Recruit, select and induct staff

This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.


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

Required Skills

Required skills

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.

Required knowledge

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.

Evidence Required

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.

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, 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


selection criteria

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


Unit sector

Competency Field

Workforce Development - Human Resource Management

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.