Support the recruitment, selection and induction of staff

This document provides information on the steps involved in recruiting and selecting staff, including job analysis, attracting candidates, screening applications, and orientation and induction. It also discusses the need to discuss the vacancy with senior managers and consider relevant legislation. The document includes a sample recruitment requisition form, information on advertising channels, a recruitment advertisement, selection tools and processes, a shortlisting template, and an email invitation for the selection panel. It concludes with a list of interview questions and a bibliography.

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
TAFE NSW
Course: BSB41015 Certificate IV in Human Resources
Unit: BSBHRM405 - Support the recruitment, selection and
induction of staff
Assessment - LA020701
Name of the Student: Jasmina
Student ID:
1. A) Outline the steps taken/stages in recruiting and selecting for a position such as
this. (A flow chart would be acceptable).
Step 1 – 3 recruitment
Step 1
Step 2
Step 3
Step 1 – 3 selection
Decision to fill vacancy.
Confirming need for job.
Job Analysis
Reviewing / identifying job
outcomes/ tasks and
competencies needed
Attracting a field of candidates
Identifying where suitable applicants
can be sourced
and motivating them to apply

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
Step 1
Step 2
Step 3
In order to conduct this exercise, firstly checking the organisation vacant positions by
seeing how many employees leave and also those who are promoted to the higher post
in the company as these post remains vacant and there is requirement of the person in
that post. Then after, budget is set for the purpose of recruitment by deducting expenses
and contingency fund from the profit earned by the company.
It is very much essential because it helps to know which source of recruitment to be
used according to funds. Moreover, it also helps in analysing the time by which
personnel is required (Singh, 2017).
B) With whom would you need to discuss this vacancy?
Vacancy is firstly described to senior manager of the company as it holds the top
managerial position, so its permission is required for implementing the budget of the
recruitment in order, to attract the possible numbers of applicants for the job so to make
the selection of the prospective good.
Screening applications
Determining if applicants have
necessary knowledge, skills,
attitudes
Selection tests and decision making
Discriminating between short-listed
applicants
Orientation and induction
Introducing recruit to organisation,
ensuring positive start and quick
settling in to role

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
C) What legislation would you need to consider when preparing to recruit for this
position?
Legislations:
a. Fair work Act 2009: It provides rights to employees.
b. Privacy Act 1998: It is created in order to maintain privacy and dignity of
workers.
c. Workplace Health and Safety Act: It is laid down for the purpose of safety
d. Labour Hire Licensing Act 2017: It is regulated for safeguarding the staff
against exploitation (Australia: Employment & Labour Laws 2019, 2019).
2. Provide a sample of the paperwork necessary to commence recruitment activity. (E.g.
recruitment requisition form; budget allocation etc.)
Recruitment Requisition Form
To: Date:
From: Level of
Priority:
Position Title:
Department/ Team:
Reports to: (attach job description)
This position is
a) Vacant OR a) New
b) Permanent OR b) Temporary OR
Contract starts:
Contract Ends:
b) Independent Contractor
Contract starts:
Contract Ends:
c) Full time OR c) Part Time
Days/ hours
d) Casual OR d) Shift
Details:

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
Remuneration
Salary
band: Salary range:
Car: Maximum
Value:
Superannuation scheme:
Bonus Scheme:
Other Benefits:
Authorisation: Date
3. A) What advertising channels could you choose to advertise the vacancy/identify
potential talent pool? (You need to nominate at least three different mediums)
Internal recruiting, External recruiting and Company webpage/s.
B) Why would you choose these advertising channels?
Internal recruitment involves evaluating one’s own current staff to see if any of them are
suitable to fill a vacant job position (Kang Yang Trevor Yu, 2013). This kind of
recruitment as opposed to external recruitment is associated with benefits such as the
following:
 Management has a good understanding of the employee’s capabilities.
 Existing staff get new opportunities (or career growth) which in turn boosts staff
dedication and retention.
 Less time and expense are spent on recruitment.
 Reduction of the knowledge gap –The employee taking over the new post can mentor
and train the employee who is to fill his old post.
 Corporate knowledge remains in-house.
A company webpage(s) is a great and practically no-cost place to speak out about why
prospective hires should consider working for your company (such as career growth, job
atmosphere, salary, and perks).

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
 Incorporate a button on the homepage that would take the website visitor to career
opportunities/vacancies.
 Offer multiple options by which candidates can communicate their contact details or
other information to you (phone, fax, online, in person, and so on).
 Current vacancies can be advertised on the website but at the same time never mention
that no positions are presently available with your company. By doing so, you may be
missing out on some very valuable talent who could contribute much to your company’s
progress.
Many job seekers conduct direct search engine searches seeking out opportunities. By
carefully crafting an advertisement using key words that job seekers are likely to search
you are more likely more likely to directly drive them to your careers page. The option of
the online company careers page also provides for simplified sharing of the position.
This can allow both those inside and outside your network to share the position vacancy
with those they’re connected to. It also informs those trawling your website who want to
work for you of positions available.
External recruitment offers many options, and it can be very powerful when trying to hire
quality candidates.
External recruitment, on the other hand, opens you to almost anyone who’s looking for a
job. You could have hundreds of CVs to review which can increase your chances of
finding a candidate that matches your exact criteria.
4. Prepare a recruitment advertisement for this position which clearly states the selection
criteria.
HUMAN RESOURCES OFFICER – OTEN CITY COUNCIL
$55,000 to $65,000 per annum (plus benefits)
Permanent Full Time
Starting date: May 2013
About OTEN City Council
Innovative & collaborative Council, supportive & fun team, wellbeing programs & more!

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
 $64,176 to $68,569 per annum (pro rata) + Superannuation
 About the Role

OTEN City council is seeking a Human Resources Officer to join our collaborative
People & Culture team. You will be responsible for providing HR services support to
employees, store managers, people managers and People & Culture team, including
contract preparation, answering general HR queries, employee benefits administration,
and HR strategy and project support. This is a fantastic opportunity and will provide you
with a real flavour for how our business fits together and how a well-oiled HR function
plays a key supportive role to the broader business.
About you
 Well developed oral and written communication skills
 Ability to collaborate with others to achieve agreed results and outcomes
 Ability to work both independently and as an effective team member
 The ability to liaise and deal with networks/counterparts in other organisations
 Well developed oral and written communication skills
 Ability to collaborate with others to achieve agreed results and outcomes
 Ability to work both independently and as an effective team member
 The ability to liaise and deal with networks/counterparts in other organisations
Qualifications and Experience
 Formal HR qualifications
 A commitment to ongoing personal and professional development
 Knowledge of or experience using HRIS
 Current Drivers Licence
To apply – click here
(Upload your resume and cover letter)
To discuss more about the job contact John Citizen (Human Resources Manager)
Phone: [phone]
Email: [e-mail]
5. A) List the possible selection tools/processes that you would use to assist as part of
the selection process.
1. Interviews
2. Skills Testing
3. Personality / Psychometric Assessments
4. Aptitude and competency-based assessments
5. Reference Checks
6. Police checks

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
7. Network
B) Explain why you would use these tools.
1. Interviews – whilst not always the most reliable, interviews remain the most
widely used recruitment and selection tool. Phone interviews and face to face
interviews should form some part of your recruitment process. The key to making
interviews a success for you is in asking the right questions, keeping the process
consistent across all applicants and remaining impartial throughout the process.
2. Skills Testing – particularly useful for positions which require a level of
competency in any specific software programs, computer operations or ‘testable’
skills such as customer service responses and alike. These assessments are
regularly used by recruiters and are available to you, generally at a fee, through
any number of recruitment and HR service providers.
3. Personality / Psychometric Assessments – perfect for assessing team fit,
motivation, and work styles around customer service, sales and a range of other
industry specific skills. Whilst many employers still see these assessments as
unnecessary and unreliable in our experience they can be an excellent tool to
help hone your interview questions and assess appropriateness for your current
team.
4. Aptitude and competency based assessments – similarly to the two types of
testing and assessment listed above these tests are great for industry specific
skills. This may include numerical reasoning assessments for accountants.
5. Reference Checks – it’s an oldie but a goodie, past behaviour predicts future
behaviour. Ensure you are conducting your reference checks with previous
managers who they reported to, and ask specific questions relevant to the skills
and attitudes you need in the new recruit.
6. Police checks – depending on the industry and role, these checks may be
appropriate to have conducted. In many industries these checks are a standard
and potentially compulsory check to maintain quality ratings, and for employers
they can provide sound peace of mind.
7. Don’t forget your network – but don’t forget to think outside the square. If you
know previous employers personally, or even colleagues, friends of customers,
don’t be afraid to pick up the phone and ask for some general feedback (provided
it doesn’t jeopardise their existing employment of course).
This covers the most popular tools.

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
6. Use the identified selection criteria to develop a short listing template for candidates.
Selection Criteria
Selection factors Candidate 1
Name:
Candidate 2
Name:
Candidate 3
Name:
Candidate 4
Name:
Required knowledge
• Tertiary knowledge in
relevant discipline
• Knowledge of
industrial relations
including enterprise
agreements
• Knowledge of equity
and merit based
recruitment principles
• Knowledge of training
and development
processes
Required skills
 Communication skills
(written and oral)
• Negotiation skills
• Skilled in change
management
• Influential skills
Required attributes
• Collaborative team
player
• Empathetic
• Innovative thinker and
problem solver
• Sets high goals to
achieve – driven and
motivated

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
TOTAL
Rating: 1 = Does not Satisfy 2 = Partially Satisfies 3 = Fully Satisfied
7. Prepare an email for your selection panel inviting them to participate and listing the
activities to be completed to prepare for selection.
E-mail:
Dear, (name)
You (shareholder) are invited to be a part of meeting for the purpose of sitting on the
recruitment panel. Your participation is very much important for the company. In this
regard, you need to do is selection of right candidate on the right post so that work is
done in a best way and also characteristics and qualifications of the person must be
matched with the job profile.
Please inform your acceptance, in case if you are not coming I will arrange some
another person so that there will be no delay in this procedure.
Thank You,
Sincerely
(Name)
(Contact details).
8. Create a list of 8 – 10 questions you intend to ask the applicants if they are invited for
an interview. Ensure that there are at least four behaviour based questions directly
related to the selection criteria.
1 Tell me a situation when you are defeated in the project and how you overcome that
situation?
2 What part that you enjoy in the previous job most?
3 Why did you apply for this job?
4 Tell me something different that is not present in your C.V.?
5 How did you handle the problem of a customer in an efficient way so that they
becomes ready to purchase services of company and also becomes loyal to company?
6 How would you deal with an unethical situation by stating example?
7 What steps you might take to improve the current selection procedure?
8 Will you be able to do work under pressure?
9 How you manage your time?
10 What are your strengths and weakness?

BSBHRM405 - Assessment 1 - LA020701 Support the recruitment, selection and induction
of staff
Bibliography
Australia: Employment & Labour Laws 2019. (2019). Retrieved from ICLG:
https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/australia
Kang Yang Trevor Yu, D. M. (2013). The Oxford Handbook of Recruitment. Oxford
University Press.
Singh, R. (2017). Recruitment Process. Gaurav Mehra.