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, 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.
Clients may include:
organisations or enterprises seeking to employ individuals through an employment services agency
Performance management may include:
systems developed for the appraisal and management of employee performance in the workplace including development, planning and salary reviews
Recruitment strategy may include:
system and/or policies and procedures developed to determine appropriate action in the recruitment and selection of personnel such as:
application process
competency profiling
job analysis, description and evaluation
psychometric assessment
recruitment advertising
use of external agencies
Performance indicators may include:
level of performance sought, expressed either quantitatively or qualitatively
measures developed to gauge performance outcomes against targets
Assessments and profiling may include:
behavioural profiling
literacy and numeracy
raw material assessments
specific aptitudes such as:
mechanical, reasoning
problem-solving
typing
use of software applications
Performance gaps may include:
situations where outcomes are less than those stated in the strategic objectives (including the lack of employees with the required level of performance to undertake the tasks)
Specifications may include:
competencies required
job title and purpose of position
personal attributes
qualifications
skills and knowledge necessary
Media may include:
internet
local, national and global
magazines and journals
traditional media such as newspapers
Strategies may include:
brokers
databases
direct mail
internet
intra-organisation leads
journals
magazines
media advertising
networks
newspapers
referrals
spotters

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:
advice provided to clients about recruitment strategy to client
job specifications and selection plandeveloped
records of assessment and selection of candidates for a specific position
records of recommendations for candidates best suited to the position
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 recruitment strategies, job specifications, selection plans and recommendations made to clients
observation of assessments conducted on candidates
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 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.