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Evidence Guide: SIRXHRM001 - Recruit, select and induct team members

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

SIRXHRM001 - Recruit, select and induct team members

What evidence can you provide to prove your understanding of each of the following citeria?

Identify recruitment needs.

  1. Identify recruitment needs based on analysis of current and future workforce requirements.
  2. Consult relevant personnel and obtain approval for recruitment as required.
  3. Access or develop position description for the vacant role.
  4. Develop selection criteria for vacant role based on position description.
  5. Advertise vacant position through appropriate channels as required.
Identify recruitment needs based on analysis of current and future workforce requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult relevant personnel and obtain approval for recruitment as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Access or develop position description for the vacant role.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop selection criteria for vacant role based on position description.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advertise vacant position through appropriate channels as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Select retail talent.

  1. Review applications against selection criteria and short-list candidates.
  2. Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.
  3. Adapt interview techniques to meet diversity needs of candidate as required.
  4. Check references, security clearances and personal documentation as required.
  5. Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.
  6. Inform unsuccessful applicants of decision according to organisational policies and procedures.
  7. Make employment offers according to organisational policies and procedures.
  8. Develop accurate, clear and complete records of the selection process and its outcomes.
Review applications against selection criteria and short-list candidates.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Adapt interview techniques to meet diversity needs of candidate as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Check references, security clearances and personal documentation as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform unsuccessful applicants of decision according to organisational policies and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Make employment offers according to organisational policies and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop accurate, clear and complete records of the selection process and its outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Induct new talent.

  1. Follow organisational induction process as required.
  2. Provide new team member with information and resources relevant to the role.
  3. Share organisational vision, mission and values with new team member.
  4. Arrange workplace specific and safety training prior to commencement of work.
  5. Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.
  6. Conduct review meetings at regular intervals during probationary period to provide feedback on performance.
Follow organisational induction process as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide new team member with information and resources relevant to the role.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Share organisational vision, mission and values with new team member.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Arrange workplace specific and safety training prior to commencement of work.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct review meetings at regular intervals during probationary period to provide feedback on performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Identify recruitment needs.

1.1.Identify recruitment needs based on analysis of current and future workforce requirements.

1.2.Consult relevant personnel and obtain approval for recruitment as required.

1.3.Access or develop position description for the vacant role.

1.4.Develop selection criteria for vacant role based on position description.

1.5.Advertise vacant position through appropriate channels as required.

2. Select retail talent.

2.1.Review applications against selection criteria and short-list candidates.

2.2.Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.

2.3.Adapt interview techniques to meet diversity needs of candidate as required.

2.4.Check references, security clearances and personal documentation as required.

2.5.Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.

2.6.Inform unsuccessful applicants of decision according to organisational policies and procedures.

2.7.Make employment offers according to organisational policies and procedures.

2.8.Develop accurate, clear and complete records of the selection process and its outcomes.

3. Induct new talent.

3.1.Follow organisational induction process as required.

3.2.Provide new team member with information and resources relevant to the role.

3.3.Share organisational vision, mission and values with new team member.

3.4.Arrange workplace specific and safety training prior to commencement of work.

3.5.Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.

3.6.Conduct review meetings at regular intervals during probationary period to provide feedback on performance.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Identify recruitment needs.

1.1.Identify recruitment needs based on analysis of current and future workforce requirements.

1.2.Consult relevant personnel and obtain approval for recruitment as required.

1.3.Access or develop position description for the vacant role.

1.4.Develop selection criteria for vacant role based on position description.

1.5.Advertise vacant position through appropriate channels as required.

2. Select retail talent.

2.1.Review applications against selection criteria and short-list candidates.

2.2.Conduct interviews with short-listed candidates in accordance with organisational policies and procedures.

2.3.Adapt interview techniques to meet diversity needs of candidate as required.

2.4.Check references, security clearances and personal documentation as required.

2.5.Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law.

2.6.Inform unsuccessful applicants of decision according to organisational policies and procedures.

2.7.Make employment offers according to organisational policies and procedures.

2.8.Develop accurate, clear and complete records of the selection process and its outcomes.

3. Induct new talent.

3.1.Follow organisational induction process as required.

3.2.Provide new team member with information and resources relevant to the role.

3.3.Share organisational vision, mission and values with new team member.

3.4.Arrange workplace specific and safety training prior to commencement of work.

3.5.Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements.

3.6.Conduct review meetings at regular intervals during probationary period to provide feedback on performance.

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

follow organisational recruitment, selection and induction policies and procedures to address two organisational recruitment needs

for the above recruitment needs:

develop selection criteria based on job descriptions

conduct fair and equitable interviews with at least one interview undertaken:

face-to-face

non face-to-face

make selections based on agreed criteria and organisational need

induct new team member into workplace

complete relevant recruitment documentation.

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

organisational policies and procedures for:

developing selection criteria

advertising vacant positions

interview and selection processes

induction process

recruitment documentation

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

procedures for employment and referee checks

approval processes for recruitment of new personnel

key aspects of equal employment opportunity employment (EEO) laws that impact recruitment and selection processes

determining recruitment needs:

team member levels to deliver organisational needs

future skills and knowledge requirements

forecasting team member turnover

relevant industry job roles and associated:

employment status

work hours

qualifications and training requirements

salary rates

awards and industrial agreements

key components of selection criteria:

qualifications

experience

fit with organisational culture

personal attributes

commercial value in retaining retail talent:

cost of recruitment to replace

impact on team morale of turnover

avoid disruption to service delivery

techniques for conducting interviews:

linking interview questions to selection criteria

interview styles

determining suitability to job role

consideration of applicants with special needs relevant to recruitment and selection:

reasonable adjustments for interviews

provision of appropriate documentation

techniques to improve retention of new team members.