Elements and Performance Criteria

Employer service agreements refer to:
Agreements made verbally or in writing
Agreements involving a fee payable by the employer; and those provided at no cost to the employer
Agreements outlining the details of recruitment services to be provided

Terms and services agreed to with the employer can relate to, but are not limited to:
Timing and duration of recruitment service
Methods of sourcing suitable clients
Communication protocols and frequency
Short-listing arrangements - criteria, number of clients
Reference checking
Skills and aptitude testing
Interview arrangements - times, numbers of clients
Provision of advice to unsuccessful clients

Criteria for determining service levels can include, but are not limited to:
Costs to employer and service provider
Likelihood of attracting suitable candidates
Other labour market conditions
In accordance with organisational policies and processes
Time available

Conditions of employment include, but are not limited to:
Remuneration
Entitlements and benefits
Industrial instruments (Federal or State awards, workplace agreement, certified agreement)
Superannuation
Hours of work
Basis of employment (e.g. permanent, temporary, contract)

Employer requirements can relate to, but are not limited to:
Essential and desirable selection criteria
Educational qualifications
Licences, certificates
Related experience
Personal qualities
Availability

Appropriate responses to client enquiries may include but are not limited to:
Responding in a timely manner, as determined by relevant organisational customer service standards
Using ethical standards of behaviour and applying duty of care to advice and information provided

Forms of advertising may include but are not limited to:
Internal, e.g. lodgement on internal databases and intranet; e-mail to selected personnel
External, e.g. lodgement on Internet web sites; newspaper and journal advertisements; e-mail to selected organisations and clients
Out sourced

Assessment techniques and tools may include but are not limited to:
Behavioural interviewing techniques
Information based interview techniques
Screening interviews based on short-listing criteria
Phone or face-to-face interviews

Assessment tools used are those able to be administered and assessed by non-professional personnel such as:
Skills inventories
Interest inventories
Computer based skills and aptitude testing

Legislative requirements can relate to, but are not limited to:
Federal legislation designed to address discrimination, e.g. Sex Discrimination Act, Race Discrimination Act, Disability Discrimination Act
State legislation designed to address discrimination
Disability Services Act
Privacy Act
Trade Practices Act
Social Security Act
Industrial and Workplace Relations Act
Human Rights and Equal Opportunity Act
Occupational Health and Safety Act
Employment Agents Act
Archives Act
Financial Management and Accountability Act
Freedom of Information Act
Crimes Act
Corporations law

Critical aspects of assessment must include:
Use of labour market knowledge as an aid in planning and conducting recruitment process
Ability to present benefits of recruitment services to employers based on their specific needs
Ability to source suitable candidates for available employment opportunities using a range of appropriate sources
Ability to identify employment opportunities suitable for individual clients using a variety of assessment tools and techniques
Follow up conducted to ensure needs of clients and employers involved in a recruitment process have been satisfied

Relationship with other units:
This unit is related to
CHCES303A - Use labour market knowledge

Essential knowledge required includes:
Knowledge of local labour market composition, size, characteristics, issues and trends
Knowledge of recruitment services, products and processes of own organisation
Knowledge of relevant legislation, duty of care, ethical behaviour that relates to job role

Essential skills include:
Reading and writing skills - literacy competence required to access, analyse and interpret selection documentation, prepare business correspondence, prepare file notes and reports; and to understand organisational policies and procedures relating to job role.
Oral communication skills - language competence required to negotiate service levels, sell and market services and products, interview clients to provide and elicit information, to liaise with stakeholders and colleagues and to provide feedback to clients. Assessors should look for advanced questioning and active listening skills, provision of clear and complete information, and an understanding of the needs of clients and employers.
Numeracy skills may range from the ability to complete basic arithmetic calculations to preparing statistical reports on performance, to calculating fees payable by employers for recruitment services.
Interpersonal skills required include working with others, displaying empathy with clients and an ability to relate to persons from diverse backgrounds and with a range of barriers to employment.
Selling skills.
Marketing skills.
Problem solving skills to address any problems or issues that arise during the recruitment process.
Organisational skills including time management skills, to effectively conduct varying stages of concurrent recruitment exercises.
Technology skills to use business equipment and software; with sound skills in use of internet.

Resource requirements include:
Access to appropriate workplace where assessment can be conducted or simulation of realistic workplace setting for assessment
Access to equipment and resources normally used in the workplace
Relevant organisational policy, guidelines, procedures and protocols
Relevant legislation

Method of assessment:
Observations
Questioning
Project
Written assignment
Evidence gathered from the workplace environment
Demonstration over a period of time to ensure consistency of performance

Context of assessment:
Evidence must include observation of performance in the work environment or in a simulated work setting.