- BSBHRM402A - Recruit, select and induct staff
Recruit, select and induct staff
This unit applies to individuals with a role in recruitment, selection and induction functions who work under the direction of a human resources manager.
It is not assumed that the individuals addressed by this unit have staff who report to them, although this may be the case.
Performance of the work described in this unit will be underpinned by in depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resource functions.
Elements and Performance Criteria
1. Determine job descriptions
1.1. Clarify time lines and requirement for appointment
1.2. Assist with preparation of job descriptions which accurately reflect the role requirements in accordance with organisational procedures and legislation, codes and national standards and occupational health and safety (OHS) considerations
1.3. Consult with relevant personnel about job descriptions
1.4. Ensure that job descriptions do not contravene legislative requirements
1.5. Obtain approvals to advertise position
2. Plan for selection
2.1. Advertise vacancies for staffing requirements in accordance with organisational policies and procedures
2.2. Consult with relevant personnel to convene selection panel and to develop interview questions
2.3. Short list applicants
2.4. Ensure that interview questions do not breach legislative requirements
2.5. Schedule interviews and advise relevant personnel of times, dates and venues
3. Assess and select applicants
3.1. Participate in interview process and assess candidates against agreed selection criteria
3.2. Discuss assessment with other selection panel members
3.3. Correct any biases or deviations from agreed procedures and negotiate for preferred candidate
3.4. Contact referees for referee reports
3.5. Prepare selection report and make recommendations to senior personnel for appointment
3.6. Advise unsuccessful candidates of outcomes and respond to any queries
3.7. Complete all necessary documentation in accordance with organisational procedures
3.8. Secure agreement of preferred candidate
4. Appoint and induct successful candidate
4.1. Provide successful candidate with employment contract and other documentation
4.2. Advise managers and staff of starting date and make necessary administrative arrangements for pay and employee record keeping
4.3. Advise manager and work team of new appointment
4.4. Arrange induction in accordance with organisational policy
communication skills to use networks to source suitable applicants, to listen to and understand what is being said in interviews, and to advise on the outcomes of the selection process
literacy skills to work with job descriptions to devise suitable questions for interviews, to prepare letters for unsuccessful applicants and to make job offers
organising and scheduling skills to arrange interviews and venues.
documentation required for recruitment and selection
human resource functions, human resource life cycle and the place of recruitment and selection in that life cycle
principles of equity, diversity and relevant legislation.
range of interviewing techniques and other selection processes and their application.
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:
demonstrated ability to work with job descriptions to source and select suitable staff
interviewing and other selection techniques that demonstrate awareness off equal opportunity and anti-discrimination requirements
knowledge of the human resource life cycle.
Context of and specific resources for assessment
Assessment must ensure:
access to an appropriate range of 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:
analysis of responses to case studies and scenarios
assessment of written reports on recruitment and selection
demonstration of selection techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of interviewing techniques
review of advertisements for staffing vacancies
review of documentation provided to successful candidate
oral or written questioning to assess knowledge of 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 from the Certificate IV in Human Resources.
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.
Job descriptions may include:
competencies required by staff
job or person specifications
job title and purpose of position
necessary skills and knowledge
tasks or duties associated with the position
Legislation, codes and national standards may include:
award and enterprise agreements, and relevant industrial instruments
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to OHS and environmental issues, equal opportunity, industrial relations and anti-discrimination
Occupational health and safety (OHS) considerations may include:
establishment and maintenance of OHS training, records, induction processes
performance against OHS legislation and organisation's OHS system, especially policies, procedures and work instructions
Advertising may include:
electronic or print
internal or external
Staffing requirements may include:
permanent, temporary, full-time, part-time or casual
Workforce Development - Human Resource Management
This unit contains employability skills.