Learner Assessment Tasks · BSBHRM405_Learner Assessment Task V3.0 (27june2019) Richmond School of...

Learner Assessment Tasks

BSBHRM405 Support the recruitment, selection and

induction of staff

BSBHRM405 Support the recruitment, selection and induction of staff

BSBHRM405_Learner Assessment Task V3.0 (27june2019)

Richmond School of Business. CRICOS Code: 03717E |RTO Code: 45432

Table of Contents

Table of Contents 2

Assessment Information 3

Assessment Instructions 5

Assessment Task 1 Instructions 6

Assessment Task 1: Written Questions 6

Assessment Task 1 Checklist 9


Assessment Task 2: Recruitment project 12



Assessment Task 3: Interview and appointment project 21





Assessment’s Information

The assessment tasks for BSBHRM405 Support the recruitment, selection and induction of staff are

included in this Student Assessment Tasks booklet and outlined in the assessment plan below.

To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.

Assessment Plan

Assessment Task Assessment Task Summary

1. Written questions Students must answer all questions correctly.

2. Recruitment project Students must complete a series of tasks associated with the

recruitment of a Human Resources Advisor.

3. Interview and appointment project Students must participate in an interview role-play and

complete relevant documentation.

Assessment Preparation

Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for

clarification if you have any questions at all.

When you have read and understood this unit’s assessment tasks, print out the Student Assessment

Agreement. Fill it out, sign it, and hand it to your assessor, who will countersign it and then keep it on file.

Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.

Assessment appeals

If you do not agree with an assessment decision, you can make an assessment appeal as per your RTO’s

assessment appeals process.

You have the right to appeal the outcome of assessment decisions if they feel they have been dealt with

unfairly or have other appropriate grounds for an appeal.




Naming electronic documents

It is important that you name the documents that you create for this Assessment Task in a logical manner.

Each should include:

• Unit Code

• Assessment Task number

• Document title (if appropriate)

• Student name and Student Id number.

For example, BSBHRM405 -AT2- Interview Questions -Smith- RSB2018XXX

Additional Resources

You will be provided with the following resources you begin each Assessment Task.

Assessment Task 2

• Recruitment Selection and Induction Policy and Procedures

• Position Description Template

Assessment Task 3

• Selection Report Template

• Letter of Offer and Employment Contract Template




Assessment Instructions

Each assessment task in this booklet consists of the following:

Assessment Task Cover Sheet

This must be filled out, signed and submitted together with your assessment responses.

If you are submitting hardcopy, the Cover Sheet should be the first page of each task’s submission.

If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this and submit

the file.

The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which will

be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not satisfactory, your

assessor will include written feedback in the Assessment Task Cover Sheet giving reasons why. Your

assessor will also discuss this verbally with you and provide advice on re-assessment opportunities as per

your RTO’s re-assessment policy.

Depending on the task, this may include

• resubmitting incorrect answers to questions (such as short answer questions and case studies)

• resubmitting part or all of a project, depending on how the error impacts on the total outcome of the

task

• redoing a role play after being provided with appropriate feedback about your performance

• being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily

completed the first time, after being provided with appropriate feedback.

Assessment Task Information

This gives you:

• a summary of the assessment task

• information on the resources to be used

• submission requirements

• re-submission opportunities if required

Assessment Task Instructions

These give questions to answer or tasks which are to be completed.

Your answers need to be typed up using software as indicated in the Assessment Task Instructions.

Copy and paste each task’s instructions into a new document and use this as the basis for your assessment

task submission. Include this document’s header and footer.

If you are submitting electronically, give the document a file name that includes the unit identification

number, the task number, your name and the date.

Checklist

This will be used by your assessor to mark your assessment. Read through this as part of your preparation

before beginning the assessment task. It will give you a good idea of what your assessor will be looking for

when marking your responses.




Assessment Task 1: Instructions

Task summary

This is an open book test, to be completed in the classroom.

A time limit of 1 hour to answer the questions is provided.

You need to answer all of the written questions correctly.

Your answers must be word processed and upload your work in moodle.

Required

• Access to textbooks/other learning materials

• Computer and Microsoft Office

• Access to the internet

Timing

Your assessor will advise you of the due date of this assessment.

Submit

• Answers to all questions

Assessment criteria

All questions must be answered correctly in order for you to be assessed as having completed the task

satisfactorily.

Re-submission opportunities

You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have

satisfactorily addressed the requirements of each part of this task.

If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you

written feedback along with guidance on what you must undertake to demonstrate satisfactory performance.

Re-assessment attempt(s) will be arranged at a later time and date.

You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with

unfairly, or have other appropriate grounds for an appeal.

You are encouraged to consult with the assessor prior to attempting this task if you do not understand any

part of this task or if you have any learning issues or needs that may hinder you when attempting any part of

the assessment.




Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell

you how you should answer the question. Use the definitions below to assist you to provide the type of

response expected.

Note that the following guidance is the minimum level of response required.

Analyse – when a question asks you to analyse something, you should do so in in detail, and identify

important points and key features. Generally, you are expected to write a response one or two paragraphs

long.

Compare – when a question asks you to compare something, you will need to show how two or more things

are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected

to write a response one or two paragraphs long.

Contrast – when a question asks you to contrast something, you will need to show how two or more things

are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write

a response one or two paragraphs long.

Discuss – when a question asks you to discuss something, you are required to point out important issues or

features, and express some form of critical judgement. Generally, you are expected to write a response one

or two paragraphs long.

Describe – when a question asks you to describe something, you should state the most noticeable qualities

or features. Generally, you are expected to write a response two or three sentences long.

Evaluate – when a question asks you to evaluate something, you should do so putting forward arguments

for and against something. Generally, you are expected to write a response one or two paragraphs long.

Examine – when a question asks you to examine something, this is similar to “analyse”, where you should

provide a detailed response with key points and features and provide critical analysis. Generally, you are

expected to write a response one or two paragraphs long.

Explain – when a question asks you to explain something, you should make clear how or why something

happened or the way it is. Generally, you are expected to write a response two or three sentences long.

Identify – when a question asks you to identify something, this means that you are asked to briefly describe

the required information. Generally, you are expected to write a response two or three sentences long.

List – when a question asks you to list something, this means that you are asked to briefly state information

in a list format.

Outline – when a question asks you to outline something, this means giving only the main points, Generally,

you are expected to write a response a few sentences long.

Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the

main points. Generally, you are expected to write a response a few sentences long.




Assessment Task 1 - Written Questions

Provide answers to all of the questions below:

1. Identify and list two types of documents that can be used for each of the following human

resources phases:

• Recruitment

• Selection

• Induction

2. Explain the concept of the Human Resources Life Cycle and the role of recruitment and

selection within the life cycle.

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

4. Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered

to 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.

5. Identify the Act that includes the requirement for employees to be provided with a Fair Work

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.

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

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

8. Explain two interviewing techniques.

9. Explain three commonly used selection techniques.

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

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

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




Assessment Task 1 Checklist

Student’s name:

Did the student provide a sufficient and

clear answer that addresses the

suggested answer for the following?

Satisfactory

performance Comments

Yes No

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Question 7

Question 8

Question 9

Question 10

Question 11

Question 12

Task Outcome: Satisfactory Not Satisfactory

Assessor signature

Assessor name

Date




Assessment Task 2 Instructions

Task summary

For this assessment, you are required to complete a series of tasks associated with the recruitment of a

Human Resources Advisor for the University of Green Hill. This will include:

• Meeting with the Human Resources Manager to discuss the position requirements

• Developing a position description.

• Developing a job advertisement.

• Developing questions for an interview.

• Assisting in shortlisting candidates

• Preparing a schedule for interviews.

This task will be completed in the simulated work environment at your RTO.

Required Resources.


• Access to the internet for research and for information on legislation, regulations, codes and

standards relating to the recruitment and selection of staff as at:

o https://www.fairwork.gov.au/

o http://www.alrc.gov.au/publications/grey-areas%E2%80%94age-barriers-work-

commonwealth-laws-dp-78/2-recruitment-and-employment-law

o https://www.essa.org.au/Public/Professional_Standards/ESSA_Code_of_Professiona

l_Conduct___Ethical_Practice.aspx

• Recruitment, Selection and Induction Policy and procedures

• Position Description Template

• HR Advisor Position Requirements

• Information on developing position descriptions and samples:

http://www.business.vic.gov.au/hiring-and-managing-staff/staff-recruitment/job-description-and-

advertisement-template

Timing

Your assessor will advise you of the due date of these submissions.

Submit

• Email requesting approval to proceed, with position description attached.

• Email with completed job advertisement attached

• Email with interview questions attached

• Email giving recommended candidates for shortlisting

• Email giving the interview schedule, with letters to shortlisted candidates attached

Assessment criteria

For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all

of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete

further assessment to demonstrate competence.

https://www.fairwork.gov.au/

http://www.alrc.gov.au/publications/grey-areas%E2%80%94age-barriers-work-commonwealth-laws-dp-78/2-recruitment-and-employment-law

http://www.alrc.gov.au/publications/grey-areas%E2%80%94age-barriers-work-commonwealth-laws-dp-78/2-recruitment-and-employment-law

https://www.essa.org.au/Public/Professional_Standards/ESSA_Code_of_Professional_Conduct___Ethical_Practice.aspx

https://www.essa.org.au/Public/Professional_Standards/ESSA_Code_of_Professional_Conduct___Ethical_Practice.aspx

http://www.business.vic.gov.au/hiring-and-managing-staff/staff-recruitment/job-description-and-advertisement-template

http://www.business.vic.gov.au/hiring-and-managing-staff/staff-recruitment/job-description-and-advertisement-template











unfairly or have other appropriate grounds for an appeal.



the assessment.




Assessment Task 2: Recruitment project

Read the following:

You are a Human Resources Officer at the University of Green Hill. The University’s intention is to grow its

Human Resources personnel due to the high numbers of staff employed across the University as a whole,

and the University’s focus on having a highly skilled HR Department.

Complete the following tasks.

1. Participate in a meeting to plan for recruitment

This assessment task requires you to participate in a meeting with the Human Resources

Manager (roleplayed by your assessor) to discuss the requirements for a new position within the

Human Resources Department at the University of Green Hill.

Your assessor will advise you of the date and time of the meeting.

Prior to the meeting, you should review the University’s Recruitment, Selection and Induction

Policy and Procedures to ensure that you understand the requirements for recruiting staff.

At the meeting, you will need to consult with the Human Resources Manager about the

University’s overall workforce strategy and the new human resources department position

requirements. You will need to take notes to refer to when you will develop the position

description following the meeting.

During the meeting, you will need to demonstrate effective communication techniques, including

asking questions and confirming information through active listening techniques.

Before concluding the meeting, confirm the timelines for the recruitment process.

2. Develop a position description

The next part of the assessment requires you to develop the position description for the new

role of Human Resources Advisor from the HR Advisor Position Requirements. This will also

include developing selection criteria for the position.

Use the University’s Position Description Template to guide your work.

Follow the University’s recruitment and selection policy and procedures that describe the

procedure to be followed for developing position descriptions.

It should also take into account all relevant legislation, regulations, standards and codes, as well

as diversity goals.




3. Send an email to the Human Resources Manager (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate

(polite, business-like) style.

It should introduce and summarise the contents of the attachment and seek approval for the

position description.

Your email must:

• Confirm the requirement for the appointment as per the Manager’s advice and the

University’s workforce strategy as per the case study information

• Seeks approval to proceed with the recruitment for the position based on the attached

position description

• Confirm timelines for recruitment as discussed at the meeting.

Attach your position description to the email.

4. Develop an advertisement

Assume that you have been given approval to proceed with the position as set out in the

position description that you developed.

Following the University’s policy on relevant legislation for EEO and anti-discrimination as

indicated in the guidelines for advertising in the Recruitment and Selection Policy, design an

advertisement for an externally advertised position, as well as an advertisement for an internally

advertised position. Ensure that the advertisement contains all the relevant information and that

it is designed to gain attention, generate interest, explain benefits, and target appropriate

candidates.

In addition, research options for advertising for external candidates. Your recommendations

should be based on the Recruitment, Selection and Induction Policy requirements, and you

must provide the details of at least two possible sources. You should provide a clear rationale

for using these sources, as well as details of the costs associated.

Save this document as Job Advertisement.




It should introduce and summarise the contents of the attachment and give your

recommendations for advertising options.

Attach your job advertisement to the email.




6. Develop interview questions

The next part of the assessment requires you to develop at least 10 interview questions that can

be used at the interview to find out as much as you can about the candidate in relation to the job

role as follows:

• Ensure the questions obtain information that can be used to assess the applicant’s

suitability against the selection criteria and position description

• Use open, closed, situation and behavioural questions

• Ensure questions do not result in bias or discrimination




Review the Recruitment, Selection and Induction Policy and identify who is required to

participate in the selection panel for the recruitment of this position and selection panel

participants and the steps that need to be taken to convene the panel.

The email text should introduce and summarise the contents of the attachment and seek their

feedback. It should give confirmation of the selection panel participants and the steps that need

to be taken to convene the panel.

Attach your interview questions to the email.




Following placement of the advertisement, a number of candidates have applied.

Carol Tibbs: Carol has a Bachelor in Business from 2000. Carol worked as an HR Officer between 1998 and

2002 but since then has been a stay at home Mum. Carol is now wishing to return to the workforce.

Bob Falter: Bob has a Masters of Human Resources Management and has been a taxi driver for the last 10

years. His application explains that he has been unable to get a job in HR, hence why he has been driving

taxis.

Anne Barnes: Anne is an Events Officer at the Australian Human Resources Institute. She has been in this

position for 10 years managing a range of human resources workshops and conferences. She is keen to

move into a HR focused role. She has a Bachelor of Business specializing in Events Management.

Reita Faria: Reita is a HR Officer with a large bank. Reita has a Diploma of Human Resources

Management. She has recently managed the introduction of a new performance appraisal system. Reita is a

relatively recent migrant to Australia from Sudan.

Samiya Johns: Samiya has recently moved from Brisbane to Sydney and is seeking a new job because of

her change of location. Samiya was previously employed with the University of Brisbane as a HR Officer.

She was in the position for 2 years and only just recently resigned due to the move to Sydney. Samiya has

an Advanced Diploma of Human Resources Management. Samiya came to Australia from India as a

student and is now an Australian Citizen.

8. Assist in shortlisting candidates

You are required to review the candidate summaries to determine and prepare a

recommendation for the Human Resources Manager on which candidates should be shortlisted

for the position, based on the position requirements.

Develop a shortlist of candidates in accordance with the shortlisting guidelines in the

Recruitment and Selection Policy and Procedure and the position description.




It should advise which candidates you believe should be included in the short list and your

reasons for this.




10. Develop a letter to be emailed to each successful candidate

The letter should advise them that they have been selected for interview.

The letter should include details of the date, time and venue (this will be your RTO address) for

the interview, as well as who will conduct the interview (you and the HR Manager).

You should include the date and time advised to you by your assessor for the interviews to be

conducted in Assessment Task 3. You may select which candidate will be interviewed at either

of the times given.

Save this document as Interview Invitation Letter.




It should advise what the interview schedule will be.

Attach your interview invitation letter to the email.





Student’s name:

Did the student:

Completed

successfully Comments

Yes No

Participate in a meeting with the Human Resources

Manager and discuss:

• Workforce strategy

• The requirements for the position

• Procedures for developing position descriptions

• Timing of recruitment process?

Prepare a detailed position description in the required

template that reflects the requirements discussed at

the meeting and University Recruitment, selection and

Induction policy and procedure including:

• Selection criteria consistent with the job

specifications?

• Distinguishing between essential and desirable

criteria?

• Identifying whether formal qualifications are

essential to the performance of the job?

• Ensuring length of experience, age required, etc.

are essential and justifiable, for performance of

the job and not set arbitrarily or based on

stereotypes?

• Ensuring there are no unnecessarily restrictive

English language qualifications on jobs that do

not require them?

• Is specific e.g. where the term ‘communications

skills’ are used, refers to talking on the phone to

customers, writing reports for management,

instructing technical operators, inter-cultural skills

or teamwork?

• Identifying how criteria will be assessed?

• Referring to Enterprise Agreement that will govern

working conditions?




Obtain approval for the position through confirming

all of the following:

• The requirement for the appointment as per the

Manager’s advice and the University’s workforce

strategy?

• Approval to proceed with the recruitment for the

position based on the supplied position

description?

• Timelines for recruitment as discussed at the

meeting?

Develop advertisement for publication according to

position requirements and requirements as set out in

the institution’s policy?

Identify and recommend at least two appropriate

advertising channels or technology for advertising the

job role?

Prepare appropriate interview questions including:

• Ensuring the questions obtain information that

can be used to assess the applicant’s suitability

against the selection criteria and position

description?

• Using open, closed, situation and behavioural

questions?

• Ensuring questions do not result in bias or

discrimination?

Advise on selection panel?

Shortlist suitable candidates and provide a rationale

for selection?

Schedule interviews and advise the HR Manager in

writing of the details?

Develop letter advising candidates of interview,

including date, time and location?


Assessor signature

Assessor name

Date




Assessment Task 3 Instructions

Task summary

For this assessment task, you are required to participate in an interview roleplay, as well as complete

required documentation for submission. You will need use information from Assessment Task 2 to help you

complete this assessment. Your assessor will observe you conducting the interview and will assess your

performance.

After the interview, you will also need to participate in a roleplay to obtain a referee’s report. So, prior to the

interview, you will need to prepare at least five questions that you could ask a referee about a candidate.

You will also need to make arrangement for the appointment and induction of the candidate.

This task will be completed in the simulated work environment at your RTO.

Required Resources


• Access to the internet for research

• Access to fellow students to role play candidates

• Access to your assessor to role play the Human Resources Manager and referee

• Space to conduct an interview

• Table, chairs and pens and paper

• Selection Report Template

• Telephone for referee interviews

• Letter of Offer and Employment Contract Template

Timing

Your assessor will advise you of the due date of these submissions.

Submit

• Email with selection report attached

• Email to unsuccessful candidates

• Email to an unsuccessful in response to queries

• Email to the successful applicant

• Email to the CEO and the work team

• Email to the pay department

• Email with the timing of the new employee’s induction.

Assessment criteria

For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all

of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete

further assessment to demonstrate competence.











unfairly, or have other appropriate grounds for an appeal.



the assessment.




Assessment Task 3: Interview and appointment project

Carefully read the following:

Two candidates have been selected for interview. You have been asked by the Human Resources Manager

to participate in the interviews and ask the questions that you created in Assessment Task 2.

Your assessor will roleplay the Human Resources Manager and will also arrange for two students to

roleplay the shortlisted candidates. These will be the two candidates that you shortlisted for Assessment

Task 2. Your assessor will assist candidates to prepare for the interview.

Your assessor will welcome the candidate, introduce themselves and you, as well as provide a brief

overview of the company. It will be then your role to ask the questions you have prepared. The Human

Resources Manager will close the interview

1. Participate in the interview

This assessment task requires you to participate in the interview of the two selected candidates.

At the commencement of the interview you will need to:

• Introduce yourself

• Ask questions as per the identified and prepared interview questions.

• Ask further questions as required based on the candidate’s response.

• Listen carefully to the candidate’s responses and make notes

When you have asked each candidate all of your questions, farewell the candidate and thank

them for their interest in attending.

During the interview, you will need to demonstrate effective communication and interpersonal

skills including:

• Speaking clearly and concisely

• Asking questions as required to identify required information

• Responding to questions

• Using active listening techniques to confirm or clarify information

• Non-verbal communication skills to show interest and encouragement, including smiling,

nodding, eye contact.

2. Assess candidates

After the interview, you will need to demonstrate your ability to discuss your, and the Human

Resources Manager’s, assessment of the candidates.

You should negotiate for your preferred candidate as follows:

• Discuss assessment of candidates with the HR Manager based on responses provided in

the interview and according to selection criteria.

• Identify and discuss preferred candidate and your reasons for this.

Your assessor will also ask you a question about biases and non-conformities with agreed

selection procedures that you will be required to answer choice.




3. Speak to referees by telephone.

Obtain referee reports via telephone by participating in a roleplay with your assessor playing the

referee for the selected candidate.

Before making the telephone call, decide on at least 5 questions that confirm the candidate’s

details and their suitability for the position.

You will need to demonstrate effective communication skills by speaking clearly and concisely,

asking questions and using active listening techniques.

4. Prepare a selection report

Following the completion of the referee checks, complete the Selection Report Template

5. Send an email to the CEO (your assessor).



It should give your recommendation, referring to the position recruited for.

The email text should also introduce and summarise the contents of the attachment.

Attach your selection report to the email.

6. Send an email to unsuccessful candidates (your assessor).

Develop and send an email to unsuccessful candidates advising them that they have not been

selected.

Shortly after you send the emails to the unsuccessful candidates, you receive the following email:

Dear Human Resources Officer

I was very disappointed not to have been selected for the position of Human Resources Advisor

and do not understand why, as I believe I have all of the required skills and knowledge.

Can you explain why I did not get the position? I would also like to know who got the role and their

details to help me understand why I did not get this role.

Kind Regards,

Bob Falter

7. Send an email to an unsuccessful candidate (your assessor) in response to queries

Respond in writing to the enquiry according to the Recruitment, Selection and Induction Policy

and Procedures.




8. Write a Letter of Offer and Employment Contract for the successful candidate.

Use the Offer and Employment Contract Template to guide your work.

This should set out all employment conditions and be sent to the successful candidate to secure

their acceptance of the position.

9. Send an email to the successful applicant (your assessor)



It should congratulate them on being successful with their application, and indicate that they will

be required to participate in an induction. Tell them the purpose of the induction, as well as the

date and time of the induction.

The email text should also introduce and summarise the attachment.

Attach your letter of offer to the email.

10. Send an email to the CEO and your work team (your assessor).



It should advise them of the new appointment including name of the person and starting date

(the starting date should be 4 weeks from the current date).

11. Send an email to the pay department (your assessor).



It should indicate the date that the new employee is starting and asking them to make the

necessary arrangements with the new employee.

12. Send an email to your Human Resources team (your assessor).

Inform them of the new employee’s starting date and when their induction can begin.

This email should ensure that the new employee’s induction has been organised before they

commence work.





Student’s name:

Did the student:

Completed

successfully Comments

Yes No

Participate in an interview process for each

candidate selected for interview?

Use clear and concise language during the

interview?

Ask questions based on prepared interview

questions, and ask questions to elicit further

information required?

Listen carefully to information provided and make

notes?

Ask further questions based on the candidate’s

response, and as required?

Demonstrate active listening techniques?

Conduct the interview professionally,

demonstrating interest and engagement in body

language?

Discuss assessment of candidates in relation to

responses provided at interview and selection

criteria?

At the meeting with the Human Resources

Manager following the interviews, identify and

discuss preferred candidate with HR Manager and

clear reasons for this choice?

At the meeting with the Human Resources

Manager, demonstrate effective communication

skills?

Consult referees for referee reports?

Prepare a selection report according to

organisational requirements?

Advise unsuccessful candidates of the interview

outcome?




Provide feedback to unsuccessful candidate

queries in accordance with organizational

processes?

Develop an employment contract in the required

template in order to gain the selected candidate’s

acceptance of the offer?

Advise other staff of the appointment of the

successful candidate, including their start date?

Organise administration arrangements for the new

staff member, including induction?


Assessor signature

Assessor name

Date

Learner Assessment Tasks · BSBHRM405_Learner Assessment Task V3.0 (27june2019) Richmond School of...

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