Recruitment and Selection Practices

This assignment delves into various aspects of the recruitment and selection process. It examines the benefits of psychometric and skills testing, explains the 'external sourcing' method for recruiting, highlights the use cases for assessment centers, and outlines the purpose and key elements of employee contracts according to the Industrial Relations Act (1999).

BSBHRM506 Manage recruitment, selection and induction
processes
Assessment Instructions
Assessment 2 of 2
Assessment number: 31789/02

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Assessment description
You must satisfactorily complete two assessments for BSBHRM506 Manage recruitment
selection and induction processes:
1. Assessment Number 31789/01: Written report, portfolio and video role play; and
2. Assessment Number 31789/02: Short answer questions and tasks
a)
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b) Short answer questions and tasks
The short answer questions and tasks in this assessment are based on the CoffeeVille Case
study found by clicking on the following link: http://coffeeville.simulations.learn.com.au/. By
clicking the ‘intranet’ tab on this site, you can source the CoffeeVille:
 Business Plan
 Operational Plan
 Policy and procedure documents
 Employee handbook.
A range of other documents is also within this intranet providing valuable background
information about the operation of the business.
1. You have been hired to conduct the recruitment and selection process for Coffeeville’s
new cafe being opened in six weeks’ time. Rufus and Emma, the owners, have told you
that they believe the new cafe will experience approximately 80 percent of the volume of
their current store from the first day where the current store has three Store Managers
(including Rufus and Emma) and five Baristas. Determine an appropriate level of
resourcing for the new cafe for opening day, keeping in mind that they will have all new
staff, where the current store has all experienced workers.
Construct an email below to send to Rufus and Emma outlining your recommendation for
staff resources for the new cafe. (Approximately 150 words)
Greetings of the Day,
Coffeeville's new cafe needs to open a new store, as expected the operations of the cafe
will require more employees to be hired. The requirements of employees is a little urgent,
as the volume of the store is higher it is important to develop strong human resources for
the cafe. In order to achieve effectiveness and efficiency in the business I will require
employees and staff for different purposes. The requirement includes five more Baristas to
manage the increasing activities and work in the cafe. Kindly suggest me with this as soon
as possible.
Best Regards,
HR manager
Coffeeville's cafe
2. Compose another email to go to hiring managers outlining the need to and importance of
using position descriptions and/or person specifications when recruiting for all vacancies.
Your email should explain how the business will check that staff members are complying
with the relevant recruitment policies and procedures. (Approximately 150-175 words)
The position description is very important for the hiring process it will help attract specific
31789/02 v2 – 13/10/2017

talent from a range of skilled individuals. We need to hire Barista for our cafe, in order to
attract and encourage talented Barista to come up for the interview we need to ensure
that the job advertisement includes a detailed job description in order to let people know
what we are looking for. The Barista job consist utilisation of intense pressure to develop
expresso with the cognition that it will result in a high concentration of various coffee
flavours and chemicals. The job description of Barista also includes greeting and
welcoming customers in the coffee-house and determining their wants and needs
efficiently.
3. A manager of CoffeeVille has submitted the following job advertisement to be posted
online for a period of two months:
Job Type: Permanent Full-time Barista
Location: Melbourne City Centre
Salary: $12.00 per hour
Start Date: ASAP
Hours: Monday-Friday, 8.00am-4.00pm
Looking for a young person who wants to make coffee.
Please submit your resume for review.
a) Review the above job advertisement and identify two elements that do not
comply with the CoffeeVille organisational policy or relevant legal requirements.
(Approximately 50 words)
The timing of the CoffeeVille cafe is 7am to 5am which is incorrect in the job
advertisement, and date is not mentioned in the job advertisement which is
also a mistake.
b) Explain the potential impacts of these issues. (Approximately 50 words)
The timing should be mentioned clearly so that people can visit the cafe at time
for giving the interview, it could create a miss-management, the date should
also be mentioned properly to make sure the interviewee visit on the right date
for the interview.
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4. Develop a checklist that identifies each step in the recruitment and selection procedure.
(Approximately 75-100 words)
Check-list for Recruitment process
Step 1 – Evaluation of need and identification of vacancy
Step 2 – Developing a position or job description
Step 3 – Developing a recruitment plan
Step 4 – Selection of search committee
Step 5 – Positioning of Post and Implementation of the recruitment plan
Step 6 – Reviewing applicants and developing a short list
Step 7 – Conducting Interviews
Step 8 – Selection of Hire
Step 9 – Finalising the selection or recruitment
5. Complete the following table by summarising the legal requirements of the recruitment
and selection process for the listed pieces of legislation.(20-50 words per legislation)
Legislation Legal requirements
Racial Discrimination Act (1975) Documents of the nationality and
registration of the company
Sexual Discrimination Act (1984) Company registration and other documents
Disability Discrimination Act (1992) Certificates and medical documents
Affirmative Action (Equal Employment
Opportunity for Women) Act (1986)
Reregistered under the law and position for
the women
Human Rights and Equal Opportunity
Commission Act (1986)
All the certificates and documents of
registration
Privacy Act (1988) Company’s legal norms and documents
related to them.
6. Write a letter of offer and employment contract for a new Store Manager for the new
CoffeeVille cafe. Include details of their salary and employment terms and conditions. You
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may use the letter of offer and/or contract found on the Fair Work Ombudsman website
(Contract Template).
Copy of letter and contract sourced from the Fair Work Ombudsman website:
(http://www.fairwork.gov.au/about-us/policies-and-guides/templates)
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<Print on your business letterhead>
1/02/2018
Private and confidential
Name of the employee
Employee’s residential address
Dear <insert name>
Letter of engagement
I am pleased to offer you casual employment in the position of Store manager with us at CoffeeVille cafe.
on the terms and conditions set out in this letter.
1. Position
1.1 Your employment will be on a casual basis, as required.
1.2 Each occasion that you work will be a separate contract of employment which ceases at the end of
that engagement.
1.3 As a casual employee, there is no guarantee of ongoing or regular work.
1.4 The duties of this role are in the attached position description. On each occasion that you work
you will be required to perform these duties and any others duties the employer may assign to
you, having regard to your skills, training and experience.
1.5 You will be required to perform your duties at CoffeeVille 3216 Collins Street, Melbourne Vic 3000
2. Terms and conditions of employment
2.1 Unless more generous provisions are provided in this letter or in the attached Schedule, the terms
and conditions of your employment will be those set out in the <insert relevant award name (or
enterprise agreement name if you have one)> and applicable legislation. This includes, but is not
limited to, the National Employment Standards in the Fair Work Act 2009. Neither the <insert
award or enterprise agreement name> nor any applicable legislation are incorporated into your
contract of employment.
An employee must receive all of the entitlements from the modern award or enterprise agreement and
NES, plus any additional or more generous entitlements set out in the contract of employment of this
letter of engagement.
Visit www.fairwork.gov.au or call the Fair Work Infoline on 13 13 94 for information about your award or
agreement.
2.2 Your employment may be terminated at any time by providing you with notice, to apply at the end of
your current engagement.
This clause is optional. Delete all of clause 2.3 if no additional terms and conditions will apply.
2.3 The additional terms and conditions set out in the attached Schedule will also apply to your
employment.
3. Remuneration
3.1 You will be paid at the rate of $20 per hour, including the applicable casual loading.
3.2 You will be paid monthly to the bank account nominated by you.
3.3 The employer will also make superannuation payments on your behalf in accordance with the

Superannuation Guarantee (Administration) Act 1992.
If superannuation is set out in your award or enterprise agreement you must pay at least that amount.
If you are unsure about superannuation, contact the Super Hotline on 13 10 20. Or, contact the
Fair Work Infoline on 13 13 94 to check your award/enterprise agreement.
3.4 Your remuneration will be reviewed annually, and may be increased at the employer’s discretion.
Note that the employee must always be paid in line with, or above, the relevant minimum wage.
4. Your obligations to the employer
4.1 You will be required to:
(a) perform all duties to the best of your ability at all times;
(b) use your best endeavors to promote and protect the interests of the employer; and
(c) follow all reasonable and lawful directions given to you by the employer, including complying
with policies and procedures as amended from time to time. These policies and procedures
are not incorporated into your contract of employment.
5. Confidentiality
Depending on your industry and the type of work the person will be doing, you may wish to seek
independent legal advice about the protection of intellectual property.
5.1 By accepting this letter of offer, you acknowledge and agree that you will not, during your
employment or thereafter, except with the consent of the employer, as required by law or in the
performance of your duties, use or disclose confidential information relating to the business of the
employer, including but not limited to client lists, trade secrets, client details and pricing structures.
6. Entire agreement
6.1 The terms and conditions referred to in this letter constitute all the terms and conditions of your
employment and replace any prior understanding or agreement between you and the employer.
6.2 The terms and conditions referred to in this letter may only be varied by a written agreement
signed by both you and the employer.
If you have any questions about the terms and conditions of employment, please don’t hesitate to
contact <me/insert contact person> on <insert phone number>.
7. What information would you give to Coffeeville store managers about how they should ensure that
new employees are appropriately ‘on-boarded’ to the new business within a timely manner? You
should refer to the business’ policies for employee probation in your response. (Approximately 100-
150 words)
The store managers will be provided the joining and acceptance letter of the job provided
to and by the new employees. The past on boarding time and records will be provided to
the store managers to gain knowledge about the timings.

8. Feedback received from employees on the induction process has highlighted that
managers are not having a formal chat with employees fortnightly to check how
they are settling in. Feedback received from managers on the induction procedure
has highlighted that it is very time-intensive and that they do not have the time
needed for all the formal chats with new employees.
What changes may be required to the induction process to address this feedback?
(Approximately 100 words)
The organisation should follow new and efficient method of communication as well as
new technologies should be used for interaction within the organisation such as emails,
online chats etc. to save the time and emails are effective way to communicate in a
formal manner.
9. Based on the industry in which CoffeeVille operates, list and summarise two codes
of practice which need to be understood and followed to remain compliant with all
legal and organisational requirements.
How to bring off Work Health and safety risks
Managing Facilities and work environment
10. Based on the structure of CoffeeVille, what are the most appropriate methods of
communication which could be implemented to ensure all employees are kept
updated on changes to any policies, procedures or legislative requirements
affecting their duties and positions? What training and support services should be
established and provided to individuals who may be responsible for carrying out
recruitment or inductions to ensure consistency within the CoffeeVille
organisation?
There are various ways of communication which can be used by CoffeeVille as
mentioned below -
 Open meeting – The organisation can use this method to identify the passion and
the feelings of employees with regards to their work and duties.
 Emails – Communication through email remains potent. It helps the management
to pass important message to all team members without wasting much time.
 Communication via training.

11. What process can be implemented at CoffeeVille to ensure that all applicants are
notified within the specified timeframes regarding the selection outcomes and that
written notifications and contracts are issued in line with organisational policies?
Confirmation calls can be made or confirmation mails can be forwarded to the selected
employees in order to inform or notify the new hired employees. These calls or mails
should consist of important information such as reporting time, documents needed etc.
12. What methods of feedback could be implemented to establish the effectiveness of
the induction process from both a management and inductee perspective?
Open meeting or email can be the best method to communicate. The employees or
management can interact or share the feedback by a meeting or email effectively and
efficiently.
13. In your own words, explain the importance of addressing the terms and conditions
of employment during the recruitment and induction processes.
Addressing or introducing the terms and conditions of employment to the new employees
is very important during the induction period. It helps the new candidates to identify the
benefits, know the rights and regulation they have to follow in the organisation. It provides
a summary of the organisation and its policies which will be implemented in their
employee.
14. What are the benefits of psychometric and skills testing during the recruitment
process?
Various benefits of using psychometric and skill testing during recruitment process are as
described below -

 The results are measurable – Determining human behaviour and its impact is a
very difficult task for an organisation. The psychometric and skill testing helps in
analysing and identifying a measurable data or outcomes.
 It helps in shaping the HR strategies of an organisation – The psychometric and
skill testing during recruitment process helps inn finding quality data through which
the HR management develop various strategies which are effective and useful or
the organisation.
15. There are various methods which can be used when recruiting and selecting
employees. Explain the process for one method which could be used when
recruiting for vacancies.
External sourcing is an effective method of selecting or recruiting the employees. This is
a process of selection or recruitment that conducts candidate search through external
selection tools for example newspaper advertisements, job boards, public
announcements etc. This method is also practised when a job position can not be filled
with the existing employees due to some speciality or technicality of the position.
16. Explain when it may be useful to use an assessment centre to assist in the
recruitment and selection process for your organisation.
Benefits of assessment centre in the selection and recruitment process are as mentioned
below -
 It helps in providing opportunity to analyse and differentiate among the candidates
who have similar skills and knowledge by giving candidates a deep insight of the
duties or roles by testing through various exercises.
 It also helps in building organisation's brand and employment proposition for the
organisation.
 Costs associated related to the assessment centre are usually lower compared to
cost of various recruitment phases.
17. Conduct research and explain the purpose of employee contracts and based on
the Industrial Relations Act (1999), detail the three key factors which must be
included in an employee contract.
Purpose and function of employee contracts and based on the Industrial Relations Act
 To give a fair and just framework for the conduct of industrial relation.
 To promote productivity and efficiency in the state economy.
 To promote the participation of representative bodies of employers and employees

in industrial relations as well as encouraging the management and democratic
control of these bodies.
 To eliminate and prevent discrimination within the workplace in order to ensure
equal remuneration for women and men doing of comparable or equal value.
 To assist appropriate rules and regurgitations of employment through enterprise
agreements, rewards and other industrial instruments.
Three main factors which must be included within an employee contract are as follows -
1. Job information – The main element of employee contract is the job title and
department of the employee.
2. Compensation and Benefits – The other main element of an employee contract is
the hourly or annual salary along with the incentives, bonuses and other monetary
benefits.
3. Vacation policies, time off and sick days – The employee contract must also
includes the vacation policies of the organisation as well as the sick leaves offered
by the company to every employee.