be demonstrated in:

an industry workplace

a simulated industry environment.

Assessment must ensure access to:

relevant documentation:

organisational policies and procedures for:

developing selection criteria

advertising vacant positions

interview and selection processes

induction process

recruitment documentation

roles and responsibilities of personnel involved in the recruitment and induction process

procedures for employment and referee checks

approval processes for recruitment of new personnel

equal opportunity and EEO legislation

awards and agreements

job descriptions

recruitment, selection and induction materials

job applicants with whom the individual can interact; these can be:

individuals in an industry workplace, or

individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment.

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.

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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Identify recruitment needs.

1.1.Identify recruitment needs based on analysis of current and future workforce requirements.

1.2.Consult relevant personnel and obtain approval for recruitment as required.

1.3.Access or develop position description for the vacant role.

1.4.Develop selection criteria for vacant role based on position description.

1.5.Advertise vacant position through appropriate channels as required.

2. Select retail talent.

2.1.Review applications against selection criteria and short-list candidates.

2.2.Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.

2.3.Adapt interview techniques to meet diversity needs of candidate as required.

2.4.Check references, security clearances and personal documentation as required.

2.5.Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.

2.6.Inform unsuccessful applicants of decision according to organisational policies and procedures.

2.7.Make employment offers according to organisational policies and procedures.

2.8.Develop accurate, clear and complete records of the selection process and its outcomes.

3. Induct new talent.

3.1.Follow organisational induction process as required.

3.2.Provide new team member with information and resources relevant to the role.

3.3.Share organisational vision, mission and values with new team member.

3.4.Arrange workplace specific and safety training prior to commencement of work.

3.5.Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.

3.6.Conduct review meetings at regular intervals during probationary period to provide feedback on performance.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

follow organisational recruitment, selection and induction policies and procedures to address two organisational recruitment needs

for the above recruitment needs:

develop selection criteria based on job descriptions

conduct fair and equitable interviews with at least one interview undertaken:

face-to-face

non face-to-face

make selections based on agreed criteria and organisational need

induct new team member into workplace

complete relevant recruitment documentation.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

organisational policies and procedures for:

developing selection criteria

advertising vacant positions

interview and selection processes

induction process

recruitment documentation

roles and responsibilities of personnel involved in the recruitment and induction process

procedures for employment and referee checks

approval processes for recruitment of new personnel

key aspects of equal employment opportunity employment (EEO) laws that impact recruitment and selection processes

determining recruitment needs:

team member levels to deliver organisational needs

future skills and knowledge requirements

forecasting team member turnover

relevant industry job roles and associated:

employment status

work hours

qualifications and training requirements

salary rates

awards and industrial agreements

key components of selection criteria:

qualifications

experience

fit with organisational culture

personal attributes

commercial value in retaining retail talent:

cost of recruitment to replace

impact on team morale of turnover

avoid disruption to service delivery

techniques for conducting interviews:

linking interview questions to selection criteria

interview styles

determining suitability to job role

consideration of applicants with special needs relevant to recruitment and selection:

reasonable adjustments for interviews

provision of appropriate documentation

techniques to improve retention of new team members.

Skills must be demonstrated in:

an industry workplace

a simulated industry environment.

Assessment must ensure access to:

relevant documentation:

organisational policies and procedures for:

developing selection criteria

advertising vacant positions

interview and selection processes

induction process

recruitment documentation

roles and responsibilities of personnel involved in the recruitment and induction process

procedures for employment and referee checks

approval processes for recruitment of new personnel

equal opportunity and EEO legislation

awards and agreements

job descriptions

recruitment, selection and induction materials

job applicants with whom the individual can interact; these can be:

individuals in an industry workplace, or

individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment.

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.
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
Identify recruitment needs based on analysis of current and future workforce requirements. 
Consult relevant personnel and obtain approval for recruitment as required. 
Access or develop position description for the vacant role. 
Develop selection criteria for vacant role based on position description. 
Advertise vacant position through appropriate channels as required. 
Review applications against selection criteria and short-list candidates. 
Conduct interviews with short-listed candidates in accordance with organisational policies and procedures. 
Adapt interview techniques to meet diversity needs of candidate as required. 
Check references, security clearances and personal documentation as required. 
Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law. 
Inform unsuccessful applicants of decision according to organisational policies and procedures. 
Make employment offers according to organisational policies and procedures. 
Develop accurate, clear and complete records of the selection process and its outcomes. 
Follow organisational induction process as required. 
Provide new team member with information and resources relevant to the role. 
Share organisational vision, mission and values with new team member. 
Arrange workplace specific and safety training prior to commencement of work. 
Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements. 
Conduct review meetings at regular intervals during probationary period to provide feedback on performance. 

Forms

Assessment Cover Sheet

SIRXHRM001 - Recruit, select and induct team members
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Assessment Record Sheet

SIRXHRM001 - Recruit, select and induct team members

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Assessment task 1: [title] Result: Competent Not yet competent

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Overall assessment result: Competent Not yet competent

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