- BSBEMS402B - Develop and implement strategies to source and assess candidates
Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
BSBEMS402B Mapping and Delivery Guide
Develop and implement strategies to source and assess candidates
Version 1.0
Issue Date: April 2024
| Qualification | - |
Unit of Competency | BSBEMS402B - Develop and implement strategies to source and assess candidates |
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| Description | This unit describes the performance outcomes, skills and knowledge required to develop and implement strategies to source candidates and to assess their suitability for available positions.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. | ||
| Employability Skills | This unit contains employability skills. | ||
| Learning Outcomes and Application | This unit applies to individuals working in an employment services agency to source and assess candidates. | ||
| Duration and Setting | X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting. |
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| Prerequisites/co-requisites | |||
| Competency Field | Workforce Development - Recruitment and Employment Services | ||
| Development and validation strategy and guide for assessors and learners | Student Learning Resources | Handouts Activities |
Slides PPT |
Assessment 1 | Assessment 2 | Assessment 3 | Assessment 4 | |
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| Elements of Competency | Performance Criteria | |||||||
| Element: Develop strategies to source candidates |
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| Element: Screen and interview potential candidates |
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| Element: Assess and select candidates |
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| Element: Manage candidate outcomes |
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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 strategies developed for sourcing candidates application of screening and interviewing candidates for a position assessment of a candidate's skills placement of a candidate in employment with a client in a position with a client outcome notices to unsuccessful candidates knowledge of relevant legislation. |
Context of and specific resources for assessment | Assessment must ensure: access to an actual workplace or simulated environment access to office equipment and resources access to workplace documentation. |
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 summarising results of candidate skills assessment and selection outcomes observation of client screening and interview techniques direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate oral or written questioning review of authenticated documents from the workplace or training environment review of testimony from team members, colleagues, supervisors, managers, clients or candidates. |
Guidance information for assessment | Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example: other human resources units. |
Submission Requirements
List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, 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 |
analytical skills to determine fit between candidate abilities and client organisational requirements communication skills to establish and maintain effective business relationships with potential and current clients, to interview candidates and to provide feedback culturally appropriate communication skills to relate to people from diverse backgrounds and people with diverse abilities information management skills to analyse and evaluate candidate information obtained from résumés, letters, references, interviews and aptitude assessments presentation skills to promote organisation's services to potential and current clients and candidates research and data collection skills to check candidate information for detail and accuracy sales and marketing skills to present organisation's services to prospective and existing clients . |
Required knowledge |
economic, social and industry trends affecting employment levels key provisions of relevant legislation from all forms of government that affects business operations, codes of practice and national standards, such as: occupational health and safety (OHS) equal employment opportunity (EEO) racial discrimination industrial relations privacy freedom of information disability discrimination range of interview techniques and recruitment sourcing methods range of organisational products and services relevant state/territory and federal industrial relations systems. |
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. | |
Candidate channels may include: | association and industry networks career or industry expositions equity group community organisations individual networks internet media advertising organisational networks private and public schools training organisations |
Strategies may include: | brokers career markets databases direct mail internet intra-organisation leads journals magazines media advertising newspapers referrals spotters television or cinema advertising use of industry or other networks |
Advertisement copy includes: | internet copy media advertising copy |
Clients may include: | organisations or enterprises seeking to employee individuals through an employment services agency |
Screening may include: | language, literacy and numeracy check reference check résumé check specific assessments undertaken |
General assessment of raw skills may include: | vocationally specific assessments such as: MYOB speed and accuracy tests |
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 |
|---|---|---|---|
| Undertake research to identify potential candidate channels | |||
| Identify a range of strategies to assist in sourcing candidates | |||
| Review and evaluate strategies for effectiveness | |||
| Develop advertisement copy to align with client requirements, job specifications and place accordingly to attract candidates | |||
| Undergo preliminary screening with candidates in a fair and equitable manner, in compliance with relevant legislation | |||
| Organise and conduct interviews and employment appraisal assessments in accordance with organisational policy and best practice | |||
| Undertake general assessment of raw skills as required, depending on the position | |||
| Obtain additional information from candidates as required | |||
| Conduct assessment and selection process in accordance with organisational policy and legislative requirements, and in consultation with the client | |||
| Judge information obtained from each candidate against specified selection criteria and note any additional influencing factors | |||
| Align candidate suitability to specific client requirements and job specifications, in consultation with the client | |||
| Prepare selection recommendations for the client and document in accordance with organisational procedures | |||
| Inform all candidates of selection decisions in a timely manner | |||
| Provide feedback to unsuccessful candidates | |||
| Provide successful candidate with briefing and coaching for interview with the client | |||
| Negotiate placements with the candidate and the client |
Forms
Assessment Cover Sheet
BSBEMS402B - Develop and implement strategies to source and assess candidates
Assessment task 1: [title]
Student name:
Student ID:
I declare that the assessment tasks submitted for this unit are my own work.
Student signature:
Result: Competent Not yet competent
Feedback to student
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Assessment Record Sheet
BSBEMS402B - Develop and implement strategies to source and assess candidates
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
Assessor name:
Signature:
Date:
Student signature:
Date: