BSBHRM405 Support the recruitment, selection and induction of staff
Assessment Task 1 Instructions
Provide answers to all of the questions below:
Identify and list two types of documents that can be used for each of the following human resources phases:
Recruitment
Selection
Induction
Explain the concept of the Human Resources Life Cycle and the role of recruitment and selection within the life cycle.
Explain each of the 5 main stages of the Human Resource Life Cycle.
Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered to when recruiting and selecting staff for a position. For each Act you identify, why the Act must be adhered to when recruiting and selecting staff.
Which Act includes the requirement for employees to be provided with a Fair Work Information Statement before or, as soon as possible after starting a job.
Access the Act to identify and then list the key information included in the Fair Work Information Statement.
Describe three methods that can be used to advertise a vacancy within an organisation.
Describe two forms of technology that can be used to advertise a position.
Explain two interviewing techniques.
Explain three commonly used selection techniques.
Explain the purpose and relevance of psychometric tests in recruitment and selection.
Explain the purpose and relevance of skills tests in recruitment and selection.
Discuss in approximately a paragraph why recruitment decisions should not be based on one selection method alone.
Assessment Task 2 Instructions
Read the following:
You are a Human Resources Officer at the University of Green Hill. The Human Resources Manager has been discussing with you the University’s intention to grow its Human Resources personnel due to the high numbers of staff employed across the University as a whole and the University’s focus on having a highly skilled HR Department.
Complete the following tasks.
1. Participate in a meeting to plan for recruitment
The first part of this assessment task requires you meet with the Human Resources Manager to discuss the requirements for a new position at the University of Green Hill,
Prior to the meeting, you should review the University’s recruitment, selection and induction policy and procedure to ensure you understand the requirements for recruiting staff.
At the meeting your assessor will provide you with information about the position requirements and you will need to take notes to refer to when you develop your position description.
During the meeting you will need to ask questions and confirm information through active listening techniques.
You will need to ensure that you confirm the timelines for appointment.
2. Develop a position description
The next part of the assessment requires you to develop the position description for the new role of Human Resources Advisor using the University’s position description template and following the University’s recruitment and selection policy and procedure that describes the procedure to be followed for developing position descriptions and that takes into account all relevant legislation, regulations, standards and codes. When you have completed your position description, you are required to obtain approval for the position description. You will need to send an email to the Human Resources Manager to:
Confirm the requirement for the appointment as per the Manager’s advice and the University’s workforce strategy
Seeks approval to proceed with the recruitment for the position based on the supplied position description
Confirm timelines for recruitment as discussed at the meeting.
3. Develop an advertisement
Assume that you have been approved to proceed with the position as per the position description developed. Following organisational policy on relevant legislation for EEO and anti-discrimination as indicated in the guidelines for advertising in the Recruitment and Selection Policy, design an advertisement for an externally advertised position, as well as an advertisement for an internally advertised position. Ensure the advert contains all the relevant information and that it is designed to gain attention, generate interest, explain benefits, and target appropriate candidates.
In addition, you should research options for advertising for external candidates. Your recommendations should be based on the Recruitment, Selection and Induction Policy requirements and you must provide the details of at least two possible sources. You should provide a clear rationale for using these sources, as well as details of the costs associated.
Submit your advertisement and your recommendations for advertising options via email to the Human Resources Manager (your assessor).
4. Develop interview questions
The next part of the assessment requires you to develop at least 10 interview questions that can be used at the interview to find out as much as you can about the candidate in relation to the job role as follows:
Ensure the questions obtain information that can be used to assess the applicant’s suitability against the selection criteria and position description
Use open, closed, situation and behavioural questions
Ensure questions do not result in bias or discrimination
When you have completed the interview questions, send them in an email to your assessor who will assess them according to whether they meet the criteria above.
In your email, you should also confirm your understanding of who will be included on the selection panel as per the Recruitment, Selection and Induction policy and the steps that need to be taken to convene the panel.
5. Select candidates
The final part of this assessment requires you to review the candidate summaries below and make an assessment of which candidates should be shortlisted for the position based on the position requirements. The final part of this assessment requires you to review the candidate summaries below and make an assessment of which candidates should be shortlisted for the position based on the position requirements.
Carol Tibbs: Carol has a Bachelor in Business from 2000. Carol worked as an HR Officer between 1998 and 2002 but since then has been a stay at home Mum. Carol is now wishing to return to the workforce.
Bob Falter: Bob has a Masters of Human Resources Management and has been a taxi driver for the last 10 years. His application explains that he has been unable to get a job in HR, hence why he has been driving taxis.
Anne Barnes: Anne is an Events Officer at the Australian Human Resources Institute. She has been in this position for 10 years managing a range of human resources workshops and conferences. She is keen to move into a HR focused role. She has a Bachelor of Business specializing in Human Resources.
Reita Faria: Reita is a HR Officer with a large bank. Reita has a Diploma of Human Resources Management. She has recently managed the introduction of a new performance appraisal system.
Samiya Johns: Samiya has recently moved from Brisbane to Sydney and is seeking a new job because of her change of location. Samiya was previously employed with the University of Brisbane as a HR Officer. She was in the position for 2 years and only just recently resigned due to the move to Sydney. Samiya has an Advanced Diploma of Human Resources Management.
Develop a shortlist of candidates in accordance with the shortlisting guidelines in the Recruitment and Selection Policy and Procedure and the position description.
When you have completed the shortlist, send an email to your assessor in the role of the Human Resources Manager indicating which candidates you believe should be included in the short list and your reasons for this, as well as the letters you have developed for approval. Identify
In addition, develop a letter to be emailed to each successful candidate to advise that they have been selected for interview, including details of the date, time and venue (this will be the RTO address) for the interview, as well as who will conduct the interview (you and the HR Manager) – note you can should include the date and time advised to you by your assessor for the interviews to be conducted in Assessment Task 3. You may select which candidate will be interviewed at either of the times given.
Send a final email to your assessor advising of the interview schedule.
Assessment Task 3 Instructions
Carefully read the following:
Assume that two candidates have been selected for interview and that you have been asked by your HR Manager to participate in the interview and ask the interview questions that you created in Assessment Task 2.
Your assessor will role-play the Human Resources Manager and will also arrange for three students to role- play the short-listed candidates. These will be the three candidates that you shortlisted for assessment task 2. Your assessor will assist candidates to prepare for the interview.
Your assessor will welcome the candidate, introduce themselves and you, as well as provide a brief overview of the company.
It will be then your role to ask the questions you have prepared. The Human Resources Manager will close the interview
1. Participate in the interview
This assessment task requires you to participate in the interview of the two selected candidates. At the commencement of the interview you will need to:
Introduce yourself
Ask questions as per the identified and prepared interview questions.
Ask further questions as required based on the candidate’s response.
Listen carefully to the candidate’s responses and make notes
At the end of the interview you will need to farewell the candidate and thank them for their interest in attending.
During the interview, you will need to demonstrate effective communication and interpersonal skills including:
Speaking clearly and concisely
Asking questions as required to identify required information
Responding to questions
Using active listening techniques to confirm or clarify information
Non-verbal communication skills to show interest and encouragement, including
smiling, nodding, eye contact.
After the interview you will need to demonstrate your ability to discuss yours and the Human Resources Manager’s assessment of the candidates as follows:
Discuss assessment of candidates with the HR Manager based on responses provided in the interview and according to selection criteria.
Identify and discuss preferred candidate and reasons for this.
Your assessor will also ask you a question about biases and non-conformities with agreed procedures which you will be required to answer.
2. Obtain referee reports
The next part of this assessment requires you to obtain referee reports via telephone by participating in a role-play with your assessor playing the referee for the selected candidate. You will call your assessor over the phone at the agreed time and ask the assessor at least 5 questions that confirm the candidate’s details and their suitability for the position.
Demonstrate effective communication skills by speaking clearly and concisely, asking questions and using active listening techniques.
Following the completion of the referee checks you will then be required to complete the selection report template provided by your assessor and send it via email to the CEO (your assessor) referring to the position recruited and attaching the selection report.
3. Develop and respond to rejection letters
This part of the assessment requires you to develop and respond to rejection letters as follows:
Develop and send letters to unsuccessful candidates advising them that they have not been selected. Send these letters to your assessor via email.
Respond in writing to the following enquiry according to the Recruitment, Selection and Induction Policy. Send your response to your assessor via email.
Dear Human Resources Officer
I was very disappointed not to have been selected for the position of Human Resources Advisor and do not understand why, as I believe I have all of the required skills and knowledge.
Can you explain why I did not get the position?
Kind Regards, X
4. Induct successful candidate
The final part of this assessment requires you conduct a range of activities to induct the successful candidate as follows. You will need to develop all the listed correspondence and then send your work to your assessor via email.
5. Develop and submit via email to your assessor:
A Contract of employment that sets out all employment conditions sent to the successful candidate so as to secure their acceptance of the position.
An email to the CEO and your work team advising them of the new appointment including name of the person and starting date (you can make these details up).
An email to the pay department (your assessor) indicating the date that the new employee is starting and asking them to make the necessary arrangements with the new employee.
An email to the new employee (your assessor) indicating that they will be required to participate in an induction, the purpose of the induction, as well as the date and time of the induction.