Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

SITXHRM501 Mapping and Delivery Guide
Recruit, select and induct staff

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency SITXHRM501 - Recruit, select and induct staff
Description This unit describes the performance outcomes, skills and knowledge required to coordinate the recruitment, selection and induction of new staff members within the framework of existing human resource policies and procedures. It requires the ability to identify recruitment needs, develop selection criteria, process and evaluate applications, select people according to their attitude, aptitude and fit to the service industries and coordinate induction programs.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to all tourism, travel, hospitality and event sectorsIt applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational or senior managers.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field
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
Elements of Competency Performance Criteria              
Element: Identify recruitment needs.
  • Identify recruitment needs based on monitoring of service and efficiency levels in the workplace.
  • Consult colleagues about staffing needs and job descriptions.
  • Obtain approval for recruitment according to organisational recruitment policies.
  • Use job descriptions to develop clear and concise selection criteria.
  • Ensure criteria incorporate customer service attitude and experience to ensure a fit for the service industries.
       
Element: Administer recruitment.
  • Choose and organise selection processes taking into account the skill requirements for the job.
  • Create and disseminate advertisements for positions.
  • Process applications according to organisational policy.
  • Review applications against criteria and choose people to progress to an interview.
  • Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes.
  • Establish a need and make special arrangements for those progressing.
  • Process and file recruitment records according to organisational policy.
       
Element: Select staff.
  • Use selection criteria as the basis for selection ensuring merit based selection and adherence to EEO principles and law.
  • Participate in selection processes.
  • Evaluate applicants for customer service attitude and experience to ensure a fit for the service industries.
  • Select people according to their attitude, aptitude and fit to the existing organisational culture.
  • Communicate selection recommendations to appropriate colleagues.
  • Make employment offers according to organisational procedures.
  • Advise new employees about employment details according to organisational policy.
  • Create and maintain accurate, clear and complete records of the selection process.
       
Element: Plan and organise induction programs.
  • Plan content and format of induction programs to reflect organisational objectives and policies.
  • Include all appropriate information in induction programs according to organisational policy.
  • Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption.
       


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 ability to:

administer the total recruitment, selection and induction process

develop selection criteria, conduct fair and equitable interviews and make selections based on agreed criteria

evaluate multiple applicants and select new staff members to meet a specific organisation need

integrate knowledge of recruitment and selection practices.

Context of and specific resources for assessment

Assessment must ensure use of:

a real or simulated tourism, hospitality or event industry business operation, activity or event for which new staff members are recruited and selected

operational information about the organisation or activity subject to recruitment

industry current:

recruitment documentation

job descriptions, linked selection criteria and interview questions

key human resource policies

multiple applicants with whom the individual can interact.

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:

use of case studies so the individual can determine and evaluate staffing requirements

review of documents prepared by the individual:

selection criteria

advertisements

interview questions

unsuccessful applicant letters

employment offers

plans outlining inclusions for induction and orientation programs

direct observation, using role plays, of the individual conducting a number of job interviews

exercises and activities to assess the individual’s knowledge of award provisions and organisational human resource policies

written or oral questioning to assess knowledge of:

links between job descriptions, selection criteria and interview questions

effective advertising media for different jobs

EEO and anti-discrimination law

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

Guidance information for assessment

The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:

SITXCOM201 Show social and cultural sensitivity

SITXHRM502 Manage volunteers

SITXMGT401 Monitor work operations.

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.

Required skills

communication skills to conduct interviews and adapt interview techniques to meet the needs of a range of social and cultural groups

critical thinking skills to evaluate the skills, knowledge and experience of applicants and their fit to the existing organisational and service industry culture

literacy skills to:

read and interpret job applications and key organisational policies

write complex and varied documentation, including advertisements, selection criteria and required induction program content

numeracy skills to calculate advertising costs and salary levels

planning and organising skills to evaluate staffing requirements and plan for recruitment of appropriate numbers

problem-solving skills to identify deficiencies in applications and resolve by re-advertising or choosing different recruitment methods

self-management skills to take responsibility for recruiting and selecting a workforce to meet operational needs

teamwork skills to consult team members about staffing needs and select new staff members that will complement existing workers.

Required knowledge

for the 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

for the specific organisation:

roles and responsibilities of different personnel in the recruitment and induction process

required makeup of interview panels

procedures for employment checks

full content recruitment and human resource policies

the key elements of EEO employment laws and how they must be implemented in recruitment and selection processes.

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.

Recruitment needs may be:

casual

contract

fulltime

parttime

permanent

projectrelated, e.g. for an event

temporary

volunteer.

Organisational recruitment policiesmay relate to:

approval processes for:

advertised salaries

recruitment of new personnel

nature and content of:

communications with applicants

job advertisements

participants in interview panels

required skills profile of potential employees for particular jobs:

apprentices

certified in skills that meet licensing requirements

skilled via achievement of qualifications

skilled via industry experience

trainees

role of different personnel within the recruitment and induction process

timing and nature of induction programs

use of different media in the recruitment process

use of governmentsubsidised traineeships and apprenticeships.

Advertisements may be disseminated:

direct to the public

internally

externally

using different media:

e-recruitment via the Internet using specialist job seeking sites

e-recruitment via the intranet

internal ads via email distribution

posting of ads on staff noticeboards

published ads in local, metropolitan, national newspapers and trade journals in print or online publications

via recruitment agencies.

Appropriate media:

may include:

email

fax

letter

telephone

may suit a particular special need, such as providing a document in large print.

Special arrangementsmay involve:

access:

parking

security clearance

using:

assistive technology

electronic presentation media

interpreters

special interview techniques, such as looking directly at a person who lip-reads

teleconference

videoconference

visual information and diagrams instead of written material.

Selection processes may include:

checks:

police

reference

working with children

qualifications

evaluation of portfolios

exchange of written information

interviews:

by human resource specialists, department managers or selection committees

facetoface

teleconference

telephone

videoconference

presentation to a selection committee

skills tests.

Records of the selection process may include:

administrative documents

interview schedules

interviewer details

panel comments, score sheets and recommendations

records of interview.

Information in induction programsmay include:

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.

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
Identify recruitment needs based on monitoring of service and efficiency levels in the workplace. 
Consult colleagues about staffing needs and job descriptions. 
Obtain approval for recruitment according to organisational recruitment policies. 
Use job descriptions to develop clear and concise selection criteria. 
Ensure criteria incorporate customer service attitude and experience to ensure a fit for the service industries. 
Choose and organise selection processes taking into account the skill requirements for the job. 
Create and disseminate advertisements for positions. 
Process applications according to organisational policy. 
Review applications against criteria and choose people to progress to an interview. 
Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes. 
Establish a need and make special arrangements for those progressing. 
Process and file recruitment records according to organisational policy. 
Use selection criteria as the basis for selection ensuring merit based selection and adherence to EEO principles and law. 
Participate in selection processes. 
Evaluate applicants for customer service attitude and experience to ensure a fit for the service industries. 
Select people according to their attitude, aptitude and fit to the existing organisational culture. 
Communicate selection recommendations to appropriate colleagues. 
Make employment offers according to organisational procedures. 
Advise new employees about employment details according to organisational policy. 
Create and maintain accurate, clear and complete records of the selection process. 
Plan content and format of induction programs to reflect organisational objectives and policies. 
Include all appropriate information in induction programs according to organisational policy. 
Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption. 

Forms

Assessment Cover Sheet

SITXHRM501 - Recruit, select and induct staff
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

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Assessor name:

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Assessment Record Sheet

SITXHRM501 - Recruit, select and induct staff

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:

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Student signature:

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