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 position and coordinate induction programs.

The unit applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational or senior managers.

It applies to all tourism, travel, hospitality and event sectors.

No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

administer the recruitment, selection and induction process for each of the following recruitment needs at least once:

casual, contract or temporary

full time or part-time permanent

volunteer

develop selection criteria for each of the above recruitment needs

conduct fair and equitable selection interviews for each of the above recruitment situations

evaluate at least one applicant in each of the above selection processes to select individuals that meet a specific organisational need.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

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

specific organisation:

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

required make-up of interview panels

procedures for employment checks

full content of recruitment and human resource policies and in particular:

approval processes for advertised salaries and recruitment of new personnel

nature and content of job advertisements and communications with applicants

participants in interview panels

required skills profile of potential employees for particular jobs

role of different personnel in the recruitment and induction process

timing and nature of induction programs

use of different media in the recruitment process

use of government-subsidised traineeships and apprenticeships

key elements of equal employment opportunity (EEO) employment laws and how they must be implemented in recruitment and selection processes

records required of recruitment and selection process:

administrative documents

interview schedules

interviewer details

selection panel comments, score sheets and recommendations

records of interview

selection process:

checks:

police

reference

working with children

qualifications

evaluation of portfolios

exchange of written information

interviews:

by human resource specialists, department managers or selection committees

face-to-face

teleconference

telephone

videoconference

presentation to a selection committee

skills tests

special arrangements required in the organisation of selection procedures:

access:

parking

security clearance

using:

assistive technology

electronic presentation media

interpreters

special interview techniques for those with disabilities

teleconference

videoconference

visual information and diagrams instead of written material

information for inclusion in induction programs:

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.

Skills must be demonstrated in a tourism, travel, hospitality or events business operation or activity for which new staff members are recruited and selected. This can be:

an industry workplace

a simulated industry environment.

Assessment must ensure access to:

operational information about the organisation or activity subject to recruitment

organisational specifications that are industry current:

recruitment and induction documentation

job descriptions, linked selection criteria and interview questions

key human resource policies

multiple applicants with whom the individual can interact; these can be:

those in an industry workplace who are assisted by the individual during the assessment process; or

individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment operated within a training organisation.

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.

Cross-Sector

Human Resource Management