Unit of competency Outline
Date retreived
23/07/2026 5:48 AM AWST
23/07/2026 5:48 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.
Manage recruitment
Manage recruitment
Unit of competency
National Code
PSPHR612A
PSPHR612A
State Code
C8153
C8153
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
07/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
07/07/2014
Nominal Hours
40
Description
This unit covers development and management of strategies and processes for recruitment, selection, induction and career management to meet organisational needs. It includes developing strategies and processes, managing and monitoring of recruitment and selection processes, managing induction, and developing career management strategies.In practice, managing recruitment overlaps with other generalist and specialist workplace activities such as managing diversity, managing policy implementation, managing resources, managing human resource development.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Develop recruitment and selection strategies and processes
- 1.1 Current and future staffing needs of the organisation are identified.
- 1.2 Consultation is undertaken with business units and other key stakeholders in developing recruitment strategies and associated processes.
- 1.3 Strategies are developed and aligned with the organisation’s strategic goals and integrated with other key human resource strategies.
- 1.4 Processes are developed in line with organisational policy and legislation and take account of external trends and influences, good practice models of recruitment and selection, and reliability and validity issues.
- 1.5 Processes are developed based on the principles of natural justice, equity and fairness, and allow for the principles of reasonable adjustment.
- 1.6 Processes are developed to support and encourage applicants from diverse backgrounds to make application and checks are made to ensure that this occurs.
2. Manage recruitment and selection
- 2.1 Specialist advice is obtained where necessary to facilitate implementation of recruitment and selection processes.
- 2.2 Decisions on implementation of recruitment and selection processes are made based on available expertise, government/organisational policy and value for money.
- 2.3 Recruitment and selection are managed in accordance with recruitment strategies and organisational requirements.
- 2.4 Information and advice are provided to facilitate effective implementation, monitoring and reporting of processes.
3. Monitor recruitment and selection processes
- 3.1 Systems are managed to monitor the effectiveness of recruitment and selection processes in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.
- 3.2 Recruitment information is monitored and feedback from users, managers and external recruitment providers is used to guide improvements.
- 3.3 Recruitment and selection processes are monitored to gauge their effectiveness in meeting organisational needs.
- 3.4 External and/or internal trends or events which have an effect on the organisation’s recruitment and selection processes are monitored and responses are formulated.
- 3.5 Adjustments to recruitment and selection processes are implemented as a result of monitoring and/or changed internal/external factors.
4. Manage induction
- 4.1 Objectives, content and methodology for induction processes are agreed and documented in accordance with organisational policy and procedures.
- 4.2 Induction processes, procedures and forms are trialled and measured against objectives.
- 4.3 Line managers are advised of their responsibilities in inducting new recruits into the workplace.
- 4.4 Feedback is obtained from participants and managers on the extent to which the induction process is meeting its objectives.
- 4.5 Improvements are introduced to the induction process in accordance with feedback received and organisational policies.
5. Develop strategies for career management
- 5.1 A pool of managerial talent is identified and skills are identified and recorded to provide qualified candidates to apply for positions as required in accordance with organisational policy and procedures.
- 5.2 Criteria for progression/promotion are established or reviewed at professional, technical and managerial levels and linked to career paths in the organisation.
- 5.3 Future career needs are anticipated through analysis of future directions, and strategies are developed to enable career planning for staff to address those needs.
- 5.4 Corporate career management strategies are integrated with strategic plans in the areas of workforce planning, recruitment, organisational development and human resource development.
No information
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC601B Maintain and enhance confidence in public service
PSPGOV601B Apply government systems
PSPGOV602B Establish and maintain strategic networks
PSPGOV605A Persuade and influence opinion
PSPHR603B Provide advisory and mediation services
PSPHR615A Manage human resource development strategies
PSPHR619A Manage remuneration strategies and plans
PSPLEGN601B Manage compliance with legislation in the public sector
PSPMNGT602B Manage resources
PSPMNGT605B Manage diversity
PSPMNGT611A Manage evaluations
PSPPOL603A Manage policy implementation
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
management of recruitment, selection and induction, and career management strategies in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures relating to recruitment, selection and induction
workplace scenarios and case studies to capture the range of situations likely to be encountered when managing recruitment
environmental factors and relevant workplace materials that might influence recruitment strategy and associated processes
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing recruitment, including coping with difficulties, irregularities and breakdowns in routine
management of recruitment, selection and induction, and career management strategies in a range of (3 or more) contexts (or occasions, over time)
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
portfolios
questioning
scenarios
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC601B Maintain and enhance confidence in public service
PSPGOV601B Apply government systems
PSPGOV602B Establish and maintain strategic networks
PSPGOV605A Persuade and influence opinion
PSPHR603B Provide advisory and mediation services
PSPHR615A Manage human resource development strategies
PSPHR619A Manage remuneration strategies and plans
PSPLEGN601B Manage compliance with legislation in the public sector
PSPMNGT602B Manage resources
PSPMNGT605B Manage diversity
PSPMNGT611A Manage evaluations
PSPPOL603A Manage policy implementation
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
management of recruitment, selection and induction, and career management strategies in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures relating to recruitment, selection and induction
workplace scenarios and case studies to capture the range of situations likely to be encountered when managing recruitment
environmental factors and relevant workplace materials that might influence recruitment strategy and associated processes
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing recruitment, including coping with difficulties, irregularities and breakdowns in routine
management of recruitment, selection and induction, and career management strategies in a range of (3 or more) contexts (or occasions, over time)
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
portfolios
questioning
scenarios
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C3424 | PSPHR601A | Manage recruitment and selection processes | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J325 | PSP60412 | Advanced Diploma of Government (Human Resources) | Qualification |
| C810 | PSP60404 | Advanced Diploma of Government (Human Resources) | Qualification |