- BSBEMS404B - Manage the recruitment process for client organisations
Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
BSBEMS404B Mapping and Delivery Guide
Manage the recruitment process for client organisations
Version 1.0
Issue Date: April 2024
| Qualification | - |
Unit of Competency | BSBEMS404B - Manage the recruitment process for client organisations |
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| Description | This unit describes the performance outcomes, skills and knowledge required to develop and implement strategies to source and assess candidates for placement purposes.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 either a public or private employment services agency to undertake and manage the recruitment process for client organisations. | ||
| 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: Provide advice on recruitment strategy to client |
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| Element: Determine job specifications with client |
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| Element: Manage recruitment process |
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| Element: Assess and select candidates |
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| Element: Refer candidates and complete placement process |
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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: advice provided to clients about recruitment strategy to client job specifications and selection plandeveloped records of assessment and selection of candidates for a specific position records of recommendations for candidates best suited to the position 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 recruitment strategies, job specifications, selection plans and recommendations made to clients observation of assessments conducted on candidates 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 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 |
analysis and evaluation of information such as résumés, letters, references, interviews and aptitude tests against job selection criteria communication and interpersonal skills to counsel candidates about available, suitable or possible work opportunities and skill development options communication skills to listen to candidates and clients; to provide advice and present solutions; and to write clear, accurate position descriptions information management skills to check information for detail and accuracy interpersonal skills to establish and maintain relationships with candidates and clients organisational and time management skills to work quickly and effectively. |
Required knowledge |
key provisions of relevant legislation from all forms of government that affects business operations, codes of practice and national standards, such as: disability discrimination equal employment opportunity (EEO) freedom of information industrial relations occupational health and safety (OHS) privacy racial discrimination range of organisational products and services range of recruitment sourcing methods, strategies and techniques range of workforce planning and performance management systems techniques to assess the competency of individuals. |
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. | |
Clients may include: | organisations or enterprises seeking to employ individuals through an employment services agency |
Performance management may include: | systems developed for the appraisal and management of employee performance in the workplace including development, planning and salary reviews |
Recruitment strategy may include: | system and/or policies and procedures developed to determine appropriate action in the recruitment and selection of personnel such as: application process competency profiling job analysis, description and evaluation psychometric assessment recruitment advertising use of external agencies |
Performance indicators may include: | level of performance sought, expressed either quantitatively or qualitatively measures developed to gauge performance outcomes against targets |
Assessments and profiling may include: | behavioural profiling literacy and numeracy raw material assessments specific aptitudes such as: mechanical, reasoning problem-solving typing use of software applications |
Performance gaps may include: | situations where outcomes are less than those stated in the strategic objectives (including the lack of employees with the required level of performance to undertake the tasks) |
Specifications may include: | competencies required job title and purpose of position personal attributes qualifications skills and knowledge necessary |
Media may include: | internet local, national and global magazines and journals traditional media such as newspapers |
Strategies may include: | brokers databases direct mail internet intra-organisation leads journals magazines media advertising networks newspapers referrals spotters |
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 |
|---|---|---|---|
| Provide advice and information to client on workforce planning and performance management systems and issues | |||
| Provide advice and information to client to assist in developing and/or evaluating a recruitment strategy and processes | |||
| Identify and determine effective and accurate performance indicators | |||
| Discuss and agree with client, recommendations for necessary assessments and profiling | |||
| Identify and analyse performance gaps as part of workforce planning | |||
| Evaluate for continuous improvement forms, procedures and induction processes | |||
| Undertake job analysis with client to determine needs and requirements for recruitment, in line with organisational recruitment strategy | |||
| Provide advice to client on issues such as salary and conditions | |||
| Write clear and concise specifications which accurately reflect the job role within the client's organisation, and comply with relevant legal requirements and organisational format | |||
| Confirm specifications with appropriate personnel prior to undertaking recruitment | |||
| Develop a selection plan and criteria based on the job specification, performance gaps and organisational needs, in consultation with the client | |||
| Write and place recruitment advertisements in relevant media in accordance with job specifications and organisational policy | |||
| Employ strategies to source potential candidates | |||
| Organise and conduct job interviews and employment appraisals in accordance with organisational policy and legislative requirements | |||
| Judge information obtained from each candidate against specified selection criteria and note any additional influencing factors | |||
| Conduct assessment and selection process in accordance with organisational policy and legislative requirements | |||
| Shortlist suitable candidates for client interview | |||
| Recommend candidates best suited to selection criteria to client for interview, and create and forward candidate profiles to client | |||
| Provide advice and support to candidates with résumé preparation, interview preparation and presentation to the client | |||
| Inform all candidates promptly and accurately of selection decisions | |||
| Conduct job offer to successful candidate | |||
| Complete placement follow-up |
Forms
Assessment Cover Sheet
BSBEMS404B - Manage the recruitment process for client organisations
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
Assessor name:
Signature:
Date:
Assessment Record Sheet
BSBEMS404B - Manage the recruitment process for client organisations
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: