Unit of competency Outline
Date retreived
22/07/2026 11:01 AM AWST
22/07/2026 11:01 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Recruit, select and induct staff
Recruit, select and induct staff
Unit of competency
National Code
BSBHRM402A
BSBHRM402A
State Code
D0732
D0732
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/10/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/10/2014
Nominal Hours
45
Description
This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Determine job descriptions
- 1.1. Clarify time lines and requirement for appointment
- 1.2. Assist with preparation of job descriptions which accurately reflect the role requirements in accordance with organisational procedures and legislation, codes and national standards and occupational health and safety (OHS) considerations
- 1.3. Consult with relevant personnel about job descriptions
- 1.4. Ensure that job descriptions do not contravene legislative requirements
- 1.5. Obtain approvals to advertise position
2. Plan for selection
- 2.1. Advertise vacancies for staffing requirements in accordance with organisational policies and procedures
- 2.2. Consult with relevant personnel to convene selection panel and to develop interview questions
- 2.3. Short list applicants
- 2.4. Ensure that interview questions do not breach legislative requirements
- 2.5. Schedule interviews and advise relevant personnel of times, dates and venues
3. Assess and select applicants
- 3.1. Participate in interview process and assess candidates against agreed selection criteria
- 3.2. Discuss assessment with other selection panel members
- 3.3. Correct any biases or deviations from agreed procedures and negotiate for preferred candidate
- 3.4. Contact referees for referee reports
- 3.5. Prepare selection report and make recommendations to senior personnel for appointment
- 3.6. Advise unsuccessful candidates of outcomes and respond to any queries
- 3.7. Complete all necessary documentation in accordance with organisational procedures
- 3.8. Secure agreement of preferred candidate
4. Appoint and induct successful candidate
- 4.1. Provide successful candidate with employment contract and other documentation
- 4.2. Advise managers and staff of starting date and make necessary administrative arrangements for pay and employee record keeping
- 4.3. Advise manager and work team of new appointment
- 4.4. Arrange induction in accordance with organisational policy
attributes
competencies required by staff
job or person specifications
job title and purpose of position
necessary skills and knowledge
qualifications
selection criteria
tasks or duties associated with the position
award and enterprise agreements, and relevant industrial instruments
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to OHS and environmental issues, equal opportunity, industrial relations and anti-discrimination
establishment and maintenance of OHS training, records, induction processes
performance against OHS legislation and organisation's OHS system, especially policies, procedures and work instructions
electronic or print
internal or external
outsourcing
permanent, temporary, full-time, part-time or casual
competencies required by staff
job or person specifications
job title and purpose of position
necessary skills and knowledge
qualifications
selection criteria
tasks or duties associated with the position
award and enterprise agreements, and relevant industrial instruments
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to OHS and environmental issues, equal opportunity, industrial relations and anti-discrimination
establishment and maintenance of OHS training, records, induction processes
performance against OHS legislation and organisation's OHS system, especially policies, procedures and work instructions
electronic or print
internal or external
outsourcing
permanent, temporary, full-time, part-time or casual
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
demonstrated ability to work with job descriptions to source and select suitable staff
interviewing and other selection techniques that demonstrate awareness off equal opportunity and anti-discrimination requirements
knowledge of the human resource life cycle.
Context of and specific resources for assessment
Assessment must ensure:
access to an appropriate range of documentation and resources normally used in the workplace.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
assessment of written reports on recruitment and selection
demonstration of selection techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of interviewing techniques
review of advertisements for staffing vacancies
review of documentation provided to successful candidate
oral or written questioning to assess knowledge of selection processes.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Certificate IV in Human Resources.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
demonstrated ability to work with job descriptions to source and select suitable staff
interviewing and other selection techniques that demonstrate awareness off equal opportunity and anti-discrimination requirements
knowledge of the human resource life cycle.
Context of and specific resources for assessment
Assessment must ensure:
access to an appropriate range of documentation and resources normally used in the workplace.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
assessment of written reports on recruitment and selection
demonstration of selection techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of interviewing techniques
review of advertisements for staffing vacancies
review of documentation provided to successful candidate
oral or written questioning to assess knowledge of selection processes.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Certificate IV in Human Resources.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C3564 | BSBHR402A | Recruit and select personnel | Unit of competency |
| C3720 | BSBMGT506A | Recruit, select and induct staff | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| WF981 | BSBHRM405A | Support the recruitment, selection and induction of staff | Unit of competency |