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Evidence Guide: SITXHRM004 - 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

 

SITXHRM004 - 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 recruitment needs based on monitoring of service and efficiency levels in the organisation.
  2. Consult colleagues about staffing needs and job descriptions.
  3. Obtain approval for recruitment according to organisational recruitment policies.
  4. Use job descriptions to develop clear and concise selection criteria.
  5. Ensure criteria incorporate customer service attitude and experience to ensure a fit to the position.
Identify recruitment needs based on monitoring of service and efficiency levels in the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult colleagues about staffing needs and job descriptions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approval for recruitment according to organisational recruitment policies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use job descriptions to develop clear and concise selection criteria.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure criteria incorporate customer service attitude and experience to ensure a fit to the position.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Administer recruitment.

  1. Choose and organise selection processes taking into account job skill requirements.
  2. Create and disseminate advertisements for positions.
  3. Process applications according to organisational policy.
  4. Review applications against selection criteria and choose applicants to progress to interview.
  5. Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes.
  6. Establish any special needs and make necessary arrangements for those progressing.
  7. Document and file recruitment records and decisions according to organisational policy.
Choose and organise selection processes taking into account job skill requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Create and disseminate advertisements for positions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Process applications according to organisational policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review applications against selection criteria and choose applicants to progress to interview.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish any special needs and make necessary arrangements for those progressing.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document and file recruitment records and decisions according to organisational policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Select staff.

  1. Use selection criteria as the basis for selection, ensuring merit-based selection and adherence to equal employment opportunity principles and law.
  2. Participate in selection processes.
  3. Evaluate applicants for customer service attitude and experience to ensure a fit to the position.
  4. Select people according to their attitude, aptitude and fit to the existing organisational culture.
  5. Communicate selection recommendations to appropriate colleagues.
  6. Make employment offers according to organisational procedures.
  7. Advise new employees about employment details according to organisational policy.
  8. Create and maintain accurate, clear and complete records of the selection process.
Use selection criteria as the basis for selection, ensuring merit-based selection and adherence to equal employment opportunity principles and law.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Participate in selection processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate applicants for customer service attitude and experience to ensure a fit to the position.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Select people according to their attitude, aptitude and fit to the existing organisational culture.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate selection recommendations to appropriate colleagues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Make employment offers according to organisational procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise new employees about employment details according to organisational policy.

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 organisational objectives and policies.
  2. Include all appropriate information in induction programs according to organisational policy.
  3. 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 organisational objectives and policies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include all appropriate information in induction programs according to organisational policy.

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

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 monitoring of service and efficiency levels in the organisation.

1.2.Consult colleagues about staffing needs and job descriptions.

1.3.Obtain approval for recruitment according to organisational recruitment policies.

1.4.Use job descriptions to develop clear and concise selection criteria.

1.5.Ensure criteria incorporate customer service attitude and experience to ensure a fit to the position.

2. Administer recruitment.

2.1.Choose and organise selection processes taking into account job skill requirements.

2.2.Create and disseminate advertisements for positions.

2.3.Process applications according to organisational policy.

2.4.Review applications against selection criteria and choose applicants to progress to interview.

2.5.Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes.

2.6.Establish any special needs and make necessary arrangements for those progressing.

2.7.Document and file recruitment records and decisions according to organisational policy.

3. Select staff.

3.1.Use selection criteria as the basis for selection, ensuring merit-based selection and adherence to equal employment opportunity principles and law.

3.2.Participate in selection processes.

3.3.Evaluate applicants for customer service attitude and experience to ensure a fit to the position.

3.4.Select people according to their attitude, aptitude and fit to the existing organisational culture.

3.5.Communicate selection recommendations to appropriate colleagues.

3.6.Make employment offers according to organisational procedures.

3.7.Advise new employees about employment details according to organisational policy.

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

4. Plan and organise induction programs.

4.1.Plan content and format of induction programs to reflect organisational objectives and policies.

4.2.Include all appropriate information in induction programs according to organisational policy.

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

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 monitoring of service and efficiency levels in the organisation.

1.2.Consult colleagues about staffing needs and job descriptions.

1.3.Obtain approval for recruitment according to organisational recruitment policies.

1.4.Use job descriptions to develop clear and concise selection criteria.

1.5.Ensure criteria incorporate customer service attitude and experience to ensure a fit to the position.

2. Administer recruitment.

2.1.Choose and organise selection processes taking into account job skill requirements.

2.2.Create and disseminate advertisements for positions.

2.3.Process applications according to organisational policy.

2.4.Review applications against selection criteria and choose applicants to progress to interview.

2.5.Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes.

2.6.Establish any special needs and make necessary arrangements for those progressing.

2.7.Document and file recruitment records and decisions according to organisational policy.

3. Select staff.

3.1.Use selection criteria as the basis for selection, ensuring merit-based selection and adherence to equal employment opportunity principles and law.

3.2.Participate in selection processes.

3.3.Evaluate applicants for customer service attitude and experience to ensure a fit to the position.

3.4.Select people according to their attitude, aptitude and fit to the existing organisational culture.

3.5.Communicate selection recommendations to appropriate colleagues.

3.6.Make employment offers according to organisational procedures.

3.7.Advise new employees about employment details according to organisational policy.

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

4. Plan and organise induction programs.

4.1.Plan content and format of induction programs to reflect organisational objectives and policies.

4.2.Include all appropriate information in induction programs according to organisational policy.

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

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.