DUE DATE: 31/03/2017

Assessment Resource Summary

BSBHRM506 Manage recruitment selection and induction
Unit Details processes

This is a summative assessment, which requires each

Assessment student to have adequate practice prior to undertaking this
Type assessment
Assessment 1
(Developing recruitment, selection & induction process)

Projects Assessment 2
(Preparing position vacancy)
Assessment 3
Assessment (Development of Induction Kit)
Assessment 2
Methods (Staff Recruitment Role-play)
Observations
Assessment 3
(Staff Induction Role-play)
Written
Assessment or Assessment 4
(Written Assessment / Project)
Project

Last Modification Date November 2014

Proposed Review Date November 2015

Assessment Resource | BSBHRM506

Unit Summary
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.

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

Version Date: November 2014 Page 2 of 24

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Prerequisite Units
There are no recommended pre-requisite units for this competency.

Co-requisite Units
There are no recommended co-requisite units for this competency.

Important notice to students:

1. Students must submit assessments by due dates; otherwise, they will incur a fine of $50.00.per
Unit (if submitted within one week after the due date) followed by $100.00 per Unit (if submitted
within two weeks after the due date) and $150.00 per Unit (if submitted within one month after the
due date). If you dont submit assessments even by one month, or do not pay fines, HIBT may
report to DIBP as against non-completion of assessments and non-payment of fees and fines, and it
may affect your student visa.

2. Plagiarism is not accepted in Australian education system and at HIBT. You should not practice
any plagiarism in your assessments or any other works. If you are found to practice plagiarism, or
your assessment has been found to be plagiarised, you will be fined $250 (for first time) followed by
$500 (for second time) and $1000 (for third time). If you are still found to be plagiarised after the
third time, HIBT will report to DIBP as against plagiarism and it may affect your student visa.

ASSESSMENT SUMMARY / COVER SHEET

This form is to be completed by the assessor and used as a final record of student competency.
All student submissions including any associated checklists (outlined below) are to be attached to this cover sheet before
placing on the students file.
Student results are not to be entered onto the Student Database unless all relevant paperwork is completed and attached
to this form.

Student Name:

Student ID No:

Final Completion Date:

Unit Code: BSBHRM506

Unit Title: Manage recruitment selection and induction processes

Result
Please attach the following student evidence to this form S = Satisfactory
NS = Not Satisfactory
NA = Not Assessed

Version Date: November 2014 Page 3 of 24

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Recruitment, selection and indication processes

Assessment 1 attached S | NS | NA
Checklist attached
TWO (2) job advertisements attached
Position description attached
Assessment 2 S | NS | NA
Successful and unsuccessful letters attached
Checklist attached
Staff induction kit attached
Assessment 3 S | NS | NA
Observation checklist attached

Assessment 4 Written Assessment / Project attached S | NS | NA

Final Assessment Result for this unit C / NYC

Student Feedback: _______________________________________________________________________

_______________________________________________________________________________________

Assessor Declaration: I declare that I have conducted a fair, valid,

Student Declaration: I declare that I have been assessed in this unit,
reliable and flexible assessment with this student, and I have provided
and I have been advised of my result. I also am aware of my appeal rights.
appropriate feedback
Name: ____________________________ Name: ____________________________
Signature: ____________________________ Signature: ____________________________
Date: ____/_____/_____ Date: ____/_____/_____

Administrative use only

Entered onto Student Management Database ________________

Date Initials

Version Date: November 2014 Page 4 of 24

 ASSESSMENT 1 STUDENT INFORMATION
This information is to be handed to each student to outline the assessment requirements.

You are to develop a recruitment, selection and induction process for new recruits
into your organisation / department. Document your process so that it covers the
points below. Be sure to:
Analyse strategic and operational plans and policies to identify relevant
policies and objectives
Develop recruitment, selection and induction policies and processes, and
supporting documents
Utilise appropriate technology to improve the efficiency and effectiveness of
the recruitment/selection process
Obtain support for your policies and procedures from your assessor
Trial and measure against your objectives all forms, procedures and induction
processes (making all necessary changes)
Explain your policies and procedures to your assessor when you submit this
task

To complete this task, you will need to consider a business or industry. Your
assessor will perform the role of your supervisor to answer any questions you have
regarding the development of this project

Your recruitment 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
Policies can be established or altered only by the Board: Procedures may be altered by the CEO.

DISCLAIMER: While all care has been taken in the preparation of this material, no responsibility is accepted by the author(s)
or Our Community, its staff, volunteers or partners, for any errors, omissions or inaccuracies. The material provided in
this resource has been prepared to provide general information only. It is not intended to be relied upon or be a substitute for
legal or other professional advice. No responsibility can be accepted by the author(s) or Our Community or its partners for any
known or unknown consequences that may result from reliance on any information provided in this publication.
Assessment Resource | BSBHRM506

training for new staff

use of external agencies

ABC staff recruitment policy and procedures

INTRODUCTION
The success of ABC relies on its ability to attract the best staff and
volunteers available. Recruitment methods must be fair, efficient, and
effective.

PURPOSE
The Staff Recruitment Policy has been established to ensure ABC has the
opportunity to attract the best available staff and volunteers for all vacant
positions. This policy relates to employment of all staff and volunteers
other than the CEO.

POLICY
ABC is committed to providing high quality programs and services to our
community. To support the achievement of this objective we recognize the
importance of employing the most suitable applicant for all vacant
positions.
ABC will ensure it has the best opportunity to attract the best available
staff by broadly advertising (internally and externally as deemed
appropriate) all vacant remunerated positions and volunteer vacancies.
ABC will take all reasonable steps to ensure that applicants may be safely
entrusted with the duties of their position.
ABC will internally advertise all vacant positions to current staff and
volunteers to encourage career advancement and increase participation.
ABC is committed to providing a work environment that is free from
harassment and discrimination.
All recruitment and selection procedures and decisions will reflect ABC s
commitment to providing equal opportunity by assessing all potential
candidates according to their skills, knowledge, qualifications and
capabilities. No regard will be given to factors such as age, gender, marital
status, race, religion, physical impairment or political opinions.
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Responsibilities
It shall be the responsibility of the CEO (or a delegated authority) to implement this policy
and to monitor its performance.
It is the responsibility of Managers and Supervisors to ensure that:
They are familiar with the recruitment policies and procedures, and that they follow
them accordingly;
Staffing levels for their department are determined and authorized;
All roles have current position descriptions that specify role requirements and
selection criteria.
It is the responsibility of the Human Resources Department to ensure that:
All Managers are aware of their responsibilities in the recruitment and selection
process;
Managers are given continuous support and guidance in regards to recruitment and
selection issues.

PROCEDURES
Pre-Recruitment Activities
When it becomes necessary to recruit for a position, Managers should carefully consider
the requirements for the position, and the key selection criteria including skills, experience
and qualifications.
If no position description exists for the available position, or if it requires revising, this is
the responsibility of the appropriate Manager. Once the new position description or
amendments have been drafted, it should be forwarded on to Human Resources and, if
appropriate, approved by the CEO and/or Board. Selection criteria will be drawn up based
on the basis of a position statement.
Where the position description is for a new role, the Human Resources Officer or Manager
will review and evaluate the position and draw up a position statement that will then, if
appropriate, approved by the CEO and/or Board.
Prior to commencing the recruitment process, the responsible Manager is required to gain
approval from the CEO / Board or delegated authority and forward this to the Human
Resources Officer.

Direct Internal Appointments/Promotions

In situations where a Manager wishes to promote an employee who meets the specific
selection criteria for the vacant position into the internal vacancy, the appointment must
be authorised by the appropriate Manager, and the approval is to be forwarded to the
Human Resources Department.

Internal Advertising
Where appropriate, ABC will advertise all vacancies internally.
Exceptions to this rule may occur when:
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The position is of such a specialised nature, and / or appropriate skills are not
available within the organisation; or
There is a need to make a direct appointment or promotion into the vacant position.
Upon receiving approval for the vacant position, Human Resources will advertise the
available position internally. Internal advertisements should include the following:
Position title;
Outline of the position;
Skills required for the role;
Closing date for applications.
All internal applicants should forward a current copy of their resume, together with
covering letter, to the applicable manager for acknowledgement, consideration and
processing.
Internal applicants who possess the required skills, qualifications and work-related
experience, as specified in the internal advertisement, will be interviewed for the position
by the relevant Manager or Supervisor.

External Advertising
Where a position cannot be filled internally or where it is appropriate to conduct an
external recruitment campaign, the available position should be advertised through
relevant networks, on relevant websites, and through local employment services.
Volunteer positions will be advertised as widely as deemed reasonable.
All advertisements must be approved by the CEO.

Screening Applicants
If a recruitment consultant has been engaged to recruit for a position, they will be
responsible for screening the applicants.
Resumes must be screened against the position description so that assessments can be
made of their suitability for the specific role. Applicants who are assessed as suitable will
then be selected for interview.
Managers should consult with the Human Resources Department if they require any
assistance with the selection process.
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Conducting Interviews
The short-listing and interview process will be conducted by a selection panel which will be
appointed by and will include the CEO or their nominee and the relevant manager or
supervisor for the position.
If any member of staff finds that they are assessing any applicant where there is a
perceived or actual conflict (eg. Where the applicant is a family member, friend or past
colleague) they shall declare the perceived or actual conflict to the panel.

Reference Checking
Managers are to ensure that, where possible, a minimum of two reference checks are
conducted prior to an offer of employment being extended to a candidate.
Details of the reference checks should be attached to the candidates application for future
reference.

New Starter Paperwork

If an internal candidate is selected, the Manager is required to notify the successful
candidate and their Manager. If an external candidate has been selected, the Manager is
to make a verbal offer to the candidate.
To authorise the commencement or transfer of an internal employee, the Manager must
notify the Human Resources Department and provide confirmation of the CEOs approval.
The Manager should ensure that all recruiting documents are completed and returned to
the Human Resources Department for filing.

Records and Correspondence

All contact regarding the position is to be directed through reception, with all applications
marked Confidential and posted to the CEO.
Letters/emails of acknowledgment should be posted to all applicants prior to the short-
listing of final suitable applicants. Short-listed but unsuccessful applicants should be
advised that their CV will be retained by the Human Resources Department for future
reference, unless the applicant advises otherwise.
Applicants who do not meet the key selection criteria and are not suitable to be short-
listed for an interview should be sent a written letter advising them that their application
has been unsuccessful.
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ASSESSMENT 1 ASSESSOR CHECKLIST

This checklist is to be used when assessing the students in this task. This checklist is to be completed for each student. Please refer to
separate mapping document for specific details relating to alignment of this task to the unit requirements.

Student Name:

Student ID No:

Date:

In undertaking this project, did the student Satisfactory Comments

Identify the reasons required for development of this process Yes No

Develop a recruitment and selection processes that provides

for:
Position identification Yes No
Position descriptions Yes No
Development of benchmarks for position Yes No
Position advertising Yes No
Yes No
Screening of applicants
Yes No
Selection interviews
Yes No
Advising applicants

Continuous improvement of recruitment process Yes No

Check all documentation for accuracy Yes No

Test documents prior to submission (to reduce risk of errors) Yes No

Allow for training of staff in this process Yes No

Develop an induction processes that provides for:

Welcoming of staff member Yes No
Provide information about business Yes No
Completion of legal forms Yes No
Completion of company forms Yes No
Provides training in job role Yes No
Provides training in product / service Yes No
Allocates a mentor / supervisor Yes No
Allows for evaluation after a set time period Yes No

Produces all documentation in a professional format

Yes No
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Produces all documentation by set deadline Yes No

Recruitment, selection and induction process attached Yes No

Comments

Result: Satisfactory | Not Satisfactory | Not Assessed

Student Declaration: I declare that I have been Name: ________________________

assessed in this unit, and I have been advised of my Signature: ________________________
result. I also am aware of my appeal rights.
Date: ____/_____/_____

Assessor: I declare that I have conducted a fair, valid, Name: ________________________

reliable and flexible assessment with this student, and I
have provided appropriate feedback Signature: ________________________
Date: ____/_____/_____
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ASSESSMENT 2 STUDENT INFORMATION

This information is to be handed to each student to outline the assessment requirements.

You are required to consider a new business you can develop. Consider areas of your expertise,
where you can provide benefit into a business environment.

Once identified, you are to implement your recruitment process to select staff for employment into your
organisation / department.

To demonstrate this, you need to:

Explain your reasoning for creating this vacancy

Develop a position descriptor for the vacancy

Identify the personnel specifications for this vacancy

Develop job advertisements for at least 2 media streams

Detail the cost involved with lodging both job advertisements

Conduct a job interview with 2 fellow students***1

Select the most suitable candidate for the position (or explain why no candidate is suitable)

Negotiate salary and employment conditions with successful candidate***2

Advise the successful candidate of the result in writing

Advise the unsuccessful candidate of the result in writing

***1 Your assessor will allocate other students to play the role of the candidate, whilst you perform the
role of the employer. It is important that you take this part seriously, as this is valuable experience in
both interviewing candidates AND applying for positions. Your assessor will observe this process
closely!

***2 Your assessor will provide you with a total package available to offer, providing the boundaries in
which to negotiate with the successful candidate.

Things to consider whilst role-playing the interviewer:

Be organised
Prepare a selection criteria to use for each interview
Know your position
Know your company
Arrange access to all required documentation for this process
Be prepared to ask questions
Be prepared to be asked questions

Things to consider whilst role-playing the job seeker:

Be prepared
Develop your CV
Apply sincerely for the position use it as practice for real job applicants
Have questions ready
Answer all questions to the best of your ability
Try to win the job

It is important that you take this role-play seriously. Think of it as an opportunity to practice for
a real job interview, and to improve your interview skills.
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ASSESSMENT 2 ASSESSOR CHECKLIST

This checklist is to be used when assessing the students in this task. This checklist is to be completed for each student. Please refer to
separate mapping document for specific details relating to alignment of this task to the unit requirements.

Assessor Instructions
Please refer to the detailed instructions as outlined in the Assessor Information Page (Previous) for boundaries
in assessing this project

Please complete below

Student Name:

Student ID No:

Date:

In completing this task, did the student Satisfactory Comments

Follow the process as developed in Assessment 1 Yes No

Identify a suitable vacancy Yes No

Explain their reasoning for creating this vacancy Yes No

Develop a position descriptor for the vacancy that

details:
Personnel specifications
Yes No
Accountability Yes No
Job role Yes No
KPIs / Benchmarks Yes No

Develop job advertisements for at least 2 media

streams that were:
Appropriate to the chosen media
Clear Yes No
Yes No
Concise
Yes No
Attractive / enticing Yes No
Ethical and Legal Yes No

Identify accurate costs involved with lodging both job Yes No

advertisements

Conduct 2 job interview ensuring they Candidate 1 Candidate 2 Comments

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Dressed appropriately Yes No Yes No

Communicated effectively Yes No Yes No

Explained the position requirements Yes No Yes No

Identified the candidates strengths Yes No Yes No

Identified the candidates areas for Yes No Yes No

improvement
Allow candidate to ask questions of make Yes No Yes No
comment

Explain rest of selection process Yes No Yes No

Select the most suitable candidate for the position (or Yes No
explain why no candidate is suitable)

Negotiate salary and employment conditions with

successful candidate in line with salary boundaries set Yes No
by assessor

Advise the successful candidate of the result in writing Yes No

Advise the unsuccessful candidate of the result in Yes No

writing

TWO (2) job advertisements attached Yes No

Position description attached Yes No

Successful and unsuccessful letters attached Yes No

Comments
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Comments

Result: Satisfactory | Not Satisfactory | Not Assessed

Student Declaration: I declare that I have been Name: ________________________

assessed in this unit, and I have been advised of my Signature: ________________________
result. I also am aware of my appeal rights.
Date: ____/_____/_____

Assessor: I declare that I have conducted a fair, valid, Name: ________________________

reliable and flexible assessment with this student, and I
have provided appropriate feedback Signature: ________________________
Date: ____/_____/_____
 ASSESSMENT 3 STUDENT INFORMATION
This information is to be handed to each student to outline the assessment requirements

For this task you are required manage and deliver a staff induction program
(minimum 20 minutes).

You will be observed conducting this induction program by your assessor for your candidate
you employed in Assessment 2 appointment.

You will need to be prepared for this program, which requires you to develop a staff induction
kit that:
Provides an introduction to your business
Provides information to your new employee regarding:
o Salary
o Conditions of employment
o KPIs
o Accountability
o Any relevant internal procedures

Dont forget to source and provide any legal documentation required to be provided in this
task!

You will be required to submit your staff induction kit at the time of your assessment

Project 3 will be observed on: ________________________________________

Policies can be established or altered only by the Board: Procedures may be altered by the CEO.

DISCLAIMER: While all care has been taken in the preparation of this material, no responsibility is accepted by the author(s) or Our Community, its staff,
volunteers or partners, for any errors, omissions or inaccuracies. The material provided in this resource has been prepared to provide general information
only. It is not intended to be relied upon or be a substitute for legal or other professional advice. No responsibility can be accepted by the author(s) or Our
Community or its partners for any known or unknown consequences that may result from reliance on any information provided in this publication.
Assessment Resource | BSBHRM506

ASSESSMENT 3 ASSESSOR CHECKLIST

This checklist is to be used when assessing the students in this task. This checklist is to be completed for each student. Please refer to
separate mapping document for specific details relating to alignment of this task to the unit requirements.

Please complete below

Student Name:

Student ID No:

Date:

Induction
In completing this task, did the student Induction
Pack
Comments

Dressed appropriately Yes No Not applicable

Communicated clearly and effectively Yes No Yes No

Discuss, receive and agree with employment Yes No Yes No

conditions

Provide the job description Yes No Yes No

Provide TFN Declaration (ATO) Yes No Yes No

Provide Superannuation Fund application Yes No Yes No

Complete other paperwork as outlined in Yes No Yes No

process developed in Assessment 1
Complete other paperwork as outlined in Yes No Yes No
process developed in Assessment 1
Complete other paperwork as outlined in Yes No Yes No
process developed in Assessment 1
Complete other paperwork as outlined in Yes No Yes No
process developed in Assessment 1
Complete employment contract as developed Yes No Yes No
in Assessment 1

Allow for interaction from new employee Yes No Yes No

Discuss any OHS regulations Yes No Yes No

Comment on improvements at completion of Yes No Yes No

program

Induction pack attached ---

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Comments

Result: Satisfactory | Not Satisfactory | Not Assessed

Student Declaration: I declare that I have been Name: ________________________

assessed in this unit, and I have been advised of my Signature: ________________________
result. I also am aware of my appeal rights.
Date: ____/_____/_____

Assessor: I declare that I have conducted a fair, valid, Name: ________________________

reliable and flexible assessment with this student, and I
have provided appropriate feedback Signature: ________________________
Date: ____/_____/_____

ASSESSMENT 4 WRITTEN ASSESSMENT / PROJECT

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Student Name: ______________________________________________________________

Student ID No: ______________________________________________________________

Date: ______________________________________________________________

Please refer to the instructions below regarding completing this assessment

Written Assessment
This is a closed book written assessment. In the time allocated, you
are to answer all of the following questions. Make sure you:
Print Clearly
Answer all questions
Use a pen. Assessments written in pencil will not be accepted.
Ask your assessor if you do not understand a question. Whist
your assessor cannot tell you the answer, he/she may be able to
re-word the question for you
Do not talk to your classmates. If you are caught talking, you
will be asked to leave and your assessment will not be marked.
Do not cheat or plagiarise the work of others. Anyone caught
cheating will automatically be marked Not Yet Competent for this
unit. There are NO EXCEPTIONS to this rule.
Project
You are to research and answer all of the following questions. Be
sure to:
Print Clearly
Answer all questions
Use a pen. Assessments written in pencil will not be
accepted.
Ask your assessor if you do not understand a question.
Whist your assessor cannot tell you the answer, he/she may
be able to re-word the question for you
Return your assessment by the date set by your assessor
Do not cheat or plagiarise the work of others. Anyone
caught cheating will automatically be marked Not Yet
Competent for this unit. There are NO EXCEPTIONS to this
rule.
 Questions
Describe how you would oversee the management of probationial employees
1
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Student Declaration: I declare that the work Name: ________________________

submitted is my own, and has not been copied or
plagiarised from any person or source. Signature: ________________________
Date: ____/_____/_____

2 Describe the following principles in detail (relating to Human Resource Functions)

Equal Opportunity
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ASSESSOR USE ONLY

Assessment Method: WRITTEN / PROJECT

Comments

Result
Satisfactory Not Satisfactory Incomplete
(Please Circle)

Name: ________________________
Assessor: I declare that I have conducted a fair, valid,
Signature:
reliable and flexible assessment with this student, and I have
________________________
provided appropriate feedback
Date: ____/_____/_____