Application

This unit describes the performance outcomes, skills and knowledge required to coordinate the recruitment, selection and induction of new staff members within the framework of existing human resource policies and procedures. It requires the ability to identify recruitment needs, develop selection criteria, process and evaluate applications, select people according to their attitude, aptitude and fit to the position and coordinate induction programs.
The unit applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff, and operational and senior managers.
It applies to all tourism, travel, hospitality and event sectors.
The skills in this unit must be applied in accordance with Commonwealth and State/Territory legislation, Australian/New Zealand standards and industry codes of practice.
No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication.

What You'll Learn

Assessment Requirements

Performance Evidence

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:
• coordinate the recruitment, selection and induction process for each of the following recruitment needs at least once:
• casual, contract or temporary
• full time or part-time permanent
• volunteer
• develop selection criteria for each of the above recruitment needs
• conduct fair and equitable selection interviews for each of the above recruitment situations
• evaluate at least one applicant in each of the above selection processes to select individuals that meet a specific organisational need.

Knowledge Evidence

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:
• recruitment and selection practices
• formats for and inclusions of selection criteria and job advertisements
• effective advertising media
• features of an effective recruitment advertisement
• roles of recruitment agencies
• relationships of job descriptions to selection criteria and ways to develop clear and concise selection criteria
• methods of linking interview questions to selection criteria
• key elements of applicable awards
• organisational policies and procedures:
• roles and responsibilities of different personnel in the recruitment and induction process
• required make-up of interview panels
• procedures for employment checks
• full content of recruitment and human resource policies:
• approval processes for advertised salaries and recruitment of new personnel
• nature and content of job advertisements and communications with applicants
• participation in interview panels
• required skills profile of potential employees for particular jobs
• 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:
• administrative documents
• interview schedules
• interviewer details
• selection panel comments, score sheets and recommendations
• records of interview
• selection process:
• checks:
• police
• reference
• working with children
• qualifications
• evaluation of portfolios
• exchange of written information
• interviews:
• by human resource specialists, department managers or selection committees
• face-to-face
• teleconference
• telephone
• videoconference
• presentation to a selection committee
• skills tests
• special arrangements required in the organisation of selection procedures:
• access:
• parking
• security clearance
• use of:
• assistive technology
• electronic presentation media
• interpreters
• interview techniques for those with disabilities
• teleconference
• videoconference
• visual information and diagrams instead of written material
• role of induction programs and typical content:
• conditions of employment
• contact details for departments or colleagues
• current organisational focus or initiatives
• employee:
• benefits
• responsibilities
• rights
• enterprise:
• culture
• goals
• objectives
• responsibilities
• vision
• key organisational policies and procedures
• industrial arrangements for the organisation
• orientation of:
• departmental locations and equipment
• staff amenities
• off-site operations
• whole of business premises
• organisational charts
• payroll information:
• awards and applicable pay rates
• superannuation
• wage payments
• policies and procedures specific to the job role
• work health and safety information.

Assessment Conditions

Skills must be demonstrated in a business operation or activity where new staff members are recruited, selected and inducted. This can be:
• an industry workplace; or
• a simulated industry environment set up for the purposes of assessment.
Assessment must ensure access to:
• operational information about the organisation or activity subject to recruitment
• organisational specifications that are industry current:
• recruitment and induction documentation
• job descriptions
• key human resource policies and procedures
• colleagues and applicants with whom the individual can interact. These can be:
• those in an industry workplace who participate in the assessment process; or
• individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment operated within a training organisation.
Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.

Foundation Skills

• {'skill': 'Reading skills to:', 'description': 'evaluate job applications against selection criteria; interpret and follow:organisational policies and proceduresemployment related legislation including equal employment opportunity (EEO).; organisational policies and procedures; employment related legislation including equal employment opportunity (EEO).'}
• {'skill': 'Writing skills to:', 'description': 'construct complex and varied documentation for recruitment advertisements, selection criteria and induction program content.'}
• {'skill': 'Oral communication skills to:', 'description': 'conduct interviews and adapt interview techniques to meet the needs of social and cultural groups.'}
• {'skill': 'Numeracy skills to:', 'description': 'calculate advertising costs and salary levels.'}
• {'skill': 'Problem-solving skills to:', 'description': 'identify deficiencies in applications and resolve by re-advertising or choosing different recruitment methods.'}
• {'skill': 'Teamwork skills to:', 'description': 'consult team members about staffing needs and select new staff members to complement existing workers.'}
• {'skill': 'Planning and organising skills to:', 'description': 'evaluate staffing requirements and plan for recruitment of required numbers.'}

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