STRATHFIELD COLLEGE 

Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

Assessment Task 1
Assessment Details
Qualification SIT50416 Qualification Diploma of Hospitality Management
code Name
Unit Code SITXHRM004 Unit Name Recruit, Select and Induct Staff

Assessment Type Written Questions Term 2 Due

Date

Trainer / Assessor’s Details

Full Name: Rajan Mehra Date of
Submissio
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Student Details
Student A Student ID 201611072
Name n
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D
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Instructions to the Candidates

Pre Requirement for this task
Student must review
• Lesson materials provided in class
• Examples used in lessons.
Instructions to Students​:
• Please complete assessment task within the time frame given
• You must attempt all the requirements that are addressed within this assessment task.
• Copying or any kind of cheating is absolutely not permitted, if someone is found cheating or copying, will be
debarred from the assessment and a disciplinary proceeding would begin.
• This assessment covers the following Performance Criteria
PC’s Covered: ​ ​1.1-1.5, 2.1-2.7,3.1-3.8,4.1-4.3

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

Assessments Description

Assessment Instructions
● The questions are divided into sections according to the elements within the unit of
competence. There are four sections in this unit
● You may source information to answer the questions from the learner guide multimedia or
paper based resource for this unit
Key Requirements
● You are required to provide a response to all questions in each section
● On completion, you are required to submit all sections within your Moodle to your assessor

SECTION 1: Identify recruitment needs

1. List and explain three factors that can influence planning for your recruitment needs.

● DEMAND - how busy is demand for our product and service? Do we think demand will
grow or decline over the following months?
● PRODUCTIVITY AND EFFICIENCY - what outcomes or amount of work do we expect
employees to achieve? For example: KPi to be met, sales per hour, customer service
per hour etc.
● LABOUR SUPPLY - How easy is it to get skilled staff? CErtain jobs and industries can
experience skills shortages. We should consider how a skills shortage could affect our
business should we lose key personnel

2. List and explain three ways how a business can monitor and predict service and efficiency
levels to ensure they are adequately staffed?

● HISTORIC TRENDS - look at previous sales, bookings held, occupancy rates or

whatever is appropriate to our business.
● MARKETING - Are there any new marketing campaigns planned that could have a
significant effect on business? These could include discounts, promotions and

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

advertising campaigns targeting new markets.

● EXTERNAL FACTORS - economic changes, legislation, government policy and
changing social trends.

3. Within the organisation, what personnel or departments might you need to consult with
before commencing a recruitment process? Explain why you need to consult with them.

● MANAGEMENT - review the current job description and person specification and see if they
recommend any changes to the role and seek approval to hire at the appropriate management
level.

● THE FINANCE DEPARTMENT - spending money requires approval so we might need to confirm
the labour budget allocation with senior management and the finance department.

● THE HR DEPARTMENT - they will give us guidance through the organisation's recruitment and
selection procedures.

4. Define the difference between part-time and casual employment arrangements.

PART- TIME employees work less than 38 hours per week and receive the same entitlements as a
full-time workers. CASUAL employees have no quarantee of work and are paid 25 % loading that covers
their sick and annual leaves.

5. Why might an organisation choose to put an employee on as a part-time worker, rather

than as a casual?

Part-time provides both the company and employee with job security and loyalty. It works well for
highly skilled positions when we want to keep valued staff and avoid high turnover.

6. Irrespective of the employment arrangement used by the company, it must abide by the
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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

National Employment Standards. List four conditions included in these standards.

i. Long service leave

ii. Public holidays

iii. Notice of termination and redundancy

iv. Fair Work Information Statement for all employees

7. It is common practice for organisations to require staff to complete an employee

requisition form before commencing a recruitment process. What sort of information is
included in an employee requisition?
● The estimated rate of pay

● A summary of duties or key skills

● Nature of employment

8. What is the difference between the job description and a person (job) specification?

Job description outlines the duties and responsibilities for a position and the person specification
outlines and personal skills, qualities, experience and education required to perform the job.

SECTION 2: administer recruitment

1. List three benefits of sourcing candidates from within the organisation?

● Less cost and time in the whole recruitment and selection process.

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

● Can improve staff morale.

● Demonstrates career path progression to other employees.

2. List two disadvantages of sourcing candidates from within the organisation?

● May cause political infighting and unrest amongst those not promoted.

● Requires a good performance appraisal system in place to assess applicants.

3. Imagine you need to hire a low-skilled, entry-level position. List three appropriate methods
you could use to source or recruit for this position? Explain your answer.

● Educational institutes, such as TAFE: good for entry-level positions, known skill level.

● Our company website.

● General online job boards

1. How can your organisation cater to candidates who progress through to the selection
phase and have special needs? Provide two examples.

● disabled car park

● assistance on arrival

● Access to assistive technology

● Specific interview techniques

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

2. In addition to using an interview, list two selection methods you could apply to improve the
effectiveness of the selection process? Explain using examples.

● Skills and ability tests - this involves testing job specific and abilities. They can be
practical, written or in an electronic format.
● Job simulation - a candidate performs range of job tasks in a simulated work
environment, for example, answering calls, handling a complaint, writing a letter etc.

3. Why are behavioural questions considered to be the most effective questioning strategy?

Behavioural questions work on the premise that past performance is the best predictor of future
performance.

4. Turn the following questions into behavioural questions.

⇨ How would you deal with a customer who was very irate and becoming aggressive?

Tell me about the time time when you handled an irritated or aggressive customer. What happened?
What did you do? Tell me about the most difficult customer you've ever dealt with.

⇨ What do you think makes good customer service?

⇨
Tell me about the time when you experienced excellent customer service. What made it great?

5. When is it appropriate for a company to use a group interview?

They are used in mass recruitments, for example, opening hotel or casino, or annual hiring,
such as airlines do for flight attendants or large companies do when hiring graduates.

6. List four common mistakes interviewers make when conducting a job interview?

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

i. Lack of knowledge about the job.

ii. Jumping to conclusions.

iii. Talking too much.

iv. Influence of non-verbal behaviour.

9. Before offering a job to a candidate, you need to verify certain information by conducting a
background check. What could be included in a background check?

A background check could include police check, qualification check and checking of
work-related references and personal character referees.

10. Briefly outline the steps involved in making the final selection decision.

Step 1

Review the applicant's performance in all areas of the recruitment and selection process,
including resumes, interview results, testing and background checks.

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

Step 2

Categorise shortlist from most likely to hire, to least likely to hire. Discuss results with all
staff involved in the selection process.

Step 3

From the steps above, we should have reduced the shortlist to two or three people -
perhaps even a clear winner.

Step 4

Review the final shortlist again. Ensure we have clearly communicated the selection
decision to the appropriate colleagues and there is a unanimous agreement as to who the
successful candidate should be.

11. Imagine you are in a situation where there are two final candidates and you and your
colleagues can’t agree on who to employ. List three things you could do?

i. Have the meeting with the other staff involved in the recruitment and selection
process and ask them for their opinion.

ii. Review our recruitment and selection process for bias. Are there any factors
influencing decisions that are irrelevant to the job?

iii. Ask the candidates to return to participate in another selection process.

12. Outline a common process an organisation could take in making a job offer to a candidate.

Telephone the candidate, advise them they have been successful and then ask them if they want to
accept position. If they accept the offer, advise them you will be following it up with a written offer
immediately.

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

13. What should be included in the employment offer letter?

- Position title, duties and responsibilities.

- Hours of work.
- Training requirements
- Salary or wage conditions
- A copy of Fair Work Information Statement
- Parking arrangements
- Typical clients / customers

14. List six records of the recruitment and selection process that the organisation should
keep?

i. Job description and person (job) specification

ii. Candidate resumes and application form

iii. Shortlists based upon KSC

iv. Tests and results

v. Background check

vi. Records of the selection decision process

SECTION 4: plan and organise induction programs

1. Explain the benefits in having an induction program to:

The new employee

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

● Confidence is developed more quickly

● Helps them to fit in and ease with new colleagues

The organisation

● Standards and procedures are more likely to be met

● Can reduce customers complaints
● Helps employers to meet their legal obligations to provide a safe work environment

2. Explain what is included in the ‘department’ part of the induction process.

● Toilets, lockers, change room etc.

● Break rooms
● Uniform, grooming and hygiene standards
● Email setup, access to Intranet
● Department equipment such as photocopier, scanner etc.

3. Explain what is included in the ‘job’ part of the induction process.

● Job tasks

● equipment and technology used on the job

● Trainings

● Expectations of performance outcomes to be met

● How the employee's performance will be measured

4. Explain the role of these four key personnel that may be included in the induction process.

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 STRATHFIELD COLLEGE 
Strathfield College Pty Ltd 
CRICOS Code: 02736K National Code: 91223 ABN: 85 168 435 667
 

Human Resource Department - HR usually only conduct the 'company' part of the
induction program and develop and coordinate induction programs.

WH&S representative - may assist in providing training and information during the
induction on maintaining a healthy and safe working environment for all employees.

Management - New employees need to meet key management personnel, such as the
top-level management and their department heads. It helps to build a strong and
adhesive culture.

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