Manage Recruitment Selection and Induction Processes
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AI Summary
Learn how to manage recruitment, selection, and induction processes with this comprehensive guide. Get tips on developing HR staffing plans, conducting interviews, and executing job offers. Find out how to create job descriptions and advertise vacant positions. Understand the importance of following organizational policies and legal requirements. Enhance your skills in writing, numeracy, planning, and working effectively within business constraints. Access this valuable resource for BSBHRM506 course at your college or university.
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BSBHRM506 Manage recruitment selection and induction processes
Marking Guide 2
(Recruit and select staff)
Students Name
Student ID
Group
Assessor’s Name
Assessment Date/s
Notes to Assessor:
Students are required to achieve Satisfactory for all points listed below to be deemed
as Satisfactory for this assessment task.
In line with the Institute’s Student Assessment, Reassessment and Repeating Units of
Competency Guidelines policy, if a student is unable to achieve Satisfactory on their
first attempt, you must record this accordingly below, provide feedback to the student
and allow the student two more attempts before the student is deemed as Not Yet
Satisfactory in this task.
If providing students with further attempts, make sure to record the date and what the
student did to have the result changed.
Outcomes
Did the candidate:
Satisfactory
Yes No
Submit a HR staffing plan?
The HR staffing plan policies need to be based on the requirements
of the employees. It is essential to understand the people that are to
be recruited in the organisation so that proper management can take
place. The staffing policies can be reviewed and planned based on
the nature of the improvement and effectiveness of the plan
BSBHRM506 Marking Guide 2
Version 1.0 Page 1 of 13
Marking Guide 2
(Recruit and select staff)
Students Name
Student ID
Group
Assessor’s Name
Assessment Date/s
Notes to Assessor:
Students are required to achieve Satisfactory for all points listed below to be deemed
as Satisfactory for this assessment task.
In line with the Institute’s Student Assessment, Reassessment and Repeating Units of
Competency Guidelines policy, if a student is unable to achieve Satisfactory on their
first attempt, you must record this accordingly below, provide feedback to the student
and allow the student two more attempts before the student is deemed as Not Yet
Satisfactory in this task.
If providing students with further attempts, make sure to record the date and what the
student did to have the result changed.
Outcomes
Did the candidate:
Satisfactory
Yes No
Submit a HR staffing plan?
The HR staffing plan policies need to be based on the requirements
of the employees. It is essential to understand the people that are to
be recruited in the organisation so that proper management can take
place. The staffing policies can be reviewed and planned based on
the nature of the improvement and effectiveness of the plan
BSBHRM506 Marking Guide 2
Version 1.0 Page 1 of 13
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BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Submit relevant recruitment and selection policies and procedures?
Conduct the interview: The interview process need to be
conducted by asking questions such as:
Are you aware of the job description?
What knowledge do you possess of marketing?
How can you contribute to the development of the
organisation?
What are the potential strategies that are to be used for
marketing development?
Apart from these, questions based on personal information
of the people along with situational analysis need to be made.
Advice potential employee: The potential employees need to
be advised about the contents of the interview. Preparation
of the interview is necessary and thus it can help to develop
the confidence of the candidate.
Execute job offers and contracts of employment: The job offers
and contracts of the employment need to be based on the legislation
of the country. For example, terms and conditions in the form of
employment development as well as termination in the case of
failure to comply with the rules need to be stated. In the case of
probation, the period of probation need to be stated along with the
salary that is to be provided
BSBHRM506 Marking Guide 2
Version 1.0 Page 2 of 13
Did the candidate:
Satisfactory
Yes No
Submit relevant recruitment and selection policies and procedures?
Conduct the interview: The interview process need to be
conducted by asking questions such as:
Are you aware of the job description?
What knowledge do you possess of marketing?
How can you contribute to the development of the
organisation?
What are the potential strategies that are to be used for
marketing development?
Apart from these, questions based on personal information
of the people along with situational analysis need to be made.
Advice potential employee: The potential employees need to
be advised about the contents of the interview. Preparation
of the interview is necessary and thus it can help to develop
the confidence of the candidate.
Execute job offers and contracts of employment: The job offers
and contracts of the employment need to be based on the legislation
of the country. For example, terms and conditions in the form of
employment development as well as termination in the case of
failure to comply with the rules need to be stated. In the case of
probation, the period of probation need to be stated along with the
salary that is to be provided
BSBHRM506 Marking Guide 2
Version 1.0 Page 2 of 13
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Submit a Job description that he/she developed?
Position title: Marketing executive
Position reports to: Marketing department head
Qualifications Need to be a graduate in business management
Require to have experience in the field of
marketing
Key objectives
1. To recruit talented individuals
2. To identify marketing opportunities
3. To develop marketing plan for enhancing opportunities
4. To identify the marketing mix that can enhance the
opportunities in the organisation
5. To develop marketing potentials in the business
Key position functions
1. Marketing executive
2. Marketing manager
3. Market analyser
4. Market planner
5. Market developer
BSBHRM506 Marking Guide 2
Version 1.0 Page 3 of 13
Did the candidate:
Satisfactory
Yes No
Submit a Job description that he/she developed?
Position title: Marketing executive
Position reports to: Marketing department head
Qualifications Need to be a graduate in business management
Require to have experience in the field of
marketing
Key objectives
1. To recruit talented individuals
2. To identify marketing opportunities
3. To develop marketing plan for enhancing opportunities
4. To identify the marketing mix that can enhance the
opportunities in the organisation
5. To develop marketing potentials in the business
Key position functions
1. Marketing executive
2. Marketing manager
3. Market analyser
4. Market planner
5. Market developer
BSBHRM506 Marking Guide 2
Version 1.0 Page 3 of 13
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Submit evidence of consultation with the Senior Manager?
Staffing plan and internal and external requirements: The
staffing plan with internal and external requirements needs
to be the staffs that can contribute for the development of the
organisation. The plan is to ensure that enough staffs are
recruited so that absence of employees can be mitigated.
Planned use of specialists: The planned use of specialists
need to be based on the requirements of the organisations.
The services of the specialists can be used to ensure that
important interviews or the final stage interview is
conducted.
Correct use of position descriptions: The correct use of
position description can be made if advertisements and
promotion is done for the development of the company.
Role in the recruitment and selection process: The role in the
recruitment and selection process need to be based on monitoring
the process and asking clarifications in case a particular process is
unclear
BSBHRM506 Marking Guide 2
Version 1.0 Page 4 of 13
Did the candidate:
Satisfactory
Yes No
Submit evidence of consultation with the Senior Manager?
Staffing plan and internal and external requirements: The
staffing plan with internal and external requirements needs
to be the staffs that can contribute for the development of the
organisation. The plan is to ensure that enough staffs are
recruited so that absence of employees can be mitigated.
Planned use of specialists: The planned use of specialists
need to be based on the requirements of the organisations.
The services of the specialists can be used to ensure that
important interviews or the final stage interview is
conducted.
Correct use of position descriptions: The correct use of
position description can be made if advertisements and
promotion is done for the development of the company.
Role in the recruitment and selection process: The role in the
recruitment and selection process need to be based on monitoring
the process and asking clarifications in case a particular process is
unclear
BSBHRM506 Marking Guide 2
Version 1.0 Page 4 of 13
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BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Submit an action plan for carrying out the recruitment and selection
process?
Objective Action Responsibility Advertisement
To recruit
and select
potential
candidates
that are
appropriate
for the
marketing
research
Conduct
interview of
the
candidates
based on the
marketing
analysis
Responsibility
is with the
senior managers
to conduct the
recruitment and
selection
Advertisement
via social media
as well as
newspapers
need to be
provided
BSBHRM506 Marking Guide 2
Version 1.0 Page 5 of 13
Did the candidate:
Satisfactory
Yes No
Submit an action plan for carrying out the recruitment and selection
process?
Objective Action Responsibility Advertisement
To recruit
and select
potential
candidates
that are
appropriate
for the
marketing
research
Conduct
interview of
the
candidates
based on the
marketing
analysis
Responsibility
is with the
senior managers
to conduct the
recruitment and
selection
Advertisement
via social media
as well as
newspapers
need to be
provided
BSBHRM506 Marking Guide 2
Version 1.0 Page 5 of 13
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Submit evidence of advertising that he/she?
URGENTLY REQUIRED
A highly qualified person capable of undertaking marketing
capability
Requirement level in terms of education is graduate in business
management
Skills required for the job is the fact that the person need to possess
good communication skill, need to be well versed with the
organisational objectives as well as analyse the market
Qualified and interested people can contact or sent CV in:
Email id: ygh@g****.com
Phone number: +3223996001933
BSBHRM506 Marking Guide 2
Version 1.0 Page 6 of 13
Did the candidate:
Satisfactory
Yes No
Submit evidence of advertising that he/she?
URGENTLY REQUIRED
A highly qualified person capable of undertaking marketing
capability
Requirement level in terms of education is graduate in business
management
Skills required for the job is the fact that the person need to possess
good communication skill, need to be well versed with the
organisational objectives as well as analyse the market
Qualified and interested people can contact or sent CV in:
Email id: ygh@g****.com
Phone number: +3223996001933
BSBHRM506 Marking Guide 2
Version 1.0 Page 6 of 13
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Submit evidence of conducting recruitment and selection
processes?
Conduct the interview: The interview process need to be
conducted by asking questions such as:
Are you aware of the job description?
What knowledge do you possess of marketing?
How can you contribute to the development of the
organisation?
What are the potential strategies that are to be used for
marketing development?
Apart from these, questions based on personal information
of the people along with situational analysis need to be made.
Advice potential employee: The potential employees need to
be advised about the contents of the interview. Preparation
of the interview is necessary and thus it can help to develop
the confidence of the candidate.
Execute job offers and contracts of employment: The job offers
and contracts of the employment need to be based on the legislation
of the country. For example, terms and conditions in the form of
employment development as well as termination in the case of
failure to comply with the rules need to be stated. In the case of
probation, the period of probation need to be stated along with the
salary that is to be provided
BSBHRM506 Marking Guide 2
Version 1.0 Page 7 of 13
Did the candidate:
Satisfactory
Yes No
Submit evidence of conducting recruitment and selection
processes?
Conduct the interview: The interview process need to be
conducted by asking questions such as:
Are you aware of the job description?
What knowledge do you possess of marketing?
How can you contribute to the development of the
organisation?
What are the potential strategies that are to be used for
marketing development?
Apart from these, questions based on personal information
of the people along with situational analysis need to be made.
Advice potential employee: The potential employees need to
be advised about the contents of the interview. Preparation
of the interview is necessary and thus it can help to develop
the confidence of the candidate.
Execute job offers and contracts of employment: The job offers
and contracts of the employment need to be based on the legislation
of the country. For example, terms and conditions in the form of
employment development as well as termination in the case of
failure to comply with the rules need to be stated. In the case of
probation, the period of probation need to be stated along with the
salary that is to be provided
BSBHRM506 Marking Guide 2
Version 1.0 Page 7 of 13
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BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Meet with their Senior Manager (you)?
Staffing plan and internal and external requirements: The
staffing plan with internal and external requirements needs
to be the staffs that can contribute for the development of the
organisation. The plan is to ensure that enough staffs are
recruited so that absence of employees can be mitigated.
Planned use of specialists: The planned use of specialists
need to be based on the requirements of the organisations.
The services of the specialists can be used to ensure that
important interviews or the final stage interview is
conducted.
Correct use of position descriptions: The correct use of
position description can be made if advertisements and
promotion is done for the development of the company.
Role in the recruitment and selection process: The role in the
recruitment and selection process need to be based on monitoring
the process and asking clarifications in case a particular process is
unclear.
BSBHRM506 Marking Guide 2
Version 1.0 Page 8 of 13
Did the candidate:
Satisfactory
Yes No
Meet with their Senior Manager (you)?
Staffing plan and internal and external requirements: The
staffing plan with internal and external requirements needs
to be the staffs that can contribute for the development of the
organisation. The plan is to ensure that enough staffs are
recruited so that absence of employees can be mitigated.
Planned use of specialists: The planned use of specialists
need to be based on the requirements of the organisations.
The services of the specialists can be used to ensure that
important interviews or the final stage interview is
conducted.
Correct use of position descriptions: The correct use of
position description can be made if advertisements and
promotion is done for the development of the company.
Role in the recruitment and selection process: The role in the
recruitment and selection process need to be based on monitoring
the process and asking clarifications in case a particular process is
unclear.
BSBHRM506 Marking Guide 2
Version 1.0 Page 8 of 13
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Conduct an interview with the potential employee (you)?
Are you aware of the job description?
What knowledge do you possess of marketing?
How can you contribute to the development of the
organisation?
What are the potential strategies that are to be used for
marketing development?
Submit documents and complete assessment task by agreed
deadline?
BSBHRM506 Marking Guide 2
Version 1.0 Page 9 of 13
Did the candidate:
Satisfactory
Yes No
Conduct an interview with the potential employee (you)?
Are you aware of the job description?
What knowledge do you possess of marketing?
How can you contribute to the development of the
organisation?
What are the potential strategies that are to be used for
marketing development?
Submit documents and complete assessment task by agreed
deadline?
BSBHRM506 Marking Guide 2
Version 1.0 Page 9 of 13
BSBHRM506 Manage recruitment selection and induction processes
Performance Indicators
Did the candidate:
Satisfactory
Yes No
Part A: Plan staffing
Determine future human resource needs in consultation with their
Senior Manager (played by you)?
Advice potential employee: The potential employees need to
be advised about the contents of the interview. Preparation
of the interview is necessary and thus it can help to develop
the confidence of the candidate.
Execute job offers and contracts of employment: The job
offers and contracts of the employment need to be based on
the legislation of the country. For example, terms and
conditions in the form of employment development as well
as termination in the case of failure to comply with the rules
need to be stated. In the case of probation, the period of
probation need to be stated along with the salary that is to be
provided
Determine how he/she will ensure correct use of position
descriptions by managers in the recruitment and selection process?
Through training, coaching, communication
Regular monitoring
Appropriate use of rewards and recognition
BSBHRM506 Marking Guide 2
Version 1.0 Page 10 of 13
Performance Indicators
Did the candidate:
Satisfactory
Yes No
Part A: Plan staffing
Determine future human resource needs in consultation with their
Senior Manager (played by you)?
Advice potential employee: The potential employees need to
be advised about the contents of the interview. Preparation
of the interview is necessary and thus it can help to develop
the confidence of the candidate.
Execute job offers and contracts of employment: The job
offers and contracts of the employment need to be based on
the legislation of the country. For example, terms and
conditions in the form of employment development as well
as termination in the case of failure to comply with the rules
need to be stated. In the case of probation, the period of
probation need to be stated along with the salary that is to be
provided
Determine how he/she will ensure correct use of position
descriptions by managers in the recruitment and selection process?
Through training, coaching, communication
Regular monitoring
Appropriate use of rewards and recognition
BSBHRM506 Marking Guide 2
Version 1.0 Page 10 of 13
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Identify at least one specialist who may be able to assist in the
recruitment and selection process.
Specialist that can be identified for the recruitment and selection
process is an experienced interviewer. The interviewer can be
recruited for conducting the interview and provide expertise about
the manner in which the recruitment as well as selection process be
enhanced. The specialist can also provide training to the others
involved in the recruitment and selection method
Part B: Conduct recruitment and selection process
Ensure advertising of vacant positions complies with organisational
policy and legal requirements, for example
Appropriate use of media channels
Within budget constraints
Ensure selection procedures are in accordance with organisational
policy and legal requirements?
Relevant legislation such as Fair Work Act 2009 and Employment
and Labour Law need to be maintained. Ethical principles such as
biasness regarding the culture, race or colour of the people need to
be abolished so that fair selection of the candidates takes place.
Hence, it can be said that abiding by the legal policies related to
these legislation can help the people of Australia to gain proper
selection in organizations
Ensure processes for advising applicants of selection outcome are
followed, for example
Telephone notification
Letters of offer
BSBHRM506 Marking Guide 2
Version 1.0 Page 11 of 13
Did the candidate:
Satisfactory
Yes No
Identify at least one specialist who may be able to assist in the
recruitment and selection process.
Specialist that can be identified for the recruitment and selection
process is an experienced interviewer. The interviewer can be
recruited for conducting the interview and provide expertise about
the manner in which the recruitment as well as selection process be
enhanced. The specialist can also provide training to the others
involved in the recruitment and selection method
Part B: Conduct recruitment and selection process
Ensure advertising of vacant positions complies with organisational
policy and legal requirements, for example
Appropriate use of media channels
Within budget constraints
Ensure selection procedures are in accordance with organisational
policy and legal requirements?
Relevant legislation such as Fair Work Act 2009 and Employment
and Labour Law need to be maintained. Ethical principles such as
biasness regarding the culture, race or colour of the people need to
be abolished so that fair selection of the candidates takes place.
Hence, it can be said that abiding by the legal policies related to
these legislation can help the people of Australia to gain proper
selection in organizations
Ensure processes for advising applicants of selection outcome are
followed, for example
Telephone notification
Letters of offer
BSBHRM506 Marking Guide 2
Version 1.0 Page 11 of 13
BSBHRM506 Manage recruitment selection and induction processes
Did the candidate:
Satisfactory
Yes No
Ensure job offers and contracts of employment are executed
promptly, and new appointments are provided with advice about
salary, terms and conditions?
URGENTLY REQUIRED
A highly qualified person capable of undertaking marketing
capability
Requirement level in terms of education is graduate in business
management
Skills required for the job is the fact that the person need to possess
good communication skill, need to be well versed with the
organisational objectives as well as analyse the market
Qualified and interested people can contact or sent CV in:
Email id: ygh@g****.com
Phone number: +3223996001933
Demonstrate foundation skills
Demonstrate writing skills to develop plans using appropriate
conventions?
YES
Demonstrate numeracy skills to calculate salary and benefits? YES
Demonstrate planning skills to develop logical processes? YES
Demonstrate work skills to operate effectively within constraints set
by business strategy and objectives, policy, and the external
legislative requirements?
YES
BSBHRM506 Marking Guide 2
Version 1.0 Page 12 of 13
Did the candidate:
Satisfactory
Yes No
Ensure job offers and contracts of employment are executed
promptly, and new appointments are provided with advice about
salary, terms and conditions?
URGENTLY REQUIRED
A highly qualified person capable of undertaking marketing
capability
Requirement level in terms of education is graduate in business
management
Skills required for the job is the fact that the person need to possess
good communication skill, need to be well versed with the
organisational objectives as well as analyse the market
Qualified and interested people can contact or sent CV in:
Email id: ygh@g****.com
Phone number: +3223996001933
Demonstrate foundation skills
Demonstrate writing skills to develop plans using appropriate
conventions?
YES
Demonstrate numeracy skills to calculate salary and benefits? YES
Demonstrate planning skills to develop logical processes? YES
Demonstrate work skills to operate effectively within constraints set
by business strategy and objectives, policy, and the external
legislative requirements?
YES
BSBHRM506 Marking Guide 2
Version 1.0 Page 12 of 13
BSBHRM506 Manage recruitment selection and induction processes
Comments
Result: Satisfactory / Not Yet Satisfactory
Assessor: I declare that I have conducted a fair, valid,
reliable and flexible assessment with this student, and I
have provided appropriate feedback.
Signature: ____________________
Date: ____/_____/_____
BSBHRM506 Marking Guide 2
Version 1.0 Page 13 of 13
Comments
Result: Satisfactory / Not Yet Satisfactory
Assessor: I declare that I have conducted a fair, valid,
reliable and flexible assessment with this student, and I
have provided appropriate feedback.
Signature: ____________________
Date: ____/_____/_____
BSBHRM506 Marking Guide 2
Version 1.0 Page 13 of 13
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