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 monitoring of service and efficiency levels in the organisation. 1.2.Consult colleagues about staffing needs and job descriptions. 1.3.Obtain approval for recruitment according to organisational recruitment policies. 1.4.Use job descriptions to develop clear and concise selection criteria. 1.5.Ensure criteria incorporate customer service attitude and experience to ensure a fit to the position. |
2. Administer recruitment. | 2.1.Choose and organise selection processes taking into account job skill requirements. 2.2.Create and disseminate advertisements for positions. 2.3.Process applications according to organisational policy. 2.4.Review applications against selection criteria and choose applicants to progress to interview. 2.5.Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes. 2.6.Establish any special needs and make necessary arrangements for those progressing. 2.7.Document and file recruitment records and decisions according to organisational policy. |
3. Select staff. | 3.1.Use selection criteria as the basis for selection, ensuring merit-based selection and adherence to equal employment opportunity principles and law. 3.2.Participate in selection processes. 3.3.Evaluate applicants for customer service attitude and experience to ensure a fit to the position. 3.4.Select people according to their attitude, aptitude and fit to the existing organisational culture. 3.5.Communicate selection recommendations to appropriate colleagues. 3.6.Make employment offers according to organisational procedures. 3.7.Advise new employees about employment details according to organisational policy. 3.8.Create and maintain accurate, clear and complete records of the selection process. |
4. Plan and organise induction programs. | 4.1.Plan content and format of induction programs to reflect organisational objectives and policies. 4.2.Include all appropriate information in induction programs according to organisational policy. 4.3.Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption. |
Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:
administer the recruitment, selection and induction process for each of the following recruitment needs at least once:
casual, contract or temporary
full time or part-time permanent
volunteer
develop selection criteria for each of the above recruitment needs
conduct fair and equitable selection interviews for each of the above recruitment situations
evaluate at least one applicant in each of the above selection processes to select individuals that meet a specific organisational need.
Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:
specific industry sector:
recruitment and selection practices
formats for and inclusions of selection criteria and job advertisements
effective advertising media
features of an effective recruitment advertisement
roles of recruitment agencies
relationships of job descriptions to selection criteria and ways to develop clear and concise selection criteria
methods of linking interview questions to selection criteria
key elements of applicable awards
nature and role of induction programs and typical content
specific organisation:
roles and responsibilities of different personnel in the recruitment and induction process
required make-up of interview panels
procedures for employment checks
full content of recruitment and human resource policies and in particular:
approval processes for advertised salaries and recruitment of new personnel
nature and content of job advertisements and communications with applicants
participants in interview panels
required skills profile of potential employees for particular jobs
role of different personnel in the recruitment and induction process
timing and nature of induction programs
use of different media in the recruitment process
use of government-subsidised traineeships and apprenticeships
key elements of equal employment opportunity (EEO) employment laws and how they must be implemented in recruitment and selection processes
records required of recruitment and selection process:
administrative documents
interview schedules
interviewer details
selection panel comments, score sheets and recommendations
records of interview
selection process:
checks:
police
reference
working with children
qualifications
evaluation of portfolios
exchange of written information
interviews:
by human resource specialists, department managers or selection committees
face-to-face
teleconference
telephone
videoconference
presentation to a selection committee
skills tests
special arrangements required in the organisation of selection procedures:
access:
parking
security clearance
using:
assistive technology
electronic presentation media
interpreters
special interview techniques for those with disabilities
teleconference
videoconference
visual information and diagrams instead of written material
information for inclusion in induction programs:
conditions of employment
contact details for various departments or colleagues
current organisational focus or initiatives
employee:
benefits
responsibilities
rights
enterprise:
culture
goals
objectives
responsibilities
vision
key organisational policies and procedures
industrial arrangements for the organisation
orientation of:
departmental locations and equipment
staff amenities
off-site operations
whole of business premises
organisational charts
payroll information:
awards and applicable pay rates
superannuation
wage payments
policies and procedures specific to the job role
work health and safety information.
Skills must be demonstrated in a tourism, travel, hospitality or events business operation or activity for which new staff members are recruited and selected. This can be:
an industry workplace
a simulated industry environment.
Assessment must ensure access to:
operational information about the organisation or activity subject to recruitment
organisational specifications that are industry current:
recruitment and induction documentation
job descriptions, linked selection criteria and interview questions
key human resource policies
multiple applicants with whom the individual can interact; these can be:
those in an industry workplace who are assisted by the individual during the assessment process; or
individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment operated within a training organisation.
Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.