Management

Learner Assessment Tasks
BSBHRM405 Support the recruitment, selection and

induction of staff
BSBHRM405 Support the recruitment, selection and induction of staff
Table of Contents
Table of Contents 2
Assessment Information 3
Assessment Instructions 5
Assessment Task 1 Instructions 6
Assessment Task 1: Written Questions 6
Assessment Task 1 Checklist 9
Assessment Task 2: Recruitment project 12
Assessment Task 3: Interview and appointment project 21
BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Richmond School of Business. CRICOS Code: 03717E |RTO Code: 45432
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Assessment’s Information
The assessment tasks for BSBHRM405 Support the recruitment, selection and induction of staff are
included in this Student Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment Plan
Assessment Task Assessment Task Summary
1. Written questions Students must answer all questions correctly.
Students must complete a series of tasks associated with the

2. Recruitment project
recruitment of a Human Resources Advisor.
Students must participate in an interview role-play and

3. Interview and appointment project
complete relevant documentation.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for
clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment
Agreement. Fill it out, sign it, and hand it to your assessor, who will countersign it and then keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per your RTO’s
assessment appeals process.
You have the right to appeal the outcome of assessment decisions if they feel they have been dealt with
unfairly or have other appropriate grounds for an appeal.

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Naming electronic documents

It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
 Unit Code
 Assessment Task number
 Document title (if appropriate)
 Student name and Student Id number.
For example, BSBHRM405 -AT2- Interview Questions -Smith- RSB2018XXX
Additional Resources
You will be provided with the following resources you begin each Assessment Task.
Assessment Task 2
 Recruitment Selection and Induction Policy and Procedures
 Position Description Template
Assessment Task 3
 Selection Report Template
 Letter of Offer and Employment Contract Template

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Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet

This must be filled out, signed and submitted together with your assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each task’s submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this and submit
the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which will
be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not satisfactory, your
assessor will include written feedback in the Assessment Task Cover Sheet giving reasons why. Your
assessor will also discuss this verbally with you and provide advice on re-assessment opportunities as per
your RTO’s re-assessment policy.
Depending on the task, this may include

 resubmitting incorrect answers to questions (such as short answer questions and case studies)
 resubmitting part or all of a project, depending on how the error impacts on the total outcome of the
task
 redoing a role play after being provided with appropriate feedback about your performance
 being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily
completed the first time, after being provided with appropriate feedback.
Assessment Task Information

This gives you:
 a summary of the assessment task
 information on the resources to be used
 submission requirements
 re-submission opportunities if required
Assessment Task Instructions

These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your assessment
task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit identification
number, the task number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment. Read through this as part of your preparation
before beginning the assessment task. It will give you a good idea of what your assessor will be looking for
when marking your responses.

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Assessment Task 1: Instructions
Task summary
This is an open book test, to be completed in the classroom.
A time limit of 1 hour to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and upload your work in moodle.
Required
 Access to textbooks/other learning materials
 Computer and Microsoft Office
 Access to the internet
Timing
Your assessor will advise you of the due date of this assessment.
Submit
 Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task
satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have
satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you
written feedback along with guidance on what you must undertake to demonstrate satisfactory performance.
Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with
unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any
part of this task or if you have any learning issues or needs that may hinder you when attempting any part of
the assessment.

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Written answer question guidance

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

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Assessment Task 1 - Written Questions
Provide answers to all of the questions below:
1. Identify and list two types of documents that can be used for each of the following human
resources phases:
Recruitment-
 A list of all the candidates interviewed for a position
 The position description
 The reason for the decision to hire or not hire each applicant
Selection-.
 Qualification Certificate
 Experience certificate
 Last month Salary Slip
 Reliving certificate from previous Employer
Induction-
 Acronyms
 Casual pay schedule
 Casual academic centre
 Casual academic staff: a quick guide
 Ergonomic self-assessment checklist
2. Explain the concept of the Human Resources Life Cycle and the role of recruitment and
selection within the life cycle.
The employee life cycle is a concept in human resources management that describes the stages of an
employee's time with a particular company and the role the human resources department plays at each
stage. Some models of the employee life cycle have five stages, while others have six or more. It refers to
the stages of an employee’s time in a particular organisation and the shifting roles the Human Resources
function play in each of those stages.
Recruitment
Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover,
productivity, and growth. In order to succeed in the recruitment phase of the HR life cycle, your human
resources department needs to:
Create a strategic staffing plan that includes understanding positions that need to be filled, what will be
expected of an employee, a strategy for attracting the best of the best, and other hiring concerns.
Analyse compensation and benefits packages to see if they’re competitive enough to attract the top talent

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Develop an interviewing protocol, which may include written tests and multiple interview requirements, as
well as a focus on active listening.
Selection
In the recruitment life cycle, the actual selection stage begins once the recruiter determines the applicant
has the basic qualifications the company needs. The selection process consists of a number of activities
recruiters and hiring managers use to learn what candidates have to offer the company. Panel interviews,
behavioural and situational interview questions, auditions and portfolio reviews are all part of the selection
process. The last step in the selection phase is extending an employment offer or negotiating an
employment contract. The decision is final to hire the company's next employee.
3. Explain each of the 5 main stages of the Human Resource Life Cycle.
Step 1: Recruitment
Hire slow, fire fast. The old adage is true because selecting the right people for your firm is critical to growth.
Your HR department should have a strategic staffing plan, analyse compensation and benefits packages to
ensure you’re competitive, and developing a well-taught interviewing protocol.
Step 2: Education
A new employee should understand their role, the expectations, and the company philosophy from Day 1.
During this time it is important to communicate company values, train new hires fully, assign a co-worker as
a buddy and confidant, introduce the new employee to all staff members as well as the facility and its
attributes.
Step 3: Motivation
Turnover is highest in the first ninety days, which is often due to a lack of motivation. Keep new hires
engaged by offering reasons to stay motivated (carrot/stick), providing recognition for those who perform at
a high level, and appreciation their contributions both in public and private ways.
Step 4: Evaluation
Giving managers and employees specific metrics to hit is critical to an employee’s life cycle at a company.
Yearly evaluations are very important, serving as benchmarks to growth and satisfaction. Challenge
employees during this time and give constructive feedback if necessary. Offer professional training
opportunities during these conversations, where applicable, as well.
Step 5: Celebration
The best businesses find a way to call out employee achievements eagerly and often. Recognized your
employees for their hard work with corporate communications, added benefits or increased compensation. It
will go a long, long way toward your overall retention.
4. Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered
to when recruiting and selecting staff for a position. For each Act you identify, why the Act must
be adhered to when recruiting and selecting staff.
 Age Discrimination Act 2004

 Disability Discrimination Act 1992
 Racial Discrimination Act 1975
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.

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Access this Act to identify and then list the key information included in the Fair Work Information
Statement.
The Statement has information on:
 the National Employment Standards

 right to request flexible working arrangements
 modern awards
 making agreements under the Fair Work Act 2009
 individual flexibility arrangements
 freedom of association and workplace rights (general protections)
 termination of employment
 right of entry
 The role of the Fair Work Ombudsman and the Fair Work Commission.
6. Describe three methods that can be used to advertise a vacancy within an organisation.
Cell Phone & Mobile Advertising

A dominating force in digital advertising is through mobile devices such as cell phones, iPads, Kindles, and
other portable electronic devices with internet connectivity. Current trends in mobile advertising involve
major use of social media such as Twitter, Instagram, Snapchat, LinkedIn, and Facebook. Mobile
advertising is similar to online advertising and is increasingly gaining importance as a method of reaching
new customers.
Print Advertising
Once a huge driver of sales, print is taking a back seat to the many digital forms of advertising now available
to marketers. However, if there is one thing that's certain about advertising, it's that being different is good.
And when consumers tire of digital ads, a return to printed pieces and the tactile feeling and permanence
they provide is definitely in the cards. Typically, print can be split into three subcategories:
Periodical Advertising
If it's in a magazine, a newspaper, or anything else that comes out at regular intervals, then it's periodical
advertising (aka a print ad). For decades, print ads were the gold standard for advertisers and their clients.
To grab the centre spread of a big magazine or the back cover of a newspaper meant millions of people saw
the message.
Brochures, Leaflets, Flyers, Handouts, and Point-of-Sale Advertising
Although some of these media can be placed within the pages of newspapers and magazines, they are
treated as a separate entity, usually because they have less chance of being seen. From something that sits
on a counter or customer service desk to a glossy car brochure, small print media offer a more intimate and
long-form way of engaging the consumer. Use this approach when you have more information than you can
cram into a print ad.
Direct Mail Advertising
Either of the techniques mentioned above can be incorporated into direct mail. It simply means that your
printed pieces are mailed directly to the consumer. This is a technique that has been and continues to be,
abused by inferior marketing agencies that have turned the craft into junk mail. If it is creative and
intelligently conceived and executed, direct mail can be a fantastic way to engage the customer. Do not
count it out.
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Guerrilla Advertising
Also known as ambient media, guerrilla advertising (or marketing) has become prominent over the last 20
years. It is a broadly used term for anything unconventional and usually invites the consumer to participate
or interact with the piece in some way. Location is important, as is timing. The driving forces behind guerrilla
advertising or marketing are creative ideas and innovation, not a large budget. Quite often, you will ask for
forgiveness rather than permission with these campaigns, and they will spread via word of mouth and social
media.
Broadcast Advertising
A mass-market form of communication including television and radio, broadcast advertising has, until
recently, been the most dominant way to reach a large number of consumers. Broadcast advertising has
suffered from the popularity of DVRs and "ad-skipping" technology. However, it is still an effective way to
reach millions of people, especially when the Super Bowl comes around.
7. Describe two forms of technology that can be used to advertise a position.
Write an Effective Advertisement

To reach the most appropriate candidates for the job, write an ad that speaks to them clearly and directly.
Include the type and level of the job in the headline, such as senior accountant or junior copywriter.
Describe the job responsibilities in an appealing but clear way, starting with the most important duties. List
requirements such as education, experience, skills or certifications. If space permits, use bullets so that
readers don't miss important points. Give a brief description of your company and its successes. End with
clear directions on how to apply for the job, along with any materials to include such as a resume, work
samples or references.
Start With Your Local Newspaper

Local newspapers will find local candidates, with the advantages that they already know the area, have a
place to live and won't be distracted by having to assimilate their families, enrol children in school and find
their way around. Study the paper's ad format and write your ad in a size and look that will get attention. If
several newspapers serve your area, choose those that have advertisers similar to your type of company or
the job you need to fill.
Targeted Online Jobsites

Many online job websites exist where you can advertise your job, often for free. The downside, though, is
that you may receive thousands of resumes from applicants that aren't a great fit for the job. Nearly every
industry has one or more job websites targeted toward specific types of jobs, such as nursing or journalism.
The websites normally charge a fee to post a job, but it is a reasonable cost for reaching such a wide,
targeted audience in one step.
Social Networking Sites

Post job openings on social networking sites -- some showcase your company in a casual, friendly
atmosphere, while others target a professional audience. These sites are widely used by millions of people.
If your company has a blog -- even if you aren't the blog writer -- mention the opening there too. Ask a tech-
savvy colleague for help or contact the ad sales reps for the sites.
8. Explain two interviewing techniques.
1. Traditional interview
You’ve probably most familiar with the traditional job interview technique - you know, the one where you ask
your candidates about their skills and experiences in order to find out if they’re a good fit for your open job
position.
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Traditional interviews come in many shapes and sizes. For example, a traditional interview can be
structured, unstructured or semi-structured. It can also be a one-on-one interview, a panel interview or even
a group interview. A traditional interview can be conducted in the form of a phone screening interview, video
interview or a face to face interview.
2. Job simulation
Job simulation (sometimes also called job audition) is the most popular innovative interview technique. Job
simulations are becoming increasingly popular among employers because they help companies predict if a
candidate if a good fit for a role more accurately.
In a job simulation, a candidate is asked to complete a task they would actually do if they were hired. In
other words, when you use this interview technique, you don’t ask candidates to tell you about their about
their skills. Instead, you directly observe candidates’ skills and performance.
Besides for employer, job simulations are also beneficial for candidates, too. By taking part in a job
simulation, candidates get a real-life job preview, which helps them assess how much they really like to job.
Simply put, they can try out a job and see if it fits!
Besides giving your candidates a certain task, job simulations can take on a more elaborated form.
9. Explain three commonly used selection techniques.
Administering Skills Tests

Some jobs require specific skills. Skills test make sure your prospect has at least, a minimum level of skill
for any required task. This could be a typing test, a writing test or even a math test. For some businesses, it
could be a product assembly test.
Determine what is important to you and to the job, and then set minimum skill levels. This is a quick way to
weed out prospects who might list mastery of a specific skill on a resume but, in fact, he might not have truly
mastered that skill. Many tests can be administered online, at the convenience of the prospect, freeing up
your time to do other tasks
Using Personality Tests

Personality tests are also becoming popular ways to interview candidates to determine if the candidate has
the personality to succeed in a specific job. For example, a person who is not comfortable speaking with
strangers, might not do well in a sales position. A person who hates conflict at all costs, might need a lot of
work to develop tools to become an effective manager who can resolve conflict. There are many common
tests, most notably the Myers-Briggs Type Indicator Personality test.
Many job hunting sites offer subscriptions for employers to conduct various pre-interview tests such as skills
and personality tests.
Conducting a Panel Interview

Conducting a panel interview with the candidates you are most seriously considering can seem like
additional work. There is a lot of value to it, however. When one person asks a question, the other person is
better able to observe the prospect. Different people see different things, in terms of body language, tone or
answers that caught their attention.
When the candidate leaves, the panel can have an objective conversation about what they liked and didn't
like. If you are the type of manager who wants to see the best in everyone, you can sometimes hire people
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with the hope that they are able to do the job, when in fact, this might not be the case. A panel helps
eliminate this habit.
10. Explain the purpose and relevance of psychometric tests in recruitment and selection.
The word psychometric basically refers to the measurement of the mind. Unlike facets such as education,
skills, experience, appearance and punctuality, the behavioural traits and personality of a candidate can be
much more difficult to assess during an interview.
Some employers choose to use psychometric testing during their recruitment process to help give a better
overall evaluation of a candidate and hopefully secure the best fit for the role. There’s some debate over the
value of psychometric testing, but those who use it believe that it can give a more objective overview of a
candidate’s character, strengths, weaknesses and working style. Typically, a psychometric test will never be
used in isolation, but as one component of a wider, integrated evaluation strategy.
For employers, psychometric testing could help to gauge the future performance of a candidate and
hopefully improve employee retention by making successful hiring decisions.
Psychometric testing can measure a number of attributes including intelligence, critical reasoning,
motivation and personality profile. An interview process can be fairly subjective and although employers will
normally assess skills and experience fairly accurately, much can still be left to gut instinct regarding aligned
values.
A psychometric test aims to provide measurable, objective data that can provide a better all-round view of a
candidate’s suitability. It could be argued that psychometric testing offers some ‘scientific’ credibility and
objectivity to the process of recruiting. It perhaps provides a more fair and accurate way of assessing a
candidate, as all applicants will be given a standardised test.
Traditionally, these tests have taken the form of pen and paper, multiple choice questionnaires, but
increasingly they’re moving into a digital realm. This means they can be quick and easy to integrate into any
stage of the recruitment process.
Some organisations often favour psychometric testing as a way of screening (and subsequently eliminating)
large amounts of candidates at the start of a recruitment drive. In this case, psychometric testing could help
to drastically reduce the hiring manager’s workload, as it helps to swiftly identify a smaller pool of suitable
applicants who have the potential to perform well in the later stages of the interview process.
11. Explain the purpose and relevance of skills tests in recruitment and selection.
Skill assessment tests are tests designed to help employers evaluate the knowledge and the skills of their
job candidates, as well as their current employees.
Using a skill assessment test helps companies to ensure that their job candidates, as well as their current
employees, have the required skills to successfully perform their jobs.
Importance of skill assessment tests

Skills assessments tests have been around for decades. While companies were initially slow to adopt the
use of skill assessment test, they have become a rising recruitment trend in recent years. Skill assessments
test are often used by employers to evaluate job candidates skills and knowledge.

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Skill assessment test used to test job candidates’ skills and knowledge are sometimes also called pre-
employment, pre-hiring or candidate assessment tests.
Asking job candidates to take a skill assessment test is a common step in the recruitment process which
helps employers choose and hire the best candidates.
There are many advantages of using skill assessment tests along with the traditional selection methods
such as reviewing resumes and conducting job interviews.
Here are the key reasons why employer uses skill assessment tests to evaluate job candidates:
Reason #1: To test candidates’ claims
Skill assessment test help employers check the truthfulness of candidates’ resumes.
By applying skill assessments test, employers can verify is their candidates really possess the skills they
claim to have.
Reason #2: Determine a job fit

Applying a skill assessment test is one of the best ways to determine whether a candidate is a good match
for your job position you are looking to fill.
Skill assessments tests can provide relevant information on a job candidate's ability to perform well in the
job.
Reason #3: Determine a cultural fit

By using skill assessment test employers can determine candidates’ cultural fit more effectively.
Your candidates can have the best technical skills, but if they don’t have the necessary communication skills
to fit in your existing team, they are sure to fail and probably even leave your company!
Reason#4: Skills assessment tests help employers check if their perfect candidates are really a great fit for
the job and the company culture as they claim to be.
As a result, making a bad hire is much less common among employers who use skill assessment tests.
Reason #5: To handle high volume hiring

Skill assessment test are especially useful for handling high volume hiring. When you have a large number
of applicants, using a skill assessment test as a pre-screening method can help you differentiate the top
candidates early in the hiring process.
As a result, you can avoid wasting a ton of time interviewing unqualified candidates
12. Explain why recruitment decisions should not be based on one selection method alone.
It Ensures Transparency in the Hiring Process

A recruitment and selection policy ensures that all the procedures related to hiring and selection are
performed transparently, and all the members involved (the hiring manager, HR, etc.) are following the
recruitment process with having complete confidence over the end-result. Moreover, being transparent also
means that candidates are always informed about the status of their application and informed if they are
awarded a job.
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It Paves the Way for Merit-Based Hires

An effective recruitment and selection policy ensures that the overall recruitment process is being conducted
in a fair and legitimate manner. It makes sure that discriminatory behaviour is avoided at any stage of the
overall recruitment process – a candidate should never be discriminated on the basis of his gender, race,
age, religion, or nationality. A fair and authentic policy allows a candidate to take legal action if they feel
they’re being discriminated against any factor. Moreover, every job application should be should be treated
in a confidential manner.
It Provides Consistency
A recruitment and selection process that is not consistent gives inconsistent results. Thus, consistency is
another reason for having an effective recruitment and selection policy. Organizations should make sure not
to set different selection criteria for each candidate as it will then not be possible to determine the
effectiveness of each individual. To achieve consistency, a standardized process should be followed.
Instead, it will be more beneficial if organizations apply pre-determined criteria at all stages of the
recruitment process as it will eliminate the risks of bias and discrimination. Also, companies should conduct
reference checks prior to making any appointment with the candidate and should be performed in a
consistent manner.
It Lends Credibility to an Organization

Another reason for having a set recruitment and selection policy is to show that an organization is credible
enough for applying. Today, there are several job vacancies that are not genuine and many candidates get
trapped into the hands of fake companies. Hence, for gaining reliability, a company should follow specific
application procedures that will make the candidates feel confident for the position they are applying.

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Assessment Task 1 Checklist
Student’s name:
Satisfactory
Did the student provide a sufficient and
performance Comments
clear answer that addresses the
suggested answer for the following? Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Task Outcome: Satisfactory  Not Satisfactory 
Assessor signature
Assessor name
Date

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Assessment Task 2 Instructions
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:
 Meeting with the Human Resources Manager to discuss the position requirements
 Developing a position description.
 Developing a job advertisement.
 Developing questions for an interview.
 Assisting in shortlisting candidates
 Preparing a schedule for interviews.
This task will be completed in the simulated work environment at your RTO.
Required Resources.
 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 http://www.alrc.gov.au/publications/grey-areas%E2%80%94age-barriers-work-
commonwealth-laws-dp-78/2-recruitment-and-employment-law
o https://www.essa.org.au/Public/Professional_Standards/ESSA_Code_of_Professiona
l_Conduct___Ethical_Practice.aspx
 Recruitment, Selection and Induction Policy and procedures
 Position Description Template
 HR Advisor Position Requirements
 Information on developing position descriptions and samples:
http://www.business.vic.gov.au/hiring-and-managing-staff/staff-recruitment/job-description-and-
advertisement-template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Email requesting approval to proceed, with position description attached.
 Email with completed job advertisement attached
 Email with interview questions attached
 Email giving recommended candidates for shortlisting
 Email giving the interview schedule, with letters to shortlisted candidates attached
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all
of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete
further assessment to demonstrate competence.

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unfairly or have other appropriate grounds for an appeal.
the assessment.

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Assessment Task 2: Recruitment project
Read the following:
You are a Human Resources Officer at the University of Green Hill. 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.
Complete the following tasks.
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 staff.
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 effective communication techniques, including
asking questions and confirming information through active listening techniques.
Before concluding the meeting, confirm the timelines for the recruitment process.
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 from the HR Advisor Position Requirements. This will also
include developing selection criteria for the position.
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 Overview
1. Experience Minimum experience of 5 year in HR
department
2. Qualification Bachelor degree and master in business

management/ accounting
Knowledge of MS Office
3. Knowledge and skill Excellent communication skills

Page 19
4. Personal attributes experience in the HR management

Page 20
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.
E-Mail
7th December 2019
HR manager,
Subject: Aapproval to proceed with the recruitment for the position based
on the attached position description.
I urge to say by the medium of this e mail I want to take your acclaim for
the recruitment human resource representative in the university of
Greenhill. The position description is installed in this e-mail. Within the file
we've connected the information regarding the location policies and the
duties of personnel inside the college are referred surely.
I’m hoping that you could deliver positive reaction for this email. Please
you may join me every time without any hesitation. Eagerly looking for
your reply.
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
Page 21
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.
Save this document as Job Advertisement.

It should introduce and summarise the contents of the attachment and give your
recommendations for advertising options.
Attach your job advertisement to the email.

Page 22
E-mail
7th december,2019
Respected human resource manager,
Subject: Use of advertisement for new developed tools for the position of HR advisor.
Via this email I want to Take the permission for commercial for HR advertising representative of college of
Greenhill.
I’ve connected the commercial in this e mail this is needed to your permission.
The commercial tool which I connected on this e electronic mail may be very attractive And moreover
related to the roles and duty of the candidates of the location of Human useful resource representative.
I’m hoping that you could deliver an advantageous response for this. You can talk to me every time.
Respond quickly.

Page 23
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
 Can you tell me a little about yourself?

 How did you hear about the position?
 What do you know about the company?
 Why do you want this job?
 Why should we hire you?
 What are your greatest professional strengths?
 What do you consider to be your weaknesses?

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.

Page 24
10th December, 2019
Respected HR manager,
Thru this e mail I need to make a permission of you for the means of recruitment and choice
Panel for the employment function of Human aid adviser for college of green Hill. the proposed
duty of the panel member is regarded as follows :
obligations of panel participants
It’s far an obligation and duty of panel manner participants that they must select and recruit the
applicants which can be most deserving. Right regulations and procedures ought to be adopted
by using the use of the panel.
Selection of panel chair- the panel there should be correctly and efficaciously controlled.
Panel members - all panel participants have to participate in the interview.
Head of branch- Deserving candidate must be selected by means of the department head.
I’m attaching this in the e-mail in your permission. I am eagerly anticipating your response.
Following placement of the advertisement, a number of candidates have applied.

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.

Page 25
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.
7th December 2019
HR manager,
Subject : Selected candidate
After a long discussion with the management and with anonymous decision,
Reita Faria has been appointed as human resource consultant. The reason
for this advice is as follows:
She is highly qualified in business management.
She has experience for 10 years.
Her profile speaks of his achievements.
She is very responsible person dedicated to his work.
I am hoping that you will provide high quality reaction for these rely. Kindly
deliver me your response as early as viable.

Page 26

It should advise which candidates you believe should be included in the short list and your
reasons for this.
7th December 2019
Dear HR manager,
Reita Faria has been appointed as human resource consultant. The reason for this
advice is as follows:
She is highly qualified in business management.
She has experience for 10 years.
Her profile speaks of his achievements.
She is very responsible person dedicated to his work.
Kindly deliver me your response as early as viable.
Regards

Page 27
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 in Assessment Task 3. You may select which candidate will be interviewed at either
of the times given.
Save this document as Interview Invitation Letter.
Miss Reita Faria

20 park steet
Sydney
Australia.
Dear Reita Faria
We are glad to inform you that you have been Appointed as the human resource
consultant in our university.
We would further like to know your personal details and information from your
previous working place. We have scheduled your meeting with the management on
17th December 2019 to have contract signing. For further details you can call us at
+61234578.
I would like to invite you for this short assessment at our university venue.
Sincerely
Human Resource Manager
University of Greenhill

It should advise what the interview schedule will be.
Attach your interview invitation letter to the email.

Page 28
7th December, 2019
Dear HR manager,
We’ve select Miss Reita Faria as the new HR consultant. An interview with the
management has been arranged on 17th December At our university meeting room. On
this e mail I need to invite you and supply an attachment of this invitation. The time of
interview is ready on 10:00 a.m.

Page 29
Student’s name:
Completed
successfully
Did the student: Comments
Yes No
Participate in a meeting with the Human Resources

Manager and discuss:
 Workforce strategy
 The requirements for the position
 Procedures for developing position descriptions
 Timing of recruitment process?
Prepare a detailed position description in the required

template that reflects the requirements discussed at
the meeting and University Recruitment, selection and
Induction policy and procedure including:
 Selection criteria consistent with the job
specifications?
 Distinguishing between essential and desirable
criteria?
 Identifying whether formal qualifications are
essential to the performance of the job?
 Ensuring length of experience, age required, etc.
are essential and justifiable, for performance of
the job and not set arbitrarily or based on
stereotypes?
 Ensuring there are no unnecessarily restrictive
English language qualifications on jobs that do
not require them?
 Is specific e.g. where the term ‘communications
skills’ are used, refers to talking on the phone to
customers, writing reports for management,
instructing technical operators, inter-cultural skills
or teamwork?
 Identifying how criteria will be assessed?
 Referring to Enterprise Agreement that will govern
working conditions?

Page 30
Obtain approval for the position through confirming

all of the following:
 The requirement for the appointment as per the
Manager’s advice and the University’s workforce
strategy?
 Approval to proceed with the recruitment for the
position based on the supplied position
description?
 Timelines for recruitment as discussed at the
meeting?
Develop advertisement for publication according to

position requirements and requirements as set out in
the institution’s policy?
Identify and recommend at least two appropriate

advertising channels or technology for advertising the
job role?
Prepare appropriate interview questions including:

 Ensuring the questions obtain information that
can be used to assess the applicant’s suitability
against the selection criteria and position
description?
 Using open, closed, situation and behavioural
questions?
 Ensuring questions do not result in bias or
discrimination?
Advise on selection panel?
Shortlist suitable candidates and provide a rationale

for selection?
Schedule interviews and advise the HR Manager in

writing of the details?
Develop letter advising candidates of interview,

including date, time and location?
Assessor signature
Assessor name
Date

Page 31
Assessment Task 3 Instructions
Task summary
For this assessment task, you are required to participate in an interview roleplay, as well as complete
required documentation for submission. You will need use information from Assessment Task 2 to help you
complete this assessment. Your assessor will observe you conducting the interview and will assess your
performance.
After the interview, you will also need to participate in a roleplay to obtain a referee’s report. So, prior to the
interview, you will need to prepare at least five questions that you could ask a referee about a candidate.
You will also need to make arrangement for the appointment and induction of the candidate.
This task will be completed in the simulated work environment at your RTO.
Required Resources
 Access to the internet for research
 Access to fellow students to role play candidates
 Access to your assessor to role play the Human Resources Manager and referee
 Space to conduct an interview
 Table, chairs and pens and paper
 Selection Report Template
 Telephone for referee interviews
 Letter of Offer and Employment Contract Template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Email with selection report attached
 Email to unsuccessful candidates
 Email to an unsuccessful in response to queries
 Email to the successful applicant
 Email to the CEO and the work team
 Email to the pay department
 Email with the timing of the new employee’s induction.
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all
of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete
further assessment to demonstrate competence.

Page 32
unfairly, or have other appropriate grounds for an appeal.
the assessment.

Page 33
Assessment Task 3: Interview and appointment project
Carefully read the following:
Two candidates have been selected for interview. You have been asked by the Human Resources Manager
to participate in the interviews and ask the questions that you created in Assessment Task 2.
Your assessor will roleplay the Human Resources Manager and will also arrange for two students to
roleplay the shortlisted candidates. These will be the two 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. The Human
Resources Manager will close the interview
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:
 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 effective 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.
I Reita Faria and I are very keen to join the department of human resource
consultancy.
Interview questions
 Can you tell me a little about yourself?

 How did you hear about the position?
 What do you know about the company?
 Why do you want this job?
 Why should we hire you?

Page 34
 What are your greatest professional strengths?

 What do you consider to be your weaknesses?
 Do you prefer working with others or alone?
 How do you get along with different types of people?
 Would your boss describe you as a go-getter?
 Why did you choose this particular career path or what led to your chosen
profession?
2. 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.
Reita and I love every for the imaginative and prescient of Human resource adviser.
It’s a long way higher that they'll each perform with us. On the time of interview they
each are very confident and giving an outstanding has an impact on at the panel
individuals. They’ve every have pinnacle walking experience on this assignment.
3. Speak to referees by telephone.

Obtain referee reports via telephone by participating in a roleplay 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 effective communication skills by speaking clearly and concisely,
asking questions and using active listening techniques.

Page 35
1. Have to I ask your complete person details?

2. Kindly tell me your mail address?
3. Ought to you tell me your contact number and email address?
4. Now you may turn out to be part of our university. Your salary is $9000. Is it
appropriate sufficient to you?
5. When you will start your work?
4. Prepare a selection report

Following the completion of the referee checks, complete the Selection Report Template
Selection panel
Human resource Manager Green Hills University
Advertisement criteria
Print advertisement
Online advertisement
Recruitment, selection and Appointments standard procedure
There are 50 applications for the position job of HR advisor at University Greenhill.
Selection Process
Advertisement
Interview
Final selection
Shortlisted applicants
Ashley Adams
Ted Lawson
Brandon
Yam Moto
Selected Candidate
Reita Faria
Recommendation
In the last we have recommended the name of any for the job specification of HR
advisor at Greenhill University. We find her very competent and highly skillful.
5. Send an email to the CEO (your assessor).

Page 36
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 Mr. Sunny
Through this e-mail I need to inform you that Miss Reita Faria has been appointed as
new HR consultant in our prestigious college. She had been working as HR advisor
for past 10 years. She is good looking lady. Her previous track shows that she is very
responsible person who love to work. She has conducted 2 international conferences
of HR management.
She is the deserving candidate for this position.
I have full assured on his information. You can freely contact me in case on any
doubt.
Regards,
6. Send an email to unsuccessful candidates (your assessor).

Develop and send an email to unsuccessful candidates advising them that they have not been
selected.
Shortly after you send the emails to the unsuccessful candidates, you receive the following 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? I would also like to know who got the role and their
details to help me understand why I did not get this role.
Kind Regards,
Bob Falter

Page 37
December 7, 2019
10 dream park
Melbourne
Dear Bob,
We are sorry that we are not selecting you for the interview because there is some omit illustration
to your utility which is not in step with our activity. We truly recognize your efforts which you need to
serve in our business enterprise thank you for this. Please attempt later in destiny for the job
qualification. I wish exceptional of success.
Sincerely,
Human resource manager
7. 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.
Dear
I need to make you big thanks for giving us respond. You need to understand which you
are call is shortlisted for the interview however many individuals observation that you
are not a meriting candidate so I need to make an apology from you. You recognize that
there may be one venture for the HR adviser and i can offer you with the chance
subsequent time inside the future.
Regards
8. Write a Letter of Offer and Employment Contract for the successful candidate.
Use the Offer 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.
Page 38
Miss Reita Faria

20 park streer
Sydeny
Australia.
Dear Reita,
You’re pleased to inform you that our prestigious college Greenhill appointed you for the Human
resource consultant. You are experienced and skilled sufficient for our activity specification.
We’ve got already discussed that you’re becoming a member in December 2019. You will be
given $100000 per year. Medical perks and plenty of other perks and gain plans are given to you.
there may be additionally provision for the insurance and Dental remedy. The cab facility and
telephone facility is likewise given to you for this activity.
If you want to sign up for this process provide then you could signal the second one reproduction
and return the only reproduction to me as early as feasible.
In case on any doubt you can call me.

With regards,
9. Send an email to the successful applicant (your assessor)

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.
The email text should also introduce and summarise the attachment.
Attach your letter of offer to the email.
Miss Reita Faria

20 park street
Sydney
Australia.
Dear Reita,
Closing month we've got interviewed you inside the enterprise of college Greenhill.
You’re happy to inform that we've got were given appointed you for the challenge
opportunity. Actually choices can be very tough because there's numerous motives for
this activity what we've were given decided on you.
I will like to fulfill you once more for the similarly abilities which you have for the method
and for the department. We need to be anticipated you here for to ask for a quick

Page 39
evaluation. Kindly provide us your reply.
Sincerely,
HR manager
10. Send an email to the CEO and your work team (your assessor).
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).
Respected CEO,
Myself Reita at the behalf of an assembly I need to tell something about the workforce
selection on the inexperienced hill university.
I would request to call for an assembly on 17th December on which date I cannot
present inside the agency for meeting due to some private reasons. You may invite me
within the month of November at any time and at any date of your choice.
Regards,
Steve
Human resource consultant
11. Send an email to the pay department (your assessor).

It should indicate the date that the new employee is starting and asking them to make the
necessary arrangements with the new employee.

Page 40
Respected sir,
Via this email I want to phrase you that there may be a new appointment and
her name is Reita. I want to make you be aware that you may ask her bank
details. The university is paying her $100000 per year. She may be taking the
charge in the month of November.
Regards,
12. 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.
Dear human resource team,
I am very pleased to announce that Miss Reita has been appointed as new HR consultant.
Steve will be a part of the new HR department from 17/12/ 2019. She is very qualified
person and had been working from past 10 years on the same post. She is a professional
individual. I am hoping that he can take our enterprise on new heights.
Please provide him a hearty welcome whilst he joined our university.
Thanking you,
Regards,
Student’s name:

Page 41
Completed
successfully Comments
Did the student: Yes No
Participate in an interview process for each

candidate selected for interview?
Use clear and concise language during the

interview?
Ask questions based on prepared interview

questions, and ask questions to elicit further
information required?
Listen carefully to information provided and make

notes?
Ask further questions based on the candidate’s

response, and as required?
Demonstrate active listening techniques?
Conduct the interview professionally,

demonstrating interest and engagement in body
language?
Discuss assessment of candidates in relation to

responses provided at interview and selection
criteria?
At the meeting with the Human Resources

Manager following the interviews, identify and
discuss preferred candidate with HR Manager and
clear reasons for this choice?
At the meeting with the Human Resources

Manager, demonstrate effective communication
skills?
Consult referees for referee reports?
Prepare a selection report according to

organisational requirements?
Advise unsuccessful candidates of the interview

outcome?

Page 42
Provide feedback to unsuccessful candidate

queries in accordance with organizational
processes?
Develop an employment contract in the required

template in order to gain the selected candidate’s
acceptance of the offer?
Advise other staff of the appointment of the

successful candidate, including their start date?
Organise administration arrangements for the new

staff member, including induction?
Assessor signature
Assessor name
Date

Page 43

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What are the three assessment tasks?

What are the three assessment tasks?

What information is provided for each assessment task?

What information is provided for each assessment task?

Learner Assessment Tasks

BSBHRM405 Support the recruitment, selection and

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

1. Written questions Students must answer all questions correctly.

Students must complete a series of tasks associated with the

Students must participate in an interview role-play and

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Naming electronic documents

For example, BSBHRM405 -AT2- Interview Questions -Smith- RSB2018XXX

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Each assessment task in this booklet consists of the following:

Assessment Task Cover Sheet

Depending on the task, this may include

Assessment Task Information

Assessment Task Instructions

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Assessment Task 1: Instructions

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Written answer question guidance

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Assessment Task 1 - Written Questions

Provide answers to all of the questions below:

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

 Age Discrimination Act 2004

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

The Statement has information on:

 the National Employment Standards

Cell Phone & Mobile Advertising

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

Write an Effective Advertisement

Start With Your Local Newspaper

Targeted Online Jobsites

Social Networking Sites

8. Explain two interviewing techniques.

9. Explain three commonly used selection techniques.

Administering Skills Tests

Using Personality Tests

Conducting a Panel Interview

Importance of skill assessment tests

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Reason #1: To test candidates’ claims

Reason #2: Determine a job fit

Reason #3: Determine a cultural fit

Reason #5: To handle high volume hiring

It Ensures Transparency in the Hiring Process

It Paves the Way for Merit-Based Hires

It Lends Credibility to an Organization

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Assessment Task 1 Checklist

Task Outcome: Satisfactory  Not Satisfactory 

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Assessment Task 2 Instructions

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

BSBHRM405_Learner Assessment Task V3.0 (27june2019)