Assessment Tasks and Instructions

Student Name Enrico Yang

Student Number RC00001601

Course and Code

Unit(s) of Competency and Code(s) SITXHRM004 Recruit, select and induct staff
Stream/Cluster
Trainer/Assessor

Assessment for this Unit of Competency/Cluster Details

Assessment 1 Theory Test
Assessment 2 Project
Assessment 3 Observations
Assessment conducted in this instance: Assessment 1 2 3

Reasonable Adjustment
1. Has reasonable adjustment been applied to this assessment?
No No further information required

Yes Complete 2.
2. Provide details for the requirements and provisions for adjustment of assessment:

Student to complete
My assessor has discussed the adjustments with me
I agree to the adjustments applied to this assessment
Signature Date

2nd Assessor to complete

I agree the adjustments applied to this assessment are reasonable
Name

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 Signature Date
Assessment Guidelines

What will be assessed

The purpose of this assessment is to assess you underpinning knowledge to complete the tasks outlined in the
elements and performance criteria for this unit of competency and relating to the following aspects:

 specific industry sector:

o recruitment and selection practices
o formats for and inclusions of selection criteria and job advertisements
o effective advertising media
o features of an effective recruitment advertisement
o roles of recruitment agencies
o relationships of job descriptions to selection criteria and ways to develop clear and concise selection criteria
o methods of linking interview questions to selection criteria
o key elements of applicable awards
o nature and role of induction programs and typical content
 specific organisation:
o roles and responsibilities of different personnel in the recruitment and induction process
o required make-up of interview panels
o procedures for employment checks
o full content of recruitment and human resource policies and in particular:
 approval processes for advertised salaries and recruitment of new personnel
 nature and content of job advertisements and communications with applicants
 participants in interview panels
 required skills profile of potential employees for particular jobs
 role of different personnel in the recruitment and induction process
 timing and nature of induction programs
 use of different media in the recruitment process
 use of government-subsidised traineeships and apprenticeships
 key elements of equal employment opportunity (EEO) employment laws and how they must be implemented in
recruitment and selection processes
 records required of recruitment and selection process:
o administrative documents
o interview schedules
o interviewer details
o selection panel comments, score sheets and recommendations
o records of interview
 selection process:
o checks:
 police
 reference

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  working with children
 qualifications
o evaluation of portfolios
o exchange of written information
o interviews:
 by human resource specialists, department managers or selection committees
 face-to-face
 teleconference
 telephone
 videoconference
o presentation to a selection committee
o skills tests
 special arrangements required in the organisation of selection procedures:
o access:
 parking
 security clearance
o using:
 assistive technology
 electronic presentation media
 interpreters
 special interview techniques for those with disabilities
 teleconference
 videoconference
 visual information and diagrams instead of written material
 information for inclusion in induction programs:
o conditions of employment
o contact details for various departments or colleagues
o current organisational focus or initiatives
o employee:
 benefits
 responsibilities
 rights
o enterprise:
 culture
 goals
 objectives
 responsibilities
 vision
o key organisational policies and procedures
o industrial arrangements for the organisation
o orientation of:

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  departmental locations and equipment
 staff amenities
 off-site operations
 whole of business premises
o organisational charts
o payroll information:
 awards and applicable pay rates
 superannuation
 wage payments
o policies and procedures specific to the job role
o work health and safety information.
Place/Location where assessment will be conducted

Resource Requirements
Pen, Paper or computer.

Instructions for assessment including WHS requirements

You are required to address all questions to achieve competence. Your trainer will provide you with
instructions for time frames and dates to complete this assessment.
Once completed, carefully read the responses you have provided and check for completeness. Your trainer
will provide you with feedback and the result you have achieved.

Statement of Authenticity
I acknowledge that I understand the requirements to complete the assessment tasks
The assessment process including the provisions for re-submitting and academic appeals were explained
to me and I understand these processes
I understand the consequences of plagiarism and confirm that this is my own work and I have
acknowledged or referenced all sources of information I have used for the purpose of this assessment
Student Signature: Date: / /201

This assessment: First Attempt 2nd Attempt Extension – Date:    /    /   

RESULT OF ASSESSMENT Satisfactory Not Yet Satisfactory

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Feedback to Student:

Assessor(s) Signature(s): Date:    /    /     

Student Signature Date:    /    /     

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Assessment 1

Your task: Answer the following questions. Each question must be completed.

Question 1
List 5 business events that would require you to recruit new staff:
1. Vacant or new position identified

2. During an expansion

3. For the development of specific project

4. When the demand of customers increases

5. For an event

Question 2
What is the primary factor in determining staffing needs?
What is the primary factor in determining staffing needs?

Current staf workloads.

Question 3
Why should you regularly discuss workload considerations with your staff?

Why should you regularly discuss workload considerations with your staf?

You need to look after your staf and to avoid stress levels with staf. In order to maintain productive
communication networks, to ensure that workload is distributed equally between employee members and
to provide an incentive for staf to be creative as a team, daily workload consideration is necessary
between managers and employees.

Resource management allows you to distribute work more efficiently across your team, in order to not
only reduce stress exhaustion on employees, but mainly to prevent them from becoming overworked.

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Question 4
List 3 pieces of information you may need to supply to management when making a written submission for
approval of a new position.
1. Job description

2. Department report

3. Job adversiting

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Question 5
List 6 pieces of information a job description should contain.
1. Job title

2. Job purpose

3. Job duties and responsibilities

4. Required qualifications

5. Preferred qualifications

6. Working conditions

Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?

For many businesses, people working in customer service roles or using customer service skills are the
human face of the company. These businesses rely on employees who can create a positive dialogue
with customers, helping to foster loyalty and a good reputation. This industry relies on its customer
service and customer relationships and skills

Question 7
How do well written selection criteria help the selection process?

How do well written selection criteria help the selection process?

In order to do a job efectively, selection criteria reflect the main credentials, training, skills , expertise,
personal characteristics, abilities and experience an individual must have. In order to be eligible for a
position, we must meet the selection criteria.

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Question 8
When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
1. Employee people with disability

2. Employing CALD people

3. Employing Aboriginal and Torres Strait Islander peoples

4. Equal opportunity and diversity

5. Employing mature aged people

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Question 9
How can an application form help you process applications more quickly?
How can an application form help you process applications more quickly?

Forms are simpler to compare since they adopt an identical format, unlike CVs. Employers carefully
shape the structure and content of their application forms, prompting particular responses that will
inform them more easily and clearly about the suitability of an individual for the job than their CV
will.

Question 10
Describe the process of ‘shortlisting’ or ‘culling’.

Describe the process of ‘shortlisting’ or ‘culling’.

Check each application against the selection criteria. Shortlisting is the process of identifying the
candidates from your applicant pool who best meet the required and desired criteria for the open req
and who you want to move forward onto the next step of your recruitment process, which is usually
some form of interview. Shortlisting falls after sourcing (finding and attracting) and before
interviewing and further evaluating in the recruitment process. Screening and shortlisting also happen
simultaneously: you shortlist the best ones to move forward as you screen resumes from applicants.

Question 11
List 2 pieces of information you should include in a rejection letter:
1. Explain why they were not chosen or successful

2. Thank the person for applying for the position

Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1. Give access to parking

2. Laptop, projector,

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3. Look for an office, boardroom

Question 13
How can you comply with privacy laws when storing applications?
How can you comply with privacy laws when storing applications?

When storing electronic and hardcopies, make sure this information is password protected. Privacy
protection and confidentiality with respect to personal and/or sensitive information must be retained
irrespective of whether the information is processed and transmitted or transmitted orally by manual
or electronic systems. All appointed employees must be informed that they are entitled to access their
personal records for details.

Question 14
During interview, how does keeping a written record of the candidate’s suitability according to the selection
criteria assist you in complying with EEO legislation?
During interview, how does keeping a written record of the candidate’s suitability according to the
selection criteria assist you in complying with EEO legislation?

The definition of diversity and equity in the workplace requires the equality of employment
opportunity ( EEO) principle. The aim of EEO policies is to prevent discrimination or exclusion in the
workplace of specific groups of people, including women, Indigenous Australians, people with
disabilities, and those sufering from racial or ethnic disadvantages. EEO initiatives remain a
significant cornerstone of an organisation 's corporate diversity strategy.

If all stakeholders are satisfied that the job description is right and reflects the general priorities of the
position, they support it and recognize it as the structured document used to determine if an individual
is eligible for the specific job. Make sure the contract is signed and dated by each stakeholder as
necessary. File the document so that it can be quickly found by those who have access to the staf and
recruiting files of the company.

Question 15
List 3 checks you may do as part of the selection process.
1. Check for working with children (Blue Card)

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2. Visa requirements

3. Reference checks

Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for the
position.
1. Skill test

2. Short quiz

3. Physical test, medical test

Question 17
List 3 departments you may need to contact to help get everything set up for the new position.
1. Security – create a new pass

2. IT- set up password etc

3. Administration- payroll, superannuation etc

Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?

Formal letter in writing to say that you have been successful, usually it may attach a contract that
needs to be signed. The purpose of an appointment letter is to provide a written letter to a newly hired
employee referring to job status falling into categories such as permanent or probationary, temporary
or contract workers. This letter, after approving the ofer of employment, is to formally welcome the
employee.

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Question 19
What should be created for a new employee to record the employment process? List 4 things it should
contain.
1. Resume

2. Qualifications, interview questions, background checks

3. Admin documents, successful letter, contract

4. Records of your interview

Question 20
List the essential key aspects your induction program should cover.

Information about the business, policies and procedures, culture of the business, job information, tour
of the business, staf facilities, WHS responsibilities, roles of other staf members.

 • Employee information, including personal contact details, emergency contact details and bank
account details
 • Employment contract/confidentiality agreement
 • Position description
 • Superannuation Standard Choice form
 • Australian Tax File Number Declaration form
 • Fair Work Information Statement and copy of the relevant Award
 • Internal Employee Handbook
 • Internal Employee Policies
 • Workplace Health and Safety (WHS/OHS) Information
 • Workplace maps
 • History of the organisation
 • Mission Statement
 • Your Business Plan
 • Key people in the organisation

Question 21
Businesses are required to record proof that workplace health and safety information was communicated
clearly. What are some ways to achieve this?
Businesses are required to record proof that workplace health and safety information was

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communicated clearly. What are some ways to achieve this?

Signing on the contract will mention WHS, also included in the induction, sign when you
acknowledge this. Maintaining WHS training records and records of incidents and hazard
identification is also important.

Question 22
How does designating a colleague to assist a new employee during the induction process help them?
Normally all new workers should pair up with a colleague that knows the run of the business. A buddy
provides informal guidance to the new starter on the culture and social norms of the area or team. A well-
briefed and enthusiastic buddy can help the new employee to feel welcomed and will allay some of the
nerves that accompany a new job. Use of the buddy system should provide the new employee with an
informal support and social network and a starting point for general queries.

Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1. Panel interview, telephone interview, video interview-skype, zoom etc

2. Behavioral Interviews.

Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?
Under what circumstances would it be necessary to readvertise the position and start the process
again?

If the person was not suitable, if someone declines the job at the last minute. It may also be important
to readvertise the position again if candidates that apply are not suitable for that position, it is rare, but
may happen.

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Question 25
What do some employers (who require a close team environment) do to ensure the candidate will fit into
the team?
May ask my team members to help with the interview process, also to make sure there is no disadvantage
with any candidates. It is also important to closely analyse the job description and the company’s
requirements, considering each department’s activities.

Question 26
How could you adjust your interview technique to accommodate a candidate who speaks little English or
has speech difficulties?
 • Use an interpreter
 • Lip read
 • Sign language
 • Enunciate clearly and use voice intonation
 • Be culturally aware
 • Enunciate clearly and use voice intonation
 • Slow down your speech

Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with special needs?
Under federal and state laws, it is against the law for employers to discriminate employees and job
applicants,

or allow discrimination and harassment to occur within their organisations. Employers, managers and
supervisors must treat all their job applicants and employees on the basis of their individual merit and
not because of irrelevant personal characteristics. They must also do their best to make sure that their
employees are not harassing any other job applicant or employee. In the recruitment process, all jobs
(including traineeships and apprenticeships) must generally be open to all people on the basis of merit
only.

Question 28

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For your industry sector and/or department, list 3 effective ways of advertising positions.
1. Internal job position, internet (Seek)

2. Social media- (LinkedIn)

3. Recruitment agency

Question 29
What is the advantage of using a recruitment agency instead of managing the recruitment process yourself?
Saves the business time, recruitment handles all the processes, they may find two qualified people for you to
choose

Question 30
Describe the conditions of the award the staff in your department area paid under for the following
terms of engagement:
Full-time : full hours example- 40 hours, holiday pay & sick pay

Part-time : similar to full time, however less hours, but still have the benefits of full time

Casual : less hours, higher rate of pay-no holiday or sickpay

Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
1. Group decision, more closely observed, diferent expertise, range of diferent questions

2. Better assessment than one on one interviews

3. It makes the candidate familiar with the team as well company’s work culture

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