BSBHRM506

Manage recruitment selection

and induction processes
Unit Assessment Student Pack

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Instructions to Student
Assessment instructions
Overview
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and
the terms and conditions relating to the submission of your assessment task. Please consult with
your trainer/assessor if you are unsure of any questions. It is important that you understand and
adhere to the terms and conditions, and address fully each assessment task. If any assessment task
is not fully addressed, then your assessment task will be returned to you for resubmission. Your
trainer/assessor will remain available to support you throughout the assessment process.

Written work
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of
the overall unit of competency. When undertaking any written assessment tasks, please ensure that
you address the following criteria:

 Address each question including any sub-points

 Demonstrate that you have researched the topic thoroughly

 Cover the topic in a logical, structured manner

 Your assessment tasks are well presented, well referenced and word processed

 Your assessment tasks include your full legal name on each and every page.

Active participation
It is a condition of enrolment that you actively participate in your studies. Active participation is
completing all the assessment tasks on time.

Plagiarism
Plagiarism is taking and using someone else's thoughts, writings or inventions and representing them
as your own. Plagiarism is a serious act and may result in a student’s exclusion from a course. When
you have any doubts about including the work of other authors in your assessment, please consult
your trainer/assessor. The following list outlines some of the activities for which a student can be
accused of plagiarism:

 Presenting any work by another individual as one's own unintentionally

 Handing in assessments markedly similar to or copied from another student

 Presenting the work of another individual or group as their own work

 Handing in assessments without the adequate acknowledgement of sources used, including

assessments taken totally or in part from the internet.

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If it is identified that you have plagiarised within your assessment, then a meeting will be organised
to discuss this with you, and further action may be taken accordingly.

Collusion
Collusion is the presentation by a student of an assignment as their own that is, in fact, the result in
whole or in part of unauthorised collaboration with another person or persons. Collusion involves
the cooperation of two or more students in plagiarism or other forms of academic misconduct and,
as such, both parties are subject to disciplinary action. Collusion or copying from other students is
not permitted and will result in a “0” grade and NYC.

Assessments must be typed using document software such as (or similar to) MS Office. Handwritten
assessments will not be accepted (unless, prior written confirmation is provided by the
trainer/assessor to confirm).

Competency outcome
There are two outcomes of assessments: S = Satisfactory and NS = Not Satisfactory (requires more
training and experience).

Once the student has satisfactorily completed all the tasks for this module the student will be
awarded “Competent” (C) or “Not yet Competent” (NYC) for the relevant unit of competency.

If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and
will be given another chance to resubmit your assessment task(s). If you are still deemed as “Not Yet
Competent” you will be required to re-enrol in the unit of competency.

NOTE – Re-assessment:

Students will have a maximum of two (2) reassessment attempts if competency is not achieved in
the first instance.

Additional evidence
If we, at our sole discretion, determine that we require additional or alternative
information/evidence in order to determine competency, you must provide us with such
information/evidence, subject to privacy and confidentiality issues. We retain this right at any time,
including after submission of your assessments.

Confidentiality
We will treat anything, including information about your job, workplace, employer, with strict
confidence, in accordance with the law. However, you are responsible for ensuring that you do not
provide us with anything regarding any third party including your employer, colleagues and others,
that they do not consent to the disclosure of. While we may ask you to provide information or
details about aspects of your employer and workplace, you are responsible for obtaining necessary
consents and ensuring that privacy rights and confidentiality obligations are not breached by you in
supplying us with such information.

Assessment appeals process

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If you feel that you have been unfairly treated during your assessment, and you are not happy with
your assessment and/or the outcome as a result of that treatment, you have the right to lodge an
appeal. You must first discuss the issue with your trainer/assessor. If you would like to proceed
further with the request after discussions with your trainer/assessor, you need to lodge your appeal
to the course coordinator, in writing, outlining the reason(s) for the appeal.

Recognised prior learning

Candidates will be able to have their previous experience or expertise recognised on request.

Special needs
Candidates with special needs should notify their trainer/assessor to request any required
adjustments as soon as possible. This will enable the trainer/assessor to address the identified needs
immediately.

Assessment requirements

Assessment can either be:

 Direct observation

 Product-based methods e.g. reports, role plays, work samples

 Portfolios – annotated and validated

 Questioning

 Third party evidence.

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Unit Assessment 1
Complete the following activities individually or in a group (as applicable to the specific activity
and the assessment environment).

Task 1
Objective To provide you with an opportunity to analyse strategic and operational plans
and policies to identify relevant policies and objectives and develop
recruitment, selection and induction policies and procedures and supporting
documents
Research your organisation’s policies for three of the following:

 Competency profiling
 Equal opportunity principles
 Interviewing methods
 Privacy and confidentiality
 Probationary periods.

 Privacy and confidentially: when we hired people or the staff of under

process we make it very private only the store manager leading to head
office know about interviewees details. They have a strong password and
other things to secure the document of the people.

 Equal opportunity principles: I work for woolworths supermarket where we

follow the equal opportunity in each and every palce. When we hiring
peoplw we include from different country, religion, sex, region , and other
factors.

 Interviewing methods: we have a diffrent interviewing method to hire staff.

At first we do phone interview and then we called them for the face to face
interview where three or four people take their interview and then we do
result.

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Task 2
Objective To provide you with an opportunity to review options for technology to improve
efficiency and effectiveness of recruitment and selection process
Choose one piece of technology and research the benefits and costs for it in
your organisation’s recruitment process.

We have application tracking system to help in the recruitment process and

also known as candidate management systems, these are pieces of software
designed to automate the recruitment process by automatically posting job
openings and then analysing the resumes that are received.

Benefit of application tracking system in my company:

 Reduces time spent with administrative tasks.

 Provides Better and Faster CV Screening.
 Facilitates Collaborative Hiring.
 Improves the Quality of Hire.
 Speeds up the Recruitment Cycle.
 Boosts Employer Brand.
 Enhances Candidate Experience.

Task 3
Objective To provide you with an opportunity to obtain support for policies and
procedures from senior managers
Communicate the costs and benefits of a policy (or policy change) to a senior
manager in your organisation.

Costs of a policy to senior manager in my organisation

 Time spent retraining people

 New software

 Equipment

 Services.

Benefits of a policy to senior manager in my organisation

 Saving time

 Saving money

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  Reaching more qualified candidates

 Reaching a greater amount of candidates

Task 4
Objective To provide you with an opportunity to trial forms and documents supporting
policies and procedures and make necessary adjustments
Congratulations, Sujit
Congratulations. The position is yours.

 
We’re delighted to invite you to join our team at Farsi bar and restaurant in the
role of:
Cook/chef- Farsi bar and restaurant penrith

You’ll find full details of the offer in the PDF attached.

 
Below you can see a few more documents that will be helpful in regards to
working with us.
 
Fair Work Information Statement (attached)
Our Code of Conduct (attached)
Acceptable Use of Information Systems Policy (attached)
 

Take some time to read these and once you’ve made a decision, let us know
You can do that by logging back into your Candidate Profile and checking your
‘My To Do List’.
 

Tell us your decision

Once again, congratulations on being picked for the position.

We hope to be able to make you our shift and availability soon.

Farsi bar and restaurant

penrith

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Task 5
Estimated Time 30 Minutes
Objective To provide you with an opportunity to communicate policies and procedures to
relevant staff and provide training if required
Create a communication plan for three policies and procedures relating to the
recruitment process in your organisation.

Date Method Audience

17nd
Communications July Team meeting All employees
policy
24h
Job application July Email All admin staff
policy
29th
Interviewing July Training session All employees on
policy interview panels

Task 6
Objective To provide you with an opportunity to determine future human resource needs
in collaboration with relevant managers and sections
Communicate with a manager in your organisation to determine at least three
future human resource needs.

Expected knowledge areas will vary according to the field of employment. For
example, a receptionist would be expected to know the best methods to answer
phones, complete administration and take notes. Although some methods
appropriate for the organisations can be taught, the candidates should come in
with a good general knowledge.

Qualifications may include school education, higher education or professional

qualifications. This proves a candidate has been trained to the desired standard.

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 Candidates will need to list when they achieved these qualifications and their
grades.

Candidates may require particular experience from their previous jobs. This often
includes a timeframe. For example, ‘Candidates must have at least two years’
experience of working as a receptionist.’

Task 7
Objective To provide you with an opportunity to ensure current position descriptors and
person specifications for vacancies are used by managers and others involved in
recruitment, selection and induction processes
Write a descriptor for a current position and distribute it to the appropriate
people.

06/07/2020
Akriti sitaula
Akritisitaula@gmail.com

Dear Akriti ,
LETTER OF OFFER
We are pleased to confirm your offer of employment with 1447 - nattinos which is
the branch of Farsi on the terms and conditions set out in this letter.

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 Position You will be employed in the position of cook/chef - Farsi penrith or any
other position required by the Company from time to time. If your position
changes for any reason, then the terms of this letter will continue to apply to your
employment except as agreed by you and the Company in writing.
Commencement Your employment will commence on 29/11/2018 and will
continue until terminated in accordance with the termination provision contained
in this letter.
Probationary Period You will initially be employed on a probationary basis for a
period of 6 months, or if your EBA/Award (defined below) states a different
period, then for that period (Probationary Period). During the Probationary
Period, your employment may be terminated by either you or the Company with
one week's notice of termination or by the Company making a payment in lieu of
such notice.
Under the EBA/Award, the classification for your position is Grade 1, you will be
advised of any changes to your classification during your employment.
Hours of Work You are employed on a Part-time basis. Your ordinary hours of
work are in accordance with the EBA/Award. You will be informed of your initial
roster at your first induction session or by the store on your first shift.

Location of Work You will initially be based at 1339 - TOP RYDE SMKT although
you may be required to work at other locations from time to time.
Remuneration Your ordinary rate of pay is as per the current EBA/Award, less
applicable tax.
Method of Payment Currently, all EBA/Award covered employees are paid
weekly, by electronic funds transfer to the bank account of your choice.
Deductions To the extent permitted by law, the Company may deduct from your
pay any previous overpayments.
The Company will deduct tax and other amounts it is required to deduct from all
payments to you as required by law.
Leave You may be entitled to annual leave, long service leave, personal/carer's
leave, parental leave, compassionate leave and community service leave in
accordance with the EBA/Award and applicable legislation.
Protection of the Company's interests You agree not to undertake other paid
employment which will impair your ability to complete your normal work for the
Company or which constitutes a conflict of interest.
Kind Regards,
Sujit sah
Store manager

Task 8
Objective To provide you with an opportunity to provide access to training and other
forms of support to all persons involved in recruitment and selection process
Research what forms of training/support at least two staff involved in the
recruitment process need and inform them how they can access them.

raining may include:

 Demonstrations
 Seminars
 Internal or external training courses

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  Team briefs.

Support may include:

 Advice
 Guidance
 Mentoring

Task 9
Objective To provide you with an opportunity to ensure advertising of vacant positions
complies with organisational policy and legal requirements
Write at least one job advert for a position and advertise it in an appropriate
method, complying with organisational policy and legal requirements.

Advertising may be conducted through:

 Internal channels
 Internet
 Newspapers
 Radio
 Recruitment agencies or specialists
 Television.

Organisational policies may include:

 Budget: Different methods of advertising will have different costs; you
should know how much money is available to advertise for a job and
divide it accordingly.
 Formats: How job vacancies should be advertised, and whether it is
done internally, externally or both
 Presentation: The organisation may require certain colours or logos to
be used in adverts to promote its brand identity.

Examples of job advertisement:

Kitchen attendent member

Working with fresh fruit and vegetables is just the beginning of an exciting
role.
 
 
 
Farsi, a job is never just a job.

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 It’s the start of something bigger. There are over 128,000 of us, in the
biggest cities and the tiniest towns. And each of us have an important role
to play. If you have a passion for great customer service, a hunger to make
a tangible difference and you’re looking for a place to develop, you could
be who we’re looking for.
 
 
 
Who we are

Joining the Farsi bar and restaurant means being a part of the wider sitto
Group, which includes the businesses of nattinos, bellaminos, barinos
,frankynoss, rannoss. Which means you won’t have one opportunity with
us, you’ll have thousands.
 
 
 
Why work with us
 
Whether you’re starting out, already on the way to achieving your goals or
at the top of your game, we can help you build a brilliant retail career: If
you’ve got goals, we’ve got all you need to succeed. You’ll find over a
thousand career options, plus the learning encouragement and support for
you to grow. We’re a team that is there for each other. By working
alongside people you can learn from, you’ll grow and develop in a fun,
supportive environment. Working with a diverse range of people in an
industry facing rapid change, you’ll gain real-world experience and grow as
a person. Whether it’s making customers smile, supporting Aussie farmers,
or playing an important role in your local community, you’ll be doing a little
good every day at Woolworths.
 
 
 
When you will be needed
 
Monday - Sunday: Mixture of hours required;09:00-14:00, 12:00-16:00 and
17:00-21:00.
 
 
What makes you right for Woolies

The right attitude is everything....

• Genuine passion for food & shopping
• Customer first mentality
• Love of teamwork and growing with others
• Flexible and adaptable to change

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 • Willing to work and reliable
 
 
Joining the Group
 
As an inclusive, team-first company, our people are at the core of
everything we do. 
 
We care deeply about creating a workplace where our team members feel
valued, respected and empowered. We are committed to providing equal
opportunity regardless of gender identity, ethnicity, disability, sexual
orientation or life stage and we are proud to be recognised as a Gold Tier
Employer in the Australian Workplace Equality Index for LGBTI inclusion.
As our Group continues to evolve, innovate and support our communities,
we encourage our team members to do the same with their own careers,
by providing ongoing opportunities to grow and make a real difference. 
 
We value flexibility, and encourage our team members to work in ways
that meet their work/life commitments and support their wellbeing. 
 
We work hard to create a safe and inclusive environment for all, and most
importantly, we're all about creating better experiences – for our
customers and for each other.
 
We’d love to hear from You
 
If you meet a number of the requirements, but not all, we encourage you
to submit your application. You can learn more about working with us
on LinkedIn or via www.sittnos.com.au. #LI
 
Our Talent Acquisition Team and Hiring Leaders kindly request no
unsolicited resumes or approaches from Recruitment Agencies. Farsi
Group is not responsible for any fees related to unsolicited resume

Task 10
Objective To provide you with an opportunity to utilise specialists where necessary
Choose one specialist that your organisation works with and provide them with
information for an upcoming position that their services will be needed for.

Specialists may include:

Recruitment agencies
Remuneration specialists
Staff who run security checks
Vocational psychologists.

Hays Recruitment agency is the recruitment agency that we use in

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 our company for recruiting potential candidates for the positions of
business development manager.
Description of Hays Recruitment agency
Hays is a leading global professional recruiting group. They are the expert at
recruiting qualified, professional and skilled people worldwide, being the market
leader in the UK and Asia Pacific and one of the market leaders in Continental
Europe and Latin America.
Hays operates across the private and public sectors, dealing in permanent
positions, contract roles and temporary assignments.

Job advert through Hays:

Business Development Manager
World-leading Marketing company looking for successful BDM to enhance and
grow Sydney territory.
Your new company
A world-leading marketing company who dominate the market; working with a
wealth of credible brands in long-term partnerships. Enhancing customer
experience in a creative way, this company is innovative, growing and in a good
position to weather the current climate.
Your new role
Reporting to the Sales Manager (in Melbourne where the office is), you will work
remotely and independently from Sydney. You will hunt for new business (all
b2b), develop strong long-term relationships through medium-term contracts.
Meeting monthly sales goals by securing new client appointments, successfully
building a sales pipeline through continuous, on-going prospecting, and building
programs to meet client needs. You
will manage all aspects of sales, from lead development, business tendering,
closing of sales and aftercare. During your first 6 months, you’ll participate in a
world-class sales training program.
What you'll need to succeed
• 4/5+ years in b2b, services-selling sales experience
• Strong influencing and communication skills
• Experience using CRM system - preferably Sales force
• Strong sales track record as a hunter
• Self-motivation, an ability to work independently

What you'll get in returnBeing on a highly competitive salary with uncapped

comm, a car allowance, laptop, phone. You will be part of a culture that
encourages growth and career progression locally and globally,
as well as flexible working hours.
What you need to do now If you're interested in this role, click 'apply now' to
forward an upto-date copy of your CV to lauren.yates@hays.com.au, or call us on
+02 8226 9604.
If this job isn't quite right for you but you are looking for a new position, please
contact us for a confidential discussion on your career.

LHS 297508

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Task 11
Objective To provide you with an opportunity to ensure selection procedures are in
accordance with organisational policy and legal requirements
For a recruitment or selection decision that is currently being made in your
organisation, check whether it complies with the organisation policies and legal
requirements.

Selection procedures may include:

 Aptitude test or IQ tests: The candidate is tested for skills

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 or general mental abilities

 Behaviour in leaderless groups: This aims to test

leadership or teamwork skills

 Demonstration of techniques or technical skills: The

candidate is tested for practical skills that are required in the
workplace

 Interviews: This allows the interviewers to meet and

interact the candidate, asking them difficult questions about
themselves and the job

 Peer assessments: In a group interview, the candidate is

assessed by the other members (usually for communication,
leadership and teamwork skills)

 Personality testing: The candidate is assessed based on

their personality. Certain jobs may require particularly overt
personalities. Other general qualities that are looked for include
hard work, honesty and calmness under pressure

 Referee reports: People who have known the candidates

(e.g. previous employers, co-workers), can provide information
of their character, attitude and performance

 Work samples: For arts or technology-based jobs,

previous examples of work can help to demonstrate the
candidates’ abilities.

Relevant legislation may include:

 The Age Discrimination Act (2004)

 The Sex Discrimination Act (1984)

 The Disability Discrimination Act (1992)

 The Australian Human Rights Commission Act (1986).

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 Task 12
Objective To provide you with an opportunity to ensure processes for advising applicants
of selection outcome are followed
Create a checklist for responses to a current position to ensure processes are
followed.

Candidate Response Method of Completed

contact

Hardik Unconditional job Phone Completed on

offer 22nd July
Task 13
safal Rejection, To provide
Objective Phone Could not
you with an opportunity toreach
ensure job offers and contracts of
suggesting employment are executed promptly,
person, will
and trynew appointments are provided with
st
another job advice about salary, terms and again
conditionsJuly
on 21
Write a job offer letter to a successful candidate, including all necessary details.
Birendra Rejection Letter Completed on
22nd July

Bir Rejection Supa Financial

Letter ServicesDon’t
Limited.
have home
address, will
161d Marua Road, Mount Wellington,
phone on 24th July
if unable to find it
21 merry street,penrith, NSW , AUSTRALIA

Hello sujit ,

Supa Financial Services Limited is pleased to offer you a job as a

Payment Security Manager in Australia. We have found and carefully
reviewed your CV at seek.com.au, and we would like to consider you
for the position of Payment Security Manager within our company.

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 Key responsibilities

- Route and input all payment instructions received by e-mail or

phone in a timely and accurate manner.

- Control work flow on a daily basis to ensure deadlines are adhered.

- Monitor and control of required reports.

- Basic knowledge of online payment systems.

- Excellent communication skills.

Why we need Payment Security Managers

When buying-selling operations via the Internet are concerned, the

buyer and the seller don't know each other and are placed in
different corners of the world. Therefore, it is important both to the
buyer and the seller for their transaction to be made safely. Payment
Security means receiving money concerning the transaction by a
reliable, experienced, impartial person - our Payment Security
Manager. He will hold all the money until all the terms of the deal are
satisfied and only then release them to the intended receiver.

Having a Payment Security Manager in every country we can quickly

transfer funds inside a country without wasting time on the
international bank transfers, and continue our rapid growth rather
than overwhelming our own bank account with inbound and
outbound transactions leading to severe hold times and possible
service interruption. It is time that is of significant importance to our
clients.

The main task of the Payment Security Manager will be receiving

money transactions to any card via Bill Pay or Bank Account via
regular transfer he would like to use for the purposes of this job, and
then forwarding these transactions to the next party of the protection
process according to our instructions. Payment Security Manager will
be processing approximately 2-3 transactions per week.

Salary & Benefits

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 Should you accept this job offer per company policy you'll be eligible
to receive the following benefits:

- Salary of 42000 $AUD / annually, paid in monthly installments

(3500 $AUD/month).

- Bonus up to 7% from the amount of each processed transaction.

This job doesn't take more than 2-3 hours a day, so you may
combine it with your personal activities.

Normally the amounts that we process vary from 2000 $AUD to

10000 $AUD, but can go higher on special occasions.

HOW TO APPLY:

If you would like to find out more about the position and apply please
reply to this e-mail and our hiring manager David Beeston will be in
touch with you as soon as possible.

We at Supa Financial Services hope that you'll accept this job offer
and look forward to welcoming you aboard.

Please note that due to a high response we are getting for our
positions, it may not always be possible to personally reply back to
you with feedback in the same day.

--

Human Resources Department,

Supa Financial Services Limited.

Task 14
Objective To provide you with an opportunity to provide access to training and ongoing
support for all persons engaged in staff induction

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 Talk to a staff member involved in inductions to identify their learning needs.

‘Learning needs’ are defined as an identified gap between the required skills or
knowledge and the person’s actual abilities. An employee’s learning needs will
vary according to their role in the workplace and the type of inductions that take
place.

Learning needs may include:

 Becoming familiar with a new workplace and role

 New procedures and processes

 New technology

 Workplace specific learning needs

 Knowledge of new organisation products or services

 Time management and planning skills

Checklist to know their learning needs

Name of the Current abilities Required skills Learning needs
employees
Paul Walker Low performance Improvement in Need to attend
in sale, limited IT sale sales seminar
skills Performance and society
improve in IT needs.
skills such as Need to attend IT
send email, cource such as
typing and Diploma and
correspondence advance Diploma
skills.

Task 15
Objective To provide you with an opportunity to check induction processes are followed
across the organisation
For a specific induction, create a chart to check whether the processes are

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 followed.

Following are the example of checklist of induction to make sure processed are
followed.

Emergency IT induction Tour of Signed code

procedures workplace of conduct

Gary √ √ √

Hannah

Sarah √ √ √

George √ √ √ √

Task 16
Objective To provide you with an opportunity to oversee management of probationary
employees and provide them with feedback until their employment is
confirmed or terminated
Discuss the management of a probationary employee with a manager. Identify
at least three areas of support that they are given.

Employees on probationary periods will need different management to other

employees. The organisation may provide structured plans or leave it up to the
discretion of managers.

Probationary employees may require:

 Assessment: The organisation needs to know how good
the employee is, so their performance and results should be
watched closely. Both successes and areas for improvement
should be noted

 Feedback: The manager should provide this information

to the employee. This should include how to improve

 Opportunities for communication: Feedback should be a

two-way process; candidates will need opportunities to raise
problems or concerns that they’re having, particularly while they

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 are still finding their fee .

Task 17
Objective To provide you with an opportunity to obtain feedback from participants and
relevant managers on extent induction process is meeting its objectives
Create a questionnaire to collect feedback about your organisation’s induction
processes. Include at least four questions.
Question Yes No

Were you introduced to relevant members of

your team, including your supervisor?

Were you informed where the facilities were?

(E.g. cafeteria, toilets, break room)

Were you know what is the basic job?

Did you have all required information to

complete your job?

Task 18
Objective To provide you with an opportunity to make refinements to induction policies
and procedures
Suggest at least three refinements to your organisation’s induction policies.

sing the feedback that was provided in the previous chapter, you will be able to
make changes to the induction process.

Depending on the feedback, this may include:

 Making it longer or shorter

 Including more, less or different people in the process (e.g. people from
different departments)

 Providing different training as part .of the process

 Improving induction checklists

 Considering people’s special needs more closely.

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