5/21/13

Recruit and select staff

Home - THH02 - THHGLE07B

THHGLE07B Recruit and select staff

Unit Descriptor This unit deals with the skills and knowledge required to recruit and select staff within the framework of existing human or staffing resource plans or policies. Depending upon the sector and enterprise, dedicated specialist staff, operational supervisors or managers may undertake this role. A more strategic approach to recruitment and selection can be found in unit BSBHR605A Manage recruitment and selection processes from the Business Services Training Package. PERFORMANCE CRITERIA 1. Identify short-term recruitment needs based on monitoring of service and efficiency levels in the workplace. 2. Consult appropriate colleagues and other stakeholders in relation to staffing needs and job specifications. 3. Develop clear and concise selection criteria and job specifications. 4. Use job descriptions where appropriate to facilitate the recruitment process. 5. Obtain approval for recruitment initiatives in accordance with enterprise policy. 2 . Administer recruitment 1. Create, approve and disseminate advertisements for positions in accordance with enterprise policy and legal requirements. 2. Process applications in accordance with enterprise policy. 3. Inform applicants of decisions and provide other recruitment information within reasonable timeframes. 4. Organise interviews and other selection processes in accordance with enterprise policy. 5. Make employment offers in accordance with enterprise policy.
tpu.bluemountains.net/unit-display.php?recordID=20734&s=THH02 1/5

ELEMENT 1 . Identify recruitment needs

5/21/13

Recruit and select staff

6. Advise prospective employees on details in accordance with enterprise policy and industrial/legislative requirements. 7. Process and file in accordance with enterprise policy. 8. Identify and communicate recommendations for improvements in recruitment processes to appropriate colleagues promptly. 3 . Select staff 1. Review applications against criteria, noting any additional influencing factors. 2. Conduct interviews and other selection procedures in accordance with enterprise policy and legal requirements. 3. Use selection criteria as the basis for selection. 4. Communicate selection recommendations to appropriate colleagues. 5. Create and maintain accurate, clear and complete records of the selection process. 4 . Plan and organise induction programs 1. Plan the content and format of induction programs to reflect enterprise objectives and policies. 2. Include all appropriate practical information in induction programs in accordance with enterprise policy and industrial/legislative requirements. 3. Include information on the culture of the enterprise in induction programs. 4. Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption.

Scil Proteins Pharma

www.scilproteins.com Affilin(R) therapeutics platform using human ubiquitin as scaffold

Key Competency How can information be collected, analysed and organised? How are ideas and information communicated within this competency? How are activities planned and organised?

Examples of Application Developing clear and concise job descriptions Evaluating and culling applications

Performance Level 3 3 2 3 1
2/5

Administering the recruitment process including responding to applicants and organising interviews How are problem solving skills applied? Participating in an interview panel and discussing selection recommendations How are mathematical ideas and techniques Calculating staff numbers
tpu.bluemountains.net/unit-display.php?recordID=20734&s=THH02

5/21/13

Recruit and select staff

used? How is use of technology applied? How is team work used within this competency? Range Statement

Responding to a situation where response levels to a job advertisement are very poor Using software to produce attractive staff induction kits

2 1

Enterprise policies in relation to recruitment may relate to approval processes for additional recruitment approval processes advertised salaries required profile of potential employees (eg. trainees, fully skilled) use of government-subsidised traineeships nature and content of job advertisements nature and content of communications with applicants use of different media in the recruitment process participants in interview panels timing and nature of induction programs role of different personnel within the recruitment and induction process. Recruitment needs may be permanent temporary full-time part-time casual volunteer project-related (eg. for an event). Advertising for personnel may be internal external direct to the public via a recruitment agency
tpu.bluemountains.net/unit-display.php?recordID=20734&s=THH02 3/5

5/21/13

Recruit and select staff

on the Internet.

Evidence Guide Essential Knowledge and Skills to be Assessed The following knowledge and skills must be assessed as part of this unit: broad knowledge of personnel planning, selection and recruitment practices the role of job descriptions and typical formats the role and uses of competency standards for the recruitment process recruitment methods and processes used within the tourism and hospitality industry including most appropriate styles of advertising, features of an effective recruitment advertisement, roles of recruitment agencies and internal recruitment protocols and procedures for conducting selection interviews including make-up of interview panels, type of questions and equity issues procedures and methods for selection and testing procedures for reference checks nature and role of induction programs and typical content details of relevant legislation in relation to recruitment and selection of staff including Equal Employment Opportunity, anti-discrimination and dismissal procedures overview of potential requirements for employing people with special needs award provisions or other enterprise agreement issues which impact on the recruitment process. Linkages to Other Units There is a strong link between this unit and a range of other units that deal with employee relations issues. Depending upon the sector and individual workplace, combined delivery may be appropriate. Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment. Critical Aspects of Assessment Evidence of the following is critical: knowledge and understanding of recruitment processes and procedures used within the tourism and hospitality industry ability to administer the total recruitment process ability to develop job specifications and selection criteria for recruitment, conduct fair interviews and make selections based on agreed criteria.
tpu.bluemountains.net/unit-display.php?recordID=20734&s=THH02 4/5

5/21/13

Recruit and select staff

Context of Assessment and Resource Implications Assessment must ensure: conduct of a complete recruitment process involving multiple applicants to meet a specific industry need conduct of interviews with multiple applicants as part of the recruitment process. For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs. Assessment Methods Assessment methods must be chosen to ensure that recruitment and selection skills can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills. The following examples are appropriate for this unit: direct observation of the candidate conducting a number of job interviews review of documentation prepared by the candidate detailing job specifications, advertisements and supporting correspondence to support the recruitment process evaluation of projects conducted by the candidate in conjunction with industry practitioners to develop job specifications and recruitment procedures for different workplaces review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.

tpu.bluemountains.net/unit-display.php?recordID=20734&s=THH02

5/5