BSBHRM405: Supporting the Recruitment, Selection, and Induction

This assignment solution for BSBHRM405 focuses on supporting the recruitment, selection, and induction of staff. It addresses key areas such as obtaining approval to fill positions, clarifying timelines and requirements, assisting in preparing accurate job descriptions, consulting with relevant personnel on job descriptions and workforce strategies, ensuring compliance with legislative requirements, and promoting diversity. The document also covers obtaining approvals to advertise positions, choosing appropriate channels and technology for advertising vacancies, identifying potential talent pools, and adhering to organizational policies and procedures for advertising. Specific tasks include creating lists of job appointment requirements, job advertisement timeline milestones, key elements of a good job description, and relevant legislation. It further explores personal characteristics protected by law and personality traits that promote diversity. This comprehensive solution provides a detailed understanding of the recruitment and induction process.

BSBHRM405: Support the recruitment, selection and induction of staff
Learner Short Answer Questions
Assessment A
Student Name:
Student Number:
Trainer/Assessor Name:
Due Date:
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Instructions to Assessor
Prior to conducting the assessment read this document in its entirety with the individual or group of
learners and seek feedback on the understanding of the assessment requirements and outcomes.
Contextualise the activities, observations/demonstrations and other submitted evidence to ensure it
reflects the individual learner or group. Check this against the mapping, to ensure it is still valid. This
assessment has been contextualised to better reflect the required learner information and outcome
of assessment.
Ensure that the learner is allocated the appropriate time and resources required for the tasks,
including that the workplace (or simulated environment for learners that are not working) is suitable
for the parameters of any required task, to ensure the learners will have an appropriate opportunity
to satisfactorily demonstrate their required skills and knowledge to result in a Satisfactory (S) result
for the assessment tool and Competent (CO) in the Unit of Competency (UOC) overall.
Advise the learner prior to conducting a practical observation assessment of;
 what will occur throughout the assessment process
 when the assessment will occur
 the level of competency expected
 how many times they must be assessed and demonstrate a satisfactory result as per the unit
training pack requirements
When appropriate, confirm arrangements for a third party to observe the learner in the workplace,
with the learner and the third party, including, that the third party understands the requirements
and instructions regarding the Third Party Observations/Demonstrations. The third party must be
someone in a position to make a valid comment on performance of the learner, e.g. Line Manger
Use the checklists and answer guides to assist you with marking, but never show or share them with
the learner or the third party. Gather supporting documents, where available and appropriate, as
evidence to help you make a judgement of the learner’s competency.
The learner needs to be deemed satisfactory for all of the criteria in the unit to gain competency.
When the assessment is complete, advise the learner of the outcome and record your comments in
the relevant section. You must determine whether they are CO or Not Competent (NC) and provide
appropriate and meaningful feedback.
If you are resulting the learner NC, ensure you outline why you have made this decision, and provide
advice on how the learner can improve skills/knowledge prior to their next attempt.
Where learners are unable to complete the tasks in the methods specified due to situations beyond
your/their control, you will need to make reasonable adjustments, without compromising the
assessment tool(s).
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Assessment Instructions to Learners
1. You must answer all questions/tasks in all sections below.
2. Read each question carefully and ensure you provide all the required information.
3. Submit the completed assessment on the specific date, time and location as advised by your
trainer/assessor.
4. This is an individual assessment task (or group subject to approval by the trainer/assessor).
5. Assessment answers must be typed using Microsoft Word (font size: 11, font: Calibri) or
handwritten as per the trainer/assessor instructions.
6. You are NOT allowed to copy straight from any internet-based or written materials available.
You must write your answers in your own words.
7. You are required to provide proper and appropriate referencing (if applicable).
8. You are NOT allowed to copy or attempt to copy the work of another student or permit
another student to copy or attempt to copy your work.
9. Penalties shall apply for copying, plagiarism and any improper use of materials or ignoring
instructions given by the trainer/assessor. Penalties may include failure of the unit and/or
other penalties as per the college’s academic misconduct policy.
10. It is your responsibility to attend to your classes and seek assistance from the trainer/assessor
to ensure you continuously succeed in good course progress and academic standing.
Remember all trainer/assessors are here to help so ask them if you feel you need it.
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Section 1 Questions/Tasks
Complete the following questions/tasks individually
Activity/Task 1
Objective To provide you with an opportunity to obtain approval to fill position, clarify time lines and
requirement for appointment
Create a list of at least 5 requirements that a job appointment may require.
The job appointment may require following:
Education
Working hours
Skill set
Experience in the relevant field
Compensation
List at list 4 milestones that may be included within a job advertisement timeline.
In the job advertisement timeline, following milestones should be included:
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The job advertisement being released,
The job advertisement being closed,
Interview dates,
Information to the successful candidature,
Activity/Task 2
Objective
To provide you with an opportunity to assist in preparing job descriptions that accurately reflect
the role requirements, according to organisational policies and procedures, legislation, codes,
national standards and work health and safety (WHS) considerations
Provide five key elements of a good job description.
The job description is a vital document which provides a clear picture of the job role and priorities. A good job
description should include following elements:
Job title
List of duties and responsibilities which should be efficiently handled by the candidates
List of skills necessary for the role
Compensation provides which includes financial and non-financial incentives
List 3 particulars of creating a job description that may be included within organisational policies and procedures.
The job description must abide by certain elements of the job description which includes deadlines, company’s
email address, proofing process, minimal qualification of the candidates.
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How might the National Employment Standards (NES) impact upon creating a job description?
There are certain aspects upon which the National Employment Standards will impact. They are:
 The company can only advertise a limited amount of working hours in a week
 It is mandatory that the organization gives four paid leaves per year in addition to the leaves on the public
holidays
 The organization should give five week notice before termination
Activity/Task 3
Objective To provide you with an opportunity to consult with relevant personnel about job descriptions
and workforce strategy
A job description explains the vacant role, not only for potential candidates but also for the organisation itself, so it
is important to consult with relevant personnel. What other aspects of a job description mean that it is important to
liaise with relevant personnel? Summarise each in no more than 75 words.
It is important to consult with relevant personnel so that an effective job description is developed which accurately
reflects the duties needed to be undertaken by the organization. Different aspects which makes it necessary to
consult with the relevant personnel are:
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 Firstly, the job description assist the potential candidates in understanding what will the job entail and
whether they should apply for the job. If the organization will provide detailed information regarding the
requirements, job duties and responsibilities, they will require less time in sorting out irrelevant
applications.
 Developing the job applications with relevant personnel ensures that the HR manager has the clear about
the job role. It ensures that no job duty or responsibility is missed and the capability of the job recruits is not
underutilized.
 It will also ease the interview process as the interviewer will also have a clear idea about the responsibilities
required in the position.
 Moreover, a detailed job description will provide a clear description of the job profile which will assist the
organization in hiring the right candidate.
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Activity/Task 4
Objective To provide you with an opportunity to assist in ensuring that job descriptions comply with
legislative requirements and reflect the organisation's requirements for a diverse workforce
Create a list of at least 5 pieces of legislation that may need to be adhered to when creating a job description.
There are several legislations which are needed to be followed while designing a job description. They are:
Australian Capital Territory-Discrimination Act 1991
South Australia-Equal Opportunity Act 1984
Northern Territory-Anti-discrimination Act 1996
Tasmania-Anti Discrimination Act 1998
Victoria-Equal Opportunity Act 2010
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List 5 personal characteristics that are generally protected by law.
Every individual has a right to live life according to his choice. It is important that a person lives life as per his choice
and it is not hindered by the job opportunities available to him. A company cannot discriminate against:
Age
Disability
Parental Status
Sexual activity and sexual orientation
Marital status
List 4 personality traits that may be included within a job description in order to promote diversity.
Certain personality characteristics are desirable when people work at a diverse work environment:
Mutual respect and acceptance
Inclusion
Flexibility
Empathy
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Task/Activity 5
Objective To provide you with an opportunity to obtain approvals to advertise position
Create a list of information that you may need to provide when seeking approval to advertise a position.
There are various factors which are needed to be considered before seeking approval to advertise a position. It
should include details regarding:
Which person is making request
The portal which is used to make the request
Position title
Location
Compensation
Selection procedure
List 3 examples of who might constitute relevant personnel with regards to obtaining approval to advertise.
The relevant personnel are:
Human resource Manager
General Manager
CEO
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Task/Activity 6
Objective
To provide you with an opportunity to choose appropriate channels and technology to advertise
vacancies and/or identify potential talent pool and advertise vacancies for staffing requirements
according to organisational policies and procedures
List at least 5 possible advertising channels.
Several advertising channels can be used to promote the job advertisement to the potential recruits:
 In-house advertisement through noticeboards
 Company website
 Online recruitment sites
 Social media channels
 Job centres
When deciding on the most appropriate advertising channels, what aspects may you consider?
There are several factors which are needed to be considered in the selection of advertising channels:
Cost
Accessibility
Target audience
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In no more than 150 words, provide an overview of talent pools.
The talent pools refer to the individuals who have high potential value. The high-performing employees remain
engaged in their current role, embrace the culture of organization and perform exemplarily in their operations. The
talent pools should be created so that they can be developed into high responsibility roles. The talent pool
Is developed with the employees who have exemplarily skills.
Give 3 examples of potential organisational policies and procedures for advertising vacancies.
The advertisement must be placed so that they are easily available to the internal as well as external revenues.
The advertisement must be available for at least two weeks.
The release date of the employees must be on Monday.
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Task/Activity 7
Objective To provide you with an opportunity to consult with relevant personnel to convene selection
panel and develop interview questions
What is a selection panel?
The selection panel refers to the group of people who assess a potential candidate and make recommendations for
their employment. It encompasses relevant personnel of the company as they play a critical role in the selection of
potential candidates in the organization.
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Identify 5 things that panel members may be responsible for:
The selection panel’s responsibilities include:
Developing a selection criteria for the selected personnel
Short listing potential candidates
Making sure that the selection process is fair and inclusive of all the potential candidates
Maintaining confidentiality of the selection procedure
What two factors should you consider when structuring interview questions?
The development of interview questions is necessary in the selection of right candidates. The questions should not
be too simple as it will not reveal information related to the potential candidates neither it should be too complex as
it may confuse the candidates. While developing the interview questions, the selection panel should consider what
they are looking for potential candidates such as the person should be creative or business-minded. The personality
of the potential candidate cannot be changed by the organization; therefore, such candidates should be selected by
the organization whose personality aligns with the culture of the organization. The experience of the candidate is
also important recruitment factor. The interview questions must be covertly structured so that the employees
provide a truthful answer.
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Activity/Task 8
Objective To provide you with an opportunity to assist in ensuring that interview questions comply with
legislative requirements
Make a list of 5 interview questions which may be perceived as discriminatory towards an individual or a group.
It is important to assure that the interview process is unbiased and does not discriminate between potential
candidates. Below are the examples of potential questions which can be perceived as illegal or discriminatory:
What is the age of your eldest children?
Does your wife work and what is her profession?
Did you suffer from any prolonged illness in the past?
At what time of the year, do you prefer to take religious holidays?
Is English your first language?
Make a list of 5 interview questions which seek to discover the personality of an individual, related to the role,
without being discriminatory towards personal characteristics.
In the present section, five interview questions have been proposed which seeks to assess the personality of an
individual without doing discrimination:
How do you approach challenges in your life?
What drives your motivation towards work?
What are your hobbies and passion?
Do you enjoy travelling to foreign places?
What is your biggest regret in the life?
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Activity/Task 9
Objective To provide you with an opportunity to assist in short-listing applicants
Provide the main aims of the short-listing process.
The main aims of shortlisting process are:
 Establishing an agreement on the employees who are best fit for the organization
 Agreeing on the exclusion criteria in the selection of the job applicants
 Creating a list of candidates who can be interviewed for the potential position
 Checking the referrals of the potential recruits
Provide the two key things to consider before beginning the short-listing process.
There are two main things which should be considered before beginning the elimination process:
 The number of candidates for each position
 The selection criteria
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Activity/Task 10
Objective To provide you with an opportunity to schedule interviews and advise relevant people of times,
dates and venues
Provide the procedures in place within simulated organisation for scheduling interviews.
The scheduling of the interview is the first point of contact between the organization and the employee; therefore,
it is important that a good impression is maintained. The emails are preferable mode of communication as the
candidates can ponder over their availability and provide a proper answer in the time.
The organization should agree with the candidate for the availability as the commitments of the candidate are
equally important as the organization. The organization must schedule the interview of various candidates such that
each candidate has enough time to answer every question.
Activity/Task 11
Objective To provide you with an opportunity to participate in interview process and assess candidates
against agreed selection criteria
Explain the purpose of an interview (less than 100 words).
The purpose of the interview is to select the best candidate for the job posting. The candidates are evaluated under
several selection criteria such as skills, personality, qualifications and knowledge. The interview should be focussed
on the judging the temperament and the skills of the interview candidates.
Identify the key steps of the interview process.
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There are three steps in the interview process of the employees. The first step is to meet and greet new candidates.
The second step is to conducting a panel interview and the third step is a role play or a demonstrative activity. In the
first step, the candidates are greeted. The first meetings gives a significant impression of the organization. The panel
interview is the session of interview questions and answers. It is the process in which the candidates provide answer
to different questions. The role play/demonstrative activity is the part of interview in which the job profile of the
organization is publicized.
Provide an information pack and what it might include.
Before the interview, the interview panel is provided relevant information of each candidate. It is called information
pack. This information will be beneficial to understand the answers and the perception of the candidate in a better
manner. It provides information related to the candidate which can result as trigger for the interview questions.
Explain what we mean by a ‘selection criteria’.
The purpose of selection criteria is to define the constraints in which the employee will be suitable for the
role. The selection criteria should be defined before the recruitment process so that it can be defined what is
expected of the ideal candidates. The selection criteria should include the personal qualities, skills, abilities
and knowledge for the role.
Activity/Task 12
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Objective To provide you with an opportunity to discuss assessment with other selection panel members
Provide reason for important to discuss assessments within the selection panel.
It is important to discuss the assessment with the selection panel so that the views of the selection panel can be
discussed. The selection panel has a significant role in determining the suitability of the panel; therefore, it is
important that the selection criteria is discussed with the panel. The selection panel can discuss their opinion at this
time.
Identify three tips which will help to make the discussion a success.
Frequency of discussion: The candidature of each participant should be discussed after the interview of each
candidate and a major discussion should be conducted after the interview process is over.
Determining time for discussion: The selection panel should have time to discuss their notes and prepare before
going into main discussion.
Ensuring that all aspects of interview is considered.
Define a conflict of interest?
Activity/Task 13
Objective To provide you with an opportunity to correct biases and deviations from agreed procedures and
negotiate for preferred candidate
Identify:
 Two techniques for correcting deviations from agreed procedures
 Two techniques for correcting bias.
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The deviation from the standard procedure can be addressed by structuring conversation. The conversation
should be structured so that it aligns with the selection criteria determined at the beginning of the conversation.
The conversation should be divided into different sections which focuses on different selection criteria.
However, selection criteria should be redirected as per the suggestions of the selection criteria.
Techniques for correcting bias:
Bias can be corrected by increasing the awareness regarding the inclination towards certain qualities. The
selection panel should be more accountable towards the perception and views regarding certain people. The
selection panel should be aware of non-work related thoughts.
The selection panel should also discourage personalized conversation.
Define the bias awareness?
The bias awareness refers to the bias control technique in which people control bias by becoming aware of it.
Activity/Task 14
Objective To provide you with an opportunity to contact referees for referee reports
Outline the procedures in place for contacting referees within simulated organisation.
Following steps can be used while communicating regarding referrals.
Confirming own role in the organization and ensuring that the person is communicating with the relevant person.
Asking for the general performance review
Asking for performance review
Confirming the date of release of the candidate
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Provide method(s) of communication does your simulated organisation prefer for contacting references.
The communication method used to contact the referee has an impact on the answers received to the interview
questions. Commonly, selection panel use telephone to communicate with the referee. Emails can also be
commonly used in communication; however, it allows too much time spent to answer.
Explain way to deal with a negative reference (less than 100 words).
The manager should provide the information to the relevant candidate and give him opportunity to refute it.
Activity/Task 15
Objective To provide you with an opportunity to prepare selection report and make recommendations to
senior personnel for appointment
What is a selection report and what does it aim to do?
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The selection report can be defined as the official documentation of the selection process. The selection report
comprises of different opinions and recommendations so that a well-informed decision could be made for the
selection.
Identify 5 things that a selection report may include.
The selection report might contains: Referee checks Interview questions Short-listing information Reason for the decision
Activity/Task 16
Objective To provide you with an opportunity to advise unsuccessful candidates of outcomes and respond
to any queries
Why is it important to deal positively with unsuccessful candidates?
It is important to deal positively with the unsuccessful candidates to maintain good reputation of the organization.
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Outline the policies in place within simulated organisation for providing feedback to unsuccessful candidates.
There are no specific outlines or laws related to providing feedback to unsuccessful candidates. However, it is a
good practice to provide more than a simple ‘no’ as the candidates have invested their time in the recruitment
process.
List three key tips to respond to queries.
The unsuccessful candidates may make queries related to the selection procedure. However, following tips can be
used to address these queries:
Be honest
Remain Strong (Kennedy-Luczak, & Thompson, 2005)
Remaining straightforward
Activity/Task 17
Objective To provide you with an opportunity to secure preferred candidate's agreement
Why is it advisory to make a verbal offer of employment to a candidate before making a formal offer?
It is important to make a verbal offer before offering permanent employment offer to the candidate. It is gives
opportunity regarding the terms of employment and any other questions.
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What information should a formal offer of employment include?
The employment offer should include:
Employee name
Job Title
Compensation
Date of commencement of employment
Terms and condition for the employment
Probation period
Identify two reasons why a candidate may reject an offer of employment.
Offered employment at the current organization
Unsatisfied with the job designation
Activity/Task 18
Objective To provide you with an opportunity to complete necessary documentation according to
organisational procedures, observing confidentiality and privacy requirements
Identify three examples of documentation required by simulated organisation.
There are several examples of documentation in recruitment process:
Formal and written job offer
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Employment contract
Interview feedback
Produce a brief outline of the confidentiality and privacy requirements of simulated organisation.
Activity/Task 19
Objective To provide you with an opportunity to provide successful candidate with employment contract
and other documentation
What is an employment contract?
In the human resource management, employment contract is the most important document as it contains all the
terms and conditions for the employment. Once the employment contract is formed between the parties, it
becomes a legal agreement.
Make a list of 3 different points which an employment contract should include.
The employment contract contains:
The fix term of contract,
The probation period,
Date of commencement of employment,
Total compensation (Getewood, Field & Barrick, 2010)
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Identify 3 examples of documentation which you are required to provide to the successful candidate within your
organisation.
For the successful organizations, the organization should include following documents:
Written job offer,
Employment contract,
Feedback and score sheet
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Activity/Task 20
Objective
To provide you with an opportunity to advise manager and work team of new appointment and
candidate's starting date and make necessary administrative arrangements for pay and employee
record keeping
Outline the procedures in place within simulated organisation for informing the work team of a new appointment.
The induction should include:
Basic information of the candidate such as name, department and qualification
The specific role that the employee is taking (Hunter, Saunders & Constance, 2016)
The value that the employee is bringing into the team
Why is it important to build a positive image of a new appointment prior to introducing them to the team?
Building a positive image is important for the new recruit as it will assist him in feeling welcomed and being
accepted in the team (Buchen, 2007).
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Identify 3 factors that you may need to consider when arranging a new starter’s pay?
There are several factors such as overtime sheet, incentive based payment and other allowances.
Activity/Task 21
Objective To provide you with an opportunity to arrange successful candidate's induction according to
organisational policy
Provide the primary aim of the induction process.
The induction helps the new recruits to settle in the new organization role in the working environment. The
induction should assist the recruits to increase their confidence and continue working in the organization with
minimal supervision (Catano, 2009).
Identify 3 benefits of a good induction.
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The benefits of good induction are:
New employees feel welcome and comfortable
They become clear about their duties
They know how to approach different people
Make a list of 3 things which may be covered in an induction.
The induction process should include following information:
Organization history and background
Philosophy and mission statement
Dress code and payment
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What is an induction pack and why may it be useful for the induction process?
The induction pack comprises of different documents which help the new recruit in the induction process. The
induction pack might contain organization chart, human resource manual and the job description.
References
Yeung, R. (2010). Successful Interviewing and Recruitment. Kogan Page Publishers.
Catano, M. (2009). Recruitment and Selection in Canada. Cengage Learning.
Buchen, I.H. (2007). Partnership HR: New Norms for Effective Recruitment, Performance, and Training of Today's
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Workforce. Davies-Black Publishing.
Hunter, I., Saunders, J., & Constance, S. (2016). HR Business Partners. CRC Press.
Getewood, R., Field, H.S., & Barrick, M. (2010). Human Resource Selection. Cengage Learning.
Kennedy-Luczak, K., Thompson, C.E. (2005). HR how to Recruiting and Hiring. CCH Incorporated.
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Assessments Judgement Summary
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBHRM405: Support the recruitment, selection and induction of staff
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
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