BSBHRM405: Planning and Supporting Staff Recruitment and Selection

This assignment, a student's response to BSBHRM405, focuses on supporting the recruitment, selection, and induction of staff. It begins with a series of written questions exploring the human resources life cycle, the importance of effective recruitment, relevant legislation, and various advertising and testing methods. The assignment then transitions into a practical case study where the student, acting as a Workshop Manager at Trucks N Cars, plans for the recruitment of motor mechanics. This involves clarifying job requirements, preparing a job description and advertisement, and obtaining approval for the recruitment process. The student must also clean up and format a job description, incorporating information gathered from a meeting with the General Manager and adhering to specific formatting guidelines. The assignment demonstrates an understanding of the recruitment process, including the creation of job descriptions and advertisements, and the application of relevant workplace policies and procedures. The assignment also addresses elements of workplace health and safety (WHS) considerations, including the physical requirements of the job. The student is also tasked with preparing for the selection of suitable candidates. The assignment highlights the planning stages of 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.