Elements and Performance Criteria

RANGE STATEMENT
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below.

Recruitment needs may be:
permanent
temporary
full-time
part-time
casual and contract
volunteer
project-related, e.g. for an event.


Organisation recruitment policies may relate to:
approval processes for additional recruitment
approval processes for advertised salaries
required profile of potential employees, e.g. trainees and fully skilled
use of government-subsidised traineeships
nature and content of job advertisements
nature and content of communications with applicants
use of different media in the recruitment process
participants in interview panels
timing and nature of induction programs
role of different personnel within the recruitment and induction process.


Advertisements may be:
internal and external
direct to the public
via a recruitment agency
on the internet.


Appropriate format:
may include:
face-to-face
telephone
letter
email
fax
may suit a particular special need, such as providing a document in large print.


Selection processes may include:
face-to-face or remote interviews
exchange of written information
liaison with referees
police checks
internal administrative processes.


Special needs in organising and conducting an interview may include:
access, such as parking
establishing need for and using interpreters
establishing need for and using assistive technology
using special interview techniques, such as looking directly at a person who lip-reads
using visual information and diagrams instead of written material.


Records of the selection process may include:
administrative documents relating to the organisational process
records of interview
panel comments
interview schedules
interviewer details.


Information in induction programs may include:
organisation vision, goals and objectives
current organisational focus or initiatives
organisational charts
procedural information
workplace health and safety information
conditions of employment
contact details for various departments or colleagues
employee benefits
superannuation information.

EVIDENCE GUIDE
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
knowledge and understanding of recruitment and induction processes and procedures used within the tourism and hospitality industry
ability to administer the total recruitment and induction process
ability to develop job specifications and selection criteria for recruitment, conduct fair interviews and make selections based on agreed criteria
conduct of a complete recruitment and induction process involving multiple applicants to meet a specific industry need
conduct of interviews with multiple applicants as part of the recruitment process.


Context of and specific resources for assessment
Assessment must ensure:
use of current industry information
involvement of and interaction with multiple applicants to reflect typical workplace conditions for the recruitment, selection and induction process.


Methods of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
direct observation of the candidate conducting a number of job interviews
review of documentation prepared by the candidate detailing job specifications, advertisements and supporting correspondence of the recruitment process
evaluation of industry projects conducted by the candidate to develop job specifications and recruitment procedures for different workplaces
review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate.
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.


Assessing employability skills
Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts.
Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role.