Unit of competency Outline
Date retreived
23/07/2026 10:20 AM AWST
23/07/2026 10:20 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.
Develop and implement strategies to source and assess candidates
Develop and implement strategies to source and assess candidates
Unit of competency
National Code
BSBEMS402B
BSBEMS402B
State Code
D0698
D0698
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
11/04/2013
Field of Education
080303 - Human Resource Management
Original Release Date
11/04/2013
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to develop and implement strategies to source candidates and to assess their suitability for available positions.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Develop strategies to source candidates
- 1.1. Undertake research to identify potential candidate channels
- 1.2. Identify a range of strategies to assist in sourcing candidates
- 1.3. Review and evaluate strategies for effectiveness
- 1.4. Develop advertisement copy to align with client requirements, job specifications and place accordingly to attract candidates
2. Screen and interview potential candidates
- 2.1. Undergo preliminary screening with candidates in a fair and equitable manner, in compliance with relevant legislation
- 2.2. Organise and conduct interviews and employment appraisal assessments in accordance with organisational policy and best practice
- 2.3. Undertake general assessment of raw skills as required, depending on the position
- 2.4. Obtain additional information from candidates as required
3. Assess and select candidates
- 3.1. Conduct assessment and selection process in accordance with organisational policy and legislative requirements, and in consultation with the client
- 3.2. Judge information obtained from each candidate against specified selection criteria and note any additional influencing factors
- 3.3. Align candidate suitability to specific client requirements and job specifications, in consultation with the client
- 3.4. Prepare selection recommendations for the client and document in accordance with organisational procedures
4. Manage candidate outcomes
- 4.1. Inform all candidates of selection decisions in a timely manner
- 4.2. Provide feedback to unsuccessful candidates
- 4.3. Provide successful candidate with briefing and coaching for interview with the client
- 4.4. Negotiate placements with the candidate and the client
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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Candidate channels may include:
association and industry networks
career or industry expositions
equity group community organisations
individual networks
internet
media advertising
organisational networks
private and public schools
training organisations
Strategies may include:
brokers
career markets
databases
direct mail
internet
intra-organisation leads
journals
magazines
media advertising
newspapers
referrals
spotters
television or cinema advertising
use of industry or other networks
Advertisement copy includes:
internet copy
media advertising copy
Clients may include:
organisations or enterprises seeking to employee individuals through an employment services agency
Screening may include:
language, literacy and numeracy check
reference check
résumé check
specific assessments undertaken
General assessment of raw skills may include:
vocationally specific assessments such as:
MYOB
speed and accuracy tests
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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Candidate channels may include:
association and industry networks
career or industry expositions
equity group community organisations
individual networks
internet
media advertising
organisational networks
private and public schools
training organisations
Strategies may include:
brokers
career markets
databases
direct mail
internet
intra-organisation leads
journals
magazines
media advertising
newspapers
referrals
spotters
television or cinema advertising
use of industry or other networks
Advertisement copy includes:
internet copy
media advertising copy
Clients may include:
organisations or enterprises seeking to employee individuals through an employment services agency
Screening may include:
language, literacy and numeracy check
reference check
résumé check
specific assessments undertaken
General assessment of raw skills may include:
vocationally specific assessments such as:
MYOB
speed and accuracy tests
EVIDENCE GUIDE
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
development of strategies developed for sourcing candidates
application of screening and interviewing candidates for a position
assessment of a candidate's skills
placement of a candidate in employment with a client in a position with a client outcome
notices to unsuccessful candidates
knowledge of relevant legislation.
Context of and specific resources for assessment
Assessment must ensure:
access to an actual workplace or simulated environment
access to office equipment and resources
access to workplace documentation.
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:
assessment of written reports summarising results of candidate skills assessment and selection outcomes
observation of client screening and interview techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
oral or written questioning
review of authenticated documents from the workplace or training environment
review of testimony from team members, colleagues, supervisors, managers, clients or candidates.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other human resources units.
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
development of strategies developed for sourcing candidates
application of screening and interviewing candidates for a position
assessment of a candidate's skills
placement of a candidate in employment with a client in a position with a client outcome
notices to unsuccessful candidates
knowledge of relevant legislation.
Context of and specific resources for assessment
Assessment must ensure:
access to an actual workplace or simulated environment
access to office equipment and resources
access to workplace documentation.
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:
assessment of written reports summarising results of candidate skills assessment and selection outcomes
observation of client screening and interview techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
oral or written questioning
review of authenticated documents from the workplace or training environment
review of testimony from team members, colleagues, supervisors, managers, clients or candidates.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other human resources units.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C7015 | BSBEMS402A | Develop and implement strategies to source and assess candidates | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUJ87 | BSBEMS402 | Develop and implement strategies to source and assess candidates | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J025 | CHC42012 | Certificate IV in Employment Services | Qualification |
| D153 | BSB41007 | Certificate IV in Human Resources | Qualification |
| J518 | BSB41013 | Certificate IV in Human Resources | Qualification |