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Evidence Guide: SITXHRM002A - Recruit, select and induct staff

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

 

SITXHRM002A - Recruit, select and induct staff

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

Identify recruitment needs.

  1. Identify short-term recruitment needs based on monitoring of service and efficiency levels in the workplace.
  2. Consult appropriate colleagues and other stakeholders in relation to staffing needs and job specifications.
  3. Develop clear and concise selection criteria and job specifications.
  4. Use job descriptions where appropriate to facilitate the recruitment process.
  5. Obtain approval for recruitment initiatives according to organisation recruitment policies.
Identify short-term recruitment needs based on monitoring of service and efficiency levels in the workplace.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult appropriate colleagues and other stakeholders in relation to staffing needs and job specifications.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop clear and concise selection criteria and job specifications.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use job descriptions where appropriate to facilitate the recruitment process.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approval for recruitment initiatives according to organisation recruitment policies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Administer recruitment.

  1. Create, approve and disseminate advertisements for positions according to organisation policy and legal requirements.
  2. Process applications according to organisation policy.
  3. Inform applicants of decisions and provide other recruitment information in appropriate format within reasonable timeframes.
  4. Organise interviews and other selection processes according to organisation policy and taking into account any special needs.
  5. Make employment offers according to organisation policy.
  6. Advise prospective employees on details according to organisation policy and industrial and legislative requirements.
  7. Process and file recruitment records according to organisation policy.
  8. Identify and communicate recommendations for improvements in recruitment processes to appropriate colleagues.
Create, approve and disseminate advertisements for positions according to organisation policy and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Process applications according to organisation policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform applicants of decisions and provide other recruitment information in appropriate format within reasonable timeframes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Organise interviews and other selection processes according to organisation policy and taking into account any special needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Make employment offers according to organisation policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise prospective employees on details according to organisation policy and industrial and legislative requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Process and file recruitment records according to organisation policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and communicate recommendations for improvements in recruitment processes to appropriate colleagues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Select staff.

  1. Review applications against criteria, noting any additional influencing factors.
  2. Conduct selection processes according to organisation policy and legal requirements and taking into account any special needs.
  3. Use selection criteria as the basis for selection.
  4. Communicate selection recommendations to appropriate colleagues.
  5. Create and maintain accurate, clear and complete records of the selection process.
Review applications against criteria, noting any additional influencing factors.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct selection processes according to organisation policy and legal requirements and taking into account any special needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use selection criteria as the basis for selection.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate selection recommendations to appropriate colleagues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Create and maintain accurate, clear and complete records of the selection process.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Plan and organise induction programs.

  1. Plan content and format of induction programs to reflect organisation objectives and policies.
  2. Include all appropriate information in induction programs according to organisation policy and industrial and legislative requirements.
  3. Include information on the culture of the organisation in induction programs.
  4. Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption.
Plan content and format of induction programs to reflect organisation objectives and policies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include all appropriate information in induction programs according to organisation policy and industrial and legislative requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include information on the culture of the organisation in induction programs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

knowledge and understanding of recruitment and induction processes and procedures used within the tourism and hospitality industry

ability to administer the total recruitment and induction process

ability to develop job specifications and selection criteria for recruitment, conduct fair interviews and make selections based on agreed criteria

conduct of a complete recruitment and induction process involving multiple applicants to meet a specific industry need

conduct of interviews with multiple applicants as part of the recruitment process.

Context of and specific resources for assessment

Assessment must ensure:

use of current industry information

involvement of and interaction with multiple applicants to reflect typical workplace conditions for the recruitment, selection and induction process.

Methods of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

direct observation of the candidate conducting a number of job interviews

review of documentation prepared by the candidate detailing job specifications, advertisements and supporting correspondence of the recruitment process

evaluation of industry projects conducted by the candidate to develop job specifications and recruitment procedures for different workplaces

review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate.

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

Assessing employability skills

Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts.

Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role.

Required Skills and Knowledge

This section describes the essential skills and knowledge and their level, required for this unit.

The following skills must be assessed as part of this unit:

planning and organisational skills to conduct the complete recruitment, selection and induction process

literacy skills to develop complex and varied documentation, such as advertisements, job descriptions or induction programs

ability to adapt interview techniques to meet the needs of a range of social and cultural groups

communication skills to consult with colleagues and stakeholders, recommend improvements in recruitment process, inform applicants, ask questions to identify requirements, share information, listen and use non-verbal communication

numeracy skills to work with basic numerical concepts in relation to issues such as advertising costs and salary levels.

The following knowledge must be assessed as part of this unit:

broad knowledge of personnel planning, recruitment and selection practices

role of job descriptions and typical formats

role and uses of competency standards for the recruitment process

recruitment methods and processes used within the tourism and hospitality industry, including most appropriate styles of advertising, features of an effective recruitment advertisement, roles of recruitment agencies and internal recruitment

protocols and procedures for conducting selection interviews, including make-up of interview panels, type of questions and equity issues

procedures and methods for selection

procedures for reference checks

nature and role of induction programs and typical content

details of relevant legislation in relation to recruitment and selection of staff, including equal employment opportunity (EEO), anti-discrimination and dismissal procedures

overview of potential requirements for employing people with special needs

award provisions or other organisation agreement issues impacting on the recruitment process.

Range Statement

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 in the performance criteria is detailed below.

Recruitment needs may be:

permanent

temporary

full-time

part-time

casual and contract

volunteer

project-related, e.g. for an event.

Organisation recruitment policies may relate to:

approval processes for additional recruitment

approval processes for advertised salaries

required profile of potential employees, e.g. trainees and fully skilled

use of government-subsidised traineeships

nature and content of job advertisements

nature and content of communications with applicants

use of different media in the recruitment process

participants in interview panels

timing and nature of induction programs

role of different personnel within the recruitment and induction process.

Advertisements may be:

internal and external

direct to the public

via a recruitment agency

on the internet.

Appropriate format:

may include:

face-to-face

telephone

letter

email

fax

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

Selection processes may include:

face-to-face or remote interviews

exchange of written information

liaison with referees

police checks

internal administrative processes.

Special needs in organising and conducting an interview may include:

access, such as parking

establishing need for and using interpreters

establishing need for and using assistive technology

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

using visual information and diagrams instead of written material.

Records of the selection process may include:

administrative documents relating to the organisational process

records of interview

panel comments

interview schedules

interviewer details.

Information in induction programs may include:

organisation vision, goals and objectives

current organisational focus or initiatives

organisational charts

procedural information

workplace health and safety information

conditions of employment

contact details for various departments or colleagues

employee benefits

superannuation information.