Assessment Tasks

BSBHRM405

Support the recruitment, selection and induction of staff

Assessment plan

The following outlines the requirements of your final assessment for BSBHRM405 Support the recruitment,
selection and induction of staff. You are required to complete all tasks to demonstrate competency in this unit.

This unit is assessed through the following:

Assessment Requirements Assessment Overview Due date

1. Written questions
Students must answer written questions.

2. Recruitment project
Students must complete a series of
tasks associated with the recruitment of
a Human Resources Advisor.

3. Interview and appointment project Students must participate in an interview

role-play and complete relevant
documentation.

All assessments will ensure that the principles of assessment and rules of evidence are adhered to. The
principles of assessment are that assessment must be valid, fair, reliable and consistent. The rules of evidence
state that evidence must be sufficient, valid, current and authentic.

If reassessment is required, you will be given the chance to resubmit the assessment task. You will have up to
three opportunities to resubmit each assessment task. If, after the third attempt, the assessment is still not
satisfactory your trainer/assessor will make alternative arrangements for assessment.

BSBHRM405 Support the recruitment, selection and induction of staff v1.1 March 2017
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ASSESSMENT COVER SHEET
This form is to be completed by the assessor and used as q final record of student competency.
All student submissions including any associated checklists (outlined below) are to be attached to this cover sheet before
placing on the students file.
Student results are not to be entered onto the Student Database unless all relevant paperwork is completed and attached
to this form.

Student Name:

Student ID No:

Final Completion Date:

BSBHRM405 - Support the recruitment, selection and induction of

Unit Code:
staff
Result
Please attach the following documentation to this form S = Satisfactory
NS = Not Satisfactory
NA = Not Assessed

Assessment 1 Written activities S | NS | NA

Assessment 2 Project S | NS | NA

Assessment 3 Project S | NS | NA

Final Assessment Result for this unit C / NYC

Student Feedback: _____________________________________________________________________

_______________________________________________________________________________________

Assessor Declaration: I declare that I have conducted a fair, valid,

Student Declaration: I declare that I have been assessed in this unit,
reliable and flexible assessment with this student, and I have provided
and I have been advised of my result. I also am aware of my appeal rights.
appropriate feedback
Name: ____________________________ Name: ____________________________
Signature: ____________________________ Signature: ____________________________
Date: ____/_____/_____ Date: ____/_____/_____

Administrative use only

Entered onto Student Management Database ________________

Date Initials

BSBHRM405 Support the recruitment, selection and induction of staff v1.1 March 2017
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 Assessment Task 1: Written Questions

Task summary

This is an open book test. Students need to answer all of the written questions correctly.
Answers should be provided on a separate sheet of paper with the assessment task number clearly
indicated. Answers must be word-processed and sent to the assessor via email.

What do students need to complete this assessment?

Access to textbooks/other learning Computer and Microsoft Office
materials Access to the internet

What do students have to submit?

Answers to all questions (typed).

Instructions to students
Provide answers to all of the questions below:

1. Discuss the concept of the Human Resources Life Cycle.

1. Outline the 5 main stages of the Human Resource Life Cycle?

2. Outline three items you would need to identify about a position if undertaking a job analysis?

3. Explain the purpose of a person specification?

4. Identify at least three Commonwealth anti-discrimination laws that should be considered when advertising
for a position.

5. Explain the objectives of the Racial Discrimination Act 1975.

6. Read the following interview questions and indicate whether it is behavioural (B) or situational (S)

a. Tell me about a time when you had too many things to do and you were required to prioritize your
tasks
b. Can you provide some examples of instances when you've discovered errors in your work or
someone else's?
c. If you know your boss is 100% wrong about something, how would you handle this?
d. Describe how you would handle the situation if you met resistance when introducing a new idea or
policy to a team or work group.

7. List three interview questions that could be considered discriminatory?

8. Outline five methods that can be used to advertise a position?

9. When constructing a job advertisement, what type of information should be included? List at least five
points.

10. Discuss at least three effective interviewing techniques. You should discuss each technique in at least 2
3 sentences.
11. Discuss three of the most commonly used selection techniques.

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

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 Assessment Task 2: Recruitment project

Task summary

For this assessment, you are required to complete a series of tasks associated with the recruitment of a
Human Resources Advisor for the University of Green Hill. This will include:
Participating in a meeting with the Human Resources Manager to discuss the position requirements

Developing a position description. Assisting in shortlisting candidates

Developing a job advertisement. Preparing a schedule for interviews.
Developing questions for an interview.

What do students need to complete this assessment?

Computer and Microsoft Office

Access to the internet for research and for information on legislation, regulations, codes and standards
relating to the recruitment and selection of staff as at:
o https://www.fairwork.gov.au/
o https://goo.gl/zHaojY
o https://goo.gl/awvQN5
Recruitment, Selection and Induction Policy University of Green Hill
Position description template
Information on developing position descriptions and samples:
o https://goo.gl/Bdd1vn

What do students have to submit?

Completed position description and email requesting approval to proceed with the position.
Job advertisement
Recommended interview questions
Details of recommended candidates for shortlisting
Letters to candidates inviting them to interview

Instructions to students

Read the following:

You are a Human Resources Officer at the University of Green Hill. The Human Resources Manager has been
discussing with you the Universitys intention to grow its Human Resources personnel due to the high numbers
of staff employed across the University as a whole and the Universitys focus on having a highly skilled HR
Department.

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Complete the following tasks.

1. Participate in a meeting to plan for recruitment

Meet with the Human Resources Manager to discuss the requirements for a new position at the University
of Green Hill;
Review the Universitys recruitment, selection and induction policy and procedure to ensure you
understand the requirements for recruiting staff.
At the meeting your assessor will provide you with information about the position requirements and you will
need to take notes to refer to when you develop your position description.
During the meeting you will need to ask questions and confirm information
You will need to ensure that you confirm the timelines for appointment.

2. Develop a position description

Develop the position description for the new role of Human Resources Advisor using the Universitys
position description template and following the Universitys recruitment and selection policy and procedure
that describes the procedure to be followed for developing position descriptions and that takes into account
all relevant legislation, regulations, standards and codes.

When you have completed your position description, you are required to obtain approval for the position
description. You will need to send an email to the Human Resources Manager to:
o Seeks approval to proceed with the recruitment for the position based on the supplied position
description
o Confirm timelines for recruitment as discussed at the meeting.

3. Develop an advertisement

Follow organisational Recruitment and Selection Policy and design an advertisement for the externally
advertised position, as well as an advertisement for an internally advertised position. Design it to gain
attention, generate interest, explain benefits, and target appropriate candidates.

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, as well as details of the costs associated.

Submit your advertisement and your recommendations for advertising options via email to the Human
Resources Manager (your assessor).

4. 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:

o Ensure the questions obtain information that can be used to assess the applicants suitability
against the selection criteria and position description
o Use open, closed, situation and behavioural questions
o Ensure questions do not result in bias or discrimination

When you have completed the interview questions, send them in an email to your assessor who will
assess them according to whether they meet the criteria above.

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5. Select candidates

The final part of this assessment requires you to review the candidate summaries below and make an
decide which candidates should be shortlisted for the position based on the requirements.

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 Human Resources.

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.

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.

Develop a shortlist of candidates in accordance with the shortlisting guidelines in the Recruitment and
Selection Policy and Procedure and the position description.

When you have completed the shortlist, send an email to your assessor in the role of the Human
Resources Manager indicating which candidates you believe should be included in the short list and your
reasons for this, as well as the letters you have developed for approval.

In addition, develop a letter to be emailed to each successful candidate to advise that they have been
selected for interview, including details:
date,
time
venue (this will be the College address) for the interview,
who will conduct the interview (you and the HR Manager)

Note you should include the date and time advised to you by your assessor for the interviews to be
conducted in Assessment Task 3. You may select which candidate will be interviewed at either of the times
given.

Send a final email to your assessor advising of the interview schedule.

Assessment Task 3: Interview and appointment project

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Task summary
For this assessment, you are required to participate in an interview role-play, as well as complete required
documentation for submission. The interviews will be conducted at the times and dates established in
Assessment Task 2.

After the interview you will also need to participate in a role-play to do with obtaining a referees report so prior
to the interview, you will need to prepare at least five questions that you could ask a referee about a candidate.

What do students need to complete this assessment?

o Access to the internet for research o Role play the Human Resources Manager
o Role play candidates and referee
o Selection report template

Submit

o Letter to Selection report o Letter of offer

o Letters advising unsuccessful o Internal emails as indicated in the list
candidates of outcomes of activities to be completed

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 Instructions to students

Carefully read the following:

Assume that two candidates have been selected for interview and that you have been asked by your
HR Manager to participate in the interview and ask the interview questions that you created in Assessment
Task 2.
Your assessor will role-play the Human Resources Manager and will also arrange for three students to
role-play the short-listed candidates. These will be the three candidates that you shortlisted for assessment
task 2. Your assessor will assist candidates to prepare for the interview.
Your assessor will welcome the candidate, introduce themselves and you, as well as provide a brief
overview of the company.
It will be then your role to ask the questions you have prepared.

1. 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:
o Introduce yourself
o Ask questions as per the identified and prepared interview questions.
o Ask further questions as required based on the candidates response.
o Listen carefully to the candidates responses and make notes

During the interview, you will need to demonstrate effective communication and interpersonal skills
including:

o Speaking clearly and concisely

o Asking questions as required to identify required information
o Responding to questions
o Using active listening techniques to confirm or clarify information
o Non-verbal communication skills to show interest and encouragement, including smiling,
nodding, eye contact.
After the interview you will need to demonstrate your ability to discuss yours and the Human Resources
Managers assessment of the candidates as follows:
o Discuss assessment of candidates with the HR Manager based on responses provided in the
interview and according to selection criteria.
o Identify and discuss preferred candidate and reasons for this.

2. Obtain referee reports

The next part of this assessment requires you to obtain referee reports via telephone by participating in a role-
play with your assessor playing the referee for the selected candidate. You will call your assessor
over the phone at the agreed time and ask the assessor at least 5 questions that confirm the candidates
details and their suitability for the position.

Demonstrate effective communication skills by speaking clearly and concisely, asking questions and using
active listening techniques.

Following the completion of the referee checks you will then be required to complete the selection
report template provided by your assessor and send it via email to the CEO (your assessor) referring
to the position recruited and attaching the selection report.

3. Develop and respond to rejection letters

 This part of the assessment requires you to develop and respond to rejection letters as follows:

Develop and send letters to unsuccessful candidates advising them that they have not been
selected. Send these letters to your assessor
Next respond in writing to the following enquiry according to the Recruitment, Selection and
Induction Policy. Send your response to your assessor via email.

Dear Human Resources Officer

I was very disappointed not to have been selected for the position of Human Resources Advisor and do not
understand why, as I believe I have all of the required skills and knowledge.
Can you explain why I did not get the position?
Kind Regards, X

4. Induct successful candidate

Conduct a range of activities to induct the successful candidate as follows. You will need to develop all the
listed correspondence and then send your work to your assessor via email.

Develop and submit via email to your assessor:

a. A Contract of employment that sets out all employment conditions sent to the successful
candidate so as to secure their acceptance of the position.

b. An email to the CEO and your work team advising them of the new appointment including
name of the person and starting date (you can make these details up).

c. An email to the pay department (your assessor) indicating the date that the new employee is
starting and asking them to make the necessary arrangements with the new employee.

d. An email to the new employee (your assessor) indicating that they will be required to
participate in an induction, the purpose of the induction, as well as the date and time of the
induction.