BSBHRM405: Support Recruitment, Selection and Induction of Staff - Knowledge Based Test Assessment B

This assessment is about supporting the recruitment, selection and induction of staff. It covers topics such as documentation required, human resources life cycle, legislation, advertising vacancies, interviewing techniques and selection processes.

BSBHRM405: Support the recruitment, selection and induction of staff
Knowledge Based Test
Assessment B
Student Name:
Student Number:
Trainer/Assessor Name:
Due Date:
Page 1 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

Instructions to Assessor
Prior to conducting the assessment read this document in its entirety with the individual or group of
learners and seek feedback on the understanding of the assessment requirements and outcomes.
Contextualise the activities, observations/demonstrations and other submitted evidence to ensure it
reflects the individual learner or group. Check this against the mapping, to ensure it is still valid. This
assessment has been contextualised to better reflect the required learner information and outcome
of assessment.
Ensure that the learner is allocated the appropriate time and resources required for the tasks,
including that the workplace (or simulated environment for learners that are not working) is suitable
for the parameters of any required task, to ensure the learners will have an appropriate opportunity
to satisfactorily demonstrate their required skills and knowledge to result in a Satisfactory (S) result
for the assessment tool and Competent (CO) in the Unit of Competency (UOC) overall.
Advise the learner prior to conducting a practical observation assessment of;
 what will occur throughout the assessment process
 when the assessment will occur
 the level of competency expected
 how many times they must be assessed and demonstrate a satisfactory result as per the unit
training pack requirements
When appropriate, confirm arrangements for a third party to observe the learner in the workplace,
with the learner and the third party, including, that the third party understands the requirements
and instructions regarding the Third Party Observations/Demonstrations. The third party must be
someone in a position to make a valid comment on performance of the learner, e.g. Line Manger
Use the checklists and answer guides to assist you with marking, but never show or share them with
the learner or the third party. Gather supporting documents, where available and appropriate, as
evidence to help you make a judgement of the learner’s competency.
The learner needs to be deemed satisfactory for all of the criteria in the unit to gain competency.
When the assessment is complete, advise the learner of the outcome and record your comments in
the relevant section. You must determine whether they are CO or Not Competent (NC) and provide
appropriate and meaningful feedback.
If you are resulting the learner NC, ensure you outline why you have made this decision, and provide
advice on how the learner can improve skills/knowledge prior to their next attempt.
Where learners are unable to complete the tasks in the methods specified due to situations beyond
your/their control, you will need to make reasonable adjustments, without compromising the
assessment tool(s).
Page 2 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

Assessment Instructions to Learners
1. You must answer all questions/tasks in all sections below.
2. Read each question carefully and ensure you provide all the required information.
3. Submit the completed assessment on the specific date, time and location as advised by your
trainer/assessor.
4. This is an individual assessment task (or group subject to approval by the trainer/assessor).
5. Assessment answers must be typed using Microsoft Word (font size: 11, font: Calibri) or
handwritten as per the trainer/assessor instructions.
6. You are NOT allowed to copy straight from any internet-based or written materials available.
You must write your answers in your own words.
7. You are required to provide proper and appropriate referencing (if applicable).
8. You are NOT allowed to copy or attempt to copy the work of another student or permit
another student to copy or attempt to copy your work.
9. Penalties shall apply for copying, plagiarism and any improper use of materials or ignoring
instructions given by the trainer/assessor. Penalties may include failure of the unit and/or
other penalties as per the college’s academic misconduct policy.
10. It is your responsibility to attend to your classes and seek assistance from the trainer/assessor
to ensure you continuously succeed in good course progress and academic standing.
Remember all trainer/assessors are here to help so ask them if you feel you need it.
Section 1 Questions
Complete the following questions/tasks individually
Page 3 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

Question 1
OBJECTIVE Identify documentation required for recruitment, selection and induction
Provide what documentation required within simulated workplace for recruitment, selection, and induction within
simulated workplace.
Recruiting new employees within the workplace requires numerous documentation so that last minute hassle and
panic can be avoided. The recruitment process is a lengthy and stressful process and keeping track of the whole
process can assist the organization to manage the whole process. Several documents are required in the
recruitment process such as written job offer and the employment contact. The written job offer is a formal
document which is legally binding for the employees as well as the employers. The employment contract contains
variety of information such as salary, hours to be worked, sickness leaves, dismissal and maternity leaves.
The interview feedback form should contain score sheets which can be used to provide feedback to the
employees.
Other than that, the organization also needs other documents. The HR managers need to verify all the documents
and degree provided by the candidate. In the recruitment process, the job announcement or the job bulletin is the
most important document. It contains all the relevant information pertaining to the job. These two documents can
increase the success of the recruitment process and can save the money invested by the organization in the
recruitment process.
Question 2
OBJECTIVE Explain human resources life cycle and the place of recruitment and selection
Explain the process of recruitment and selection within simulated workplace (less than 250 words).
The recruitment and selection is a complex process which needs thorough planning. The companies can follow the
following steps for the recruitment process. Firstly, the HR manager should obtain the approval of the senior
management to fill the position, clarify the recruitment time and requirements for the appointment of the
employees.
Secondly, the organization should prepare the job description which reflect the role requirement, and abides by
the organizational policies, legislations and Worker Health and Safety (WHS) considerations.
The organization should consult with relevant personnel about the requirements of the job and the strategy of the
company to recruit workforce. The organization should ensure that the job description complies with the
legislative requirements and encourages diversity in the workforce. The organization should also obtain approval
of the specific direct managers before publishing the job vacancy (Daly, 2015). The job should be published on
platforms which has maximum outreach to the audience.
In the next step, the organization publish the job profile or role through different channel. The aim is to reach the
maximum candidates through different channels. If the outreach of the organization will increase, it will increase
the likelihood of the success of the recruitment process.
Page 4 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

It should be available for at least two weeks and the candidates who comes in the inclusion criteria should be
called for further recruitment process. Initially, the candidates are shortlisted on the basis of their credentials,
education and experience. In the next step, an interview is conducted so that the organization can communicate
with the interview candidates in a face to face manner. At this phase, the employees should be judged in a fair and
unbiased manner.
Question 3
OBJECTIVE Identify legislation relevant to recruitment, selection and induction of staff
Outline the legislation which you abide by within your workplace throughout the recruitment, selection, and
Page 5 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

induction of staff within simulated workplace (less than 250 words).
It is important that a business organization abides by different laws and legislations while publishing a job
advertisement and engaging in selection and induction process. The workplace is governed by Fair Work Act 2009
and 10 different National Employment Standards (NES). The National Employment Standards has established
provision for the number of working hours, holiday allowance and employment termination conditions. Other than
that, there are other relevant laws such as Age Discrimination Act 2004, Australian Human Rights Commissions Act
1986, Disability Discrimination Act 1992 and Sex discrimination Act 1984. As per these Acts, the organization
should not engage in any kind of discrimination related to age, gender or disability. The selection panel should not
engage in any form of bias and analyse candidates based on their ability and skills. The organization should
promote diversity in the workplace. Sexual harassment and gender discrimination are one of the most significant
changes at the workplace. The companies should make sure that all the employees are given equal opportunity to
grow within the organization. Other than that, the organization should focus that no employee is harassed or
discriminated within the organization. Harassment within the workplace reduces the efficiency of the employees
along with tarnishing the image of the organization. The government has also made strict laws to prevent any type
of harassment within the workplace. Every person should be applied same opportunity before applying to a
particular position.
Question 4
OBJECTIVE Describe channels and technology to advertise vacancies
What channels does your organisation use to advertise vacancies, and why are they effective?
A business organization can use several different channels to advertise the job vacancies to the employees. There
are multitude of options for advertising the job; however, the organization should use the option which is best for
the organization. There are several avenues which assures that the application may reach as many potential
candidates as possible. The potential advertising channels for the advertisement are:
In-house advertising, company website, newspaper or magazine, online jobs, social media platforms and job
centres (Gatewood, Field, Barrick, 2010). Our organization use social media platforms for advertising the job
posting as the potential cost of the organization is relatively less; however, the audience of the organization is very
large.
Page 6 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

Question 5
OBJECTIVE Explain a range of interviewing techniques and other selection processes and their application
Explain the application of different interviewing techniques and selection processes within simulated organisation
(less than 250 words).
Page 7 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

The present organization engages in thorough planning in the recruitment process. The recruitment process begins
with the job positing on the public platforms. A selection criteria is developed so that the potential candidates can
be shortlisted. The organization employ different interviewing techniques for the selection purpose. There are
several interviewing techniques, which involves the assessment of the personality and the skills of the candidates.
The human resource manager posits question to assess the personality of the candidate and his capability to the
organization culture. The candidate should bring positivity to the organization and should have the capability to
easily blend in the organization culture. Other than that, there is skill test in which the manager tests the technical
skills of the employees.
References
Gatewood, R., Field, H.S., Barrick, M. (2010). Human Resource Selection. Cengage Learning.
Daly, J. (2015). Human Resource Management in the Public Sector: Policies and Practices. M.E. Sharpe.
Page 8 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17

Assessments Judgement Summary
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBHRM405: Support the recruitment, selection and induction of
staff
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
Page 9 of 9
BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_04/10/17