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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Elements define the essential outcomes
2. Determine specific employer needs
   • Analyse specific position descriptions, selection criteria and employer requirements
   • Clarify conditions of employment with the employer
   • Agree and document needs with employer
   • Negotiate, agree and document level of service to be provided with employer
3. Source suitable job seekers
   • Access databases and other listings of job seekers held by the organisation to identify potential matches
   • Source suitable job seekers through collaboration with other employment services providers
   • Respond to job seeker enquiries regarding the positions and provide accurate information
4. Support employer service requirements
   • Provide timely information about the recruitment process
   • Provide information to employers about immediate forms of assistance and support
   • Maintain contact with employer and determine ongoing support needs
   • Seek feedback from employers to monitor the quality of service provided
   • Use feedback and reflection as the basis for improvement of service outcomes
5. Contribute to workforce planning
   • Collaborate with employers to identify available and relevant workforce planning options
   • Recommend flexible and innovative work arrangements to address identified needs of organisation
   • Promote options that provide a balanced approach to managing pressures and priorities of work and life
   • Provide advice that supports employers to implement flexible work arrangements and encourage problem solving approaches
   • Assist employer to monitor effectiveness of change according to organisation procedures

Performance Evidence

The candidate must show evidence of the ability to complete tasks outlined in elements and performance criteria of this unit, manage tasks and manage contingencies in the context of the job role. There must be evidence that the candidate has:

worked with at least 3 different employers to determine, agree and document their recruitment needs using the following communication skills:

active listening

selling skills

negotiation

sourced and matched job seekers to at least 3 different job vacancies using established assessment tools and techniques

sourced and used labour market and employment information to inform matching

contributed to workforce planning for at least 1 workplace.

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Knowledge Evidence

The candidate must be able to demonstrate essential knowledge required to effectively complete tasks outlined in elements and performance criteria of this unit, manage tasks and manage contingencies in the context of the work role. This includes knowledge of:

legal and ethical considerations (national, state/territory) for recruitment services, and how these are applied in organisations:

codes of practice

equal employment opportunity (EEO)

privacy, confidentiality and disclosure

records management

current and emerging characteristics and requirements of local labour markets:

current and projected skills shortages

local labour market information, including industry make up, employment growth areas, skills in demand

vacancy reporting

unemployment and job seeker data

recruitment analysis

employment conditions in different industries

types and levels of services provided to employers

forms of assistance to employers, and how these are used:

wage subsidies/incentives

post-placement services

assistance with workplace modifications

reasonable adjustment support

aspect of workforce planning, including:

the purpose and potential benefits of effective workforce planning

links between workforce planning, development and education

available tools and models available to assist workforce planning

how workforce planning integrates with service, financial and business planning

current and projected impact on workforce planning of a range of social, educational, industrial, environmental and related factors

options and constraints that exist in relation to workforce development and their potential impacts

resource requirements to implement workforce changes

how to measure, evaluate and revise implementation of a workforce plan

how to access reliable information to guide and support workforce planning

flexible and innovative approaches

local, regional and national requirements, drivers and policy implications that may impact workforce planning.

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