Elements and Performance Criteria

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.
Recruitment needs may be:
casual
contract
fulltime
parttime
permanent
projectrelated, e.g. for an event
temporary
volunteer.
Organisational recruitment policiesmay relate to:
approval processes for:
advertised salaries
recruitment of new personnel
nature and content of:
communications with applicants
job advertisements
participants in interview panels
required skills profile of potential employees for particular jobs:
apprentices
certified in skills that meet licensing requirements
skilled via achievement of qualifications
skilled via industry experience
trainees
role of different personnel within the recruitment and induction process
timing and nature of induction programs
use of different media in the recruitment process
use of governmentsubsidised traineeships and apprenticeships.
Advertisements may be disseminated:
direct to the public
internally
externally
using different media:
e-recruitment via the Internet using specialist job seeking sites
e-recruitment via the intranet
internal ads via email distribution
posting of ads on staff noticeboards
published ads in local, metropolitan, national newspapers and trade journals in print or online publications
via recruitment agencies.
Appropriate media:
may include:
email
fax
letter
telephone
may suit a particular special need, such as providing a document in large print.
Special arrangementsmay involve:
access:
parking
security clearance
using:
assistive technology
electronic presentation media
interpreters
special interview techniques, such as looking directly at a person who lip-reads
teleconference
videoconference
visual information and diagrams instead of written material.
Selection processes may include:
checks:
police
reference
working with children
qualifications
evaluation of portfolios
exchange of written information
interviews:
by human resource specialists, department managers or selection committees
facetoface
teleconference
telephone
videoconference
presentation to a selection committee
skills tests.
Records of the selection process may include:
administrative documents
interview schedules
interviewer details
panel comments, score sheets and recommendations
records of interview.
Information in induction programsmay include:
conditions of employment
contact details for various departments or colleagues
current organisational focus or initiatives
employee:
benefits
responsibilities
rights
enterprise:
culture
goals
objectives
responsibilities
vision
key organisational policies and procedures
industrial arrangements for the organisation
orientation of:
departmental locations and equipment
staff amenities
off-site operations
whole of business premises
organisational charts
payroll information:
awards and applicable pay rates
superannuation
wage payments
policies and procedures specific to the job role
work health and safety information.

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 ability to:
administer the total recruitment, selection and induction process
develop selection criteria, conduct fair and equitable interviews and make selections based on agreed criteria
evaluate multiple applicants and select new staff members to meet a specific organisation need
integrate knowledge of recruitment and selection practices.
Context of and specific resources for assessment
Assessment must ensure use of:
a real or simulated tourism, hospitality or event industry business operation, activity or event for which new staff members are recruited and selected
operational information about the organisation or activity subject to recruitment
industry current:
recruitment documentation
job descriptions, linked selection criteria and interview questions
key human resource policies
multiple applicants with whom the individual can interact.
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:
use of case studies so the individual can determine and evaluate staffing requirements
review of documents prepared by the individual:
selection criteria
advertisements
interview questions
unsuccessful applicant letters
employment offers
plans outlining inclusions for induction and orientation programs
direct observation, using role plays, of the individual conducting a number of job interviews
exercises and activities to assess the individual’s knowledge of award provisions and organisational human resource policies
written or oral questioning to assess knowledge of:
links between job descriptions, selection criteria and interview questions
effective advertising media for different jobs
EEO and anti-discrimination law
review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.
Guidance information for assessment
The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:
SITXCOM201 Show social and cultural sensitivity
SITXHRM502 Manage volunteers
SITXMGT401 Monitor work operations.