Elements and Performance Criteria

Labour market information may include but is not limited to:
Composition of the labour market
Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force, hiring processes and patterns)
Information regarding occupations (e.g. prospects of employment, type of work undertaken, conditions of employment)
Trends
Current status
Industrial framework
Employer expectations

Target employment market may include, but is not limited to:
Industries where skills and abilities of client are applicable
Employers that offer employment in appropriate occupations
Employers with a history of offering opportunities to clients with barriers to employment
Employers with current job opportunities that sufficiently align with skills and abilities of client

Contact approach to promote client can include, but is not limited to:
Appointments and interviews with employers
Telemarketing
Telephone communication
Correspondence
Cold canvassing (door knocking)
Advertising
Business cards
Personal profiles and resumes

Selling points include, but are not limited to:
Examples of relevant knowledge and experience and personal qualities likely to be valued by the employer
Points related specifically to the needs of individual employers
Points to answer any employer queries or concerns about the client

Persuasive communication techniques may include, but are not limited to:
Negotiation techniques
Sales techniques
Assertiveness
Ability to communicate benefits of non-discrimination and diversity in the workplace
Ability to explain legislative requirements
Ability to present viable, realistic options to the employer

Points of employer resistance may relate to these barriers to employment, but are not limited to:
Skills level, type and currency
Limited work experience or gaps in work history
Lack of transport
Literacy and numeracy skill level
Factors such as self-esteem, motivation, attitude
Factors such as hygiene, grooming, dress and appearance

A negotiated outcome may include, but is not limited to:
Interview appointment for the client
Trial work placement
Job placement (e.g. permanent, temporary, full time, part time; casual or contract)
Forwarding of resume or profile for employer to retain on file

Support provided can include, but is not limited to:
Role plays, mock interviews for client
Coaching (e.g. in negotiation skills, assertiveness skills, sales skills, preparation of correspondence and forms, interview techniques, telephone interactions with employers)
Assistance with scripts
Providing regular practice opportunities
Debriefing and constructive feedback
Provision of wage subsidies or negotiation of supported wage with employer
Provision of other assistance available to the employer if hiring takes place (e.g. workplace support, training of client, funding of workplace aids and adjustments)

Information that may be provided to the employer may relate to, but is not limited to:
Forms of assistance available
Sources of further information, e.g. on workplace relations matters, awards and conditions
Marketing material relating to products and services of the organisation

Feedback to client may relate to, but is not limited to:
Interview performance and results
Relevant information regarding the employer, (e.g. culture, performance requirements, pay and conditions, job role and responsibilities)
Future assistance available to them through the organisation
Sources of assistance outside the organisation
Action to take if difficulties arise with the placement

Organisational policies and processes relating to recording of information may include, but are not limited to:
Recording of information against client and employer files and database records
Use of Contact Management Systems for employers

Critical aspects of assessment must include:
Appropriate target employment markets are identified that align with individual client needs and circumstances
Advanced communication and sales skills are used to negotiate an appropriate outcome for both client and employer
Client and employer are informed of and provided with appropriate forms of assistance
Follow up action is taken to assist in sustaining the employment

Relationship with other units:
This unit is related to
CHCES401A - Analyse and apply labour market information

This unit is related to sales units contained within the Business Services Training Package

Essential knowledge required includes, but is not limited to:
Expectations and needs of both clients and potential employers
Current and emerging characteristics and requirements of local labour markets
Relevant legislative requirements, e.g. Disability Services Act, Federal and State anti-discrimination legislation, Workplace Relations Act
Knowledge of incentives and other assistance available to employer and New Apprentice including Disabled Apprentice Wage Support Scheme
Organisational policies on assistance available to clients and potential employers to secure and maintain an employment placement or trial work placement

Essential skills required include:
Skills to analyse labour market information so that appropriate employers are targeted
Sales skills to identify viable options, handle objections, sell a solution, and take follow up action as required
Advanced communication skills, including the ability to negotiate a realistic outcome that sufficiently meets the needs of all parties; to impart and elicit information effectively; to listen actively and to be assertive when required
Interpersonal skills to empathise and effectively interact with people from diverse backgrounds
Technology skills to use business equipment and software

Resource implications:
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

Method of assessment:
Evidence gathered from the workplace environment
Structured interviews
Observations
Written assignment
Project
Questioning
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.