Unit of competency Outline

Date retreived
23/07/2026 12:53 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.

Recruit and select personnel

Recruit and select personnel

Unit of competency
National Code
SIRXHRM002A
State Code
S6135
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
2.00
Current Release Date
13/06/2012
View on TGA
State Implementation and Classification
Approved Date
03/05/2011
Field of Education
080303 - Human Resource Management
Original Release Date
03/05/2011
Nominal Hours
35
Description
This unit describes the performance outcomes, skills and knowledge required to recruit and select personnel.
Notes
Elements and Performance Criteria
1. Define future personnel requirements.
  • 1.1.Accurately identify store policy and procedures in regard to staffing levels.
  • 1.2.Access and utilise accurate and current information to define personnel requirements.
  • 1.3.Clearly identify competencies and attitudes required of staff members and teams.
  • 1.4.Consult relevant personnel as required.
  • 1.5.Support estimates of staffing requirements with appropriate calculations where necessary.
2. Determine job specifications.
  • 2.1.Ensure job specifications accurately reflect the role that the appointee will play in relation to the team as a whole.
  • 2.2.Take into account the views and requirements of all relevant personnel prior to completing the specification.
  • 2.3.Write clear and concise job specifications according to relevant legislation.
  • 2.4.Confirm specifications with relevant personnel prior to recruitment action according to store policy.
3. Recruit staff.
  • 3.1.Maintain and monitor staff recruitment procedures.
  • 3.2.Advertise employment vacancies internally and externally according to store policy.
  • 3.3.Conduct job interviews and employment appraisal tests according to store policy.
  • 3.4.Enact staff selection policy and procedures to comply with equal opportunity and equal employment opportunity legislation.
  • 3.5.Ensure wages and conditions comply with relevant awards and agreements and store policy.
4 Assess and select applicants.
  • 4.1.Conduct assessment and selection process according to store policy and procedures and legal requirements.
  • 4.2.Judge information obtained from each candidate against specified selection criteria, and note any additional influencing factors.
  • 4.3.Promptly seek advice from relevant personnel where difficulty in interpreting the selection criteria exists, or there appears to be a conflict of criteria.
  • 4.4.Identify and correct unintended deviations from agreed procedures before making selection decisions.
  • 4.5.Maintain complete, accurate and clear records of assessment and selection processes.
  • 4.6.Ensure selection recommendations are communicated to authorised personnel only.
  • 4.7.Promptly and accurately inform all candidates of selection decisions following each stage of the selection process.
  • 4.8.Promptly communicate recommendations for improvements to any aspect of the selection process to appropriate personnel.
  • 4.9.Ensure that assessment and selection processes used and evidence gained justify the selection choice.
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 in the performance criteria is detailed below.
Store policy and procedures in regard to:
personnel planning
selection and recruitment
maintaining records.
Staffing levels may vary according to:
peak trading cycles
special events
promotion
stocktakes
market trends.
Sources of accurate and current information may include:
colleagues, supervisors and managers
store records
personal observation and experience
store policy and procedures documents
unions
industry associations.
Staff members may include:
full-time, part-time, casual or contract staff
people with varying degrees of language and literacy
people from a range of cultural, social and ethnic backgrounds
people with a range of responsibilities and job descriptions.
Teams may include:
small work teams
store team
corporate team.
Relevant personnel may include:
internal or external consultants
employees
supervisors
human resources personnel
store and area manager.
Staffing requirements may include:
permanent
temporary
full-time
part-time
casual
contract.
Appropriate calculations may include:
financial considerations
current and projected staff numbers
current staff competencies and estimation of competencies required
succession planning
personnel forecasts
business plan and strategic directions.
Job specifications should include:
job title and purpose of position
responsibilities
competencies required.
Relevant legislation may include:
equal employment opportunity (EEO)
anti-discrimination
awards and agreements
confidentiality laws.
Staff recruitment procedures may be delegated to:
individuals
specialist personnel.
Employment appraisal tests may include:
assessment of relevant competencies
personality profiling.
Records may be:
manual
electronic
access restricted.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
identifies existing and required competencies and attitudes of individuals and teams
develops job specifications to effectively meet the needs of the store and company
recruits suitable staff according to:
relevant store policy and procedures
relevant legislation
relevant awards and agreements
assesses and selects candidates according to store policy and procedures and legal requirements
accurately records selection processes.
Context of and specific resources for assessment
Assessment must ensure access to:
a retail work environment
relevant documentation, such as:
store policy and procedures on personnel planning, selection and recruitment
equal opportunity and equal employment opportunity (EEO) legislation
awards and agreements
job descriptions and specifications.
Methods of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
observation of performance in the workplace
a role play
third-party reports from a supervisor
written or verbal questioning to assess knowledge and understanding
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Replaces
State Code National Code Title Type
N0719 WRRPM2B Recruit and select personnel Unit of competency
Replaced By
State Code National Code Title Type
AWX20 SIRXHRM001 Recruit, select and induct team members Unit of competency