Modification History
The version details of this endorsed unit are in the table below. The latest information is at the top.
Release |
Comments |
Second Release |
Editorial updates |
Unit Descriptor
This unit describes the performance outcomes, skills and knowledge required to recruit and select personnel.
Application of the Unit
This unit applies to managers responsible for recruiting and selecting personnel. It involves defining future personnel requirements, determining job specifications, evaluating and selecting applicants, and recruiting staff.
Licensing/Regulatory Information
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Pre-Requisites
Nil
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements and Performance Criteria
Element |
Performance Criteria |
Elements describe the essential outcomes of a unit of competency. |
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide. |
1. Define future personnel requirements. |
1.1.Accurately identify store policy and procedures in regard to staffing levels . 1.2.Access and utilise accurate and current information to define personnel requirements. 1.3.Clearly identify competencies and attitudes required of staff members and teams . 1.4.Consult relevant personnel as required. 1.5.Support estimates of staffing requirements with appropriate calculations where necessary. |
2. Determine job specifications. |
2.1.Ensure job specifications accurately reflect the role that the appointee will play in relation to the team as a whole. 2.2.Take into account the views and requirements of all relevant personnel prior to completing the specification. 2.3.Write clear and concise job specifications according to relevant legislation . 2.4.Confirm specifications with relevant personnel prior to recruitment action according to store policy. |
3. Recruit staff. |
3.1.Maintain and monitor staff recruitment procedures . 3.2.Advertise employment vacancies internally and externally according to store policy. 3.3.Conduct job interviews and employment appraisal tests according to store policy. 3.4.Enact staff selection policy and procedures to comply with equal opportunity and equal employment opportunity legislation. 3.5.Ensure wages and conditions comply with relevant awards and agreements and store policy. |
4 Assess and select applicants. |
4.1.Conduct assessment and selection process according to store policy and procedures and legal requirements. 4.2.Judge information obtained from each candidate against specified selection criteria, and note any additional influencing factors. 4.3.Promptly seek advice from relevant personnel where difficulty in interpreting the selection criteria exists, or there appears to be a conflict of criteria. 4.4.Identify and correct unintended deviations from agreed procedures before making selection decisions. 4.5.Maintain complete, accurate and clear records of assessment and selection processes. 4.6.Ensure selection recommendations are communicated to authorised personnel only. 4.7.Promptly and accurately inform all candidates of selection decisions following each stage of the selection process. 4.8.Promptly communicate recommendations for improvements to any aspect of the selection process to appropriate personnel. 4.9.Ensure that assessment and selection processes used and evidence gained justify the selection choice. |
Required Skills and Knowledge
This section describes the essential skills and knowledge and their level, required for this unit. |
Required skills |
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Required knowledge |
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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. |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Evidence of the following is essential:
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Context of and specific resources for assessment |
Assessment must ensure access to:
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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:
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Guidance information for assessment |
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended. |
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. |
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Store policy and procedures in regard to: |
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Staffing levels may vary according to: |
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Sources of accurate and current information may include: |
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Staff members may include: |
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Teams may include: |
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Relevant personnel may include: |
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Staffing requirements may include: |
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Appropriate calculations may include: |
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Job specifications should include: |
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Relevant legislation may include: |
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Staff recruitment procedures may be delegated to: |
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Employment appraisal tests may include: |
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Records may be: |
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Unit Sector(s)
Cross-Sector
Competency field
Human Resources Management