Unit of competency details

Release 

Comments 

Release 1

This version first released with BSB07 Business Services Training Package Version 8.0.

Replaces BSBHRM402A Recruit, select and induct staff.

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. Plan for recruitment

1.1 Obtain approval to fill position and clarify time lines and requirement for appointment

1.2 Assist in preparing job descriptions  that accurately reflect the role requirements, according to organisational policies  and procedures and legislation , codes , national standards  and workplace health and safety (WHS) considerations 

1.3 Consult with relevant personnel about job descriptions and workforce strategy 

1.4 Assist in ensuring that job descriptions comply with legislative requirements and reflect the organisation's requirements for a diverse workforce

1.5 Obtain approvals to advertise position

2. Plan for selection

2.1 Choose appropriate channels and technology  to advertise vacancies and/or identify potential talent pool

2.2 Advertise vacancies for staffing requirements  according to organisational policies and procedures

2.3 Consult with relevant personnel to convene selection panel and develop interview questions

2.4 Assist in ensuring that interview questions comply with legislative requirements

2.5 Assist in short-listing applicants

2.6 Schedule interviews and advise relevant people of times, dates and venues

3. Support selection process

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 biases and 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 Secure preferred candidate's agreement

3.8 Complete necessary documentation according to organisational procedures, observing confidentiality and privacy requirements

4. Induct successful candidate

4.1 Provide successful candidate with employment contract and other documentation

4.2 Advise manager and work team of new appointment

4.3 Advise managers and staff of candidate's starting date and make necessary administrative arrangements for pay and employee record keeping

4.4 Arrange successful candidate's induction  according to organisational policy

Overview of assessment 

Critical aspects for assessment and evidence required to demonstrate competency in this unit 

Evidence of the ability to:

• work with job descriptions to support sourcing, selecting and appointing suitable staff
• participate in interviews and other selection techniques, and demonstrate awareness of EEO and anti-discrimination requirements
• use different advertising channels to promote vacancies and/or establish a potential talent pool.

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 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 job description and 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.

Job descriptions  may include:

• attributes
• competencies required by staff
• job or person specifications
• job title and purpose of position
• necessary skills and knowledge
• required qualifications
• selection criteria
• tasks or duties associated with the position.

Policies  may include:

• anti-discrimination
• diversity
• equal employment opportunity (EEO)
• privacy and confidentiality.

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 WHS and environmental issues, EEO, industrial relations and anti-discrimination.

Workplace health and safety considerations  may include:

• establishing and maintaining WHS training, records and induction processes
• performance against WHS legislation and organisation’s WHS system, especially policies, procedures and work instructions.

Workforce strategies  may include:

• targets for specific groups to ensure workforce diversity in, for example:

• age
• ethnicity
• experience
• gender
• other forms of differences, such as learning styles, personality types, working styles, etc.

• targets for specific qualifications, capabilities or attributes
• recruiting for new strategic directions.

Channels and technology  may include:

• government job search agencies
• industry-specific websites and journals
• internal communications, such as newsletters, intranet and emails
• newspaper advertisements
• recruitment agencies
• recruitment websites
• social media sites.

Staffing requirements  may include:

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

Induction  may include:

• initial orientation of new employee
• initial training of new employee to meet the requirements of the position.