Unit of competency details

Unit descriptor 

This unit describes the performance outcomes, skills and knowledge required to manage all aspects of the recruitment selection and induction processes in accordance with organisational policies and procedures.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

Application of the unit 

This unit applies to human resources managers or human resources personnel who take responsibility for managing all aspects of selecting new staff and orientating those staff to their new positions. It is not assumed that the manager will be directly involved in the selection processes themselves, although this may well be the case.

In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable.

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. Develop recruitment, selection and induction policies and procedures

1.1. Analyse strategic and operational plans and policies to identify relevant policies and objectives

1.2. Develop recruitment , selection and induction policies and procedures  and supporting documents

1.3. Review options for technology to improve the efficiency and effectiveness of the recruitment and selection process

1.4. Obtain support for policies and procedures from senior managers

1.5. Trial forms and documents that support policies and procedures and make necessary adjustments

1.6. Communicate policies and procedures to relevant staff and provide training if required

2. Recruit and select staff

2.1. Determine future human resources needs in collaboration with relevant managers and sections 

2.2. Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in the recruitment, selection and induction processes

2.3. Provide access to training and other forms of support to all persons involved in the recruitment and selection process

2.4. Ensure that advertising  of vacant positions complies with organisational policy and legal requirements

2.5. Utilise specialists  where necessary

2.6. Ensure that selection procedures  are in accordance with organisational policy and legal requirements

2.7. Ensure that processes for advising applicants of selection outcome are followed

2.8. Ensure that job offers and contracts of employment are executed promptly and that new appointments are provided with advice about salary, terms and conditions

3. Manage staff induction

3.1. Provide access to training and ongoing support for all persons engaged in staff induction

3.2. Check that induction processes are followed across the organisation

3.3. Oversee the management of probationary employees and provide them with feedback until their employment is confirmed or terminated

3.4. Obtain feedback from participants and relevant managers on the extent to which the induction process is meeting its objectives

3.5. Make refinements to induction policies and procedures

REQUIRED SKILLS AND KNOWLEDGE 

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

Required skills 

• communication skills to liaise across the organisation and to ensure that policies and procedures are well supported
• leadership skills to engage others and to ensure that good processes are followed and supported
• literacy skills to document clear policies and procedures and to develop proformas to support recruitment, selection and induction.

Required knowledge 

• concept of outsourcing
• diversity, equal employment opportunity and anti-discrimination principles and associated legislation
• employee contracts
• industrial relations
• recruitment and selection methods, including assessment centres
• relevant legislation on equal opportunity, industrial relations and anti-discrimination
• relevant terms and conditions of employment
• understanding of psychometric and skills testing programs
• workplace relations regulations, workplace relations legislation and other relevant legislation.

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:

• development of a policy and procedures framework for recruitment, selection and induction OR critical analysis of an existing policy and procedures framework for recruitment, selection and induction
• knowledge of relevant legislation.

Context of and specific resources for assessment 

Assessment must ensure:

• access to appropriate 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:

• assessment of written reports on recruitment, selection and induction processes
• direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
• review of training and other forms of support provided to all persons involved in the recruitment and selection process
• evaluation of trialling of forms and documents that support policies and procedures
• review of documentation outlining feedback obtained from participants and relevant managers on the extent to which the induction process is meeting its objectives
• oral or written questioning to assess knowledge of relevant legislation and 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 form the Diploma of Human Resource Management.

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.

Recruitment , selection and induction policies and procedures  may address:

• application processing
• competency profiling
• documentation and use of standard forms
• equal opportunity, anti-discrimination and diversity principles
• interviewing methodologies
• job analysis
• job classifications, assessment centres
• job description
• job evaluation
• privacy and confidentiality
• probationary periods
• psychometric assessment
• recruitment advertising
• reference checks
• selection panels and their composition
• the application of commercial software packages to improve efficiency in recruitment and selection processes
• training for new staff
• use of external agencies

Relevant managers and sections  includes:

• those who have a role in the recruitment selection or induction processes

Advertising  may occur through:

• internal channels
• internet
• newspapers
• radio
• recruitment agencies or specialists
• television

Specialists  may include:

• recruitment agencies
• remuneration specialists
• staff who run security checks
• vocational psychologists

Selection procedures  may include:

• aptitude test or IQ tests
• behaviour in leaderless groups
• demonstration of techniques or technical skills
• interviews, including structured interviews, behavioural interviews or other interviewing methodologies
• peer assessments
• personality testing
• psychometric testing
• referee reports
• use of an assessment centre
• work samples

Unit sector 

Competency field 

Workforce Development - Human Resource Management

Co-requisite units