BSBHRM405

Support The Recruitment, Selection And Induction Of Staff

Assessment Task 1: Written Questions

 Identify and list two types of documents that can be used for each of the following human resources
phases:
Qus. 1  Recruitment
 Selection
 Induction
Recruitment: There are two important documents that will be utilize during recruitment process:
1. Job Bulletin
2. Job Announcement
Job Bulletin: The bulletin being short by design and covering only the basics is cheaper to post on the
websites, newspapers and periodicals chosen as sources for getting the word out that you are recruiting. If
you have done a thorough job of preparing your job announcement, the length of the document will make
posting it on all your recruiting sites cost prohibitive.
The bulletin itself should be an attention getter. The title of the job, your salary range and the location of
the job opportunity should serve as the header for your bulletin. A short plug emphasizing what a great
opportunity you are offering to people to come and work and live in your wonderful community should
open your narrative.
Job Announcement: The job announcement is a document that is much more detailed and its focus shifts
from enticing candidates and giving them the minimum, to educating candidates that have already
indicated an interest and providing them with all the information you can to help them be successful in
your process. Some of the information in the announcement will be redundant with the information
provided in the job bulletin in that candidates cannot be told dates and times too often. In addition to the
basic information, specific details about each step in the process should be given along with hints to
Ans. succeed.
Selection: There are two important documents that will be utilize during selection process:
1. Application Form
2. Reference check Document
Application Form: Applicants may be required to complete a job application form. A standard
application form ensures that:
 All applicants are informed of the information required to be submitted with the application, such
as proof of qualifications, and that they must address.
 The selection criteria, working-with-children checks and specialist licenses.
 All applicants are made aware of any legislative or union requirements they must comply with.
 You will have consistent data on file for all applicants.
Reference Check Document: List the information needed, such as the referee’s name, organization,
position title, contact details, questions or statements such as:
 Describe the applicant’s experience in
 Give an example of when the applicant
 How well do you think the applicant
 Induction: Induction training is a form of introducing employees to their new place of work. The program
should be part of organization's overall planning process, and it should be in line with the goals and
objectives of the organization. Some of the documents required for induction process are described
below:
 Employee details.
 Induction feedback form.
 Introductory WHS training certificate of completion.
 Key and Building Access.
 Photo ID card Request Form.
 Prohibited employment declaration.
Explain the concept of the Human Resources Life Cycle and the role of recruitment and selection within
Qus. 2
the life cycle.
Human resource life cycle is related to the phases that an employee goes through while working in a
particular company. The employee life cycle is a concept in human resources management that describes
the stages of an employee's time with a particular company and the role the human resources department
plays at each stage. Some models of the employee life cycle have five stages, while others have six or
more.
There are 5 stages in the human resource life cycle. These are:
 Recruitment
 Education
 Motivation
 Evaluation
 Celebration
Ans.
Role of recruitment and selection within the life cycle: For every business, to grow continuously, hiring
the right type of people for the right job is very important. Decisions related to hiring directly effects the
rate of turnover, productivity, and growth. The success of the recruitment phase is very critical to run an
organization smoothly. Human resource department should focus on the following things:
A staffing plan should be made which will focus on finding out the positions that are vacant, what type of
employee is needed to fill the vacancy, what the employee will be expected to do, policies for attracting
new candidates and other concerns related to hiring.
Scrutinizing packages related to compensation and other monetary and non- monetary benefits to make
sure that they are competitive so that the top talent can be attracted.
A procedure of interview should be developed. Various aspects like written tests, preliminary interviews,
screening of applications and final interview should be included in the protocol.

Qus. 3 Explain each of the 5 main stages of the Human Resource Life Cycle.

There are 5 stages in the human resource life cycle. These are:
 Recruitment
 Education
 Motivation
 Evaluation
Ans.
 Celebration
Recruitment: For every business, to grow continuously, hiring the right type of people for the right job is
very important. Decisions related to hiring directly effects the rate of turnover, productivity, and growth.
The success of the recruitment phase is very critical to run an organization smoothly.
Education: When an employee starts working in the new position, his education process should be
 started. All the employees should be well aware of their roles and responsibilities and what are expected
of them. At this stage, HR should communicate the values and the culture of the company to the
employees and to provide training to the new employees so that they can adapt themselves to the
changes and can understand their duties.
Motivation: Lack of motivation leads to a reduction in employee turnover and absenteeism. In the first
ninety days, if the managers and leaders are able to connect with the employees and make a bond with
them, they are able to retain the employees for a longer period of time as compared to those who are not
able to make such connection.
Evaluation: At this stage, the performance of an employee is measured and evaluated by a supervisor. The
feedback is then given to the leaders and the managers which help them to decide whether an employee
is right for that particular job or not.
Celebration: At this stage, the employees are appraised for their hard work. They can be given benefits
like gift cards, flexible working hours and extra paid off time to reenergize them. The employer should
always find a way to motivate the employees so that they can help them in achieving organizational goals.
Employees should be given a sense of ownership by making them feel empowered.
Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered to
Qus. 4 when recruiting and selecting staff for a position. For each Act you identify, why the Act must be
adhered to when recruiting and selecting staff.
The Commonwealth Government has implemented some of these obligations through legislation such as
the:
1. Age Discrimination Act 2004
2. Disability Discrimination Act 1992
3. Racial Discrimination Act 1975
Under federal and state laws, it is against the law for employers to discriminate employees and job
applicants, or allow discrimination and harassment to occur with their organizations.
In Australia, employers must not treat job applicants and employees unfairly or harass them because of
their:
 Age
 Career’s Responsibilities
 Disability
 Homosexuality
Ans.  Marital Or Domestic Status
 Race
 Sex (Including Pregnancy And Breastfeeding)
 Transgender Status
It is also against the law to treat people unfairly or harass them because of the age, disability,
homosexuality, marital or domestic status, race, and sex or transgender status of any relative, friend or
colleague of a job applicant or employee.
Employers, managers and supervisors must treat all their job applicants and employees on the basis of
their individual merit and not because of irrelevant personal characteristics. They must also do their best
to make sure that their employees are not harassing any other job applicant or employee. In the
recruitment process, all jobs (including traineeships and apprenticeships) must generally be open to all
people on the basis of merit only.
Once people are in a job, they should be treated only on merit in relation to salaries, employment
packages, training, promotion and other workplace benefits. Irrelevant personal characteristics such as
age or pregnancy should play no part in their dismissal, retirement or selection for redundancy.
 Identify the Act that includes the requirement for employees to be provided with a Fair Work
Qus. 5 Information Statement before or, as soon as possible after starting a job. Access this Act to identify and
then list the key information included in the Fair Work Information Statement.
 Fair Work Act 2009 includes the statement.
Employers have to give every new employee a copy of the Fair Work Information Statement (the
Statement) before, or as soon as possible after, they start their new job.
The Statement provides new employees with information about their conditions of employment.
The Statement has information on:
 The National Employment Standards
Ans.  Right To Request Flexible Working Arrangements
 Modern Awards
 Making Agreements Under The Fair Work Act 2009
 Individual Flexibility Arrangements
 Freedom Of Association And Workplace Rights (General Protections)
 Termination Of Employment
 Right Of Entry
 The Role of the Fair Work Ombudsman and the Fair Work Commission.

Qus. 6 Describe three methods that can be used to advertise a vacancy within an organization.

1. Local Newspaper: Local newspapers will find local candidates, with the advantages that they already
know the area, have a place to live and won't be distracted by having to assimilate their families, enroll
children in school and find their way around. Study the paper's ad format and write your ad in a size and
look that will get attention. If several newspapers serve your area, choose those that have advertisers
similar to your type of company or the job you need to fill.
2. Targeted Online Jobsites: Many online job websites exist where you can advertise your job, often for
free. The downside, though, is that you may receive thousands of resumes from applicants that aren't a
Ans. great fit for the job. Nearly every industry has one or more job websites targeted toward specific types of
jobs, such as nursing or journalism. The websites normally charge a fee to post a job, but it is a reasonable
cost for reaching such a wide, targeted audience in one step.
3. Trade Publications: Consider any of the publications you read or scan regularly for your business,
whether print or online. Chances are that job seekers in your industry are reading them, too. Many print
publications also have online versions, which may be exact replicas of the print version or considerably
different. Study them to see which ones have job listings like yours and to learn the costs of each. Find out
if advertising in the print version of the publication automatically includes your ad in the online version.

Qus. 7 Describe two forms of technology that can be used to advertise a position.

Cell Phone & Mobile Advertising: A dominating force in digital advertising is through mobile devices such
as cell phones, iPods, Kindles, and other portable electronic devices with internet connectivity. Current
trends in mobile advertising involve major use of social media such as Twitter, Instagram, Snap chat,
LinkedIn, and Facebook. Mobile advertising is similar to online advertising and is increasingly gaining
importance as a method of reaching new customers.
Ans. Online Advertising: Google Ad words and AdSense: Ad Words from Google allows companies to bid on
the placement of an ad on Google's search engine results page. By using keywords or common search
terms, searches that are related to the business and their products and services appear in the search
results. For example, a company that advertises insurance will show up in any search queries for insurance
products. The business pays Google if the ad is clicked on, which is why it's called a cost per click basis.
Qus. 8 Explain two interviewing techniques

Establishing Rapport: As an interviewer, you need to build trust and project friendliness without getting
caught up in the conversation and losing your objectivity. This is how you will encourage candidates to
share as much true information with you as possible without missing out on opportunities to collect the
data you need to make good decisions.
Be Vulnerable and Share: The best way to get others to share more about themselves with you is to share
things about yourself first. This signals that the power dynamic in the interview isn’t rigidly top-down and
Ans. therefore reinforces trust.
Just as you told candidates why they were interviewing transparently, share more about your work and
why it matters to you. Volunteer at the very start of the interview why the role the candidate is filling is
important to you personally.
If you genuinely believe in both your work and the importance of the role you’re hiring for, you’ll not only
establish rapport, and you’ll also “sell” the candidate on the position.

Qus. 9 Explain three commonly used selection techniques.

Virtual Career Fairs: Virtual career fairs work in the same way as traditional career fairs but are held
online. This modern way to search for a job is increasing in popularity as visitors have the options to chat
to prospective employers, submit CVs, and receive expert advice at their convenience. The standard
procedure is to register and upload your CV and cover letter so prospective employers have a chance to
screen your details. You get the opportunity to interact directly with company representatives through
video, chat, or virtual interviews. Employers use a search function to find candidates using their virtual
profiles. A professionally written CV can help employers to locate you, which can lead to further
discussions and interviews.
Personality Tests: Personality tests are a selection procedure to measure the personality characteristics of
applicants that are related to future job performance. Personality tests typically measure one or more of
Ans.
five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness and
openness to experience. Tests like these can consist of up to 100 questions with a view to finding answers,
which are most descriptive of the target group or person in question. The idea is to draw out personality
styles to assess the potential for the role in question.
Application Forms: Application forms are commonly used. These forms assess background information
through a form or questionnaire in order to assess an individual's behavioral reliability, integrity, and
personal adjustment. The employer will then assess applicants' scores, determined by weighting each item
according to the item's derived relationship to the criterion of interest. The application form is very
common in roles where a high volume of applications can be expected, like in graduate recruitment and in
the public sector.

Qus. 10 Explain the purpose and relevance of psychometric tests in recruitment and selection.

The word psychometric basically refers to the measurement of the mind. Unlike facets such as education,
skills, experience, appearance and punctuality, the behavioral traits and personality of a candidate can be
much more difficult to assess during an interview.
Some employers choose to use psychometric testing during their recruitment process to help give a better
Ans. overall evaluation of a candidate and hopefully secure the best fit for the role. Psychometric testing can
measure a number of attributes including intelligence, critical reasoning, motivation and personality
profile.
A psychometric test aims to provide measurable, objective data that can provide a better all-round view of
a candidate’s suitability. It could be argued that psychometric testing offers some ‘scientific’ credibility
and objectivity to the process of recruiting. It perhaps provides a more fair and accurate way of assessing a
 candidate, as all applicants will be given a standardized test.
Traditionally, these tests have taken the form of pen and paper, multiple choice questionnaires, but
increasingly they’re moving into a digital realm. This means they can be quick and easy to integrate into
any stage of the recruitment process.

Qus. 11 Explain the purpose and relevance of skills tests in recruitment and selection.

Skill assessment tests are used to evaluate both your current and potential employees. Selection tests that
help assess a candidate’s ability to perform specific tasks are often called ‘work sample’ tests. These types
of tests aim to replicate actual job tasks or situations to assess if the candidate has the skills, experience or
qualifications to carry out the work. Certain types of skills (such as IT skills) can be more readily measured
by tests than by interview. Work-samples tests can also give candidates an idea of what they may be
required to do in the job.
Possible work-sample tests include:
 Prioritization or ‘in-tray’ exercises which ask candidates to priorities a list of tasks Drafting a report,
Ans. letter, memo or briefing.
 Correcting a document to check proof-reading and attention to detail
 Computer based tests – which could range from technical tests for IT staff to tests for administrative
staff in using specific computer packages required by the role
 Typing test or audio-typing tests
 Numerical tests
Relevance to the selection criteria: Tests must only be used if they actually measure abilities or skills that
are relevant to the actual job and selection criteria. If you are considering using a selection test, you will
need to analysis the job tasks and criteria to determine what will be appropriate for a selection test,
possibly in consultation with colleagues or the former post-holder.

Qus. 12 Explain why recruitment decisions should not be based on one selection method alone.

Recruitment decisions should not be based on the results of one selection method alone. Very often you
need to combine two or more techniques to assess a range of skills, knowledge and qualities in
candidates. For example, work samples are an excellent way to assess what a candidate is capable of (i.e.
their maximum performance), but they do not provide information on what the candidate does daily (i.e.
their typical performance).
Different types of positions require different kinds of selection techniques. Choosing the right techniques
will help you to recruit the best person for the position. The selection techniques you choose will depend
on the particular skills, attributes and knowledge required for the position. You must be able to match the
selection method with the selection criteria that are key to the position.
Ans. What to consider when choosing:
 the seniority/level of position
 the degree to which managerial/leadership ability is critical to success
 the degree to which technical competence is critical to success
 the time and effort required to use the technique, in proportion to the risk of poor selection
 available resources
 the budget
 the skills, knowledge and qualifications of assessors
The interview's value is greatly increased when it is well structured, incorporates behavior-based
questions and is used in conjunction with other selection techniques.