BSBHRM405: Supporting the Recruitment, Selection & Induction

This assignment solution for BSBHRM405 focuses on supporting the recruitment, selection, and induction of staff. It includes a job description for an HR recruiter role, outlining responsibilities such as recruiting top talent, assisting candidates, evaluating skills, negotiating compensation, and communicating with interview teams. The assignment also presents selection criteria for the recruiter position, including educational and experience requirements, along with a list of potential interview questions. Furthermore, it features a self-assessment reflecting on the performance of activities like scheduling interviews, participating in selection techniques, obtaining references, preparing selection reports, advising candidates, securing agreements, and arranging inductions, highlighting the challenges and importance of selecting the right candidate and maintaining a positive organizational image.

BSBHRM405: Support the recruitment, selection and induction of staff
Assessment C
Performance Activity
Student Name:
Student Number:
Trainer/Assessor Name:
Due Date:
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BSBHRM405: Support the recruitment, selection and induction of staff
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When Completing these activities, you can reference the information provided in this unit, however you
need to demonstrate you have undertaken your own research.
Project 1 Write a job description based on your role within simulated organisation.
My position in the organization is that of HR recruiter. The job description of this position is:
 Recruit top talent in the industry
 Assist and provide good experience to all candidates who participate in the recruitment process of the
organization. Assist the potential candidates throughout the application stage to offer being made.
Thoroughly evaluating the skill level of the employees, checking reference and negotiating the
compensation of the employees (Cushway, (2015).
 Negotiating employment offer with the candidates
 Communicating effectively with the interview teams
Project 2 Produce a selection criteria for the role outlined in the job description (Project 1), and a list of 6
potential interview questions.
Selection Criteria for recruiter position:
Bachelor’s degree or equivalent experience as HR recruiter.
Two-year full time recruiting experience in the recruitment (Guedes, 2015).
Interview questions for HR recruiter:
Why have you chosen HR recruiter as a profession?
Why do you want to join our company?
Why did you leave the last job? Or why are you leaving your current job?
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BSBHRM405: Support the recruitment, selection and induction of staff
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Tell me about your experience of salary negotiation with a difficult candidate?
Tell me about your experience when you had disagreement with your senior manager and how you handled it?
What do you like the most about your job and least about your job?
Project 3 Perform a self-assessment reflecting on your performance of the following activities
Your role:
 Scheduling interviews
 Participating in interviews and other selection techniques
 Obtaining referees' reports
 Preparing and distributing a selection report
 Advising unsuccessful candidates of the results
 Securing preferred candidate’s agreement and providing an employment contract
 Advising other staff of the successful candidate and arranging induction.
Recruitment and selection of the right candidates is a challenging task. If a wrong candidate is hired for a
particular position, it results in high cost to the organization. While working as a HR recruiter, I realized the
utmost challenge for the HR recruiter is to select the right candidate for the position. In this regard, HR recruiter
has to conduct several tasks such as scheduling interview, participating in interview, obtaining the referee’s
feedback, advising unsuccessful candidates for the recruitment and arranging the induction of the successful
candidates. I realized that a large number of people apply at a single position; however, most of the candidates
are irrelevant, do not possess the ideal qualifications or do not have the correct experience. Moreover, the
potential or the suitable candidates also have employment offers from other competing organizations;
therefore, it is important to take their convenience in the recruitment process. It is also important that the
organization asks the potential candidate before making appointments. I believe that I successfully handle
different candidates during the recruitment process. The selection report development is also a crucial part of
the recruitment process. It can be beneficial for further recruitment process that the selection criteria and the
selection procedure is documented within the organization. It is also important that the recruiter communicate
with the unsuccessful candidate in a positive manner. In order to build a positive image of the organization,
these employees should be treated positively. Sometimes, the response of the candidate is not appropriate;
however, the recruiter should always behave positively as they represent the organization.
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References
Guedes, S. (2015). The Use of Social Media within the Recruitment and Selection Process. GRIN Verlag.
Cushway, B. (2015). The Employer's Handbook 2015-16. Kogan Page Publishers.
Assessments Judgement Summary : Project
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBHRM405: Support the recruitment, selection and induction of staff
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the Yes No
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competency of the learner? (Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
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