3RTO F204C

CIPD Assessment Activity Template

Title of unit/s Resourcing Talent

Unit No/s 3RTO

Level 3

Credit value 6

Assessment method Individual written documentation, and observed Group

Activity with supporting documentation
Expiry Date September 2020

Learning outcomes:

On completion of this unit, learners will:

1. Be able to explain the factors that affect an organisation’s talent planning, recruitment
and selection policy.
2. Be able to identify appropriate recruitment and selection methods.
3. Be able to contribute to the recruitment and selection interviewing process for a job role.
4. Understand the importance of effective induction.

Assessment Brief Assessment

Criteria
Group Activity and Supporting Documentation

Using organisations with which you are familiar, assess the way in which they
are able to resource talent to enhance their organisational success.

The word count for the individual tasks should be a total of approximately
1500 words.

The word count for group tasks should be equivalent to approximately 1000
words.

Individual Activity 1:
a. Using examples from the organisations you are considering, 1.1
explain at least four organisational benefits of having a diverse
workforce.
b. Identify and explain at least four factors that can affect an 1.2
organisation’s approach to talent planning.
c. Describe the key factors that can affect an organisation’s
recruitment and selection policy 1.3
d. Describe at least three methods of recruitment, and three methods 2.1 & 2.2
of selection that can be used in organisations, and when it is
appropriate to use each of them.

Group Activity 1:
3.1
a. In an organisation, the receptionist has recently been promoted to
an administration manager’s position. There is now a vacancy for a
receptionist in that organisation. Develop a job description and
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person specification the role of receptionist. 3.2

b. Select the most appropriate recruitment channel, and draft material
to attract talented individuals to that role.
3.3
c. Develop selection criteria for the role, and (using applications
provided by your tutor) shortlist candidates for an interview for the
role.

Group Activity 2:
3.4
a. Conduct at least one interview for the vacancy, and determine if a
candidate is or is not suitable for the job. Each member of your
group must ask the candidate(s) at least three questions and each
must participate in making the selection decision.
b. Discuss in the group the records that should be kept following the
3.5
interview, including issues relating to the legal requirements for
retaining and storing all recruitment and selection documentation.
c. Provide two letters: one that could be used to appoint to the 3.5
position and the other a non-appointment letter.

Individual Activity 2:
a. Explain at least three purposes of the induction process and the
benefits to both the individual and the organisation. 4.1
b. Produce a list of areas to be covered by induction, and note the 4.2
roles of others who should also be involved in the process.
Evidence to be produced
Written responses to individual activities of approximately 1500 words in total.
Written responses to group activities of approximately 1000 words in total.

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3RTO F204C

Marking Guidance

Guidance for assessors

This guidance is for assessors only and should not be handed out to candidates

To achieve a Pass, candidates should produce work equating to approximately 2500 words
and conduct an interview which reflects the guidance given below.

Individual
Activity 1
Candidates should explain at least four benefits, taking Diverse in its widest
1.1
sense of culture, age, gender, religion, physical characteristics, personal
styles, experience, aspirations, skills, knowledge, behaviours etc.

Candidates should explain the differing approaches that organisations can

1.2 adopt in relation to their talent management. Talent management might be
defined by candidates. Both internal and external factors that shape the
talent processes, should be considered. For example internal factors may
include leadership, development opportunities, sector, size of organisation
and budget. External factors may include stakeholders, government,
reputation etc. Four factors in total should be considered.

Candidates should describe the factors that affect organisational policy in

1.3
relation to recruitment and selection, for example staff churn, financial
constraints, sector context, geographical location, extent of specialisms
required, market forces etc.

Candidates should describe at least three methods of recruitment, and when

2.1
it is appropriate to use each of them. For example: job fairs, on-line, internal
or external recruitment, advertising, from unsolicited applicants on-file, via
agencies etc.

2.2 Candidates should describe at least three methods of selection that can be
used in organisations, and when it is appropriate to use each of them. For
example, assessment centres, interviews, written tests, psychometric
assessments, historical event-based records, competency-based, etc.

Group Activity 1 Working as a group, and using good practice principles, candidates should
provide:
3.1
(a) A job description, which is based around responsibilities for
achievements, not simply a list of tasks to be undertaken. Attention
should be paid to equality and diversity issues in the wording.
(b) A person specification, which includes qualifications, knowledge,
experience, skills etc, and differentiates between essentials and
additional desirable factors. Attention should be paid to equality and
3.2 diversity issues in the wording.

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Working as a group, candidates should discuss and agree an appropriate

recruitment channel, such as via advertising in the media or via an agency,
and then produce appropriate recruitment media material (e.g. a job
3.3 advertisement for a newspaper, or an agency brief). Attention should be
paid to equality and diversity issues in the wording.

Working as a group, candidates should:

a. develop a document that details the selection criteria they will

use. This should relate overtly to the person specification and
job description.

b. Using applications provided by the tutor, shortlist candidates for

interview. The group should detail the reasons for inviting to
interview or rejecting candidates, and reasons must relate
directly and only to the selection criteria previously devised.
Attention should be paid to equality and diversity issues in the
wording.

Group Activity 2 It is expected that this group activity takes place in a classroom context
where the tutor/assessor is observing the interactions. Attention should be
paid to equality and diversity issues throughout.

Candidates must participate in at least one selection interview with a live

applicant. Each candidate must ask questions (at least 3 each) of the
3.4 applicant, and then at the close of the interview participate fully in the
decision-making process. Decision making must be only against the
selection criteria previously devised.

Following the interview, the group should:

a. discuss the records to be kept from the notes they have made at
3.5 the interview, identifying any additional records that might be
needed. Reference to legal requirements is expected during this
discussion.

b. write two letters using good practice principles, one for an

appointment, one for non-appointment.

Individual Candidates should provide at least three purposes of Induction, such as:
Activity 2 health and safety compliance and duty of care, provision of and clarification
of essential employment policies and processes, introduction to the
4.1 organisation, its premises and undertakings, ensuring the newcomer
understands their role and responsibilities, introduction to colleagues,
clarification of expectations, welcome and motivation of the newcomer etc.

Candidates should provide some detail of expected benefits from effective

induction process, such as: to meet legal and contractual requirements at
commencement of employment; establish a positive and production
4.1 relationship between the organisation and the individual, and colleagues
and the individual; early settling down in the role and early role
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effectiveness; clarification and removal of any ambiguities for the newcomer;

opportunities to address any outstanding issues (contractual, or simply
questions); not to overload the newcomer with too much information upon
arrival; etc.

Candidates should provide a list. This should include the key items expected
in an effective induction process. One or more referenced sources might be
4.2 used in support of this list. The list should include as a minimum: health and
safety, terms and conditions, job role, financial, learning and development
opportunities, organisational activities, culture and values. Candidates might
include as a column in this list, or a separate exploration, to identify the roles
of others who will be involved in the induction process, and the nature of
that involvement, such as: Line Manager, to meet and explain the outline of
the position; HR to explain contractual issues such as holiday and
sickness/absence processes, welfare accessibility; H&S representative to
outline general and specific H&S issues; Union/Staff Association
representative to explain their role and how to access when needed;
technical colleagues to outline the operational role; etc.

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OBSERVATION RECORD - F204C

Candidate’s name: …………………………………………………………

Unit 3RTO - Learning Outcome No 3, AC 3.4 and 3.5

Be able to contribute to the recruitment and selection interviewing process for a job role.

Observation Criteria Assessor feedback – to be completed by the assessor with notes to

support the decision
Plan interview:
● questions
● roles
● structure

Prepare suitable environment.

Open interview appropriately:

● introductions
● outline of interview.

Establish rapport and puts

applicant at ease.

Use appropriate questioning

techniques:
● open questions
● clarifying

Control interview without

dominating.

Communicate (listening and

speaking) effectively with
applicant, using appropriate
body language.

Invite, and deal with, applicant

questions.

Close interview

Liaise effectively with other

members of panel (if relevant).

Conduct interview within legal

requirements.

Maintain clear notes and

justification for decision.
Discuss records that need to
be retained and legal
requirements.

Assessor signature

Date

Assessment Bank – Foundation Level – January 2017