Elements and Performance Criteria

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.

Job descriptions may include:
attributes
competencies required by staff
job or person specifications
job title and purpose of position
necessary skills and knowledge
required qualifications
selection criteria
tasks or duties associated with the position.
Policies may include:
anti-discrimination
diversity
equal employment opportunity (EEO)
privacy and confidentiality.
Legislation, codes and national standards may include:
award and enterprise agreements, and relevant industrial instruments
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, EEO, industrial relations and antidiscrimination.
Workplace health and safety considerations may include:
establishing and maintaining WHS training, records and induction processes
performance against WHS legislation and organisation’s WHS system, especially policies, procedures and work instructions.
Workforce strategies may include:
targets for specific groups to ensure workforce diversity in, for example:
age
ethnicity
experience
gender
other forms of differences, such as learning styles, personality types, working styles, etc.
targets for specific qualifications, capabilities or attributes
recruiting for new strategic directions.
Channels and technology may include:
government job search agencies
industry-specific websites and journals
internal communications, such as newsletters, intranet and emails
newspaper advertisements
recruitment agencies
recruitment websites
social media sites.
Staffing requirements may include:
casual, permanent or temporary
fulltime or parttime.
Induction may include:
initial orientation of new employee
initial training of new employee to meet the requirements of the position.

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 ability to:

work with job descriptions to support sourcing, selecting and appointing suitable staff
participate in interviews and other selection techniques, and demonstrate awareness of EEO and antidiscrimination requirements
use different advertising channels to promote vacancies and/or establish a potential talent pool.
Context of and specific resources for assessment
Assessment must ensure:

access to an appropriate range of documentation and resources normally used in the workplace.
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:

analysis of responses to case studies and scenarios
assessment of reports on recruitment and selection
demonstration of selection techniques
direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate
observation of interviewing techniques
review of job description and advertisements for staffing vacancies
review of documentation provided to successful candidate
oral or written questioning to assess knowledge of selection processes.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Certificate IV in Human Resources.