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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

 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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17

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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BSBHRM405: Support the recruitment, selection and induction of staff
RTO Provider No. 52146 |CRICOS Provider No. 02789G|
V3_10/17