BSBHRM405 : Support the recruitment, selection and induction of staff

Student Assessment Booklet
BSBHRM405 Support the
recruitment, selection and
induction of staff
Student Name: ________________________

Student Information
Purpose of the At the end of this unit you will gain the knowledge and skills to Support the
assessment recruitment, selection and induction of staff
Assessment • The assessments are divided in 5 sections
location and time Assessment Overview
constraints if any Task
Assessment You must correctly answer all questions in this task to
Task 1: Written show that you understand the knowledge required of
questions this unit.
Assessment For this task, you are required to plan for recruitment.
Task 2: This will involve clarifying job requirements, preparing
Development a job description and writing an advertisement,
project selecting where the vacancy will be advertised and
obtaining approval to move forward with recruitment.
Assessment For this task, you are required to plan for selection of
Task 3: Case suitable candidates. This will involve meeting with
studies stakeholders to write interview questions and selection
criteria, shortlisting applicants and scheduling
interviews.
Assessment For this task, you are required to plan to recruit
Task 4: WHS suitable candidates. This involves interviewing
training project shortlisted candidates, assessing interviewees and
contacting referees, advising successful and
unsuccessful candidates of interview outcomes,
advising relevant managers of the appointment and
completing recruitment-related documentation.
Assessment For this task, you are required to complete an
Task 5: Review induction checklist for the commencement of the new
and evaluation employees.
project
• When you have completed each assessment task you will need to submit it
to your assessor.
• Instructions about submission can be found at the beginning of each
assessment task.
• Make sure you photocopy your written activities before you submit them –
your assessor will put the documents you submit into your student file. These
will not be returned to you.
• You can use the Internet, books, magazines and other relevant resources to
help with the answers.
• When you submit your assessment ensure you have your name, unitHow to submit
name and the page number in the header or footer of each page.
• All assessments must be typed
•

Written Questions
Student Instructions:
• You are to correctly answer each question below. Use your own words and make sure
you reference any source materials you used.
• Your assessor will give you a due date for this task.
• This is an open book test – students can use their learning materials as reference.
• You must answer the questions by typing your answers in Microsoft Word or a similar program –
your assessor will advise how to submit this assessment.
• You may prefer to use your computer to type your answers. Your assessor will advise you
whether you can email your answers as a Word file, or if must print and submit hard copies.
What you need for this task
• Access to a computer with Microsoft Word, printer, Internet and email software (if required).
• Make sure your answer clearly shows which question it relates to.
• Access to text book, internet and other learning material
When do you have to submit the task?
• This task may be done in your own time as homework or you may be given time to do this task in
class (where applicable).
• Your assessor will provide you with the due date for this assessment.
What you have to submit
Your typed-up answers to each question.

Q. No Written Questions
1 Write down the stages of the human resources life cycle and briefly explain each. Make sure
you refer to the recruitment and section process in your answer.
1. Recruitment: joining an organisation
2. Education: learning the work
3. Motivation: being inspired to perform
4. Evaluation: performance evaluation
5. Celebration: being thankful and motivating
2 Discuss why it is critical to an organisation for the recruitment and selection process to be
effective.
In order to gain human resource
who is capable and is skillful and
will be able to perform for the
company.
3 Identify five documents that you would work on or complete during the recruitment, selection
and induction process. Include the stage in the human resources life cycle that the
document would be used in your response.
1. Recruitment: requirement document
2. Education: training and skill development
3. Motivation: appreciation document
4. Evaluation: KRA sheet
5. Celebration: retirement document
4 Identify five Acts that apply to recruitment, selection and induction. Briefly describe each
one.
1. Fair Work Act 2009: fair
and flexable working
condition for people.
2. Workplace Relations Act
1996: it is an extension
to the previous act
3. Equal Opportunity for
Women in the
Workplace Act 1999
(Cth): empowering
women in the workforce
4. Long Service Leave Act
1958: this is associated
with retirement
5. Minimum
Conditions of
Employment Act
1993: related to
the safety

measures that
requires to be
taken
5
List five technology-based channels by which job vacancies can be advertised.
1. Linked-In
2. Randstad.com
3. Seek.com
4. Careerone.com
5. Jobsearch.com
6 List five alternative methods to advertise vacancies that may not be dependent on
Technology.
1. Newspaper
2. Magazine
3. Pamphlet
4. Billboard
5. Word-of-mouth
7 Briefly describe four testing tools that employers can use in the selection process aside from
Interviewing.
1. Online test
2. Group discussion
3. Offline test
4. Aptitude test
5. Psychometric test
8 Briefly describe the purpose of each interview type/technique below. For each one, give at
least two pros and two cons.
Directive/structured
Description Pros Cons
Incorporating comprehensive
one on one session with the
interviewer and the
interviewee. The CV is
scrutinized and questions of all
kinds regarding the past
experience are asked in order to
understand the skills. Prepared
questions are asked and marked
according to the answers.
The interviewer gets an in-
depth understanding of the
person who is being
interviewed Time consuming
Non-directive/non-structured
Description Pros Cons

It is more like a conversation,
based on the past experience of
the interviewee and the skills
and talent that the person have
Provides an overall overview
of the person
Can be sometimes non-
effective due to lack of
structure.
Panel
Description Pros Cons
A number of interviewees
question one interviewer
Provides better understanding
focusing on the skills
Can be sometimes intimidating
for the candidate which may
result in poor interview depite
of the skilld
Stress
Q. No Written Questions
Description Pros Cons
Group
Description Pros Cons
What do I need to hand in for this task? Have I completed this?
Your answers to all questions 

Assessment Task 2: Recruitment
Instructions to students:
TASK SUMMARY
For this task, you are required to plan for recruitment. This will involve:
• meeting with your assessor to clarity the job requirements
• preparing a job description and writing the advertisement
• selecting where the vacancy will be advertised
• obtaining approval to move forward with recruitment.
RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK
• Access to textbooks and other learning materials.
• Access to a computer with the Internet, a printer and applicable software (such as Microsoft Office)
• Recruitment and Selection policy and procedure (provided)
• Job description (electronic Microsoft Word copy).
WHEN AND WHERE SHOULD THE TASK BE COMPLETED?
• You will complete Part A of this task in the classroom. Part B of this task may be done in your own
time as homework or you may be given time to do this task in class (where applicable).
• Your assessor will provide you with the due date for this assessment.
WHAT NEEDS TO BE SUBMITTED?
• Part A: students are not required to submit anything.
• Part B: memo/email along with job description and advertisement.
Student Instructions
Read the case study below and complete all activities.
PART A
You work at Trucks N Cars an Automotive Workshop at Campbellfield in Melbourne as the Workshop
Manager. One of your responsibilities is to ensure that there are sufficient motor mechanics available
in the workshop to be able to complete all work on time. There has been an increase in the workload
recently and Joe, one of the most experienced motor mechanic in the workshop has put in a request
for a 6 month leave for knee surgery which is scheduled in two months’ time.
You have discussed the current situation with Jason, the General Manager and he has informed you
that they need to start looking for at least 4 motor mechanics to meet the current workload.
Jason wants to recruit the motor mechanics before Joe leaves so that he can train the new recruits
and ensure smooth transition.
As the workshop Manager it is your task to assist Jason through the recruitment and selection
process. You haven’t assisted in recruiting motor mechanics before so it is a good time to read and
familiarise yourself with the Recruitment and Selection policy and procedure.

Before you start the process, you will need to confirm the details of the positions with Jason. Your
assessor will play the role of Jason.
During this meeting you must have a hard copy of the current position description for the motor
mechanic role. You will need to write down any changes discussed. You will also be required to
actively participate in the meeting, so be prepared to ask questions to clarify any information that is
provided.
Your assessor will give you details about when this meeting will be held.
During the meeting, you will need to confirm:
• How soon the position needs to be filled?
• If there are any changes to the job that need to be reflected in the position description.
• If there are any qualifications that the new employees need to have.
• If there are any preferred skills or attributes that the new employee will need to fit into
the workplace culture.
• How many hours the motor mechanics will be rostered per week?
• What needs to be put into the job advertisement?
• What award the motor mechanics will be covered by?
What do I need to hand in for Part A of this Have I completed this?
task?
You do not need to submit anything NA

PART B
Now that you have confirmed the requirements for the job, it is time to prepare the job description
and the advertisement.
As per the Recruitment and Selection policy and procedure (provided in this document), you need
to get approval to recruit from the General Manager. As a part of this process, the job description
and the advertisement are sent at the same time requesting approval.
1. You have been provided an electronic copy of the job description. It looks quite untidy and it is not
easy to read.
You are required to:
• Clean up the document:
- put in appropriate headings
- check that things are in the right place
- check that information is correct (you can use examples from the Internet to structure the
document).
• Read through the job description and ensure it makes sense – check for any errors.
• Add all the information obtained during your meeting with the Manager (your assessor) – make
sure you put the information under logical headings.
• Check the Recruitment and Selection policy and procedure for other information regarding the
workplace strategy that must be included in the position description. Include the information in a
logical place.
• Job descriptions are to be formatted as per the procedures below:
- Document text is in Arial 10pt, black
- Headings are bolded and italicised
- The filename should include the position number (which is MM2B) and the date it is
prepared
- The filename should be in the footer, formatted to Arial 8pt
- The person’s name that last modified the document should be in the footer, formatted to
Arial 8pt
- There should be no errors in the document.
• You must also check that the WHS requirements that the manager has asked you to include are
correct and can be included in your state of operation.
If lifting 5kg is not able to be included in the job description, you will need to remove it. If it is
allowed, it is recommended that you change the language of the statement to be more
appropriate.
2. When you have finished working on the job description, it is time to work on the job advertisement.
You might like to visit Seek or other employment websites to look at advertisements for ideas as to
what to put into yours.
Make sure you include the diversity statement provided at the end of the advertisement and
particulars from the job description.

The advertisement must be word processed and have a word count of 250–350 words
maximum. Make the organisation sound dynamic and exciting to attract applicants. You may be
creative with the details, such as employee benefits.
Applications are to close two weeks from the date you are completing this assessment.
Remember that Trucks N Cars is located in Melbourne.
Job applicants should send their applications to you. Make sure the advertisement has your
contact details – fictional or real.
Advertisement:
Trucks N Cars
Campbellfield, Melbourne
Required: Motor Mechanic, Positions: 4, Full-time, Working Hours: 8, no rotational shift
Trucks N Cars is an automotive workshop, which deals with automobiles from any brand. The company focuses
on the requirements of the clients in order to grow and develop. With highly skills mechanics on board the
company has the capability to fulfill the expectations of the customers. We require motor technicians to join our
team as the business is continuously growing. We are not only look for a skilled person as the training will help
in developing skills; rather we are looking for a motivated person to be committed to the organisation and align
the interest with the organisation.
Knowledge, skills and abilities:
 the ability to work well with manual hand tools
 problem-solving skills
 good vision and hearing
 to hold a current drivers license
 technical aptitude
Essentials
 Excellent knowledge of mechanical, electrical and electronic components of vehicles
 Working knowledge of vehicle diagnostic systems and methods
 Ability to handle various tools (e.g. pliers) and heavy equipment (e.g. lift)
 Willingness to observe all safety precautions for protections against accidents, dangerous fluids,
chemicals etc.
 Excellent physical condition

Education: Certificate III light and heavy automotive vehicle and Certificate IV in Automotive Mechanical
Diagnosis.
Experience: Proven experience as auto mechanic
3. Now that you have completed the job description and the advertisement, it is time to get approval to
recruit from the General Manager, and advertise the role.
Write a memo or email addressed to the General Manager requesting the approval to move ahead
with the recruitment. Your request should be written clearly and concisely and include the necessary
information, including:
• The position title and number of positions requesting approval for
• The employment type (permanent/casual/contract, etc.).
• The preferred start date and potential end date.
• The hours of work.
• The name of the General manager and the business these roles will be deployed into.
• The Award that the role will be covered by.
• Where the vacancy will be advertised. You will need to select and recommend two channels to
advertise.
Let the General Manager know that you have updated the job description and the advertisement,
and make sure these documents are attached when you submit the request to them (your
assessor).
Submit your memo/email along with the job description and job advertisement to your assessor.
Dear Sir,
I am attaching the advertisement content for the four motor mechanic positions that is required in the team.
Please go through the content and let me know what changes or additions that you would want.
The position that has been stated in the advertisement is for a permanent full time employee. The
preferred date of joining is 1st November as Joe is freed from his responsibilities on 20th of November; therefore
the new recruits will be able to learn from him during the first 20 days. The role is of a permanent employee
therefore all the awards and benefits will be according to the normal policy of recruitment. The medium that will
be used is seek.com website and print advertisement in Herald Sun newspaper.
Looking forward for your approval.
Regards,
What do I need to hand in for Part B of this Have I completed this?
task?
Memo/email along with job description and 
advertisement

Assessment Task 3: Error! Reference source not found. Selection
Instructions to students:
TASK SUMMARY
For this task, you are required to plan for selection of suitable candidates. This will involve meeting with
stakeholders to write interview questions and selection criteria, shortlist applicants and schedule their
interviews.
RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK
• Access to textbooks and other learning materials.
• Access to a computer, printer, Internet and email software.
• Trucks N Cars Recruitment and Selection policy and procedure.
WHEN AND WHERE SHOULD THE TASK BE COMPLETED?
• You will complete Part A of this task in the classroom. Part B of the task may be done in your
own time as homework or you may be given time to do this task in class (where applicable).
• Your assessor will provide you with the due date for this assessment.
WHAT NEEDS TO BE SUBMITTED?
• Part A: selection criteria, interview questions
• Part B: memo/email recommending shortlisted applicants
• Part C: scheduled interview correspondence to applicants and General manager.
STUDENT INSTRUCTIONS
Read the case study below and complete all activities.
PART A
The job has been advertised and you have already had a number of calls.
The General Manager has requested that the interview panel consist of three people. The most
appropriate people for the panel are:
• yourself
• Jason, the General Manager
• Joe the motor mechanic.
As part of the selection process, shortlisted candidates will undergo a medical and fitness test to
determine their suitability for the range of usual manual and repetitive tasks required of this role.
The first thing you need to do is to meet with General manager and the motor mechanic to discuss the
selection process. This will include writing suitable interview questions and a clear list of selection
criteria.
Your assessor will assign you two other students to play the roles of the General manager and the
motor mechanic.
You will be assessed on your verbal, non-verbal and interaction skills during this meeting.

During this meeting, you will need to have a copy of the position description and the job advertisement
that you developed.
Work in your group to do the following:
• Prepare a list of between 5 and 8 selection criteria statements. The criteria should be drawn from
the position description and the job requirements (detailed in the job advertisement) and be written
in order from essential criteria to desirable.
1. The person should be a qualified Motor Mechanic.
2. He or she must have comprehensive knowledge regarding the automobile industry.
3. The person must be a Team player, as working with the team is essential in order to understand and
support each other’s work.
4. The person must understand the dynamics of Customer relations.
5. Work ethics and comprehending with the work environment is important
• Prepare a minimum of 8 (maximum of 15) interview questions.
The questions should be a combination open, closed, situation and behavioural questions, and
address the selection criteria. Your behavioural questions should be written in a way that allows the
candidate to use the STAR model (situation, task, action, result) when answering them. You must
also ensure that the questions do not result in bias or discrimination.
Note: you may have of couple of questions that differ from the questions that your group has agreed
on. These questions should be based specifically on your job description.
1. Why did you leave the previous job?
2. What did you like about the last job?
3. What did you dislike about the last job?
4. What was your exact job role?
5. Have you directly dealt with customers?
6. What are your expectations form this company?
7. Will you be able to work under pressure as there may be emergency deliveries that might come up
once in a while?
8. How important do you think is it to work with a team? Or do you think it is better and more
productive for you to work individually?

Once the group has agreed upon the selection criteria and the questions, submit your word-processed
work to your assessor.
What do I need to hand in for Part A of this Have I completed this?
task?
Selection criteria and interview questions 

PART B
You have received a number of applications for the motor mechanic vacancy. Below is a
summary of their applications.
• Robert – did not provide a resume as he has never had a job before. Many spelling errors
and ‘SMS’ abbreviations throughout his cover letter. He has been responsible for servicing
and repair his friend’s cars, he is 18, lives 4 hours away but can move to Melbourne if he
gets the job.
• Jack –is currently working for another automotive workshop as a motor mechanic and is
looking to get into Trucks N Cars due to career progression opportunities and employer of
choice status. He is currently working a 12-hour rotating roster but is happy to work over a 24-
hr period. He has Certificate III and is currently studying Certificate IV in Automotive
Mechanical Diagnosis.
• Matt – has just moved from Perth. He has all the qualifications and is an experienced motor
mechanic. He has been awarded employee of the month on two occasions by another automotive
workshop in Perth. He lives close by and is able to work flexibly and on the roster.
• John – has no experience as a motor mechanic neither does he have any qualifications. He
has worked as an automotive helping hand in an automotive workshop. The 24-hour roster
would suit him during the week, but he is unable to work weekends or public holidays due to
family commitments.
• Zac – has 12 months’ experience working in a small, automotive workshop. He was also
responsible for supervising apprentices in the workshop. The hours also suit him.
• Ron– has worked at Toyota Motors for 10 years in Sydney. He has since then moved to
Melbourne but has been out of work voluntarily for the last year. He is now ready to
work again. He has the required qualification and can work on 24-hour roster.
• Tony – has been in the country for five years and has been working in an automotive
workshop. He has completed a lot of training and his English is decent. He wants to leave his
current job and join Trucks N Cars as it is closer to his home and it will cut down on travel
time. He is able to work on the 24-hour roster; however, he needs to take care of his
daughter on the weekends and so is unable to work on Weekends.
One of your roles in the selection process is to shortlist the candidates and provides a report to
the General Manager.
Evaluate the candidates against the selection criteria and the scenario information you have been
provided. Write a paragraph for each, recommending if they should/should not be shortlisted along with
an explanation.
Type your recommendations in either a memo or email and submit them to your assessor. Include your
selection criteria in the correspondence with your assessor.
Robert – Not applicable, does not have service attitude and is not professional
Jack – Applicable, good profile, professional feedback and experience. Have the potential to grow and improve in the
company.
Matt – Applicable. Fits in the profile of the requirement and is professional in approach.
John – Not applicable, as he no experience as a motor mechanic also he does not have any qualifications. He has worked as
an automotive helping hand in an automotive workshop.
Zac – Applicable has experience working and is professional as well as a team player.

Ron– Applicable, impressive past experience, professional, team player
Tony –Applicable, working skills and knowledge but other have a better background.
What do I need to hand in for Part B of this Have I completed this?
task?
Memo/email recommending shortlisted 
applicants

PART C
The General Manager has agreed with your recommendations and has asked you to schedule the
interviews. He has informed you that interviews will need to be conducted in the afternoons due to
service requirements.
He has requested two dates – Friday 15 October and Monday 17 October after 2pm. The
interviews will be held in the Trucks N Cars Meeting Room A on the Friday and Meeting Room C
on the Monday.
You have made the phone calls and have allocated the following days and times:
• Jack – 2.15pm on Friday 15 October
• Mat – 3.15pm on Friday 15 October
• Zac – 2.15pm on Monday 17 October
• Ron – 4pm on Monday 17 October
• Tony – 5pm on Friday 15 October.
Draft emails to each of the candidates with the details of their interview. You may type them into one
document in Microsoft Word (or similar program).
Your email should be polite, respectful and welcoming, and contain all the information a candidate
would need to prepare for and arrive at the interview on time. Ensure that the email is easy to
read, is error free and accurate.
Dear Candidate,
Your application has been shortlisted for interview with TrucksNCars. We expect you to
be at the office in the time that has been mentioned in the subject line. Please carry your CV
along with you during your interview.
All the best, looking forward to meeting you.
Regards,
Draft a memo or email to the General Manager, advising him of the interview schedule. It should also
be in a format that is easy to read, clear and concise, error free and accurate. Submit the interview
schedule emails/memos to your assessor.
Dear Sir,
Following are the date and time scheduled for the interview for the motor mechanic applicants that
have been shortlisted:
• Jack – 2.15pm on Friday 15 October
• Mat – 3.15pm on Friday 15 October
• Zac – 2.15pm on Monday 17 October
• Ron – 4pm on Monday 17 October
• Tony – 5pm on Friday 15 October.
Please confirm your availability on the dates.
Regards,

What do I need to hand in for Part C of this Have I completed this?
task?
Scheduled interview correspondence to 
applicants and General manager

Assessment Task 4: Interview and select preferred candidates
TASK SUMMARY
For this task, you are required to plan to recruit suitable candidates. This involves:
• interviewing shortlisted candidates
• assessing interviewees and contacting referees
• advising successful and unsuccessful candidates of interview outcomes
• advising relevant managers of appointment
• completing recruitment related documentation.
RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK
• Access to textbooks and other learning materials.
• Access to a computer, printer, Internet and email.
• Referee Check Report (provided)
• Preferred Candidate Report (provided)
• Appointment Notice template (provided)
• Letter of Offer (electronic Microsoft Word copy).
WHEN AND WHERE SHOULD THE TASK BE COMPLETED?
• Students will complete Part A and some of Part B of this task in the classroom. The rest of the tasks
may be done in your own time as homework or you may be given time to do this task in class
(where applicable).
• Your assessor will provide you with the due date for this assessment.
WHAT NEEDS TO BE SUBMITTED?
• Part A: Students do not need to submit anything
• Part B: Referee check report, preferred candidate report and letter template to unsuccessful
candidates
• Part C: Memo/email response to query
• Part D: Appointment Notice, memo/email and Letter of Offer.
STUDENT INSTRUCTIONS
Read the case study below and complete all activities.

PART A
The day of the interviews has arrived. Mat, Tony and Jack are being interviewed today.
This part of the task requires you to role play panel interviews.
Your two classmates will work with you as interview panellists and play the roles of the General
Manager and the motor mechanic.
Your assessor will play the roles of all the applicants/interviewees (Matt, Tony and Jack).
Each panellist is required to take turns to ask questions. Prior to the interview sessions, you should
meet with your panellists and talk about your questions – decide who is asking which question, and be
clear about the selection criteria.
You are free to revise the questions or to ask other appropriate questions during the interviews.
Ensure that you take notes against the selection criteria during the interviews.
During each interview, your assessor will be looking to see that you can:
• greet the applicant appropriately
• communicate politely and respectfully at all times (with both your fellow panellists and
the interviewee)
• listen carefully to what the applicant is saying (you may need to ask them to clarify
themselves or it may give you an opportunity to ask further questions on the spot)
• take notes during the interview – document what the applicant says, how they behave, their
attitude, and so on
• keep the interview moving (don’t let discussion veer off track, stay focused, make sure each
panellist remains interested and focused, and so on)
• give the interviewee time to ask their own questions and to respond to these appropriately
• thank the applicant for their time and provide an appropriate farewell.
What do I need to hand in for Part A of this Have I completed this?
task?
You do not need to submit anything NA

PART B
Assume it is now Monday and all the interviews have been completed.
You now need to ring the referees and meet with your panellists to discuss the assessment of
the interviewees and agree on the preferred candidates.
Your role as the Workshop supervisor is to ensure that the preferred candidates are selected
based on merit – how they meet the selection criteria and how well they answered the questions in
the interview. You need to ensure there is no bias or discrimination in the decision-making process.
Summaries of the other interviews are:
• Zac – has 12 months’ experience working in a small, automotive workshop. He was
also responsible for supervising apprentices in the workshop. The hours also suit him.
• Ron– has worked at Toyota Motors for 10 years in Sydney. He has since then moved to Melbourne
but has been out of work voluntarily for the last year. He is now ready to work again.
He has the required qualification and can work on 24-hour roster.
The shortlisted candidates were also sent to complete the medical and fitness test. Tony was
the only candidate that didn’t pass the tests.
In preparation for this part of the assessment, you are required to write a script that you will use
to telephone the successful candidates. The scripts should be short and concise. You will need to
include in your script the following:
• The offer of the role to the candidate
• Asking for their acceptance of the role
• Confirming they are still able to start immediately
• The start time for the first day (9 am)
• That they will receive a letter/email from you with all the details, including what to wear and bring
on their first day, and a contract for them to sign
• An offer to contact you if they have any questions.
Hi, this is Matt from Trucks N Cars and this call is to confirm you that you have been chosen for the job role that you had
interviewed for.
Do you accept the offer of joining the organisation immediately?
The date of joining will be 1st November, 9 am. You will receive an email in the address that you have shared with us
providing details of the joining.
I request you to go through the email and contact in the provided number in case you have any further queries.
You will need to use this script later in this task.
1. You first need to contact the candidate’s referees – the referee reports will help the panel to
make the final decision on the preferred candidates.
You are required to ‘call’ one of the referees and record the conversation in a Referee Check
Report (provided at the end of this task). Your assessor will play the role of the referee. You
should remain professional and polite and ensure you do not engage in negative, biased or
discriminatory conversations.
2. During the meeting with your panellists (your classmates) and your assessor, you are required
to demonstrate your ability to negotiate and persuade others and influence their opinions on the
preferred candidates. The purpose of this meeting is to select the four preferred candidates.

All panellists must agree on the outcome, based on the notes you wrote during the interviews
and the information above regarding Robert, John and Tony’s interviews, the selection criteria
and the job description.
3. Once the four candidates have been agreed by the panel, you are required to complete the
Preferred Candidate Report (provided at the end of this task). This form will be submitted to
the General Manager, who will make the final decision to appoint.
4. You are to now assume that the General Manager has accepted your recommendation of preferred
candidates and has given approval for you to offer them the position.
You will need to make a telephone call to one of the successful candidates and offer them the
position. Use your prepared script (either another student or your assessor will play the role of the
successful candidate). You will need to demonstrate appropriate verbal and non-verbal
communication skills by smiling when you talk, and being warm, friendly and welcoming in the
words, volume and tone of your voice.
5. As part of your Human Resources Officer role, you are required to advise the unsuccessful
interview applicants of the outcome.
The Recruitment and Selection policy and procedure indicates that this must be done in writing.
You are to create a template of a letter that would be sent to each applicant informing them that
they were unsuccessful. It is recommended that you research the Fair Work website for suggested
wording and format.
Submit the completed referee check report, preferred candidate report and letter template to
unsuccessful candidates to your assessor.
What do I need to hand in for Part B of Have I completed this?
this task?
Referee check report 
Preferred candidate report 
Letter template to unsuccessful candidates 
PART C
Following your letter to the unsuccessful applicants, one has emailed and asked for feedback on
why they were not successful and recommendations for improving their interview skills.
Write an email/memo to one of the unsuccessful candidates and provide the reasons why they were
unsuccessful. Give at least one suggested improvement for future interviews.
Your letter should be written professionally and with sensitivity, and provide genuine feedback.
Use the notes from your interviews and the case studies as the basis of the feedback.
Submit the email/memo to your assessor.
What do I need to hand in for Part C of this Have I completed this?

task?
Memo/email response to query 
Dear [Name]
Re: Vacancy for [Position title]
Thank you for attending the recent interview on [date of interview] for the position of
[position title].
I very much enjoyed meeting you to discuss the role. I have now had the opportunity to
consider all of the candidates against the criteria we have specified for the job. The
decision has been a difficult one, as the overall standard of candidates was high. After
careful consideration I regret to inform you that on this occasion we have decided not to
progress your application any further.
If you would like feedback from the interview, please don’t hesitate to contact me on the
number above.
Thank you for your interest in [company name]. I wish you every success in your future
career.
Yours sincerely

PART D
You now need to prepare for the new employees to commence their employment with Trucks N
Cars.
You are required to notify the General Manager and Joe the motor mechanic, Payroll officer and IT
department. This is so they can be prepared by creating profiles in the payroll system, organising
employee IDs, creating user profiles for the computer systems and the like.
You are also required to send a formal offer of employment and contract to the new employees.
1. Complete the Appointment Notice template (provided at the end of this task) – you may make up
the required information. Submit the notice to your assessor.
2. Prepare a memo/email to the General Manager and the motor mechanic to confirm the details of the
successful candidates and their start dates.
3. Prepare a letter of offer to one of the successful candidates. Use the Letter of Offer template. You
will require an electronic copy of this document so that you can customise the letter (red text).
Your assessor will give you a copy of the Word file.
You are also required to prepare a memo/email with all the details regarding the first day of work, as
promised on the telephone.
Your memo/email should be clear, concise and welcoming, and include the following information as
a minimum:
• Start date – 5 November
• Start time for the first day – 9am
• Where to go – Reception desk at Trucks N Cars; the receptionist will direct them to the meeting
room
• What to bring – tax file number, photo identification (licence/passport), bank details,
superannuation details (if nominating their own super fund), emergency contact details
• What to wear – overalls, safety shoes
• Advise that lunch will be provided on the first day
• An offer to contact you if they have any questions.
Submit your Appointment Notice, memo/email and Letter of Offer to your assessor.
What do I need to hand in for Part D of this Have I completed this?
task?
Appointment notice 
Memo/email 
Letter of offer 

Assessment Task 5: Arrange induction for new employeesError! Reference source not
found.
TASK SUMMARY
For this task, you are required to complete an induction checklist for the commencement of the new
employees.
RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK
• Access to textbooks and other learning materials.
• Access to a computer, printer, Internet and email software.
• Induction Checklist (electronic Microsoft Word copy).
WHEN AND WHERE SHOULD THE TASK BE COMPLETED?
• This task may be done in your own time as homework or you may be given time to do this task in
class (where applicable).
• Your assessor will provide you with the due date for this assessment.
WHAT NEEDS TO BE SUBMITTED?
• Completed Induction Checklist.
STUDENT INSTRUCTIONS
Read the case study below and complete all activities.
New employees are inducted into Trucks N Cars automotive workshop on their first day of
employment.
The day usually starts with the workshop supervisor, where employees learn about the company
and everything HR that they need to know, including timesheets and pay.
They usually meet one or more of the senior management team for morning tea; after this, they
tour the workshop, complete a workplace health and safety induction, have their photos taken for
their ID badges and get fitted for their uniforms.
Lunch is also provided on the day.
1. Use the Induction Checklist template (provided by your assessor) to fill out the details for one of the
new employees. You will need an electronic copy of the template for this assessment.
The plan needs to be completely filled in and you will need to undertake some research to find out
what other topics hospitality establishments cover in their induction program.
Make sure you include the following points in the induction topics:
• New employee paperwork requirements
• Access (security) requirements
• Mandatory learning (Code of conduct, privacy, anti-discrimination, etc)
• The activities mentioned in the case study information above.
Submit your completed induction checklist to your assessor.
What do I need to hand in for this task? Have I completed this?
Completed Induction Checklist 

APPENDIX: TEMPLATES
Assessment Task 2: Part B
Job Description – Motor Mechanic
Job Title: Motor Mechanic
Reports To: Workshop Manager
Position Summary:
Automotive mechanics work on the mechanical parts of motor vehicles, including the engine, transmission and suspension systems.
They fix, maintain, reassemble, restore and overhaul these components and also talk to the vehicles' owner about issues they may be
having. Common tasks might include the testing and repairing of electrical lighting systems, the replacement of damaged
parts in the engine, or the inspection of vehicles in order to render them safe for the road. Automotive
mechanics work right across the state, in service stations, vehicle dealerships, for public authorities such as
local governments or defence, transport firms, organisations with fleets of vehicles that need to be
maintained and for themselves in their own businesses.
Duties and responsibilities:
§ Ability to meet KPIs
§ Inspect vehicle engine and mechanical/electrical components to diagnose issues accurately
§ Inspect vehicle computer and electronic systems to repair, maintain and upgrade
§ Conduct routine maintenance work aiming to vehicle functionality and longevity
§ Inspect vehicle engine and mechanical/electrical components to diagnose issues accurately
§ Inspect vehicle computer and electronic systems to repair, maintain and upgrade
§ Conduct routine maintenance work (replacing fluids, lubricating parts etc.) aiming to vehicle functionality
and longevity
§ Schedule future maintenance sessions and advise motorists on good vehicle use
§ Repair or replace broken or dysfunctional parts and fix issues (e.g. leaks)
§ Provide accurate estimates (cost, time, effort) for a repair or maintenance job
§ Keep logs on work and issues
§ Maintain equipment and tools in good condition
Please note this job description is not designed to cover or contain a comprehensive listing of activities,
duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities
may change at any time with or without notice.
Knowledge, skills and abilities:
§ the ability to work well with manual hand tools
§ problem-solving skills
§ good vision and hearing
§ to hold a current drivers license
§ technical aptitude
Essentials
§ Excellent knowledge of mechanical, electrical and electronic components of vehicles
§ Working knowledge of vehicle diagnostic systems and methods
§ Ability to handle various tools (e.g. pliers) and heavy equipment (e.g. lift)
§ Willingness to observe all safety precautions for protections against accidents, dangerous fluids,
chemicals etc.
§ Excellent physical condition

Education: Certificate III light and heavy automotive vehicle and Certificate IV in Automotive Mechanical
Diagnosis.
Experience: Proven experience as auto mechanic
Award: Vehicle Manufacturing, Repair, Services and Retail Award 2010 [MA000089]
We are proud to be an equal opportunity employer. We have a diverse workforce whose contributions are
welcomed and enrich our work processes. All qualified applicants will receive consideration for employment
without regard to age, race, gender, gender identity, religion, sexual orientation, disability, age or family
status

ASSESSMENT TASK 4: PART B
REFEREE CHECK REPORT
Applicant: Date:
Position applied for: Phone:
Referee’s details: Title:
Reference check conducted by: Introduction 
My name is Matt and I’m calling to conduct a reference check for Yes
Chuck who is being considered for a position with my business
Trucks N Cars. Your details have been provided to me by Jack
and I would first like to check if you are prepared to provide a
reference?
The reference check will take approximately 10 minutes to complete. Is this a Call back
good time for you? If not, when is a convenient time for us to continue this Proceed
conversation?
Please note that this reference will be used in the overall evaluation of the Yes
applicant and will affect whether they are selected for the job. The information No
you provide may be given to the candidate if requested, Do I have your
permission to proceed?
The job role is of a motor mechanic and the qualification and skills that
are required for the position are working knowledge of mechanic. And the
person should have an urge to learn and work with the team. General questions 
What is the nature of your
relationship with the applicant?
colleagu
e
In what capacity is/was the
applicant employed by your
Motor
mechani
c
business?
What were the dates of their From: To:
employment? 2016
What duties and responsibilities
does/did the applicant have?
Dealing
with the
technica
l issues
What the applicant’s reason for
leaving?
General performance questions
How would you describe the

applicant’s overall work
performance? good
What would you say are the
Communication
applicant’s strengths and
weaknesses?

Have you had any concerns with
their performance?
If yes, please explain when these
issues were identified? When were
they discussed with the individual?
What work are they doing to
improve and what progress has
been made?
Can you comment on the
applicant’s:
- reliability
- punctuality
- attendance
- professionalism
- customer relations
- team work
- understanding
Job-specific questions
How good is the technical knowledge?
How well does he work under pressure?
Is he a committed employee?
Can he work under a supervisor ?
In closing
Would you re-employ the
applicant? Why/why not?
Do you have any final comments?
Thank you for taking the tame to
provide feedback. If you wish to
provide any further information, you
can contact me on
.

ASSESSMENT 4: PART B
PREFERRED CANDIDATE REPORT
Position: Position No:
A. RECOMMENDED APPLICANT
Recommended Applicants’ Full Name: Jack Morello
In terms of the selection criteria outline why this applicant is recommended:
 has experience in the field of operation
 have qualification criterion that matches with the requirement stated
 professional behavior
 attitude of the person towards being a team player
 understanding of the job role
B. LIST OF UNSUCCESSFUL APPLICANTS NOT SELECTED FOR APPOINTMENT
In terms of the selection criteria outline why the following applicants were not selected for appointment.
NAME REASONS
C. ENDORSEMENT
The selection panel names and positions:

Name: Jason
Position: General Manager
Name: Matt
Position: Workshop Manager
Name: Joe
Position: Senior employee
I certify that the selection panel has reached consensus and that the above report reflects the views of
the selection panel.
HR Officer: (Name)
Signature: Date:
D. APPROVAL
I approve for the above names candidate to be offered the above-mentioned position.
HR Officer: (Name)
Signature: Date:

ASSESSMENT 4: PART D APPOINTMENT NOTICE
Appointment type:
Permanent full-time Permanent part-time Casual
SECTION 1 – APPOINTEE DETAILS
Title ________ Family name ___________________________________________________________
First names
_________________________________________________________________________________
Preferred first name
____________________________________________________________________________
Gender ______ Home tel. no. ____________________ Mobile tel. no. _______________________
Home/Address ______________________________________________________ Postcode ________
Date of Birth (dd/mm/yy) ____________ (please provide documentary proof personally to HR Services)
Appointment *from ____________ (dd/mm/yy) *to ____________ (dd/mm/yy)
Appointee signature _________________________________________ Date ____________ (dd/mm/yy)
SECTION 2 – POSITION DETAILS
Position Number:
Job Title
____________________________________________________________________________________
Work Location
________________________________________________________________________________
SECTION 3 – HR SERVICES USE ONLY
HRIS Updated ________________ Employee number emailed to Manager and IT (date): ________________
Date (dd/mm/yy) ____________

ASSESSMENT 4: PART D Letter of Offer Template
Trucks N Cars
Address
<Date>
Private and confidential
<Insert employee’s full name>
<Insert employee’s residential address>
Dear <insert name>
Letter of engagement
I am pleased to offer you employment in the position of <insert position title> with us at <insert business name>
(‘the employer’) on the terms and conditions set out in this letter.
1. Position
1.1 Your start date will be <insert start date>.
1.2 Your employment will be casual.
1.3 The duties of this position are set out in the attached position description. You will be required to perform
these duties, and any other duties the employer may assign to you, having regard to your skills, training
and experience.
1.4 You will be required to perform your duties at <location>, or elsewhere as reasonably directed by the
employer.
3. Terms and conditions of employment
3.1 Unless more generous provisions are provided in this letter, the terms and conditions of your
employment will be those set out in the <insert relevant award name> and applicable legislation. This
includes, but is not limited to, the National Employment Standards in the Fair Work Act 2009.
4. Ordinary hours of work
4.1 Casual employees generally have no guaranteed hours of work.
4.2 Employees employed over the summer/Christmas holiday period will be guaranteed a minimum of 20
hours per week over the months of November, December, January and February. Each shift will be a
minimum of 2 hours
4.2 Your ordinary hours of work may be averaged over a <insert number of weeks allowed by the applicable
award, enterprise agreement or National Employment Standards> week period.
5. Remuneration
5.1 You will be paid fortnightly at the rate of $23.64 per hour (inclusive of casual loading, guest service
grade 2) for work Monday to Friday.
5.2 You will be paid at a rate of 150% on Saturdays, 175% on Sundays and 275% on public holidays
(inclusive on casual loading).
5.3 You will be paid an additional 15% on top of your hourly rate for hours worked Monday to Friday – 7pm
to 7am.
5..4 The employer will also make superannuation payments on your behalf in accordance with the
Superannuation Guarantee (Administration) Act 1992.
5.5 Your remuneration will be reviewed annually and may be increased at the employer’s discretion.
6. Leave
6.1 As a casual employee you are not entitled to accrue leave (e.g. annual leave, personal leave, carers
leave, compassionate leave, parental leave, community service leave and long service leave) in
accordance with the <insert applicable award or enterprise agreement name or delete if there is neither>
and the National Employment Standards.

6.2 Casuals are entitled to 2 days unpaid carer's leave and 2 days unpaid compassionate leave per
occasion when evidence can be provided.
6.3 Casuals are entitled unpaid community service leave
7. Your obligations to the employer
7.1 You will be required to:
(a) perform all duties to the best of your ability at all times;
(b) use your best endeavours 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.
8. Termination of employment
8.1 If you are employed as a casual employee, the employer and the employee can end employment without
notice.
9. Confidentiality
9.1 By accepting this letter of offer, you acknowledge and agree that you will not, during the course of 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.
10. Entire agreement
10.1 The terms and conditions referred to in this letter constitute all of the terms and conditions of your
employment and replace any prior understanding or agreement between you and the employer.
10.2 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>.
Employees and employers may also seek information about minimum terms and conditions of employment from
the Fair Work Ombudsman. You can contact them on 13 13 94 or visit their website at www.fairwork.gov.au.
To accept this offer of employment please return a signed and dated copy of this letter to me by <insert
date>.
Yours sincerely,
<Insert name>
<Insert position>
I, <insert name of employee>, have read and understood this letter and accept the offer of employment from
<insert company/partnership/sole trader name> on the terms and conditions set out in the letter.
Signed: _________________________________________________________________________ Date: _________/ ___________ / __________
Print name: _______________________________________________________________________________________________________________________

Assessment Task 5: Induction checklist
Employee name:
Position title:
Manager:
Induction mentor:
Position start date:
Induction Topic Date Manager Employee
Completed Initial Initial
Commencement of induction program
This induction process commenced: Date:
Employee
I agree that the induction program commenced as specified within this plan. I have agreed to the
outline of the induction program and will participate as is required.
Signature:
Print Date:
name:
Manager
I agree that I have commenced the induction process with this employee and I will follow the
induction process according to Trucks N Cars expectations. I understand that it is my
responsibility to ensure this induction plan is completed and followed up appropriately.
Signature:
Print Date:
name:
Completion of induction program
This induction process was completed on: Date:
Employee

I confirm that my induction program has been completed and I have been provided with
appropriate information, tools and guidance to perform in my role as required. I have been advised
how I can access guidance and support when required. Signature:
Print Date:
name:
Manager
I confirm that this employee’s induction program has been completed as documented in this plan.
I am confident that this employee has been given the appropriate tools, information and guidance
to perform in their role as expected. I have provided information on ongoing support and access to
information.
Signature:
Print Date:
name:
Human Resource Manager confirmation
Signature:
Print Date:
name: