Canterbury Business

College
CRICOS Code – 01899K RTO Code - 6554

ASSESSMENT
Unit description:
Qualification Title SIT50416 Diploma of Hospitality Management
Unit of Competency SITXHRM004 RECRUIT SELECT AND INDUCT STAFF

Assessment Tool Knowledge Test/Project/Observation

Student must fill this section:

Candidate Name: Marilyn Canaman
Candidate ID:
Privacy Release “I give my permission for my assessment material to be used in the
Clause: auditing, assessment validation & moderation Process”
Plagiarism and
“I acknowledge that entire assessment work is done by me”
Collusion:
Marilyn Canaman Date: 10/02/2020
Student signature:

Feedback to student:

Assessment Completion Status

Non- Assessor’s
Attempt Satisfactory Date
Satisfactory Signature

Initial attempt  

2nd attempt/Re-assessment
 

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Information for Candidate:

 All work is to be entirely of the candidate.

General Information for this assessment:

 Read the instructions for each question very carefully.

 Be sure to PRINT your FULL name & LAST name in every place that is provided.
 Short questions must be answered in the spaces provided.
 For those activities requesting extra evidence such as: research reports, ESSAY reports, etc.
The student must attach its own work formatted in double space, Arial 12 pts.
 All activities must be addressed correctly in order to obtain a competence for the unit of
competency.
 If the candidate doesn’t understand the assessment, they can request help from the assessor to
interpret the assessment.

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Re-assessment of Result & Academic Appeal procedures:

If a student at Canterbury Business College is not happy with his/ her results, the student may appeal
against their result via a written letter, clearly stating the grounds of appeal to the MSS / DSS. This
should be submitted after completion of the subject and within 14 days of commencement of the new
term.
 
Re-assessment Process:
 An appeal in writing is made to the ACC / MSS providing reasons for re-assessment /appeal.
 ACC / MSS will delegate another faculty member of CBC to review the assessment.
 The student will be advised of the review result done by another assessor.
 If the student is still not satisfied and further challenges the decision, then a review panel is
formed comprising the lecturer/trainer in charge, the ACC, the MSS and the DSS OR if need be
an external assessor.
 The Institute will advise the student of the appeal decision within 14 days from the submission
date of the appeal. The decision of the panel will be deemed to be final.
 If the student is still not satisfied with the result, the he / she has the right to seek independent
advice or follow external mediation option with CBC’s nominated mediation agency.
 Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-
enrol in that subject.
 
The cost of reassessment will be borne by the Institute. The external assessor will base his/her
judgement based on principles of assessment. These principles require assessment to be reliable, fair,
practical and valid.
 
Academic Appeals:
 If the student is dissatisfied with the outcome of the assessment marking process, he/she has a
right to appeal the assessment results.
 The notice of appeal should be in writing addressed to the MSS / ACC and submitted within
seven days of notification of the assessment results.
 If the appeal is not lodged in the specified time, the result will stand as marked.
 In emergency circumstances, such as in cases of serious illness or injury, the student must
forward a medical certificate in support of a deferred appeal. The notice of appeal must be made
within three working days of the concluding date shown on the medical certificate.
 The decision of MSS / ACC will be discussed with the DSS and will be final.

For further information please refer to Student Handbook.

“I acknowledge that I have understood all the above rules and guidelines for the assessment
Marilyn Canaman 10/02/2020
Marilyn Canaman

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CRICOS Code – 01899K RTO Code - 6554
Full Name Signature Date (dd/mm/yyyy)
Assessment Guidelines
INSTRUCTIONS
Part A
Please complete the student details section.
This short answer assessment is one form of assessment that is used to collect evidence of
competency for this unit.
To demonstrate competence you must correctly answer all questions. Any shortfalls or wrong
responses may be followed up by your trainer in verbal, written or practical instance.
If more space is required for any answer you may attach a separate page containing name,
assessment date, unit title unit code and the assessment task number and attach this page with
the current assessment task before submission or alternatively use the back of each paper with a
clear reference to the relevant question(s).
Ensure you check your work before submitting.
Please note, once the assessor has marked your work they will provide you with feedback.
You will be required to complete other relevant assessment tasks for this unit as instructed by your
teacher or trainer.

Part B Case Study / Project / Observation

Please complete the student details section.

This Assessment consists of 3 Parts:

PART A – Planning the recruitment and selection process

PART B – Planning and organising a induction program
PART 3 this consists of 3 interviews with at least 2 job candidates for the position
descriptions you have developed in Assessment 2, Part A as instructed below. Your trainer
will observe you during the interviews.

This assessment is one form of assessment type that is used to collect evidence and will count
towards gaining competence toward this unit.
To demonstrate competence each part of this project must be addressed.
When you have completed all tasks, check your work before submitting.
Please note once the assessor has marked your work they will provide you with feedback.
You will be required to complete other relevant assessment tasks for this unit.

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CRICOS Code – 01899K RTO Code - 6554
Assessment
Part A Knowledge Test.
Assessment 1
Your task: Answer the following questions. Each question must be completed.

Question 1

List 5 business events that would require you to recruit new staff:

1. Change in operational hours

2. Seasonal factors
3.staff training and experience
4.business expansion or contraction
5.staff turnover

Question 2

What is the primary factor in determining staffing needs?

The primary factor in determining staffing needs is the current and expected workloads of exixting staff
members.

Question 3

Why should you regularly discuss workload considerations with your staff?

if they will not be able to cope, then something will need to be done. Short-term solutions like extra shifts and overtime only
serve to make the long-term problem worse, as staff get tired and frustrated and lose interest in their jobs. If staffing levels are
kept too low, then you will leave yourself open to problems when staff get sick or leave unexpectedly.You will need to consult
with colleagues about staffing needs and job descriptions and discuss workload considerations with your staff as part of your
regular management duties. When you identify a potential increase in stress levels and workload then it is time to act.

Question 4

List 3 pieces of information you may need to supply to management when making a written submission for
approval of a new position.

1.Essentials and desirables for the position

2.Reasons for the additional staffing requirement
3.External or internal recruitment

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CRICOS Code – 01899K RTO Code - 6554

Question 5

List 6 pieces of information a job description should contain.

.1.Job title
2.Term of engagement
3.Report to
4.Supervising and liaising
5.Key skill requirements
6.Date of commencement

Question 6

Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?

A business must ensure develop appropriate selection criteria for each position, based on the job description,
personnel specification and other appropriate criteria.

Basing the selection criteria on the job description will help the organization to focus on the actual job requirements.
Using the personnel specification will also allow a focus on the work-related qualities that the potential candidate
needs to do the job. And it can ensure that the candidate has a customer service focus, as well as the particular skills
needed for the role and organization.

Question 7

How do well-written selection criteria help the selection process?

Selection criteria should be simple and clear so that the applicants can match their qualifications, skills, qualities,
attributes and relevant work experience to the job requirements.
Each selection criteria can have grade assigned to them such as yes/no or
unsuitable/acceptable/suitable/exceptional. Using these grades can then allow you to rank and compare different
candidates. If there are several strong candidates, then the overall score can help differentiate between them.
Similarly, if there are 2 candidates that are strong in different areas, you can use the score to determine which skill
set is more valuable to the organisation.

Question 8

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CRICOS Code – 01899K RTO Code - 6554
When advertising for staff, there are several legal matters that you must be aware of. List at least 5:

1. 1 Age Discrimination Act 2004

2. Disability Discrimination Act 1992
3. Racial Discrimination Act 1975
4. Sex Discrimination Act 1984
5. Australian Human Rights Commission Act 1986

Question 9

How can an application form help you process applications more quickly?

The application form is setup by the business so that the applicant is forced to fill in the most relevant
information in the format desired by the business.
The application form makes the applicant summarize the covering letter and resume. It allows the
reviewers to get to the important information so that the reviewing process runs more quickly.

Question 10

Describe the process of ‘shortlisting’ or ‘culling’.

The use of selection criteria based on the personnel specification will allow you to cull applicants who do
not fit the job position. By carefully reviewing each application against the pre-determined selection
criteria, you can create a shortlist of the applicants who are most appropriate for the job.

Question 11

List 2 pieces of information you should include in a rejection letter:

1. an explanation as to why they were not chosen,

2. an indication of appreciation for the application.

Question 12

List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:

1.  special parking and access to the building for disability

2. Assistance of interpreters for language differences
3. technological assistance for people with hearing difficulty

Question 13

How can you comply with privacy laws when storing applications?

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CRICOS Code – 01899K RTO Code - 6554
Organisations must control how they collect, use, disclose, store, destroy and update personal records that
they hold.
The organisation must inform applicants that information about the applicant and their employment will be
collected for the purpose of the recruitment and selection process and that this information will be dealt with
in accordance with privacy legislation.
The organisation must also inform the candidate that if they are successful in securing the position then this
information will be retained on his or her personal staff file as part of the candidate's employment records.

Question 14

During interview, how does keeping a written record of the candidate’s suitability according to the
selection criteria assist you in complying with EEO legislation?

When conducting a number of interviews all in a row, it can become difficult to remember each individual
applicant and to separate them. That is why it is important to take notes during the interview to record the
impressions of a candidate. Constructing an interview form is one way of helping to standardise the recording
and reporting of interviews.
Constructing an interview form is one way of helping to standardise the recording and reporting of interviews.

Question 15

List 3 checks you may do as part of the selection process.

1. Police and background checks

2. Working with children check
3. Reference Checks
4. Veracity of qualifications and portfolios of work

Question 16

List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for
the position.

1. Medical testing
2. Skills testing
3. Psychological testing

Question 17 List 3 departments you may need to contact to help get everything set up for the new
position.

1. Administration – to set up superannuation and payroll

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2. I.T. – to create email addresses, computer logins and passwords
3. Security – to create the new user on the security system
4. Purchasing officer – to order new uniforms and nametag

Question 18

What is the purpose of a ‘letter of appointment’? What is it often accompanied with?

Appointment letters are legally binding document that confirms that an organization has offered a position
to an employee and they have accepted the terms and agreement in exchange for a salary. 
An appointment letter must state clearly the key components of the employee’s job. It must state what is
expected of the employee, how many hours they must work, sick days and salary. The letter should go into
detail but not every single term should be discussed in it. 
This letter ultimately serves as a contract and it is important to have the company’s terms and condition for
employment.

Question 19

What should be created for a new employee to record the employment process? List 4 things it should

Contain.

• Personnel Files of Employee Records

• Payroll Files of Employee Records
• Medical Files of Employee Records
• I-9 Files of Employee Records (is the form that is required by the Department of Homeland Security,
U.S. Citizenship and Immigration Services (USCIS), to document eligibility for employment in the United
States.)

Question 20

List the essential key aspects your induction program should cover.

The first part of induction program should then involve giving the new employee a rundown of the
business including its policies, objectives and aspects of its culture. Information on how the business is
structured and where the employee fits in is important so that they get to know their place in the
organisation
The second part can cover more specific information about the employee's

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CRICOS Code – 01899K RTO Code - 6554

Question 21

Businesses are required to record proof that workplace health and safety information was
communicated clearly. What are some ways to achieve this?

The employer carries significant legal responsibilities regarding WHS and it may not be enough to simply tell an
employee to read the manual. Specialised programs that test the understanding may be advisable. ELearning
quizzes that form an official record of the employee's understanding and agreement to workplace policies are
becoming increasingly common. This type of testing provides evidence that the employee was aware of
specific issues such as manual handling.

Question 22

How does designating a colleague to assist a new employee during the induction process help them?

Designate a colleague to whom they can go for assistance whenever they are unsure of something. By
specifying whom they should ask, the employee is more likely to speak up when they don't understand
something.
Make sure that you include a follow up time to check if the employee requires any additional information
or training.

Question 23

Face-to-face interviews are one type of interview. Name 2 others.

1.Videoconference Interview
2.Telephone interview

Question 24

Under what circumstances would it is necessary to readvertise the position and start the process again?

In cases where no one is deemed suitable, it may be necessary to re-advertise the position and start the
process again. This is sometimes the hardest decision to make, as you have spent a lot of time and effort on the
campaign and you may be tempted to offer the job to one of the applicants. As a general rule, however, you
may find that this can create problems in the future. The inadequacies of the new employee may be
highlighted and then you will have to dismiss the person and start all over again.

"Gut feel" often plays a role at this stage, where the panel may feel that the person is not right for the job due
to the overall feeling about the person, rather than a particular comment that was made. Whilst this may

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CRICOS Code – 01899K RTO Code - 6554
sound judgmental, remember that you need to get the right person into the team. Some employers who
require intense team focus use the team for the second interview phase to let them select the final candidate,
ensuring that they fit.
Question 25

What do some employers (who require a close team environment) do to ensure the candidate will fit
into the team?

Gut feel" often plays a role at this stage, where the panel may feel that the person is not right for the
job due to the overall feeling about the person, rather than a particular comment that was made.
Whilst this may sound judgmental, remember that you need to get the right person into the team.
Some employers who require intense team focus use the team for the second interview phase to let
them select the final candidate, ensuring that they fit.

Question 26

How could you adjust your interview technique to accommodate a candidate who speaks little English or

Has speech difficulties?

Candidates who speak little English or having speech difficulties may require the assistance of interpreters
or may need to use other forms of communication

Question 27

What are your obligations under Anti-discrimination law in treatment of a candidate with special needs?

Some job applicants may have one or more special needs which will legally need to be dealt with appropriately.
Special needs may arise from physical, mental or psychological conditions, as well as from cultural or language
differences.

Whenever a person with special needs applies for a job, all of the selection processes must be designed so that
there is no disadvantage to that particular job candidate

In terms of employing people with special needs, as an employer you must be willing to adapt job tasks and
roles to suit an employee with special needs. Some medical conditions may prevent an employee from
engaging in heavy lifting or other physical exertion. Job tasks must be allocated or procedures redesigned to

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CRICOS Code – 01899K RTO Code - 6554
accommodate the employee with special needs. Special needs requirements should be considered as part of
the Workplace Health and Safety Management program.

Question 28

For your industry sector and/or department, list 3 effective ways of advertising positions.

1. Internet advertising
2. Television and Radio
3. Newspaper and Magazines

Question 29

What is the advantage of using a recruitment agency instead of managing the recruitment process
yourself?

Use of a recruitment agency is expensive, but does have benefits. A recruitment agency will handle all aspects
of the recruitment process following the determination of job description and personnel specification up to
final interviews. This means that the employer simply needs to identify what position needs to be filled and
then the recruitment agency will find 2-3 suitably qualified individuals. In between, the agency will:

 Search their existing databases for potential candidates

 Create and distribute job ads
 Cull the applications based on selection criteria
 Conduct initial interviews
 Create a recruitment report

This means that the business saves time and money otherwise spent on using its own staff members in the
recruitment process, however it can be very time consuming.

Question 30

Describe the conditions of the award the staff in your department area paid under for the following

terms of engagement:

Full-time: A full-time employee will receive the full amount of wages, conditions and entitlements for
working 35-40 hours per week.
Part-time: A part-time employee works a set number of hours per week, less than full-time, at the same
hourly rate as a full-time employee. The part-time worker will receive the equivalent amount of benefits as
a full-time employee on a pro rata basis

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Casual: Casual employees are employed to work varying numbers of hours per week. They do not receive
any benefits such as holidays or sick leave, but they receive a higher hourly rate as compensation, usually
15-33% above the normal full-time hourly rate.

Question 31

Name 3 advantages of a panel interview over a one-on-one interview.

1. Impartial because of group decision

2. Applicant more closely observed
3. Panel members may think of different points
4. Range of expertise allows viewing of applicant from different points

Task 2
Your task:

PART A – Planning the recruitment and selection process

Following a restructure of the Food and Beverage services provided by the Ocean Breeze Hotel, an audit
has identified that there is a shortage of staff to deliver the quality of service expected from an operation at
this level. As a result, in your position as the Human Resources Manager, you are required to recruit, select
and induct staff for three additional new food and beverage positions, and a volunteer to support events
and seminar. The recruitment needs to include consultation with relevant colleagues like the Food and
Beverage Manager, the Head Chef, the Events manager and the Hotel Manager. You have already obtained
approval for recruitment as per your organisational recruitment policies from the head office in relation to
these positions.

The 4 positions are as follows:

a. Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
b. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
c. Restaurant Manager, breakfast shift (part-time position 20 hours per week)
d. Volunteer, event and seminar support (Thursday and Friday 10 hours per week)

In order to get recruitment processes organised you are required to develop the following documentation
and processes:

1. Establish the job descriptions for each position based on feedback from colleagues in each department,
and develop a set of selection criteria for each position which must include expected levels of
experience and the customer service attitude required to work at Ocean Breeze. To assist you in
creating job descriptions you may use the following links as a reference for positions a-c :

http://www.thejobilove.com.au/category.php?id=15

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and for position d:

http://www.thejobilove.com.au/category.php?id=14

2. Design the advertisements to attract the appropriate candidates for each of the above jobs. Include
selection criteria in the advertisements in order to narrow the field of applicants. Provide 3 options you
could use to advertise these positions for maximum reach, and include a basic overview of approximate
costs.

3. Write a detailed account of how you will process applications as per your organisational policy; review
applications against the criteria; and choose people to progress to an interview. Which types of
background checks might you undertake in general and what would these require?

4. Outline the procedures you will put in place to inform successful candidates and arrange for their
attendance at interview, including accommodating potential special needs. Provide a sample letter you
would send to unsuccessful applicants.

5. Develop a set of interview questions for each position based on the selection criteria and desired
customer service expectations. Explain how these must be administered to ensure fairness, and meet
EEO requirements including the provisions for people with special needs.

6. Outline the process of selecting and organising an interview panel. Include the instructions and basic
documentation you will provide for each panel member so they can evaluate candidate responses to
each question you have developed in Question 5 (do this for each position).

7. You and the panel have interviewed all selected candidates and narrowed the selection to 2 candidates
per position. Explain the process to make the final selection for each position. What needs to occur
following the interviews if neither candidate meets the criteria desired for the job? Which legal aspects
must be considered? What is the importance of merit in this process?

8. You and the panel have agreed on the final candidate for each position and need to make an
employment offer to each candidate. What would this involve and which aspects must be considered
in terms of budget and awards? Design and attach a template for a letter of appointment, and use this
to write one letter to any of the applicants with all details for remuneration based on the current
awards, conditions etc.

9. Provide an overview of the legal obligations for all documents required as part of recruitment
processes. Which information needs to be filed?

PART B – Planning and organising a induction program

Develop the induction program for the 4 new employees detailed in Part A. Please use all the
relevant information as necessary from PART A (planning document) as necessary. The following
documentations needs to be included:

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1. The Induction program needs to include provisions to introduce the employees to the business,
their colleagues, their job. The induction needs to be structured logically, from general information
covering information about the business, its practices and its culture to specific information about
the employees’ different jobs.

2. The orientation should be designed featuring a brief agenda which outlines the activities that will
be undertaken, who will be conducting these activities, where these will happen and timeframes
for each activity of the induction program. Additional information could include the provision for
handouts relating to industrial relations, unions, contacts, etc.

PART C – Planning the recruitment and selection process

This assessment consists of 3 interviews with at least 2 job candidates for the position
descriptions you have developed in Assessment 2, Part A as instructed below. Your trainer
will observe you during the interviews.
3 of the following – 1 or 2 plus 3 and 4:

1. Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
Or
2. Restaurant Manager, breakfast shift (part-time position 20 hours per week)
And
3. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
And
4. Volunteer, event and seminar support (Thursday and Friday 10 hours per week)

Role Play - Administer recruitment process and select staff

Interview (2x4 mins) + Revision and Final Decision (3 mins)

Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)

Ask the relevant interview questions that you have prepared for this position based on your
selection criteria and job description that you have prepared in PART A

OR

Interview (2x4 mins) + Revision and Final Decision (3 mins)

Room Service Attendant, breakfast shift (casual position 2 days per weekend)

Ask the relevant interview questions that you have prepared for this position based on your
selection criteria and job description that you have prepared in PART A

And

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Interview (2x4 mins) + Revision and Final Decision (3 mins)

Restaurant Manager, breakfast shift (part-time position 20 hours per week)

Ask the relevant interview questions that you have prepared for this position based on your
selection criteria and job description that you have prepared in PART A
And
Interview (2x4 mins) + Revision and Final Decision (3 mins)

Volunteer, event and seminar support (Thursday and Friday 10 hours per week)

Ask the relevant interview questions that you have prepared for this position based on your
selection criteria and job description that you have prepared in PART A

1. For the purpose of this role play you need to select 2 students to join you on the interview panel.

2. Use the relevant set of interview questions you have developed for the specific position (Assessment
2, Question 4) to be interviewed and brief your panel members on the requirements for interview
processes, selection criteria and desired customer service attributes which are sought from
candidates.

3. Provide the criteria sheet for each set of interview questions (Assessment 2, Question 5) which
allows each panel member to evaluate the responses from candidates during the interview.

4. Clearly brief each panel member on the legal aspects of EEO legislation and the emphasis on making
decisions on merit.

5. Select 4 colleagues from your class or workplace as potential job candidates.

6. Provide each job candidate with the selection criteria and job description for each interview they
participate in.

7. Conduct the interviews using the developed questions for each applicant.

8. Review the interview process with the panel and summarise the results from each candidate.

9. Discuss the final decision and explain how this was agreed on.

10. Provide feedback to each candidate and make the employment offer to the successful candidate.

11. Record the outcome.

12. Attach all documentations from interviews to this assessment.

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Observation Criteria

SITXHRM004 Recruit, select and induct staff

Criteria Comment S NYS S NYS
Interview – Position 1
Selects a selection panel
Briefs panel members on relevant selection criteria for
position
Briefs panel members on desirable customer service
attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to
panel members
Explains the requirements of merit based decisions
making to panel members
Provides interview questions to panel members and
allocates questions
Provides an evaluation/criteria sheet to each panel
member
Uses effective communication skills
Interview
Any additional needs/questions are identified and
clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or
special needs where relevant
The interview process consistently follows the set-out
selection criteria during questioning and follow up
The interview process provides applicants with an
opportunity to draw on experienced based examples
The interview process is structured and organised

Post interview: Panel

The responses from candidates are evaluated using
notes for each criteria
The supporting responses from candidates are
considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate
based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are
identified
Uses effective teamwork skills during evaluation and
feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback

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The successful applicant is provided with an
employment offer
The employment offer outlines the key details of an
employment offer in industry.
The outcomes are documented and attached

Feedback

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SITXHRM004 Recruit, select and induct staff
Criteria Comment S NYS S NYS
Interview – Position 2:
Selects a selection panel
Briefs panel members on relevant selection criteria for
position
Briefs panel members on desirable customer service
attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to
panel members
Explains the requirements of merit based decisions
making to panel members
Provides interview questions to panel members and
allocates questions
Provides an evaluation/criteria sheet to each panel
member
Uses effective communication skills
Interview
Any additional needs/questions are identified and
clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or
special needs where relevant
The interview process consistently follows the set-out
selection criteria during questioning and follow up
The interview process provides applicants with an
opportunity to draw on experienced based examples
The interview process is structured and organised

Post interview: Panel

The responses from candidates are evaluated using
notes for each criteria
The supporting responses from candidates are
considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate
based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are
identified
Uses effective teamwork skills during evaluation and
feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback
The successful applicant is provided with an
employment offer

CBC- SITXHRM004--A-V2019.1 Page 19 of 22

 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
The employment offer outlines the key details of an
employment offer in industry.
The outcomes are documented and attached

Feedback

CBC- SITXHRM004--A-V2019.1 Page 20 of 22

 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
SITXHRM004 Recruit, select and induct staff
Criteria Comment S NYS S NYS
Interview – Position 3:
Selects a selection panel
Briefs panel members on relevant selection criteria for
position
Briefs panel members on desirable customer service
attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to
panel members
Explains the requirements of merit based decisions
making to panel members
Provides interview questions to panel members and
allocates questions
Provides an evaluation/criteria sheet to each panel
member
Uses effective communication skills
Interview
Any additional needs/questions are identified and
clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or
special needs where relevant
The interview process consistently follows the set-out
selection criteria during questioning and follow up
The interview process provides applicants with an
opportunity to draw on experienced based examples
The interview process is structured and organised

Post interview: Panel

The responses from candidates are evaluated using
notes for each criteria
The supporting responses from candidates are
considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate
based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are
identified
Uses effective teamwork skills during evaluation and
feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback
The successful applicant is provided with an
employment offer

CBC- SITXHRM004--A-V2019.1 Page 21 of 22

 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
The employment offer outlines the key details of an
employment offer in industry.
The outcomes are documented and attached

Feedback

CBC- SITXHRM004--A-V2019.1 Page 22 of 22