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Student Assessment Tasks

BSBHRM525 Manage recruitment and onboarding
Table of Contents
Introduction ............................................................................................................................................................ 3
Assessment Task 1: Knowledge questions ...................................................................................................... 4
Assessment Task 1: Checklist ............................................................................................................................. 7
Assessment Task 2: Project ................................................................................................................................ 8
Activities .................................................................................................................................................................. 9
Assessment Task 2: Checklist ........................................................................................................................... 15
Final results record.............................................................................................................................................. 17

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Introduction
The assessment tasks for BSBHRM525 Manage recruitment and onboarding are outlined in the
assessment plan below. These tasks have been designed to help you demonstrate the skills and
knowledge that you have learnt during your course.
Please ensure that you read the instructions provided with these tasks carefully. You should also
follow the advice provided in the RSB Student User Guide. The Student User Guide provides
important information for you relating to completing assessment successfully.

Assessment for this unit

BSBHRM525 Manage recruitment and onboarding describes the performance outcomes, skills and
knowledge required to manage all aspects of recruitment and onboarding processes according to
organisational policies and procedures.
For you to be assessed as competent, you must successfully complete two assessment tasks:
● Assessment Task 1: Knowledge questions – You must answer all questions correctly.
● Assessment Task 2: Project – You must work through a range of activities and complete a
project portfolio.

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Assessment Task 1: Knowledge questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired
during the learning phase of this unit. Ensure that you:
● review the advice to students regarding answering knowledge questions in the RSB Student User
Guide
● comply with the due date for assessment which your assessor will provide
● adhere with your RSB's submission guidelines
● answer all questions completely and correctly
● submit work, which is original and, where necessary, properly referenced
● submit a completed cover sheet with your work
● avoid sharing your answers with other students.

i Assessment information
Information about how you should complete this assessment can be found in
Appendix A of the RSB Student User Guide. Refer to the appendix for information on:
● where this task should be completed
● the maximum time allowed for completing this assessment task
● whether or not this task is open-book.
Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix C of the Student User Guide. However, if your RSB
has provided you with an assessment cover sheet, please ensure that you use that.

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Questions
Provide answers to all of the questions below:
1. Complete the table below with common recruitment and selection methods. You must identify
and explain at least 3 methods in your answer. The first row has been completed as an example
for you to follow.
Method Description
Referrals Referrals are received from other people such as business
associates

2. List some of the key features of recruitment, selection and onboarding policies and procedures.

3. Complete the table below with a description of the relevant legislation, regulation standards and
codes of practice that may affect recruitment and onboarding. The first row has been
completed as an example for you to follow.
Legislation/Standard/Co Description
de
Fair Work Promotes a healthy workplace for employees, contractors and
employees alike

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Legislation/Standard/Co Description
de

4. Explain the key features of psychometric and skills testing programs for recruitment. In your
answer:
● Describe the reason for using these tests.
● Explain what they can achieve in the recruitment and selection process.

5. Explain the following key components of a contract of employment.

Component Description
Probation period This outlines the company probation period

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Assessment Task 1: Checklist
Student’s name:
Did the student provide a Completed
sufficient and clear answer successfully? Comments
that addresses the Yes No
suggested answer for the
following?
Question 1
Question 2
Question 3
Question 4
Question 5
Task outcome: ◻ Satisfactory ◻ Not satisfactory
Assessor signature:
Assessor name:
Date:

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Assessment Task 2: Project
Information for students
In this task, you are required to demonstrate your skills and knowledge by working through a
number of activities and completing and submitting a project portfolio.
You will need access to:
● a suitable place to complete activities that replicates a business environment including a meeting
space and computer and internet access
● your learning resources and other information for reference
● Project Portfolio template.
● Simulation Pack (if you need a case study).

Ensure that you:

● review the advice to students regarding responding to written tasks in the RSB Student User
Guide
● comply with the due date for assessment which your assessor will provide
● adhere with your RSB's submission guidelines
● answer all questions completely and correctly
● submit work, which is original and, where necessary, properly referenced
● submit a completed cover sheet with your work
● avoid sharing your answers with other students.

i Assessment information
Information about how you should complete this assessment can be found in
Appendix A of the RSB Student User Guide. Refer to the appendix for information on:
● where this task should be completed
● how your assessment should be submitted.
Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix B of the Student User Guide. However, if your RSB
has provided you with an assessment cover sheet, please ensure that you use that.

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Activities
Complete the following activities:
1. Carefully read the following:
This project requires you to review and manage all aspects of the recruitment and
onboarding process for two different individuals. As such, you must use the case
study provided. As part of the assessment, you will be required to:
● Conduct a review of existing recruitment and onboarding processes and
update these
● Manage recruitment processes
● Manage onboarding processes
● Collect feedback on processes and update as required
You will be collecting evidence for this unit in a Project Portfolio. The steps you
need to take are outlined below.

2. Preparation
Make sure you are familiar with the case study organisation you are basing this
assessment on and have read through the necessary background information. For
the case study business, this is all of the documents included in the Simulation
Pack.
Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.

3. Planning
Complete Section 1 of your Project Portfolio, In this section you will conduct a
review of organisational needs, conduct research and plan your policy updates and
documentation required.
Make sure you have answered all questions in Section 1. Submit to your assessor
for review.

4. Develop and update documentation.

Once Section 1 of your project Portfolio has been completed and approved by
your assessor you are required to:
● update the existing Recruitment, Selection and Induction Policy and
Procedures based on your findings outlined in Section 1 of your Project
Portfolio
● develop a position description template that will support your policy and
procedures. Use the Fair Work Australia Position Description to guide your
work: https://www.fairwork.gov.au/ArticleDocuments/766/Job-description-
template.docx.aspx As a guide, this document should be about one page and
must include a position description form/template that can be used by
managers to develop their own position descriptions.
As a minimum, it should include the following headings:
o Job title
o Location
o Reporting responsibilities (who is the manager/supervisor)
o Main duties/responsibilities
o Skills and experience
o Performance goals
The position description form should also provide brief notes under each heading
to guide managers in completing the form.
● Develop guidelines for conducting effective interviews that could be used to
assist managers in conducting interviews with potential employees. As a
minimum, the interview guidelines should include:
o Developing interview questions

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 o Note-taking during interviews
o Getting the best out of candidates
As a guide, this document should be about one page.
● Develop an email to your manager (assessor) to obtain support for the
documentation and approval to roll it out to managers.
Make sure you have answered all questions in Section 2 and developed and
attached all relevant attachments. Submit to your assessor for review.

5. Conduct an information and training session

The Principal Consultant has asked you to present the new recruitment, selection
and induction policy and procedures and supporting forms and documents to
management. You are to conduct an information and training session with your
colleagues.
The focus will be on seeking support for the documents and providing information
and training. It will also be an opportunity to get feedback on the forms and
documents that you have developed.
You will then use the feedback from your colleagues to update the documents,
As part of this step, you are also required to answer the questions in section 3 of
your project portfolio and submit your updated documents as attachments in this
section.
i This meeting should take approximately 20 minutes but no more than 30 minutes.
and be attended by three staff members (your assessor role-playing a Senior
Consultant and two students role-playing another Senior Consultant and the
Client Relations Manager).
At the information and training session you will need to:
● Carefully explain the importance of the new Recruitment, Selection and
Induction policy in relation to the way the organisation manages its industrial
relations.
● Carefully explain the new Recruitment, Selection and Induction policy and
procedures you have developed.
● Carefully explain the position description template and interview guidelines
you have developed.
● Discuss any changes that need to be made to the documents.
● Discuss the immediate and future recruitment needs of the business
● Instruct the Client Relations Manager to create a PD for the Accounts
Manager position after the meeting and ask them to send it to you before the
end of the week.
Prior to the information and training session you should source a job description
as an example job description to input into the position description template. Use
Seek or any other source to identify an example. The focus is on providing
training to staff, rather than the job description itself.
Staff members present at the session will ask you questions and provide feedback
on the policy and procedures and supporting documents you have developed. You
will need to incorporate this into the final versions, so you will need to take
notes.
You are to demonstrate effective communication skills including:
● Speaking clearly and concisely
● Using non-verbal communication to assist with understanding
● Asking open questions to identify required information
● Responding to questions as required
● Using active listening techniques to confirm understanding
Your assessor will advise you of the place, date and time that you will deliver your
information and training session.

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 After the meeting, make adjustments to your document based on the feedback
provided and attach these to your portfolio in Section 3.

6. Manage recruitment activities

The Client Relations Manager has emailed you the newly created PD for the
Accounts Officer role:
Job Title: Accounts Officer
Job Type: Part time job share – 5-day fortnight
Salary: 60,000 pro-rata
Location: Sydney
Supervisor or Manager: Clients Relations Manager
Main Duties and Responsibilities:
● Daily Bank and Credit Card Reconciliations
● End to end Accounts Payable & Receivable
● Debt Collection
● Assisting in Cashflow Monitoring and Budgeting
● Responding to client queries, via telephone and email correspondence
● General reports to manager
Qualifications:
● Certificate IV or Diploma in Business Admin or Accounting degree
Experience:
● 2-5 years’ previous experience in a similar role/industry
Skills:
● Intermediate to advanced Microsoft Office skills (Word, Excel, PowerPoint and
Outlook)
● Excellent verbal and written communication
● Organised and able to meet deadlines
Performance goals;
● Complete administration tasks on time
● Deal with clients, suppliers and other employees professionally at all times
● Ensure office is clean and presentable at all times
It’s now time to start the formal recruitment process for the Accounts Officer
role which will include recruiting two candidates as part of the job share
arrangement.
Complete the following activities:
● Review the Accounts Officer position description above to decide if it meets
requirements (work into your portfolio in Section 3)
● Develop an advertisement for the position in line with the organisational and
legislative requirements as specified in the Recruitment, Selection and
Induction policy and procedures that you developed. Include the
remuneration amount (include as an attachment in your portfolio).
● Research two specialist recruitment agencies that would be able to help fill
the vacant position in your organisation if it were necessary (work into your
portfolio in Section 3)
● Develop a template for telephone screening for the role (work into your
portfolio in Section 3)
● Develop a script for contacting short-listed candidates to arrange an
interview (work into your portfolio in Section 3).
As part of this step, you are also required to answer the questions in section 3 of
your project portfolio and develop and submit the relevant attachments as
indicated.
Make sure you have answered all questions in Section 3 and developed and
attached all relevant attachments. You will not submit it at this stage but continue
on to the next activity.

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7. Manage selection process
The Human Resources department has now received some applications for the
position of Accounts Officer, and you need to manage the selection process to
ensure that the selection procedures are followed.
● Develop an email to the line manager to indicate that applications have been
received and that the files are available for them to review. In your email, you
should use the opportunity to remind the line manager of the selection
process and. You should provide a brief overview of the selection procedures
in your own words as set out in the information above.
● Assume the interviews have now taken place. Review the applicant
information in the Simulation Pack from the selection panel. You need to
review the Selection Report produced by the selection panel following the
interview for the position of Accounts Officer and decide whether to
endorse or not endorse their selection of the preferred candidates for the
role of the Accounts Officer. When you have read the Selection Report and
the Selection Approval procedure, make a decision as to whether you should
endorse the selection panel’s decision or not. Copy the report over to a new
Word document and complete as the HR Manger to endorse their decision.
Attach this document to your portfolio.
Roleplay contacting shortlisted candidates to arrange an interview.
You are required to complete the role-plays at the time and date advised by your
assessor.
During the roleplays, you will need to demonstrate effective communication skills,
including speaking clearly and concisely, responding to questions and active
listening.
The roleplays will be conducted over the phone with your assessor playing the
roles of the two successful candidates. You can do these one after the other but
they must be two separate phone calls.
Develop a letter of offer for the selected candidate.
Use the Letter of Offer Guidelines in the Simulation Pack to guide your work.
This letter will be for the new appointment, so it has to advise of salary and terms
and conditions of appointment.
Include the basic employment terms and conditions as per the National
Employment Standards. You will need to research these standards in order to
input the information.
You will also need to explain the purpose of the employee contract to the new
employee.
You will be assessed as to whether your letter of offer includes all the relevant
information based on the position description given.
Develop a standard letter of offer for the two selected candidates for the
Accounts Officer job share role.
Develop a standard letter to be sent out to all unsuccessful candidates.
Make sure you have answered all questions in Section 3 and developed and
attached all relevant attachments. Submit to your assessor for review.

8. Manage onboarding
It is two weeks later and Maggie and James, will be commencing their employment
the following week.
Assume that you have decided to implement an induction checklist to be used by
all staff as part of the induction process to ensure that the induction process is
comprehensive and systematic.

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 When you have finished developing the checklist, you are required to provide
training to the Client Relations Manager on the use of the checklist, as he will be
inducting the new employees the following week.
Develop an induction checklist
Research and develop an induction checklist that could be used to support the
induction process for new staff members.
The induction checklist should be between one and two pages long.

Your checklist should cover the following:

● Explanation of purpose of new induction checklist.
● Overview of the induction process as per the Recruitment, Selection and
Induction policy and procedure
● Outline of each of the checklist items and clearly explain requirements.
● Duration (how long it should take to fill the checklist out).
It should also include brief guidance to managers about completing the checklist.
Attach to your portfolio.
Train the Client Relations Manager in the use of the induction checklist at a short
meeting.
The Client Relations Manager will soon provide Maggie and James’ induction, so
explain the use of the induction checklist to them (your assessor) first.
During this short meeting (about 15 minutes), you are to provide an overview of
the induction process you previously developed as set out in the Recruitment,
Selection and Induction policy and procedure. You should also indicate that you
are able to provide ongoing support regarding the induction process and at least
one way in which you will provide this.
You should bring a printed copy of your induction checklist to the meeting to
provide to the Principal Consultant, as well as a copy for yourself.
During the meeting, you are required to demonstrate effective communication
skills including:
● Speaking clearly and concisely
● Using non-verbal communication to assist with understanding
● Asking open questions to identify required information
● Responding to questions as required
● Using active listening techniques to confirm understanding
It is a month later, and you meet with the Client Relations Manager to discuss the
performance of the new Accounts Officers, Maggie and James, as they are both on
a 3-month probation period.
The line manager indicates that while he is happy with Maggie’s performance
overall, she doesn’t seem to be as productive and motivated as he would like. He
explains that she sometimes seems to be waiting for direction instead of getting
on with things. He would like you to meet with her to discuss this. There are no
issues with James and the Client Relations Manager has had a performance review
discussion with him and indicated his satisfaction with James’ performance during
the probationary period.
Develop a suitable script for your roleplay meeting with Maggie (your assessor),
including the purpose of the meeting, probationary terms and feedback to be
provided.
You will be using the meeting as an opportunity to gain feedback on the induction
process so as to determine whether the process is meeting the required objective
of ensuring all employees understand their job role and responsibilities.
Ensure that your script allows for Maggie to provide feedback.
Work into your Portfolio in Section 4.
Your assessor will advise you of the date and time of the meeting.

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 Meet with your assessor, roleplaying Maggie, to discuss her performance using the
script that you have developed.
During the meeting, you are required to demonstrate effective communication
skills including:
● Speaking clearly and concisely
● Using non-verbal communication to assist with understanding
● Asking open questions to identify required information
● Responding to questions as required
● Using active listening techniques to confirm understanding
You will need to demonstrate appropriate non-verbal communication skills to
show that you are open to Maggie’s views, as well as being empathetic.
Given Maggie’s feedback on the induction process, assume that you have also
decided to review the induction process and seek feedback from managers on the
extent to which the induction process is meeting its objectives. So, the objective
of the email is to obtain feedback from managers on the induction process.
The text of the email should be in grammatically correct English, written in an
appropriate (polite, business-like) style. Attach this to Section 4 of your portfolio.
Develop recommendations for improving the induction process in your Portfolio
Section 4. Refer to your portfolio for additional guidance.
Use the outcomes of the meeting with Maggie, as well as the Induction Process
Feedback in the Simulation Pack to develop recommendations for improving the
induction process.
Update the company’s Recruitment, Selection and Induction policy and
procedures based on your recommendations developed in the previous step.
Attach to Section 4 of your portfolio.
You have received a report from human resources (Induction Data Report in the
simulation pack) that gives information on inductions that have been conducted,
and that you want to check that they have been conducted according to the
required timeframe, which is within one week of the employee’s commencement
of employment and then a further follow up induction within one month of the
employee’s induction.
Review the Induction Data Report and the Recruitment, Selection and Induction
Policy and Procedures to identify whether the induction processes are being
completed as required. Draft an email to the responsible staff member. Refer to
your portfolio in Section 4 for more details and work into your portfolio.
Make sure you have answered all questions in Section 4 and developed and
attached all relevant attachments. Submit to your assessor for review.

9. Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all
questions, provided enough detail as indicated and proofread for spelling and
grammar as necessary. Remember to submit all necessary attachments as
indicated.

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Assessment Task 2: Checklist
Student’s name:
Completed
successfully? Comments
Did the student: Yes No
Manage the recruitment and onboarding
process for two different individuals?
Update recruitment and onboarding
policies and procedures by:
● Identifying existing policies and
procedures in organisation
● Assessing the various options for
technology
● Updating existing policies and
procedures
● Obtaining support from relevant
stakeholders
● Creating necessary forms and
documents
● Communicating and providing
training
Manage Recruitment by: -
● Determining future human
resource requirements
● Ensure current position
descriptions are used
● Ensure advertising complies with
legislation and organisational
policies
● Consult with and use specialists
where necessary
● Ensure selection procedures are
according to legislation and
organisational policies
● Ensure job offers and contracts of
employment are prepared and
provided promptly
Manage Onboarding process by:
● Providing training and support to
relevant stakeholders
● Ensuring onboarding processes are
followed:
● Overseeing management of
probationary employees
● Collects feedback from key
stakeholders and new employees
● Updates onboarding policies and
procedures
During all meetings, demonstrate
effective communication skills:
● Speaking clearly and concisely

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 ● Using non-verbal communication to
assist with understanding
● Asking open questions to identify
required information
● Responding to questions as
required
● Using active listening techniques to
confirm understanding
Task outcome: ◻ Satisfactory ◻ Not satisfactory
Assessor signature:
Assessor name:
Date:

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Final results record
Student name:
Assessor name:
Date

Final assessment results

Result
Satisfacto Unsatisfactor Did not
Task Type ry y submit
Assessment Task 1 Knowledge questions S U DNS
Assessment Task 2 Project Portfolio S U DNS
Overall unit results C NYC

Feedback

◻ My performance in this unit has been discussed and explained to me.

◻ I would like to appeal this assessment decision.

Student signature: Date:

◻ I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.

Assessor signature: Date:

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