CERTIFICATE IV IN HUMAN

RESOURCES

BSBHRM405 - Support the recruitment,

selection and induction of staf

Regarding: Assessment 1 & 2

Prepared by: Edinei

Assessment Task 1 - Written Questions

1. Identify and list two types of documents that can be used for each of the following human
resources phases:

• Recruitment

• Selection

• Induction

The documents that can be used are mentioned below:

Recruitment: job bulletin and job announcement;

Selection: evaluation notes and weighting sheet;

Induction: policy and procedure documents and feedback form (for the employees).

2. Explain the concept of the Human Resources Life Cycle and the role of recruitment and
selection within the life cycle.

Human Resources Life Cycle is also called Employee Life Cycle, and it refers to the stages of the
employee in an organisation and the Human Resources roles and changes according to each of
those stages. Each of the stages has its challenges and opportunities. And in order to have the
business growing it is necessary to be attentive to the cycle/steps and correct problems that
may appear. The Human Resources has basically the following steps (that may change
according to the organisation): 1. Recruit; 2. Train; 3. Evaluate and 4. Promote. The role of the
recruitment and selection within the lifecycle is to maximise employee strength in order to
meet the company’s strategic goals and objectives, within this process the R&S professional
sources, screen and select the correct employee for a certain vacant position in a company.

3. Explain each of the 5 main stages of the Human Resource Life Cycle.

The five main stages in the Human Resource Life Cycle are the following:

1. Recruitment: is a phase where the HR is responsible the right candidate for the vacant
position in a company. Hiring the correct person is fundamental in order to keep the company
and the employee growing, and avoiding problems such as turnover. In this phase there are
many steps that involve: professional sourcing, screen and selection;

2. Education: At this stage the employee is already hired by the HR and is already working in a
new position. At this stage the employee should be aware of his/her roles and responsibilities.
It is the HR function to make the new employee confortable at his position and this why it is
necessary to make an induction section clarifying values and culture of the organisation,
passwords, etc.;

3. Motivation: At this stage it is necessary to construct a relationship between leaders and

employees. In a period of ninety days the employer should build a bond to retain employees
for a long period of time, avoiding lack of motivation and reducing turnover/absenteeism
numbers;

4. Evaluation: At this stage the employer conducts a performance evaluation of the employee
and decides if this professional is adequate or not for the position;

5. Celebration: At this stage the employee has to be recognised by the employer somehow:
extra payment, flexible hours, gift cards or others. It is the function of the employer to
stimulate their employees to work better; when employees perform well they tend to achieve
company goals.

4. Identify at least three Commonwealth Acts relating to anti-discrimination that should be

adhered to when recruiting and selecting staf for a position. For each Act you identify, why
the Act must be adhered to when recruiting and selecting staf.

Sex Discrimination Act 1984 >> must be adhered in order to create opportunity for both
male/female

Gives effect to Australia´s obligations under the International Convention on the Elimination of
All Forms of Discrimination Against Women and certain aspects of the International Labour
Organisation (ILO) Convention 156. It´s main objectives are to:

- Promote Equality between men and women;

- Eliminate discrimination on the basis of sex, marital status or pregnancy and, with respect to
dismissals, family responsibilities;

- Eliminate sexual harassment at work, in education institutions, in the provision of goods and
services, in the provision of accommodation and the delivery of Commonwealth programs.

Disability Discrimination Act 1992 >> must be adhered in order to create opportunities for
people that presents some disability

Major objectives:

- Eliminate discrimination against people with disabilities;

- Promote community acceptance of the principle that people with disabilities have the same
fundamental rights as all members of the community;

- Ensure as far as practicable that people with disabilities have the same rights to equality
before the law as other people in the community.
Age Discrimination Act 2004 >> must be adhered in order to prevent the hiring of only young
professionals

- Helps to ensure that people are not treated less favourably on the ground of age in various
areas of public life including: employment; provision of goods and services; education;
administration of Commonwealth laws and programs.

- The act also provides for positive discrimination (actions which assist people of a particular
age who experience a disadvantage because of their age). It also provides for exemptions in the
following areas: superannuation; migration; taxation and social security laws; state laws and
other Commonwealth laws, some health programs.

5. Identify the Act that includes the requirement for employees to be provided with a Fair
Work Information Statement before or, as soon as possible after starting a job. Access this
Act to identify and then list the key information included in the Fair Work Information
Statement.

The Act that should be provided to new employees before or, as soon as possible after starting
a job is the Fair Work Information Statement that is issued by the Fair Work Ombudsman and it
gives the employee an overview of the National Employment Standards and conditions of
employment. The key information of the Fair Work Information Statement contains: minimum
rights and entitlements; minimum pay rates; modern awards; enterprise agreements; National
Employment Standards (NES); work flexibility; individual flexibility arrangements; protection of
discrimination; ending employment; right of entry; Fair Work Ombudsman Information and Fair
Work Commission.

6. Describe three methods that can be used to advertise a vacancy within an organisation.

1. Company newsletter: allows the HR to advertise the position in the newsletter (that could be
an informative newspaper) and give the employees the opportunity to see it and apply for the
position;

2. Job board: in a job board the employee can check general information about the company,
information related to the area of the company, and also about job openings. This may
stimulate the employee to apply for the positions;

3. Intranet: it is the private network of a company and may allow the HR to advertise job
vacancies for their employees.

7. Describe two forms of technology that can be used to advertise a position.

1. Digital advertising: is a job advertising the can be done in many platforms, such as LinkedIn
(that is a professional social media) or in a outsourced company website;
2. Mobile advertising: recent researches conclude that people are looking for jobs increasingly
in the mobile; this is why companies should focus on that media to advertise their vacancies.

8. Explain two interviewing techniques.

1. Individual interview: Normally is an interview conduct by the employer (HR professional)
during thirty minutes to one hour, where questions are made in order to know the candidate
better. In an interview is possible to see how the candidate behaves, understand what they
beliefs are, preview experiences and check if he/she is suitable for the vacancy;
2. Group interview: is a technique that allows the employer or employers to interview multiple
candidates at the same time. A group interview takes more time than an individual interview
(around two to four hours), but it can be stretched to more due to the number of candidates.
This type of interview is normally conducted in a conference room to stimulate a team project.

9. Explain three commonly used selection techniques.

> Telephone interviewing: the interviewer has the opportunity to check if the candidate is still
interested in the vacancy and can also check some information that were given in the resume;
> In-Person interview: is a more sophisticated process of the selection because the candidate
already passed by other phases of the selection. At this stage the interviewer may certificate
data that were collected in other moment and check its veracity;
> Skype interview: this technique can be applied in candidates that are not living in the current
city of the selection. It saves both candidate time and interviewer.

10. Explain the purpose and relevance of psychometric tests in recruitment and selection.
The psychometric testing can measure a number of attributes including intelligence, critical
reasoning, motivation and personality profile. According to my research some companies use
psychometric tests in recruitment and selection to make sure the candidate is the ideal for that
position and to secure he/she is the best fit for it. The psychometric test is used as a
component of a wider integrated evaluation strategy.

11. Explain the purpose and relevance of skills tests in recruitment and selection.
As well as the psychometric test, the skill tests in recruitment and selection improve
recruitment and selection results by assessing the candidates across a range of skills. The skills
may vary according to the position that the candidate is applying.

12. Explain why recruitment decisions should not be based on one selection method alone.

According to my research, recruitment decisions should not be based on one selection method
alone. It is necessary to combine two or more techniques in order to assess the candidate’s
range of skills, qualities, abilities and skills.
Assessment Task 2 – Project

1. Participate in a meeting to plan for recruitment. This assessment task requires you to
participate in a meeting with the Human Resources Manager (roleplayed by your assessor) to
discuss the requirements for a new position within the Human Resources Department at the
University of Green Hill. Your assessor will advise you of the date and time of the meeting.
Prior to the meeting, you should review the University’s Recruitment, Selection and
Induction Policy and Procedures to ensure that you understand the requirements for
recruiting staf. At the meeting, you will need to consult with the Human Resources Manager
about the University’s overall workforce strategy and the new human resources department
position requirements. You will need to take notes to refer to when you will develop the
position description following the meeting. During the meeting, you will need to
demonstrate efective communication techniques, including asking questions and confirming
information through active listening techniques. Before concluding the meeting, confirm the
timelines for the recruitment process.

Dear assessor, I believe I understood the criteria that were established in our meeting. Thank
you, Edinei.

2. Develop a position description. The next part of the assessment requires you to develop
the position description for the new role of Human Resources Advisor. Use the University’s
Position Description Template to guide your work. Follow the University’s recruitment and
selection policy and procedures that describe the procedure to be followed for developing
position descriptions. It should also take into account all relevant legislation, regulations,
standards and codes, as well as diversity goals.

Position Human Resources Position Number: Department: Human

Title: Advisor HR0012019 Resources Department
Reporting Reports to:
arrangemen HR Manager - Edinei
ts:

Position
Summary:  Advise managers on recruitment and selection strategies;
 Provide advice and assistance on policies, procedures, legislation
and enterprise agreements;
 Conduct job evaluations;
 Consulting on issues related to workplace relations and
performance management;
 Write job descriptions;
 Analyse CV’s;
 Conduct interviews;
 Help with grievance and disciplinary situations;
 Support the organisation and need of the employees, etc.
Key  Reviewing and updating job descriptions;
Responsibili  Researching and recommending performance evaluation methods
ties and (e.g. employee appraisal systems);
Outcomes  Designing and helping implement company policies.

Criteria  Proven work experience as an HR Advisor or in a similar role;

 Ability to design clear and fair company policies;
Essential  Problem-solving attitude;
skills and  Hands-on experience with HR systems;
knowledge  Knowledge of labour legislation;
Desirable  Excellent interpersonal and communication skills;
skills and  Problem-solving attitude;
knowledge

 Bachelor in Human Resources Management or Business

Administration;
 Master in HR or related is a plus

Approvals: Manager

Manager

Name: Edinei da Silva

Signature: Edinei da Silva

Date: 01/05/2019

3. Send an email to the Human Resources Manager (your assessor). The text of the email
should be in grammatically correct English, written in an appropriate (polite, business-like)
style. It should introduce and summarise the contents of the attachment, and seek approval
for the position description. Your email must: • Confirm the requirement for the
appointment as per the Manager’s advice and the University’s workforce strategy as per the
case study information; • Seeks approval to proceed with the recruitment for the position
based on the attached position description; • Confirm timelines for recruitment as discussed
at the meeting. Attach your position description to the email.

Dear assessor,
I am writing this email because I have some information to share related to the position
description for the new role of Human Resources Advisor. I have followed the University’s
recruitment and selection policy and procedures that describe the procedure to be followed
for developing position descriptions.

I am looking forward to have your feedback and discuss this as soon as possible. Please let me
know what suits you better in terms of place, date and time of the meeting. You can find me
via email or mobile. I am available all times.

King regards,

Edinei

4. Develop an advertisement. Assume that you have been given approval to proceed with the
position as set out in the position description that you developed. Following the University’s
policy on relevant legislation for EEO and anti-discrimination as indicated in the guidelines
for advertising in the Recruitment and Selection Policy, design an advertisement for an
externally advertised position, as well as an advertisement for an internally advertised
position. Ensure that the advertisement contains all the relevant information and that it is
designed to gain attention, generate interest, explain benefits, and target appropriate
candidates. In addition, research options for advertising for external candidates. Your
recommendations should be based on the Recruitment, Selection and Induction Policy
requirements, and you must provide the details of at least two possible sources. You should
provide a clear rationale for using these sources, as well as details of the costs associated.

Job ad – Human Resources Advisor

 Human Resources Advisor

 Sydney

 $61,000 salary

 Application closes on 08/05/2018

 Urgent manager Human Resources Advisor for University of Green Hill in Sydney

University of Green Hill is looking for a Human Resources Advisor in Australia.

University of Green Hill is a traditional university and it is located in Sydney. University of Green
Hill aims to provide quality service for its students. The University’s intention is to grow its
Human Resources personnel due to the high numbers of staff employed across the University
as a whole, and the University’s focus on having a highly skilled HR Department.
Requirements:

 Must be available to work Monday to Friday, from 8am to 5pm;

 Must have at least previous experience in the position, working in Universities will be
preferred.

 Should understand labour legislation; on policies, procedures, legislation and enterprise

agreements;

 Excellent customer service skills;

 Understanding recruitment and selection;

 HR Systems; (desirable)
 Bilingual skills is desirable (particularly Italian, Chinese or Portuguese)

Please email your confidential CV to edineidasilva@greenhill.com.au for further information.

5. Send an email to the Human Resources Manager (your assessor). The text of the email
should be in grammatically correct English, written in an appropriate (polite, business-like)
style. It should introduce and summarise the contents of the attachment and give your
recommendations for advertising options. Attach your job advertisement to the email.

Dear assessor,

I am writing this email because I have some information to share related to the position
advertising. Please note that I have followed the University’s policy on relevant legislation for
EEO and anti-discrimination as indicated in the guidelines.

I am looking forward to have your feedback and discuss this as soon as possible. Please let me
know what suits you better in terms of place, date and time of the meeting. You can find me
via email or mobile. I am available all times. The positions advertise are attached to this email.

King regards,

Edinei

6. Develop interview questions. The next part of the assessment requires you to develop at
least 10 interview questions that can be used at the interview to find out as much as you can
about the candidate in relation to the job role as follows:
• Ensure the questions obtain information that can be used to assess the applicant’s
suitability against the selection criteria and position description
• Use open, closed, situation and behavioural questions
• Ensure questions do not result in bias or discrimination

Interview questions

1. How did you hear about this job?

2. Why are you looking for a job?

3. We should we hire you?

4. Why do you want to work for this company?

5. How did you manage conflict with a customer in a past experience?

6. Where do you see yourself in five years?

7. What is your dream job?

8. What do you expect from your colleagues?

9. How do you deal with stress?

10. What are the things you like to achieve in 30 days working with us?

11. What are your salary expectations?

12. What would you like to achieve in 30 days working with us?

13. What are your strengths?

14. Have you ever work in Universities before? Y or N. If yes relate your experience.

15. When can you start working with us?

16. Do you think you are the right candidate for this position? Y or N. Explain

17. What do you think you need to improve in your skills to be employed as the new HR
advisor?

7. Send an email to the Human Resources Manager (your assessor). The text of the email
should be in grammatically correct English, written in an appropriate (polite, business-like)
style. Review the Recruitment, Selection and Induction Policy and identify who is required to
participate in the selection panel for the recruitment of this position and selection panel
participants and the steps that need to be taken to convene the panel. The email text should
introduce and summarise the contents of the attachment and seek their feedback. It should
give confirmation of the selection panel participants and the steps that need to be taken to
convene the panel. Attach your interview questions to the email.

Dear assessor,

I am writing this email because I have some information to share related to the panel for the
recruitment of the new candidate. We need to decide who is going to participate in the
selection panel and also draw the steps that are needed to be taken to convene the panel.
Please note that I have followed the University’s policy on relevant legislation for EEO and anti-
discrimination as indicated in the guidelines.

I am looking forward to have your feedback and discuss this as soon as possible. Please let me
know what suits you better in terms of place, date and time of the meeting. You can find me
via email or mobile. I am available all times. The panel participants list and also the steps to
convene the panel are attached to this email.

King regards,

Edinei

8. Assist in shortlisting candidates. You are required to review the candidate summaries to
determine and prepare a recommendation for the Human Resources Manager on which
candidates should be shortlisted for the position, based on the position requirements.
Develop a shortlist of candidates in accordance with the shortlisting guidelines in the
Recruitment and Selection Policy and Procedure and the position description.

Carol Tibbs: Carol has a Bachelor in Business from 2000. Carol worked as an HR Officer
between 1998 and 2002 but since then has been a stay at home Mum. Carol is now wishing to
return to the workforce;

Bob Falter: Bob has a Masters of Human Resources Management and has been a taxi driver for
the last 10 years. His application explains that he has been unable to get a job in HR, hence why
he has been driving taxis;

Anne Barnes: Anne is an Events Officer at the Australian Human Resources Institute. She has
been in this position for 10 years managing a range of human resources workshops and
conferences. She is keen to move into a HR focused role. She has a Bachelor of Business
specializing in Events Management;

Reita Faria: Reita is a HR Officer with a large bank. Reita has a Diploma of Human Resources
Management. She has recently managed the introduction of a new performance appraisal
system. Reita is a relatively recent migrant to Australia from Sudan.
Samiya Johns: Samiya has recently moved from Brisbane to Sydney and is seeking a new job
because of her change of location. Samiya was previously employed with the University of
Brisbane as a HR Officer. She was in the position for 2 years and only just recently resigned due
to the move to Sydney. Samiya has an Advanced Diploma of Human Resources Management.
Samiya came to Australia from India as a student and is now an Australian Citizen.

9. Send an email to the Human Resources Manager (your assessor). The text of the email
should be in grammatically correct English, written in an appropriate (polite, business-like)
style. It should advise which candidates you believe should be included in the short list and
your reasons for this.

Dear assessor,

I am writing this email because I have some information to share related to the candidates that
I believe should be included in the short list. The reasons I included each candidate I would like
to discuss with you in person. The names are following:

1. Carol Tibbs;
2. Bob Falter;
3. Anne Barnes;
4. Reita Faria;
5. Samiya Jones.

I am looking forward to have your feedback and discuss this as soon as possible. Please let me
know what suits you better in terms of place, date and time of the meeting. You can find me
via email or mobile. I am available all times.

King regards,

Edinei

10. Develop a letter to be emailed to each successful candidate. The letter should advise
them that they have been selected for interview. The letter should include details of the
date, time and venue (this will be your RTO address) for the interview, as well as who will
conduct the interview (you and the HR Manager). You should include the date and time
advised to you by your assessor for the interviews to be conducted. You may select which
candidate will be interviewed at either of the times given.

Email evidence one

Subject Line of Email Message: Associate Director Interview

Dear Reita,
Thank you for applying for the position of Human Resources advisor at Green Hill University.

We are pleased to invite you to participate in a panel interview.

The details are as follows:

Date: May 10
Time: 10 AM
Location: Green Hill University Library
15 Parramata Road, Parramata, Sydney

When you arrive, please ask at the front desk for Edinei da Silva, and they will escort you to our
conference room for your panel interview. We anticipate that the interview will last 45
minutes.

Please call 042 432 428 or email me to confirm your interview or to reschedule if necessary.

We look forward to meeting with you.

King Regards,

Edinei

Email evidence two

Subject Line of Email Message: Associate Director Interview

Dear Anne,

Thank you for applying for the position of Human Resources advisor at Green Hill University.

We are pleased to invite you to participate in a panel interview.

The details are as follows:

Date: May 10
Time: 10 AM
Location: Green Hill University Library
15 Parramata Road, Parramata, Sydney

When you arrive, please ask at the front desk for Edinei da Silva, and they will escort you to our
conference room for your panel interview. We anticipate that the interview will last 45
minutes.
Please call 042 432 428 or email me to confirm your interview or to reschedule if necessary.

We look forward to meeting with you.

King Regards,

Edinei

11. Send an email to the Human Resources Manager (your assessor). The text of the email
should be in grammatically correct English, written in an appropriate (polite, business-like)
style. It should advise what the interview schedule will be. Attach your successful candidate
letter to the email.

Dear assessor,

I am writing this email because I have some information to share related to the schedule of the
future interviews.

I am looking forward to have your feedback and discuss this as soon as possible. Please let me
know what suits you better in terms of place, date and time of the meeting. You can find me
via email or mobile. I am available all times. The schedule and the successful candidate letter
are attached to this email.

King regards,

Edinei

12. Participate in the interview. This assessment task requires you to participate in the
interview of the two selected candidates. At the commencement of the interview you will
need to:
• Introduce yourself
• Ask questions as per the identified and prepared interview questions.
• Ask further questions as required based on the candidate’s response.
• Listen carefully to the candidate’s responses and make notes
When you have asked each candidate all of your questions, farewell the candidate and thank
them for their interest in attending. During the interview, you will need to demonstrate
efective communication and interpersonal skills including:
• Speaking clearly and concisely
• Asking questions as required to identify required information
• Responding to questions
• Using active listening techniques to confirm or clarify information
• Non-verbal communication skills to show interest and encouragement, including smiling,
nodding, eye contact.

Dear assessor, please let me know when we can arrange this role play. Thank you, Edinei.

13. Assess candidates. After the interview, you will need to demonstrate your ability to
discuss your, and the Human Resources Manager’s, assessment of the candidates.
You should negotiate for your preferred candidate as follows:
• Discuss assessment of candidates with the HR Manager based on responses provided in the
interview and according to selection criteria;
• Identify and discuss preferred candidate and your reasons for this;
Your assessor will also ask you a question about biases and non-conformities with agreed
selection procedures that you will be required to answer choice.

Dear assessor, please let me know when we can arrange this role play. Thank you, Edinei.

14. Speak to referees by telephone. Obtain referee reports via telephone by participating in a
role play with your assessor playing the referee for the selected candidate. Before making
the telephone call, decide on at least 5 questions that confirm the candidate’s details and
their suitability for the position. You will need to demonstrate efective communication skills
by speaking clearly and concisely, asking questions and using active listening techniques.

Questions:

1. What are the abilities and skills you have that should be considered to this position?
2. Tell me about your previous past experience in Human Resources.
3. Have you have work in the educational field? If not tell me what do you expect from the
field.
4. What is the strongest ability you have?
5. Would you consider continuing your education?

16. Send an email to the CEO (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style. It should give your recommendation, referring to the position
recruited for. The email text should also introduce and summarise the contents of the
attachment. Attach your selection report to the email.

Dear assessor,

I am writing this email because I have some information to the selection report. The
attachment that I am sending you has my recommendation, referring to the position that we
are recruiting at the moment.
I am looking forward to have your feedback and discuss this as soon as possible. Please let me
know what suits you better in terms of place, date and time of the meeting. You can find me
via email or mobile. I am available all times. The selection report is attached to this email.

King regards,

Edinei

17. Send an email to unsuccessful candidates (your assessor). Develop and send an email to
unsuccessful candidates advising them that they have not been selected.

Subject: Human Resources Advisor Job

Dear Anne,

As I mentioned during our recent phone conversation, we have offered our Human Resources
Advisor position to a different candidate.

We also want you to know that we appreciate the time you invested in coming into our
company for an interview. The team is grateful for the opportunity to speak with you.

Best wishes as you continue your job search.

King regards,

Edinei
HR Manager for the Hiring Team

18. Send an email to an unsuccessful candidate (your assessor) in response to queries.

Respond in writing to the enquiry according to the Recruitment, Selection and Induction
Policy and Procedures.

Subject: Human Resources Advisor Job

Dear Bob,

As I mentioned during our recent phone conversation, we have offered our Human Resources
Advisor position to a different candidate.

We also want you to know that we appreciate the time you invested in coming into our
company for an interview. The team is grateful for the opportunity to speak with you.
Best wishes as you continue your job search.

King regards,

Edinei
HR Manager for the Hiring Team

19. Write a Letter of Ofer and Employment Contract for the successful candidate.
Use the Ofer and Employment Contract Template to guide your work. This should set out all
employment conditions and be sent to the successful candidate to secure their acceptance of
the position.

Private and Confidential

(Reita Faria – address: 195 Bondi Road)

Date: 22/05/2019

Re: Contract of Employment

Dear Reita Faria,

We are pleased to offer you the position of Human Resources Advisor with us here at Green
Hill University where we hope you will enjoy your role and make a significant contribution to
the success of the business.

Commencement Date
Your employment will commence on 28/05/2019.

Location
You will be based at head office – Green Hill University Parramata
Position
Human Resources Advisor - reporting to Human Resources Manager

The roles and responsibilities of this position will be described separately in an attached
Position Description.

Term
This is a permanent position

Probationary Period
A three-month Probationary Period will apply to this role. During this time, you will receive
advice, training and guidance to help you become familiar with, and competent in, performing
the work you have been appointed to do. The appointment is subject to the satisfactory
completion of the Probationary Period which itself is subject to termination during any stage,
by either party, upon (one week’s notice in writing), or by payment in lieu of notice.

Terms of Employment
Remuneration

Your salary is at a rate of $61,000.

Payment

Your salary will be paid weekly on a Thursday.

Superannuation

Superannuation payments will be made on your behalf in accordance with the Superannuation
Guarantee into a Superannuation fund of your choice. If you do not choose a fund, your
contributions will be placed into the default fund.

Salary Review
Your remuneration package will be reviewed annually on or about the anniversary of your
employment or in accordance with workplace laws.

Leave Entitlements
Annual Leave
You are entitled to 20 days’ (4 weeks’) annual leave per year of service (different accrual rates
apply to 24 hour/7 day operations shift workers – check your obligations if your business falls
into this category). Leave is accrued in accordance with the Fair Work Act 2009 and should be
taken within one year of falling due, on occasions negotiated with your manager.

Personal leave

You are entitled to 10 days paid personal/carer’s leave in accordance with the Fair Work Act
2009.

You are entitled to a period of two days’ unpaid carer’s leave per occasion in accordance with
the Fair Work Act 2009.

You are entitled to a period of two days paid compassionate leave per occasion in accordance
with the Fair Work Act 2009.

(Insert if employee is a casual) You are entitled to a period of two days unpaid carer’s or unpaid
compassionate leave per occasion in accordance with the Fair Work Act 2009.

Long Service Leave

You will be entitled to long service leave in line with the provisions of (insert award or
enterprise agreement title, or if there are no long service leave provisions in a relevant award
or enterprise agreement, the Long Service Leave Act 1992).

Parental Leave

You may be entitled to parental leave in line with the provisions of the Fair Work Act 2009.

Termination
The minimum period of notice required to be given to the employer by the employee is either:

 That prescribed by the relevant employment agreement or other contract of

employment.
 If no period of notice is prescribed as above, a period of notice equal to the employee’s
usual pay period.
 The University of Green Hill may terminate your employment by giving the following
period of notice (or payment in lieu) depending on service:
 Period of continuous service Notice period

Not more than 1 year 1 week

More than 1 year, but not more than 3 years 2 weeks

More than 3 years, but not more than 5 years 3 weeks

More than 5 years 4 weeks

If you are over 45 with more than two years’ continuous service, you will receive an additional
week’s notice (or payment in lieu).

The company may terminate your employment at any time without notice if:

 you are guilty of serious misconduct or

 you are in material breach of a provision of this contract, including confidentiality
undertakings.

Following the termination of your employment you will be required to return all company
property.

Hours of Work
The University of Green Hill’s general hours of business are between 8 am and 9pm. It is
expected that you will work an average of (38) hours per week during general business hours.

From time to time you will be required to work reasonable additional hours or after hours
when necessary to perform your duties. You will receive time in lieu for this work.

Privacy
You are required to observe and uphold all of the Company’s privacy policies and procedures as
implemented or varied from time to time.

Collection, storage, access to and dissemination of employee personal information will be in

accordance with privacy legislation.

Company Policy
The University of Green Hill has in place a number of company policies and procedures. You are
required to comply with company policy. A failure to comply with these policies may result in
disciplinary action being taken against you.
These policies are found on our Intranet. These policies do not form part of this contract of
employment.

Confidentiality of Information
During your employment, you may become aware of information relating to the business of
The University of Green Hill, including but not limited to client lists, trade secrets, and client
details and pricing structures.

Confidential information, including client lists, trade secrets, pricing structures and any and all
documents created by you in the course of your employment remain the sole property of The
University of Green Hill You shall not, either during or after your employment, without the
prior consent of The University of Green Hill, directly or indirectly divulge to any person or use
the confidential information for your own or another’s benefit.

Jurisdiction
This contract is made in the State of NSW.

Welcome and Acceptance

Reita Faria, we would like to take this opportunity to welcome you to the University of Green
Hill, and wish you a long and rewarding career with us.

Edinei da Silva – HR Manager

I, Reita Faria, accept the terms and conditions of this contract.

Signed: __________________________ Reita Faria_____________

Dated: __________________________22/05/2019____________

A copy is provided for your records.

20. Send an email to the successful applicant (your assessor). The text of the email should be
in grammatically correct English, written in an appropriate (polite, business-like) style. It
should congratulate them on being successful with their application and indicate that they
will be required to participate in an induction. Tell them the purpose of the induction, as well
as the date and time of the induction.

Subject: Human Resources Advisor Job

Dear Reita,

As I mentioned during our recent phone conversation, we have offered our Human Resources
Advisor position to you! It will be a pleasure to have you working with us. Please follow the
instructions that were attached to this email, so we can proceed with you hiring process.

We also want you to know that we appreciate the time you invested in coming into our
company for an interview. Do not hesitate to contact me in case you have doubts.

To finalise we would like to let you know that next week, on 28/05/2019, at 8:00, we will
conduct the induction session for the new employees. The induction is part of our hiring
process and your presence is compulsory. At the induction session we will clarify what is role in
our organisation and also pass our policies and procedures.

King regards,

Edinei
HR Manager for the Hiring Team

21. Send an email to the CEO and your work team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style. It should advise them of the new appointment including name of
the person and starting date (the starting date should be 4 weeks from the current date).

Subject: Human Resources Advisor commencement

Dear all,

As I mentioned during our recent phone conversation, we have offered our Human Resources
Advisor to Reita Faria! He has already brought all the documents related to the hiring process
and he has also participated in our induction session for new employees, held on 28/05/2019.
Therefore, I would like to announce that Reita Faria will start working in four weeks time from
the current date.

King regards,
Edinei
HR Manager for the Hiring Team

22. Send an email to the pay department (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style. It should indicate the date that the new employee is starting and
asking them to make the necessary arrangements with the new employee.

Subject: Human Resources Advisor commencement

Dear assessor,

As I mentioned during our recent phone conversation, we have offered our Human Resources
Advisor to Reita Faria! He has already brought all the documents related to the hiring process
and he has also participated in our induction session for new employees, held on 28/05/2019.
Therefore, I would like to announce that Reita Faria will start working in four weeks time from
the current date. Please make the necessary arrangement for his commencement.

King regards,
Edinei
HR Manager for the Hiring Team

23. Send an email to your Human Resources team (your assessor).

Inform them of the new employee’s starting date and when their induction can begin.
This email should ensure that the new employee’s induction has been organised before they
commence work.

Subject: Human Resources Advisor commencement

Dear HR,

As I mentioned during our recent conversation, we have offered our Human Resources Advisor
to Reita Faria! He has already brought all the documents related to the hiring process and he
has also participated in our induction session for new employees, held on 28/05/2019.
Therefore, I would like to announce that Reita Faria will start working in four weeks time from
the current date. Please make sure employee’s induction and other details are arranged before
his commencement.

King regards,
Edinei
HR Manager for the Hiring Team
References

http://asr.ipma-hr.org/2013/03/the-two-most-important-documents-for-your-recruitment-
process/ >> accessed [20/05/2019]

https://www.mjms.net/blog/human-resources/5-stages-human-resources-life-cycle-need-
improvement/ >> accessed [20/05/2019]

https://www.huffpost.com/entry/5-stages-of-the-human-res_b_6833296 >> accessed

[20/05/2019]

https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/fact-sheets/minimum-
workplace-entitlements/fair-work-information-statement >> accessed [20/05/2019]

https://www.skillsroad.com.au/employers/recruitment-advice/advertising >> accessed

[20/05/2019]

https://www.cio.com/article/3241898/4-ways-technology-has-changed-hiring-for-job-seekers-
and-recruiters.html >> accessed [20/05/2019]

https://www.indeed.com/career-advice/interviewing/how-to-succeed-at-a-group-interview >>
accessed [20/05/2019]