Unit of competency details

Unit descriptor 

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.

Application of the unit 

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.

Prerequisite units 

Employability skills 

This unit contains employability skills.

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.

ELEMENT 

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 AND KNOWLEDGE 

This section describes the skills and knowledge required for this unit.

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 GUIDE 

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:

• attributes
• competencies required by staff
• job or person specifications
• job title and purpose of position
• necessary skills and knowledge
• qualifications
• 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
• outsourcing

Staffing requirements  may include:

• permanent, temporary, full-time, part-time or casual

Unit sector 

Competency field 

Workforce Development - Human Resource Management

Co-requisite units