SCSB Assessment Instructions

Southern Cross School of Business
CRICOS Provider Code: 03523D I RTO ID: 41253 | ABN: 95155625924

Level 2, 1-3 Fitzwilliam Street Parramatta NSW 2150
Level 3, 531 George Street, Sydney, NSW 2000
Ph: 61 (2) 8937 0506 & 9633 3287
Assessment Instructions
BSBHRM405 Support the recruitment, selection and

induction of staff
Issue date: 24/07/2019 Page 1 of 19

Ph: 61 (2) 8937 0506 & 9633 3287
Table of Contents
Table of Contents 2
Assessment Schedule 3
Assessment Information 3
Assessment Instructions 5
Assessment Task 1: Written Questions 6
Assessment Task 1 Instructions 8
Assessment Task 2: 9
Assessment Task 3: 15

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Assessment Schedule
Task Due Date
Learning Activity and Task 1 Week 1
Task 1 and 2 Week 2
Task 2 and 3 Week 3
Task 3 and review the unit Week 4
Assessment Information
The assessment tasks for BSBHRM405 Support the recruitment, selection and induction of staff are
included in this 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.
Students must complete a series of tasks associated with the

2. Recruitment project
recruitment of a Human Resources Advisor.
Students must participate in an interview role-play and

3. Interview and appointment project
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.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per SCSB
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.

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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

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Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessor 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.
The Assessor Checklist will be returned to you with the outcome of the individual assessment task,
which will be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not
satisfactory, your assessor will include written feedback giving reasons why.
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.
If you are submitting electronically, consider giving the document a file name that includes the unit
identification number, the task number, your name and the date.

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Assessment Task 1: Written Questions

Task summary
 You need to answer all of the written questions correctly.
 Your answers must be word processed.
Required
 Access to textbooks/other learning materials
 Computer and Microsoft Office
 Access to the internet
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 your 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.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with
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.

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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.

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Assessment Task 1 Instructions

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.

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Assessment Task 2:
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 in SCSB.
Required
 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_Professional_C
onduct___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
Deliver
 Participate in a meeting with Human Resources Manager to plan for recruitment (Role Play)
Submit
 Prepare an email to Human Resources Manager requesting approval to proceed, with
position description attached.
 Prepare an email to Human Resources Manager with completed job advertisement attached
 Prepare an email to Human Resources Manager with interview questions attached
 Prepare an email to Human Resources Manager giving recommended candidates for
shortlisting
 Prepare an email to Human Resources Manager giving the interview schedule, with letters to
shortlisted candidates attached
 Prepare an email to successful candidate
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.
Ph: 61 (2) 8937 0506 & 9633 3287
the assessment.

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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.

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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.

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.

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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

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 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.

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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.

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 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.

like) style.
It should advise what the interview schedule will be.
Attach your interview invitation letter to the email.
Student Appendix
Recruitment Selection and Induction Policy
and Procedures Position Description Template
Recruitment Position
Selection and Induction Policy and Procedures.docx Description Template.docx

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Assessment Task 3:
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 in SCSB
Required
 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
Deliver
 Participate in the interview of the two selected candidates
Submit
 Prepare an email with selection report attached
 Prepare an email to unsuccessful candidates
 Prepare email to an unsuccessful in response to queries
 Prepare an email to the successful applicant
 Prepare an email to the CEO and the work team advising new employee
 Prepare an email to the pay department
 Prepare an 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.

Ph: 61 (2) 8937 0506 & 9633 3287
the assessment.

Ph: 61 (2) 8937 0506 & 9633 3287

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.

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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).

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 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.

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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)

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).
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).

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.
Student Appendix
Selection Report Template
Letter of Offer and Employment
Contract Template
Selection Report Letter of Offer

Template.docx Template.docx

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Southern Cross School of Business

CRICOS Provider Code: 03523D I RTO ID: 41253 | ABN: 95155625924

BSBHRM405 Support the recruitment, selection and

Issue date: 24/07/2019 Page 1 of 19

Issue date: 24/07/2019 Page 2 of 19

Assessment Task Assessment Task Summary

1. Written questions Students must answer all questions correctly.

Students must complete a series of tasks associated with the

Students must participate in an interview role-play and

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Each assessment task in this booklet consists of the following:

Depending on the task, this may include

Assessment Task Instructions

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Assessment Task 1: Written Questions

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Written answer question guidance

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Assessment Task 1 Instructions

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Assessment Task 2 Instructions

Complete the following tasks.

1. Participate in a meeting to plan for recruitment

2. Develop a position description

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

Save this document as Job Advertisement.

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

Attach your job advertisement to the email.

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6. Develop interview questions

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

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

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8. Assist in shortlisting candidates

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

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

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

Attach your interview invitation letter to the email.

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This task will be completed in the simulated work environment in SCSB

 Participate in the interview of the two selected candidates

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Assessment Task 3 Instructions

1. Participate in the interview

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3. Speak to referees by telephone.

4. Prepare a selection report

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

Attach your selection report to the email.

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

Dear Human Resources Officer

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

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

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

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

Selection Report Letter of Offer

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