Assessment Details

Qualification Code/Title Advanced Diploma of Hospitality Management

Assessment Type Assessment – 1 Time allowed
Due Date Location Term / Year

Unit of Competency
National Code/Title
Student Details
Student Name Student ID
Student Declaration: I declare that the work submitted is my own, Signature: ____________________________
and has not been copied or plagiarised from any person or source. Date: _____/_/_________
Assessor Details
Assessor’s Name
RESULTS (Please Circle) ☐SATISFACTORY ☐NOT SATISFACTORY
Feedback to student:

*If Student is Not Satisfactory Assessor Declaration: I declare that I have conducted a fair,
Reassessment Required ☐ Yes ☐ No valid, reliable and flexible assessment with this student, and I
Comment: have provided appropriate feedback.
Signature: ________________________
Date: ______/_______/___________
Instructions to the Candidates
 This assessment is to be completed according to the instructions given below in this document.
 Should you not answer the tasks correctly, you will be given feedback on the results and gaps in knowledge. You will be
entitled to one (1) resubmit in showing your competence with this unit.
 If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-submission and re-sit policy for more information.
 If you have questions and other concerns that may affect your performance in the Assessment, please inform the
assessor immediately.
 Please read the Tasks carefully then complete all Tasks.
 To be deemed competent for this unit you must achieve a satisfactory result with tasks of this Assessment along with a
satisfactory result for another Assessment.
 This is an Open book assessment which you will do in your own time but complete in the time designated by your
assessor. Remember, that it must be your own work and if you use other sources then you must reference these
appropriately
 Submitted document must follow the given criteria. Font must be Times New Roman, Font size need to be 12, line
spacing has to be Single line and Footer of submitted document must include Student ID, Student Name and Page
Number. Document must be printed double sided.
 This is Individual Assessments. Once you have completed the assessment, please provide the Hard copy of the
Assessments to your Trainer/ Assessor.
 Plagiarism is copying someone else’s work and submitting it as your own. Any Plagiarism will result in a mark of Not
Satisfactory. SCCM uses Safe Assign Plagiarism Checker to check the originality of the student assessment. Student must
be aware of and understand the SCCM’s policy on plagiarism and certify that this assignment is their own work, except
where indicated by referencing, and that student have followed the good academic practices noted above..
 SITXHRM004 Recruit, select and induct staff Assessor Marking Guide

Assessment Task 1: Written questions

Task summary
This is an open-book test, to be completed in the classroom.
A time limit of 2 hours to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and sent to the assessor as an email attachment.

Required
 Access to textbooks and other learning materials.

 Computer with Microsoft Office and internet access.

Timing
Your assessor will advise you of the due date of this assessment.

Submit
 Answers to all questions.

Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the
task satisfactorily.

Resubmission opportunities
You will be provided feedback on your performance by the assessor. The feedback will indicate if
you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide
you with written feedback along with guidance on what you must undertake to demonstrate
satisfactory performance. Reassessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt
with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not
understand any part of this task or if you have any learning issues or needs that may hinder you
when attempting any part of the assessment.

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 SITXHRM004 Recruit, select and induct staff Assessor Marking Guide

Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or “explain”,
which tell you how you should answer the question. Use the definitions below to assist you to
provide the type of response expected.
Note that the following guidance is the minimum level of response required.
Analyse: when a question asks you to analyse something, you should do so in detail, and identify
important points and key features. Generally, you are expected to write a response one or two
paragraphs long.
Compare: when a question asks you to compare something, you will need to show how two or
more things are similar, ensuring that you also indicate the relevance of the consequences.
Generally, you are expected to write a response one or two paragraphs long.
Contrast: when a question asks you to contrast something, you will need to show how two or more
things are different, ensuring you indicate the relevance or the consequences. Generally, you are
expected to write a response one or two paragraphs long.
Describe: when a question asks you to describe something, you should state the most noticeable
qualities or features. Generally, you are expected to write a response two or three sentences long.
Discuss: when a question asks you to discuss something, you are required to point out important
issues or features and express some form of critical judgement. Generally, you are expected to
write a response one or two paragraphs long.
Evaluate: when a question asks you to evaluate something, you should put forward arguments for
and against something. Generally, you are expected to write a response one or two paragraphs
long.
Examine: when a question asks you to examine something, this is similar to “analyse”, where you
should provide a detailed response with key points and features and provide critical analysis.
Generally, you are expected to write a response one or two paragraphs long.
Explain: when a question asks you to explain something, you should make clear how or why
something happened or the way it is. Generally, you are expected to write a response two or three
sentences long.
Identify: when a question asks you to identify something, this means that you are asked to briefly
describe the required information. Generally, you are expected to write a response two or three
sentences long.
List: when a question asks you to list something, this means that you are asked to briefly state
information in a list format.
Outline: when a question asks you to outline something, this means giving only the main points,
Generally, you are expected to write a response a few sentences long.

Summarise: when a question asks you to summarise something, this means (like
“outline”) only giving the main points. Generally, you are expected to write a response a
few sentences long.

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 SITXHRM004 Recruit, select and induct staff Assessor Marking Guide

Assessment Task 1 Instructions as provided to students

Provide answers to all of the questions below:

1. Name five examples of recruitment practices in the tourism, travel, hospitality and event
sectors.

Various examples of recruitment practice within tourism travel and hospitality as well as event sectors are
as follows:

 Leverage referrals.

 Hire at schools and apprentice programs.

 Create bespoke business cards.

 Try peer interviewing.

 Implement situational judgment tests/realistic job previews.

2. Name five examples of selection practices in the tourism, travel, hospitality and event sectors.

Some of the examples of the selection process within tourism, travel, and hospitality can be as
follows

Nepotism:

Various business owners regarding tourism, travel, hospitality, and event sector are generally handed
over to relatives and family members.

Use of recruitment agencies:

Various recruitment agencies are used to identify suitable candidates to obtain higher quality people
for the selection process.

Based on experience:

People who are experienced in tourism, travel, and hospitality can be selected for the particular work.

Based on knowledge:

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 SITXHRM004 Recruit, select and induct staff Assessor Marking Guide

In tourism, the local personality who is better informed as well as within hospitality some people are
naturally gifted who can be recruited based on knowledge.

Internal referring:

Various people working within an organization due to his efficiency and good interpersonal relation
with the higher people internal referring can be done within selection practices

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 3. List three ways selection criteria for a nominated job vacancy can be differentiated.

Some of the ways to select the criteria for a nominated job vacancy are as follows:

1) Education: Level completed, relevancy, and quality.

2 Skills testing whether the candidate can do the job or not.

3)Resume screening and Cover letters and Applicant tracking systems

4. Identify two formats for job advertisements.

Tow formats for job advertisements are as follows:

1) Print media: Where a vacancy announcement can be given in the form of an advertisement

2) Online job portals: There are various platforms where jobs can be advertised within online platforms

5. List five examples of possible inclusions in selection criteria.

6. List five examples of possible inclusions in job vacancy advertisements.

Five examples of possible inclusions within job vacancy advertisements are as follows:

 Company description & benefits: Present your business in a separate part of the ad and highlight
the reasons you are an attractive employer. Consider your candidate persona and what kind of
benefits they would want to have.

 Application Procedure: Describe the application process to the applicant and inform them about the
desired file format

 Online Job Boards: This medium has grown in popularity. With the ability for practically everyone
to access the internet and with people able to access sites on mobile devices anytime, anywhere,
placing a job ad on a job board is a good way to obtain resumes. However, it’s important to post on
the right job board.

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  print Media: Not all job boards are created equal. Posting a job position across a variety of different
sites will probably get a company tons of resumes.

 Job description :The description of the tasks should be short and understandable. Pay attention to
emphasizing the areas of responsibility and the employee-employer relationship. Make sure to
include the postal code and state next to the city.

7. Identify two examples of effective advertising media when recruiting staff for the tourism, travel,
hospitality, and event sectors.

Some examples of effective advertising media when recruiting staff for tourism, travel, and hospitality are as
follows:

1) Advertising agencies

Various advertising agencies specialize in advertising regarding this matter which will be the best-case scenario
for all these factors.

2) Social media platform

Advertising vacancy within social media platforms can be highly beneficial for any travel and hospitality
industry. It gets circulated and well spread out within social media and the reach can increase itself

8. List three features of an effective recruitment advertisement.

Various features of an effective recruitment advertisement:

 Description of Qualifications: proper description of the job will attract the right kind of candidate.

 Job Description: For effective advertisement for recruitment proper description right job
description is important.

 Target Right Candidates: One way to target the right candidates for a job is to list the specific job
title of an open position

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 9. Outline the role of recruitment agencies in the recruitment process.

The role of recruitment agencies within the recruitment process is as follows:

 Guiding the shortlisted candidates to prepare him for the interview

 Fulfill the various demands which are highlighted by the recruiter.

 Sourcing of new opportunities

 Optimization of CV and shortlisting of best suitable candidates

10. Explain the nature of the relationship between a job description and the selection criteria.

In general job specification defines the selection criteria of the candidate. Normally it makes it much easier
for recruiters to resume prospective candidates and it serves as a certain benchmark to conduct various
training and orientation for employment. The relationship between job description and selection criteria
helps to find the best fit and skillful employees for the recruiter as well as it provides service to the person
who applies for a job.

11. Describe three ways to develop clear and concise selection criteria for a job vacancy.

Some of the ways to develop clear and concise selection criteria for a job vacancy are as follows:

 Addressing every selection criteria individually

 Creation of the new documents regarding the selection criteria

 Clarifying the selection created carefully and writing the job specification and job description

12. Explain how to link interview questions to selection criteria.

13. Outline key elements of industrial awards.

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 14. Outline the nature and role of workplace induction programs.

15. List five examples of information that could be included in a workplace induction program.

16. Describe the roles of the following personnel in the recruitment and induction process.
a. Human Resources Manager
b. New employee’s line Manager

c. New employee’s colleagues

17. Outline the key elements of equal employment opportunity (EEO) employment laws and how they
must be implemented in recruitment and selection processes.

18. Explain why each of the following records is used as part of the recruitment and selection process.

Record type Reason they are used

a. Organisational procedures to
be used within these
processes
b. Lists of who was interviewed
and when they were
interviewed.

c. Details of the people who

conducted the interviews.

d. Formal rating sheets

completed by interviewers
during interviews of
applicants.
e. Notes taken by interviewers
during interviews of
applicants.

19. Explain why the checks listed below should be conducted as part of the selection process.

Check Reason they are conducted

a. Police check.

b. Reference check.

c. Working with children check.

d. Qualifications check.

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 20. Explain the practice of ‘evaluation of portfolios’ as part of the selection process.

21. What types of written information might be exchanged during the selection process?

22. Identify a situation in which the following types of interviews might be used as part of the selection
process.

Interview type Situation in which they are used

a. Interview by a selection
committee, senior management or
an external professional
recruitment company.

b. In-person, face-to-face interviews.

c. Interviews conducted using

teleconference facilities.

d. Telephone interviews.

e. Use of videoconference facilities.

23. Describe the following practices that may be employed by an organisation as part of their selection
process.

Practices Description

a. Presentation to a selection
committee.

b. Skills tests.

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 24. Explain why the two listed special ‘access’ arrangements might be made by an organisation for an
applicant who is attending a job interview.

Special access arrangement Why they might be made

a. Parking for candidate’s car.

b. Security clearance for the

applicant.

25. Describe when the following special arrangements may need to be made when organising selection
procedures for a job vacancy.

Type of Special Arrangement Description of when it may be needed

a. Assistive technology.

b. Electronic presentation media.

c. Interpreters.

d. Visual information and diagrams

instead of written material.

26. Identify five possible special interview techniques for those with disabilities.

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 27. Explain the reason for including the following in a workplace induction and orientation program for a
new employee.

Topics covered Reason for including them

a. Conditions of employment.

b. Contact details for key personnel

in the business.

c. Things the organisation is

currently focussing its efforts on.

d. Employee benefits.

e. Employee responsibilities.

f. Employee rights.

g. Information on the culture of the

workplace/organisation.

h. Details of the goals and objectives

of the business.

i. Explanation of what the business

sees as its corporate
responsibilities.

j. Vision Statement of the business.

k. Organisational policies and

standard operating procedures.

l. The industrial relations (IR)

arrangements the business has
agreed to with its workers.
m. Where departments are within the
business and the location of
equipment to be used.

n. Where the staff room, lockers and

other staff facilities are located.

o. The location of other places of

business other than the main
workplace of the organisation.

p. Tour of the entire organisation.

q. Handout showing the structure of

the business and the relative
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 Topics covered Reason for including them
position of all positions within the
organisation (‘organisational
chart’).
r. The employment instrument they
are employed under and the rates
of pay they will receive.

s. Information relating to their

superannuation entitlements.

t. When and how wages are paid.

u. Job-related work protocols and

standard operating procedures.

v. Workplace and job-specific safety

information.

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 Assessment Task 1 Checklist
Student’s name:
Did the student provide a sufficient Completed
and clear answer that addresses the successfully? Comments
suggested answer for the following? Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Question 16a
Question 16b
Question 16c
Question 16d
Question 17
Question 18a
Question 18b
Question 18c
Question 18d
Question 18e
Question 19a
Question 19b
Question 19c
Question 19d
Question 20
Question 21
Question 22a
Question 22b
Question 22c
Question 22d
Question 22e
Question 23a
Question 23b
Question 24a
Question 24b
Question 25a
Question 25b
Question 25c
Question 25d
Question 26
Question 27a
Question 27b
Question 27c
Question 27d
Question 27e
Question 27f
Question 27g
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 Question 27h
Question 27i
Question 27j
Question 27k
Question 27l
Question 27m
Question 27n
Question 27o
Question 27p
Question 27q
Question 27r
Question 27s
Question 27t
Question 27u
Question 27v

Task outcome:  Satisfactory  Not satisfactory

Assessor signature:
Assessor name:
Date:

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