This assessment covers the topics of recruiting, selecting, and inducting staff. It includes questions and tasks related to business events, staffing needs, workload considerations, job descriptions, selection criteria, legal matters, application forms, interviews, induction programs, and more.
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Unit:SITXHRM004 Recruit, select and induct staff AssessmentSatisfactory (S) / Not Yet Satisfactory (NYS)DateCommentQuestions Project Part A Project Part BPractical Feedback from the Student: I have been provided with feedback on this assessment from the assessor for this unit Student Signature:
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Course CodeSIT60316Course NameAdvanced Diploma of Hospitality Management Unit CodeSITXHRM004Unit NameRecruit, select and induct staff A1 – Questions A2 – Project A3 – Practical Observation _____________________________ Student Declaration I declare that this assessment is my own work and where my work is supported by documents from my workplace placement/employer permission has been granted. Note: This assessment will not be accepted unless all sections have been completed and the front cover has been signed and dated. Student Signature______________________________________________________________ Office Use Only Date/s Received:___/___/______/___/______/___/___ Date/s Assessed:___/___/______/___/______/___/___ Result of Assessment:_________________________________ Entered on Training PlanModerationSignature Note for Assessors:Filling out the above Office Use Only section as part of an electronic submission will operate in the same way as physically signing this cover sheet. If not physically signed, Assessor must print their name in signature box.
Unit Title:Recruit, select and induct staff 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. Business meeting 2. Business conference / seminars 3. Business Appreciation events 4. Product launch event 5. Trade shows Question 2 What is the primary factor in determining staffing needs? The primary factor of staff needs that help for running the each and every department effectively. Planning and determining of staff needs in advanced. There are different type of factors in determining the need of staff. ·Motivation ·Determination ·Engagement ·Insight ·Curiosity Question 3 Why should you regularly discuss workload considerations with your staff? It is needed for providing the details regarding the work load so that the employee can manage their business operations and functions in effective manner. Workload management is challenging for individual employee to balance the direct reports and complete their task in proper manner. 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. Role in supply management
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2. Position 3. Task Assign Question 5 List 6 pieces of information a job description should contain.1. Qualification 2. Experience 3. Training 4. Technical skill 5. State the education 6. Core skill
Question 10 Describe the process of ‘shortlisting’ or ‘culling’. Shortlisting is a process of determine the candidates from the applicants pool those who had meet all the required and desired criteria. This process should be carried out as possible after the closing date of applications in within 2-3 weeks. It is a fundamental principle that applicants should be shortlisted against the organization selection criteria. This process is also reduced the list of candidates for particular situation that has been cut down from the long lists. When the business is interviewing the qualified people for the particular position, it will often engage in the shortlisting to obtain a selected team of most qualified and skill for management system. Question 11 List 2 pieces of information you should include in a rejection letter:1. Explanation 2.Gratitude & Salutation Question 12 List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:1. Conducting the interview in appropriate location 2. Dedicate specific time 3. Introduced to the organization Question 13 How can you comply with privacy laws when storing applications? According to privacy act 1988, it will help for organization to secure and maintain the information of people. It is a principle of governs when and how the personal information can be collected by the government. Each and every organization follows the legislation to store the application on their internal database system (Hamilton and Davison, 2018). For Example- Storing and collecting the information about the consumers which is essential for managing but it is needed to must follow comply with privacy law for providing the warranty, rewards program and customer satisfaction. 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 the interview, it is needed for organization to keep records of candidates suitability because this will be help for firm to recall the candidates again for further recruitment process. According to EEO laws, it provides the equal opportunity to the employee at workplace (Landay and DeArmond, 2018). This law was passed by the
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government which is responsible for enforcing the federal laws that makes it illegal to discriminate against the employee and job applicants on the basis of color, sex, religion, nationality and age etc. This equal employment opportunity law is assists for complying the selection criteria of candidates at the time of interview process. Question 15 List 3 checks you may do as part of the selection process. ·Identifying the vacancy and also evaluate need ·Develop the description of position ·Development recruitment plan ·Select the search committee ·review the applicants and develop the shortlisting ·conduct interview Question 16 List 3 testing methods you may use to determine if the applicant has the right attitude And aptitude for the position. 1. Reasoning and aptitude test / written 2. Group Discussion 3. Personal interview Question 17 List 3 departments you may need to contact to help get everything set up for the new Position. 1. Human resource department 2. Finance department 3. Accounts department
Question 18 What is the purpose of a ‘letter of appointment’? What is it often accompanied with? A letter of appointment is a type of document that used by the organization to provide the information about the particular position. It also includes the details related the job functions that applicants will task to do performed. The purpose of appointment letter is that just gesture of friendliness (Nassar, 2018). It server as a contract between employee and employee that contain the legal and specific offer. This letter should be represented as a long term full-time job role but the contract is often used to establish the short term relationship with the organization. Question 19 What should be created for a new employee to record the employment process? List 4 Things it should contain. 1. Fair work information statement 2. Emergency contact no 3. Letter of engagement 4. Superannuation details Question 20 List the essential key aspects your induction program should cover. Induction program should always cover the essential key aspects that are needed to provide the information and details to the new candidates. There are different type of key aspects contain induction program. ·Compliance's ·working culture and environment ·Retention ·Productivity ·Save time and money
Question 21 Businesses are required to record proof that workplace health and safety information was communicated clearly. What are some ways to achieve this? Business are needed to record all the information and proof related the health or safety of employee. It is an essential key aspects at workplace where employee can to do work in safe. Health and safety is the main factor for the organizations in order to promote the wellness of both employers and employees (Nieves and Quintana, 2018). Every organization has moral duty and responsibility of protect their employee. There are different ways to protect and achieve the healthy working environment in the organization. ·Aware about the surrounding and environment. ·Reduce the stress at workplace. ·Use the appropriate tool and platform. ·Update the supervisor related the unsafe conditions. Question 22 How does designating a colleague to assist a new employee during the induction process Help them?The purpose of induction process to support the new employee whereas colleagues also support to new employee for providing the information related their specific task. It helps on their task completions. The new employee always attracted towards the designation of their colleagues because they can understand the specific task and particular job role. New employee feel free to do their specific role and after some days, they choose the designation according to their interest and skills. In this way, it is identified that the designating a colleague assist the new employee at the time of induction process. Question 23 Face-to-face interviews are one type of interview. Name 2 others.1. Written test 2. Group discussion Question 24 Under what circumstances would it be necessary to readvertise the position and start the process again?These are the different type of circumstances would it is required for readvertise the position and again start the recruitment process. ·Cannot matched the candidates according to the specific job profile ·Change the work conditions ·finding grooming talented employee ·Selecting only male candidates Question 25 What do some employers (who require a close team environment) do to ensure the Candidate will fit into the team?Employers need to be concerned about the job that fit according to the environment and working culture. Fit into the team is an essential concept whether the interaction between the
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strength or experience of employees. The requirement of particular job profile and work environment fit of the particular candidate (Santhanam and et.al., 2018). There are some employers do to improve their skill, knowledge and communicate with the team leaders. In this way, they can create a good relationship with the team and maintain their position in team. It can be said that the employee should be fit into the team. Question 26 How could you adjust your interview technique to accommodate a candidate who speaks Little English or has speech difficulties? An interview technique is basically the practices a job seeker that used to improve the face to face meeting with the recruiter. There are many people those who have difficulty in the English speaking. The organization is planning to use the written interview test for candidates. In this way, new candidates are comfortable for the written test selection process. This will be adjustable for interview technique. Question 27 What are your obligations under Anti-discrimination law in treatment of a candidate with Special needs? The business has obligations under the anti-discrimination law in treatment of the candidates to provide the equal rights. The discrimination can occurs on the basis of religion, color and sex etc. it is needed for organization to use the anti-discrimination laws for the candidates and treated as equally to all employee. This is the important duties and responsibilities of manager to handle the equal employment at workplace. Question 28 For your industry sector and/or department, list 3 effective ways of advertising positions.1. Company Website 2. Social media networking 3. Articles Question 29 What is the advantage of using a recruitment agency instead of managing the Recruitment process yourself? The recruitment agencies are increasingly in global world. In this way, many organizations are relying on the expertise of the recruitment agency to fill the vacant seat and position for particular project. There are some common advantages of recruitment agency of managing the process. ·These agencies are free of charges to the candidates and there is no cost required only help for free. ·This agency has large network in different areas. ·They have access the jobs that job seeker cannot see yet.
Question 30 Describe the conditions of the award the staff in your department area paid under for the following terms of engagement: Full-time – appraisal, Part-time - Monthly performance Casual – Completion of target Question 31 Name 3 advantages of a panel interview over a one-on-one interview. 1. Provide comfortable 2. Make it interesting 3. Pre-prepare for questions
Course Code and Name:SIT60316 Advanced Diploma of Hospitality Management Unit Title:Recruit, select and induct staff Assessment 2 Your task: PART A – Planning the recruitment and selection process Following a restructure of the Food and Beverage services provided by the Imagine Hotel, an audit has identified that there is a shortage of staff to deliver the quality of service expected from an operation at this level. As a result, in your position as the Human Resources Manager, you are required to recruit, select and induct staff for three additional new food and beverage positions, and a volunteer to support events and seminar. The recruitment needs to include consultation with relevant colleagues like the Food and Beverage Manager, the Head Chef, the Events manager and the Hotel Manager. You have already obtained approval for recruitment as per your organisational recruitment policies from the head office in relation to these positions. The 4 positions are as follows: a.Chef de Partie Room Service Kitchen, b.Room Service Attendant, breakfast shift (casual position 2 days per weekend) c.Restaurant Manager, breakfast shift ( d.Volunteer, event and seminar support ( In order to get recruitment processes organised you are required to develop the following documentation and processes: 1.Establish the job descriptions for each position based on feedback from colleagues in each department, and develop a set of selection criteria for each position which must include expected levels of experience and the customer service attitude required to work at Ocean Breeze. To assist you in creating job descriptions you may use the following links as a reference for positions a-c : http://www.thejobilove.com.au/category.php?id=15 and for position d: http://www.thejobilove.com.au/category.php?id=14 Should include the following information for each job U 壱Job title U 壱Terms of engagement U 壱Reporting requirements (structure within the organisation) U 壱Supervision requirements U 壱Liaison (interdepartmental role) U 壱Key skill requirements and desirable criteria according to job level U 壱Date of commencement
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U壱Service attitude and expected experience Job Description A:
Job title :Chef de Partie Room Service Kitchen Terms of engagement : ·Rules for supervisors ·Rules for employee ·communication between employees Reporting requirements : ·Timing - 10:00 AM to 7:00 PM ·working days : Monday – Friday (5 days) ·Week Off – Saturday and Sunday Supervision requirements : ·Understanding the fundamental concept of task. ·Preparing budget. ·Establishing the business goals and objectives. Liaison (interdepartmental role) : ·utilising the resources of room kitchen services ·check in to assign the room to the guest Key skill requirements: ·Associate bachelor degree in hospitality industry. ·Creativity and ability to cook food. ·Culinary expertise Date of commencement :10/2/2019 Service attitude and expected experience : ·Experienceof working as a Commischef ·Positive and flexible attitude towards their works.
Job Description B: Job title:Room Service Attendant, breakfast shift Terms of engagement: ·Rules for supervisors ·Rules for employee ·communication between employees Reporting requirements : ·Timing – 9:00 AM to 6:00 PM ·casual position 2 days per weekend Supervision requirements : ·Inspection of housekeeping and hotel rooms ·Assign work to staff member Liaison (interdepartmental role): ·Manage special inquiries ·Monitor and maintain cleanliness Key skill requirements : ·Excellent organisation skill ·Flexibility to work in shifts Date of commencement :13/8/2018 Service attitude and expected experience : ·Experience in the cleaning equipment and products.
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Job Description C: Job title :Restaurant Manager Terms of engagement : ·Rules for supervisors ·Rules for employee ·communication between employees Reporting requirements : ·Timing - 10:00 AM to 7:00 PM ·working days : Monday – Friday (5 days) ·Week Off – Saturday and Sunday Supervision requirements : ·Manager daily hotel operations. ·Provide training to new employee Liaison : ·Greeting client and guest ·Coordinating and communicating with the guest Key skill requirements : ·ability to maintain discipline ·leadership skill ·interpersonal skills ·communication skill ·ability to work as a team Date of commencement :30/10/2018 Service attitude and expected experience : ·good and positive attitude towards the hospitality industry ·manage customer satisfaction ·Attitude towards to clean the hotel
Job Description D: Job title :Volunteer Terms of engagement: ·Rules for supervisors ·Rules for employee ·communication between employees Reporting requirements : ·Timing - 10:00 AM to 7:00 PM ·working days : Monday – Friday (5 days) ·Week Off – Saturday and Sunday Supervision requirements : ·Develop concept of event ·Process financial transaction ·create plan and document of event Liaison : ·Volunteer makes better society. ·Create great working environment. Key skill requirements : ·leadership quality ·good communication skill ·Time management Date of commencement :06/03/2018 Service attitude and expected experience : ·Experience of formal volunteering in the firm. ·Create a good environment
1Design the advertisements to attract the appropriate candidates for each of the above jobs. Include selection criteria in the advertisements in order to narrow the field of applicants. Provide 3 options you could use to advertise these positions for maximum reach, and include a basic overview of approximate costs. Ans : Advertisement is basically the approach to interact with the people by using online methods. In this way, it can be directly provided all the information regarding the particular job profile which required to create an effective job description whereas all peoples are attracted towards. There are different method to advertise the job positions. ·Social media networking ·newspaper articles ·company website These are the most appropriate method that can used many firms for advertising the jobposition in marketplace. In above job advertisement, it can use the social media platform for advertising the job description. 1.Write a detailed account of how you will process applications as per your organisational policy; review applications against the criteria; and choose people to progress to an interview. Which types of background checks might you undertake in general and what would these require? Ans : Process application is a based on the organisation procedure to identify the suitable candidates for particular job profile. Imagine hotel is conducting the recruitment process to advertise the job description on the basis of need and requirement (Schmidt and et.al., 2018). First of all, the recruiter can scan the application form of candidates those who are applying for particular job. In case, it is suitable for the job on the basis of qualification, background, experience and customer attitudes etc. Each and every job profile has needed to specific qualification required to perform the different task and also manage according to their skills or knowledge.
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1.Outline the procedures you will put in place to inform successful candidates and arrange for their attendance at interview, including accommodating potential special needs. Provide a sample letter you would send to unsuccessful applicants. January 1, 2019 Thomas robes 123 main street CA 124 Dear Thomas, We are appreciated that you are applying for the position of room attendant with our organisation. We receive our application from different people. After reviewing our application and we have decided that we will not offer you for interview. Regards.
1.Develop a set of interview questions for each position (at least five questions) based on the selection criteria and desired customer service expectations. Explain how these must be administered to ensure fairness, and meet EEO requirements including the provisions for people with special needs. Ans : There are some interview question for each position and based on the selection criteria. ·What are the role of hotel manager ?? ·How will you handle the special guest in hospitality industry?? ·What are the role of volunteers in particular event?? ·What are the role and responsibilities of chef in the industry? The organisation follows the EEO legislation to provide the equal rights to their employees at work (Sheehan, Grant and Garavan, 2018). It is needed for business process to identify the requirement of employee because they can free to do their task that helps for organisation to increase the productivity and profitability in marketplace. According to Equal employment opportunity laws, it provides the equal opportunity to the employee at workplace. This law was passed by the government which is responsible for enforcing the federal laws that makes it illegal to discriminate against the employee and job applicants on the basis of color, sex, religion, nationality and age etc. 1.Outline the process of selecting and organising an interview panel. Include the instructions and basic documentation you will provide for each panel member so they can evaluate candidate responses to each question you have developed in Question 5 (do this for each position). Ans: Interview panel is a type of procedures that followed in the organisation whereas HR manager is trying to analysis the requirement of candidates for particular job profile. There are some important process of selecting and organising an interview panel. Identify the vacancy and evaluate need –imagine hotel is analysing the entire department to identify the need and requirement of particular job profile. It is very tough for analysing because the firm is finding the most efficient person to handle the business task in effective manner. Develop position description-This will be another steps to develop the description of position in marketplace by using different platform such as social media, website etc. the organisation always created an effective and simple job description so that people can understand the requirement of job post (Shenoy and Aithal, 2018). Develop recruitment plan –It also develops a planning of recruitment to follow the different procedures, timing and schedule for selected candidates those who are short listed by the HR Manager. Select search committee-This committee plays important role during the selection and recruitment process because all the members are trying to find out the suitable candidatesfor job profile. Search committee should bemadeupofpeoplewhoarequalifiedtoeasilyevaluatethequalificationof candidates.
Review applicants-Afterwards, HR manager reviews the short-listed applicants and conduct the interview by using different procedure of recruitment. Conduct interview –At last, it is conducting the interview and finding the most suitable or appropriate candidates for particular job. 1.You and the panel have interviewed all selected candidates and narrowed the selection to 2 candidates per position. Explain the process to make the final selection for each position. What needs to occur following the interviews if neither candidate meets the criteria desired for the job? Which legal aspects must be considered? What is the importance of merit in this process? Ans : Final selection process is based on the face to face interview to communicate with the candidates. This is the importance process for determine the skill and knowledge that helps for growth or development of organisation. In case, if the criteria cannot match with the particular job profile so that the organisation also conducting the recruitment to search the most efficient people that can handle the business aspects in proper manner (Sobaih, 2018). The organisation follows the legal aspects such equal employment opportunity legislation that provide all the facility and services to their employees at workplace. It is required for business process to increase the popularity in global world. Importance of final selection process- ·Screening the applicants ·Identifying their skill and knowledge ·capability to handle the work pressure 1.You and the panel have agreed on the final candidate for each position and need to make an employment offer to each candidate. What would this involve and which aspects must be considered in terms of budget and awards? Design and attach a template for a letter of appointment, and use this to write one letter to any of the applicants with all details for remuneration based on the current awards, conditions etc.
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Offer letter Imagine hotel 12/12/2018 Title – hotel manager xyz, London street 2 Dear Rose kate We are pleased to offer you as an employment at imagine hotel. We feel that yo have skilled and knowledge to manage the business operations in appropriate manner. As per discussion, you have applied for the position of hotel manager. You're starting date will 1/1/2019. If you can choose to accept the appointment latter and also happy for join our organisation. We look forwards to welcome as a hotel manager in imagine hotel sincerely Rose kate Hotel manager
1.Provide an overview of the legal obligations for all documents required as part of recruitment processes. Which information needs to be filed? Ans : Legal obligations are required for organisation to manage the recruitment process effectively and efficiently. It is needed for manager to follows all the rules and regulation. This legal obligation has responsibilities to provide the equal rights to the employee at workplace. It is an essential for organisation to manage the legal and ethical obligation in recruitment process for searching the applicant of job and after finding the qualified people. In this way, human resource manager also encourage them to apply for work in the company. It can be filled the candidates related information related the job profile.
PART B – Planning and organising a induction program Develop the induction program for the 4 new employees detailed in Part A. Please use all the relevant information as necessary from PART A (planning document) as necessary. The following documentations needs to be included: 1.The Induction programneeds to include provisions to introduce the employees to the business, their colleagues, their job. The induction needs to be structured logically, from general information covering information about the business, its practices and its culture to specific information about the employees’ different jobs. Prepare Check list: ·short-listed the candidates ·induction timing, schedule ·arrangement of seminar hall Cover employee training: ·Manage special inquiries ·Monitor and maintain cleanliness encourage social interaction with team: ·Manager encouraging the new employee to connect with the other team members. ·Putting some innovative idea in the business development to achieve the goals and objective. Goals and objective of organisation: ·increase productivity and profitability ·expand business ·customer satisfaction feedback of employee: ·training and session ·skilled development ·team management
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1.The orientationshould be designed featuring a brief agenda which outlines the activities that will be undertaken, who will be conducting these activities, where these will happen and timeframes for each activity of the induction program. Additional information could include the provision for handouts relating to industrial relations, unions, contacts, etc. Conduct the activities – ·human resource manage the conduction the orientation that help for communicating with the employee Introduce to Co-Workers- ·new employee Review Employee Handbook and Paperwork- ·Review all the details of new candidates ·fill the forms Review Goals and Job Expectations- ·Set the specific task to achieve goals and objectives. Provide Training and Shadowing- ·6 month training Assign a Mentor- ·Assign the mentor by team leader to guide related the work. Schedulea Lunch- 1 house lunch break
Course Code and Name:SIT60316 Advanced Diploma of Hospitality Management Unit Title:Recruit, select and induct staff Assessment 3 Your task: PART A – Planning the recruitment and selection process This assessment consists of 1 interview with at least 2 job candidates for the position descriptions you have developed in Assessment 2, Part A as instructed below. Your trainer will observe you during the interviews. of the following – 1 or 2 plus 3 and 4: 1.Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position) Or 1.Restaurant Manager, breakfast shift (part-time position 20 hours per week) And 1.Room Service Attendant, breakfast shift (casual position 2 days per weekend) And 1.Volunteer, event and seminar support (Thursday and Friday 10 hours per week) Role Play -Administer recruitment process and select staff Interview (2x4 mins) + Revision and Final Decision (3 mins) Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position) Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A OR
Interview (2x4 mins) + Revision and Final Decision (3 mins) Room Service Attendant, breakfast shift (casual position 2 days per weekend) Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A And Interview (2x4 mins) + Revision and Final Decision (3 mins) Restaurant Manager, breakfast shift (part-time position 20 hours per week) Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A And Interview (2x4 mins) + Revision and Final Decision (3 mins) Volunteer, event and seminar support (Thursday and Friday 10 hours per week) Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A 1.For the purpose of this role play you need to select 2 students to join you on the interview panel. 1.Use the relevant set of interview questions you have developed for the specific position (Assessment 2, Question 4) to be interviewed and brief your panel members on the requirements for interview processes, selection criteria and desired customer service attributes which are sought from candidates. 1.Provide the criteria sheet for each set of interview questions (Assessment 2, Question 5) which allows each panel member to evaluate the responses from candidates during the interview. 1.Clearly brief each panel member on the legal aspects of EEO legislation and the emphasis on making decisions on merit. 1.Select 4 colleagues from your class or workplace as potential job candidates. 1.Provide each job candidate with the selection criteria and job description for each interview they participate in.
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1.Conduct the interviews using the developed questions for each applicant. 1.Review the interview process with the panel and summarise the results from each candidate. 1.Discuss the final decision and explain how this was agreed on. 1.Provide feedback to each candidate and make the employment offer to the successful candidate. 1.Record the outcome. 1.Attach all documentations from interviews to this assessment.
Observation Criteria SITXHRM004 Recruit, select and induct staffCriteriaCommentSNYSSNYSInterview – Position 1Selects a selection panelBriefs panel members on relevant selection criteria for positionBriefs panel members on desirable customer service attributesBriefs panel members on processes of interviewClearly explains the EEO legislative requirements to panel membersExplains the requirements of merit based decisions making to panel membersProvides interview questions to panel members and allocates questionsProvides an evaluation/criteria sheet to each panel memberUses effective communication skillsInterviewAny additional needs/questions are identified and clarified before the interview startsUses effective listening skillsConducts interview in a friendly, encouraging mannerAdapts interview techniques according to cultural or special needs where relevantThe interview process consistently follows the set-out selection criteria during questioning and follow upThe interview process provides applicants with an opportunity to draw on experienced based examplesThe interview process is structured and organisedPost interview: PanelThe responses from candidates are evaluated using notes for each criteriaThe supporting responses from candidates are considered in final decisionsThere is no evidence of anti EEO practices The final decision considers suitability of candidate based on the desired attributesThe final decision is merit based and fairPotential weak aspects for final recruitment are identifiedUses effective teamwork skills during evaluation and feedbackThe criteria feedback sheets are attachedPost interview: ApplicantsEach applicant is provided with constructive feedback The successful applicant is provided with an employment offerThe employment offer outlines the key details of an employment offer in industry.The outcomes are documented and attached
SITXHRM004 Recruit, select and induct staffCriteriaCommentSNYSSNYSInterview – Position 2:Selects a selection panelBriefs panel members on relevant selection criteria for positionBriefs panel members on desirable customer service attributesBriefs panel members on processes of interviewClearly explains the EEO legislative requirements to panel membersExplains the requirements of merit based decisions making to panel membersProvides interview questions to panel members and allocates questionsProvides an evaluation/criteria sheet to each panel memberUses effective communication skillsInterviewAny additional needs/questions are identified and clarified before the interview startsUses effective listening skillsConducts interview in a friendly, encouraging mannerAdapts interview techniques according to cultural or special needs where relevantThe interview process consistently follows the set-out selection criteria during questioning and follow upThe interview process provides applicants with an opportunity to draw on experienced based examplesThe interview process is structured and organisedPost interview: PanelThe responses from candidates are evaluated using notes for each criteriaThe supporting responses from candidates are considered in final decisionsThere is no evidence of anti EEO practices The final decision considers suitability of candidate based on the desired attributesThe final decision is merit based and fairPotential weak aspects for final recruitment are identifiedUses effective teamwork skills during evaluation and feedbackThe criteria feedback sheets are attachedPost interview: ApplicantsEach applicant is provided with constructive feedback The successful applicant is provided with an employment offerThe employment offer outlines the key details of an employment offer in industry.The outcomes are documented and attached Feedback
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SITXHRM004 Recruit, select and induct staffCriteriaCommentSNYSSNYSInterview – Position 3:Selects a selection panelBriefs panel members on relevant selection criteria for positionBriefs panel members on desirable customer service attributesBriefs panel members on processes of interviewClearly explains the EEO legislative requirements to panel membersExplains the requirements of merit based decisions making to panel membersProvides interview questions to panel members and allocates questionsProvides an evaluation/criteria sheet to each panel memberUses effective communication skillsInterviewAny additional needs/questions are identified and clarified before the interview startsUses effective listening skillsConducts interview in a friendly, encouraging mannerAdapts interview techniques according to cultural or special needs where relevantThe interview process consistently follows the set-out selection criteria during questioning and follow upThe interview process provides applicants with an opportunity to draw on experienced based examplesThe interview process is structured and organisePost interview: PanelThe responses from candidates are evaluated using notes for each criteriaThe supporting responses from candidates are considered in final decisionsThere is no evidence of anti EEO practices The final decision considers suitability of candidate based on the desired attributesThe final decision is merit based and fairPotential weak aspects for final recruitment are identifiedUses effective teamwork skills during evaluation and feedbackThe criteria feedback sheets are attachedPost interview: ApplicantsEach applicant is provided with constructive feedback The successful applicant is provided with an employment offerThe employment offer outlines the key details of an employment offer in industry.The outcomes are documented and attached Feedback Result: Satisfactory|Not Satisfactory|Not Assessed Student Declaration:I declare that I have been assessed in this unit, and I have been advised of my result. I also am aware of my appeal rights.Name:________________________ Signature:________________________ Date:____/_____/_____ Assessor:I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedbackName:________________________ Signature:________________________ Date:____/_____/_____