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Elements and Performance Criteria

Required Skills

This section describes the essential skills and knowledge and their level required for this unit

The following skills must be assessed as part of this unit

planning and organisational skills to conduct the complete recruitment selection and induction process

literacy skills to develop complex and varied documentation such as advertisements job descriptions or induction programs

ability to adapt interview techniques to meet the needs of a range of social and cultural groups

communication skills to consult with colleagues and stakeholders recommend improvements in recruitment process inform applicants ask questions to identify requirements share information listen and use nonverbal communication

numeracy skills to work with basic numerical concepts in relation to issues such as advertising costs and salary levels

The following knowledge must be assessed as part of this unit

broad knowledge of personnel planning recruitment and selection practices

role of job descriptions and typical formats

role and uses of competency standards for the recruitment process

recruitment methods and processes used within the tourism and hospitality industry including most appropriate styles of advertising features of an effective recruitment advertisement roles of recruitment agencies and internal recruitment

protocols and procedures for conducting selection interviews including makeup of interview panels type of questions and equity issues

procedures and methods for selection

procedures for reference checks

nature and role of induction programs and typical content

details of relevant legislation in relation to recruitment and selection of staff including equal employment opportunity EEO antidiscrimination and dismissal procedures

overview of potential requirements for employing people with special needs

award provisions or other organisation agreement issues impacting on the recruitment process

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge the range statement and the Assessment Guidelines for this TrainingPackage

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential

knowledge and understanding of recruitment and induction processes and procedures used within the tourism and hospitality industry

ability to administer the total recruitment and induction process

ability to develop job specifications and selection criteria for recruitment conduct fair interviews and make selections based on agreed criteria

conduct of a complete recruitment and induction process involving multiple applicants to meet a specific industry need

conduct of interviews with multiple applicants as part of the recruitment process

Context of and specific resources for assessment

Assessment must ensure

use of current industry information

involvement of and interaction with multiple applicants to reflect typical workplace conditions for the recruitment selection and induction process

Methods of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

direct observation of the candidate conducting a number of job interviews

review of documentation prepared by the candidate detailing job specifications advertisements and supporting correspondence of the recruitment process

evaluation of industry projects conducted by the candidate to develop job specifications and recruitment procedures for different workplaces

review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the candidate

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended

Assessing employability skills

Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors How these skills are applied varies between occupations and qualifications due to the different work functions and contexts

Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role

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 in the performance criteria is detailed below.

Recruitment needs may be:	permanent temporary full-time part-time casual and contract volunteer project-related, e.g. for an event.

Organisation recruitment policies may relate to:	approval processes for additional recruitment approval processes for advertised salaries required profile of potential employees, e.g. trainees and fully skilled use of government-subsidised traineeships nature and content of job advertisements nature and content of communications with applicants use of different media in the recruitment process participants in interview panels timing and nature of induction programs role of different personnel within the recruitment and induction process.

Advertisements may be:	internal and external direct to the public via a recruitment agency on the internet.

Appropriate format:	may include: face-to-face telephone letter email fax may suit a particular special need, such as providing a document in large print.

Selection processes may include:	face-to-face or remote interviews exchange of written information liaison with referees police checks internal administrative processes.

Special needs in organising and conducting an interview may include:	access, such as parking establishing need for and using interpreters establishing need for and using assistive technology using special interview techniques, such as looking directly at a person who lip-reads using visual information and diagrams instead of written material.

Records of the selection process may include:	administrative documents relating to the organisational process records of interview panel comments interview schedules interviewer details.

Information in induction programs may include:	organisation vision, goals and objectives current organisational focus or initiatives organisational charts procedural information workplace health and safety information conditions of employment contact details for various departments or colleagues employee benefits superannuation information.