This unit applies to human resources managers or human resources personnel who take responsibility for managing all aspects of selecting new staff and orientating those staff to their new positions. It is not assumed that the manager will be directly involved in the selection processes themselves, although this may well be the case.

In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable.

ELEMENT

PERFORMANCE CRITERIA

1. Develop recruitment, selection and induction policies and procedures

1.1. Analyse strategic and operational plans and policies to identify relevant policies and objectives

1.2. Develop recruitment, selection and induction policies and procedures and supporting documents

1.3. Review options for technology to improve the efficiency and effectiveness of the recruitment and selection process

1.4. Obtain support for policies and procedures from senior managers

1.5. Trial forms and documents that support policies and procedures and make necessary adjustments

1.6. Communicate policies and procedures to relevant staff and provide training if required

2. Recruit and select staff

2.1. Determine future human resources needs in collaboration with relevant managers and sections

2.2. Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in the recruitment, selection and induction processes

2.3. Provide access to training and other forms of support to all persons involved in the recruitment and selection process

2.4. Ensure that advertising of vacant positions complies with organisational policy and legal requirements

2.5. Utilise specialists where necessary

2.6. Ensure that selection procedures are in accordance with organisational policy and legal requirements

2.7. Ensure that processes for advising applicants of selection outcome are followed

2.8. Ensure that job offers and contracts of employment are executed promptly and that new appointments are provided with advice about salary, terms and conditions

3. Manage staff induction

3.1. Provide access to training and ongoing support for all persons engaged in staff induction

3.2. Check that induction processes are followed across the organisation

3.3. Oversee the management of probationary employees and provide them with feedback until their employment is confirmed or terminated

3.4. Obtain feedback from participants and relevant managers on the extent to which the induction process is meeting its objectives

3.5. Make refinements to induction policies and procedures

Required skills

communication skills to liaise across the organisation and to ensure that policies and procedures are well supported

leadership skills to engage others and to ensure that good processes are followed and supported

literacy skills to document clear policies and procedures and to develop proformas to support recruitment, selection and induction.

Required knowledge

concept of outsourcing

diversity, equal employment opportunity and anti-discrimination principles and associated legislation

employee contracts

industrial relations

recruitment and selection methods, including assessment centres

relevant legislation on equal opportunity, industrial relations and anti-discrimination

relevant terms and conditions of employment

understanding of psychometric and skills testing programs

workplace relations regulations, workplace relations legislation and other relevant legislation.

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 a policy and procedures framework for recruitment, selection and induction OR critical analysis of an existing policy and procedures framework for recruitment, selection and induction

knowledge of relevant legislation.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

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 on recruitment, selection and induction processes

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

review of training and other forms of support provided to all persons involved in the recruitment and selection process

evaluation of trialling of forms and documents that support policies and procedures

review of documentation outlining feedback obtained from participants and relevant managers on the extent to which the induction process is meeting its objectives

oral or written questioning to assess knowledge of relevant legislation and selection processes.

Guidance information for assessment

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

other units form the Diploma of Human Resource Management.

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, selection and induction policies and procedures may address:

application processing

competency profiling

documentation and use of standard forms

equal opportunity, anti-discrimination and diversity principles

interviewing methodologies

job analysis

job classifications, assessment centres

job description

job evaluation

privacy and confidentiality

probationary periods

psychometric assessment

recruitment advertising

reference checks

selection panels and their composition

the application of commercial software packages to improve efficiency in recruitment and selection processes

training for new staff

use of external agencies

Relevant managers and sections includes:

those who have a role in the recruitment selection or induction processes

Advertising may occur through:

internal channels

internet

newspapers

radio

recruitment agencies or specialists

television

Specialists may include:

recruitment agencies

remuneration specialists

staff who run security checks

vocational psychologists

Selection procedures may include:

aptitude test or IQ tests

behaviour in leaderless groups

demonstration of techniques or technical skills

interviews, including structured interviews, behavioural interviews or other interviewing methodologies

peer assessments

personality testing

psychometric testing

referee reports

use of an assessment centre

work samples

Unit sector

Workforce Development - Human Resource Management

This unit contains employability skills.