Unit of competency Outline
Date retreived
22/07/2026 1:35 PM AWST
22/07/2026 1:35 PM 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.
Implement recruitment systems
Implement recruitment systems
Unit of competency
National Code
LGAGOVA503A
LGAGOVA503A
State Code
C3827
C3827
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
25/01/2002
Field of Education
080303 - Human Resource Management
Original Release Date
25/01/2002
Nominal Hours
40
Description
This unit covers the development of a recruitment, selection and induction strategy.
Notes
Elements and Performance Criteria
1 Assist in developing recruitment strategy
- 1.1 Job and person specifications are reviewed on a regular basis as set by council policy.
- 1.2 Processes and procedures are developed that ensure council and legislative regulations and human resource good practice are met.
- 1.3 Methods of recruiting are identified.
- 1.4 Selection process is determined to comply with legal requirements and to select the most meritorious applicant according to selection criteria and equal employment opportunity legislation.
- 1.5 Various selection techniques are incorporated into the selection process as appropriate to the position.
- 1.6 Specification of time frames is included in the strategy.
2 Implement recruitment strategy
- 2.1 Selection process is in line with predetermined methodology and criteria are established on a merit basis.
- 2.2 All applicants are assessed against the same selection criteria.
- 2.3 Principles of confidentiality are maintained throughout the process.
- 2.4 Legal and award requirements, including equal employment opportunity legislation, are met by the selection process.
- 2.5 Selection process is fair, equitable and justifiable from the evidence gained and process used.
- 2.6 Applicants are informed promptly and accurately of the selection process and its outcomes.
- 2.7 Unsuccessful applicants are provided with feedback in line with council policy and procedures.
- 2.8 Recruitment and selection process is clearly documented.
3 Establish selection panel
- 3.1 Selection panel is composed of members with the required attributes and selection techniques training.
- 3.2 Location and format of interviews are planned to ensure an efficient, effective and fair process.
- 3.3 Selection brief is supplied to ensure compliance with merit principles and selection criteria.
4 Participate in appeal process when required
- 4.1 Detailed, accurate response is prepared on request from legislative authority or in accordance with council grievance procedures.
- 4.2 Council is represented in any negotiation and/or conciliation processes.
- 4.3 Council recruitment and selection procedures are evaluated in terms of appeal outcome and necessary modifications are implemented.
5 Induct successful applicant
- 5.1 Confirmation of applicant is sought and an entry on duty is arranged.
- 5.2 Appropriate administrative action is monitored to assist line managers in ensuring a smooth entry on duty.
- 5.3 Induction program is organised for successful applicant.
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.
Methods of recruiting may include:
open market
in-house
expression of interest
secondment
Selection techniques may include:
workplace assessment
qualifications
weighting of criteria
licensing requirements
tests
demonstration
case study
Positions may include:
internal
external
permanent
temporary
casual
part time
job sharing
contract
Fair and equitable process may include:
bias and discrimination is avoided as set out in anti-discrimination legislation and merit principles
Recruitment and selection process may include:
job and person specifications
method of recruitment
selection panels
selection tools to be used
time frames for the recruitment and selection
location and format of interview
Implement recruitment strategy may include:
human resources officer
manager or team leader
external contractor or consultant
Induction program may be on or off the job and include:
employment responsibilities
performance management
organisational structure
policies regarding occupational health and safety, equal employment opportunity and harassment
Methods of recruiting may include:
open market
in-house
expression of interest
secondment
Selection techniques may include:
workplace assessment
qualifications
weighting of criteria
licensing requirements
tests
demonstration
case study
Positions may include:
internal
external
permanent
temporary
casual
part time
job sharing
contract
Fair and equitable process may include:
bias and discrimination is avoided as set out in anti-discrimination legislation and merit principles
Recruitment and selection process may include:
job and person specifications
method of recruitment
selection panels
selection tools to be used
time frames for the recruitment and selection
location and format of interview
Implement recruitment strategy may include:
human resources officer
manager or team leader
external contractor or consultant
Induction program may be on or off the job and include:
employment responsibilities
performance management
organisational structure
policies regarding occupational health and safety, equal employment opportunity and harassment
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
Legal requirements are met.
Induction program is organised.
Induction plan is developed.
Information package for each position is provided.
Review of job and person specifications is conducted.
Recruitment documentation checklist is completed.
Selection techniques training is delivered.
Adoption of merit principles is monitored.
Context of assessment
On the job or in a simulated work environment.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence will need to be gathered over time across a range of variables.
Resource implications
Access to a workplace or simulated case study that incorporates a range of recruitment scenarios covering:
employment requirements
selection processes
appeal processes
induction
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
Legal requirements are met.
Induction program is organised.
Induction plan is developed.
Information package for each position is provided.
Review of job and person specifications is conducted.
Recruitment documentation checklist is completed.
Selection techniques training is delivered.
Adoption of merit principles is monitored.
Context of assessment
On the job or in a simulated work environment.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence will need to be gathered over time across a range of variables.
Resource implications
Access to a workplace or simulated case study that incorporates a range of recruitment scenarios covering:
employment requirements
selection processes
appeal processes
induction
No information
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