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.

ELEMENT

PERFORMANCE CRITERIA

1. Provide advice on recruitment strategy to client

1.1. Provide advice and information to client on workforce planning and performance management systems and issues

1.2. Provide advice and information to client to assist in developing and/or evaluating a recruitment strategy and processes

1.3. Identify and determine effective and accurate performance indicators

1.4. Discuss and agree with client, recommendations for necessary assessments and profiling

1.5. Identify and analyse performance gaps as part of workforce planning

1.6. Evaluate for continuous improvement forms, procedures and induction processes

2. Determine job specifications with client

2.1. Undertake job analysis with client to determine needs and requirements for recruitment, in line with organisational recruitment strategy

2.2. Provide advice to client on issues such as salary and conditions

2.3. 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

2.4. Confirm specifications with appropriate personnel prior to undertaking recruitment

3. Manage recruitment process

3.1. Develop a selection plan and criteria based on the job specification, performance gaps and organisational needs, in consultation with the client

3.2. Write and place recruitment advertisements in relevant media in accordance with job specifications and organisational policy

3.3. Employ strategies to source potential candidates

3.4. Organise and conduct job interviews and employment appraisals in accordance with organisational policy and legislative requirements

4. Assess and select candidates

4.1. Judge information obtained from each candidate against specified selection criteria and note any additional influencing factors

4.2. Conduct assessment and selection process in accordance with organisational policy and legislative requirements

4.3. Shortlist suitable candidates for client interview

5. Refer candidates and complete placement process

5.1. Recommend candidates best suited to selection criteria to client for interview, and create and forward candidate profiles to client

5.2. Provide advice and support to candidates with résumé preparation, interview preparation and presentation to the client

5.3. Inform all candidates promptly and accurately of selection decisions

5.4. Conduct job offer to successful candidate

5.5. Complete placement follow-up

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 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.

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

Unit sector

Workforce Development - Recruitment and Employment Services

This unit contains employability skills.