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26 Aug
2019

Learner Assessment TasksBSBHRM405 Support the recruitment, selection and induction of… | NO PLAGIARISM

Learner Assessment TasksBSBHRM405 Support the recruitment, selection and induction of staffBSBHRM405 Support the recruitment, selection and induction of staffTable of ContentsTable of ContentsAssessment InformationAssessment InstructionsAssessment Task 1 InstructionsAssessment Task 1: Written QuestionsAssessment Task 1 ChecklistAssessment Task 2 InstructionsAssessment Task 2: Recruitment projectAssessment Task 2 ChecklistAssessment Task 3 InstructionsAssessment Task 3: Interview and appointment project Assessment Task 3 ChecklistBSBHRM405_Learner Assessment Task V3.0 (27june2019)Richmond School of Business. CRICOS Code: 03717E |RTO Code: 45432 Page 2235669 101217192124Assessment’s InformationThe 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 PlanAssessment Task Assessment Task Summary1. 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 PreparationPlease 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 AssessmentAgreement. 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 appealsIf 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 documentsIt 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- RSB2018XXXAdditional ResourcesYou will be provided with the following resources you begin each Assessment Task.Assessment Task 2• Recruitment Selection and Induction Policy and Procedures• Position Description TemplateAssessment Task 3• Selection Report Template• Letter of Offer and Employment Contract TemplateAssessment InstructionsEach assessment task in this booklet consists of the following:Assessment Task Cover SheetThis 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 InformationThis gives you:• a summary of the assessment task• information on the resources to be used• submission requirements• re-submission opportunities if requiredAssessment Task InstructionsThese 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.ChecklistThis 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: InstructionsTask summaryThis 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 internetTimingYour assessor will advise you of the due date of this assessment.Submit• Answers to all questionsAssessment criteriaAll questions must be answered correctly in order for you to be assessed as having completed the task satisfactorily.Re-submission opportunitiesYou 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 guidanceThe 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 QuestionsProvide 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• Induction2. 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 ChecklistStudent’s name:Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Satisfactory performance CommentsYes NoQuestion 1Question 2Question 3Question 4Question 5Question 6Question 7Question 8Question 9Question 10Question 11Question 12Task Outcome: Satisfactory • Not Satisfactory •Assessor signatureAssessor nameDateAssessment Task 2 InstructionsTask summaryFor 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.• Computer and Microsoft Office• 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-workcommonwealth-laws-dp-78/2-recruitment-and-employment-lawo 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-andadvertisement-templateTimingYour 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 attachedAssessment criteriaFor 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.Re-submission opportunitiesYou 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.Assessment Task 2: Recruitment projectRead 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 recruitmentThis 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 theUniversity’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 descriptionThe 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 advertisementAssume 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.5. 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 give your recommendations for advertising options.Attach your job advertisement to the email.6. Develop interview questionsThe 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 discrimination7. 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.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 ResourcesManagement. 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 candidatesYou 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.9. 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 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 candidateThe 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.11. 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 advise what the interview schedule will be.Attach your interview invitation letter to the email.Assessment Task 2 ChecklistStudent’s name:Did the student: Completed successfully CommentsYes NoParticipate 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?Task Outcome: Satisfactory • Not Satisfactory •Assessor signatureAssessor nameDateAssessment Task 3 InstructionsTask summaryFor 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• Computer and Microsoft Office• 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 TemplateTimingYour 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 criteriaFor 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.Re-submission opportunitiesYou 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.Assessment Task 3: Interview and appointment projectCarefully 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 interview1. Participate in the interviewThis 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 notesWhen 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 candidatesAfter 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 reportFollowing the completion of the referee checks, complete the Selection Report Template5. Send an email to the CEO (your assessor).The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.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 OfficerI 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 Falter7. Send an email to an unsuccessful candidate (your assessor) in response to queriesRespond 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)The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.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).The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.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).The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.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.Assessment Task 3 ChecklistStudent’s name:Did the student: Completed successfully CommentsYes NoParticipate 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?Task Outcome: Satisfactory • Not Satisfactory •Assessor signatureAssessor nameDate

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