5 - BSBHRM405 Student Version

Student Name:
Student ID:
Assessment Summary
BSBHRM405–Support the recruitment, selection
Unit Details
and induction of staff
This is a summative assessment, which requires

Assessment Type each student to have adequate practice prior
to undertaking this assessment
Assessment 1 Written Questions
Assessment Methods Project 1 – Plan for recruitment

Assessment 2
and selection of staff
Project 2 – Support selection
Assessment 3
and induction of staff
Version: 1.0 Gen Institute Pty Ltd © Page 1 of 91

Assessment| BSBHRM405
Contents
Assessment information............................................................................................. 4
Purpose................................................................................................................... 4
Unit description ..................................................................................................... 4
Key competencies............................................................................................... 4
Foundation skills .................................................................................................... 4
Performance evidence ...................................................................................... 5
Knowledge evidence ......................................................................................... 5
Relevant legislation.............................................................................................. 5
Assessment Conditions ........................................................................................ 6
Pre-requisites ......................................................................................................... 6
Terminology used ................................................................................................. 6
Completing the assessments/Expectations.................................................... 7
Assessment outcome .......................................................................................... 7
Summary of assessment methods and tasks .................................................. 8
Required resources .............................................................................................. 8
Reasonable adjustment ..................................................................................... 8
Plagiarism policy................................................................................................... 8
Academic appeals ............................................................................................. 9
Reassessment process...................................................................................... 10
Assessment records........................................................................................... 10
Declaration......................................................................................................... 10
Assessment submissions and contact details .............................................. 11
Assessment 1 – Written Questions ........................................................................................ 14
Instructions for Students ................................................................................... 14
Applicable conditions ...................................................................................... 14
Resources required for assessment ............................................................... 15
Assessment Outcome Record – Assessment 1 of 3 (To be completed by the Assessor)
.............................................................................................................................. 27
Assessment 2 – Project 1 – Plan for recruitment and selection of staff ....................... 29
Role Play Observation Checklist and Assessment Outcome – Assessment 2, Part A 33
Performance Checklist and Assessment Outcome – Assessment 2, Part B 36
Performance Checklist and Assessment Outcome – Assessment 2, Part C 38

Performance Checklist and Assessment Outcome – Assessment 2, Part D 40

Performance Checklist and Assessment Outcome – Assessment 2, Part E46
Assessment Outcome Record - Assessment 2 of 3 (To be completed by the Assessor)
.............................................................................................................................. 47
Assessment 3 – Project 2 – Support selection and induction of staff ........................... 48
Role Play Observation Checklist and Assessment Outcome – Assessment 3, Part A 52
Role Play Observation Checklist and Assessment Outcome – Assessment 3, Part B 55
Performance Checklist and Assessment Outcome – Assessment 3, Part C 57
Performance Checklist and Assessment Outcome – Assessment 3, Part D 59
Performance Checklist and Assessment Outcome – Assessment 3, Part E61
Performance Checklist and Assessment Outcome – Assessment 3, Part F64
.............................................................................................................................. 65
Appendices .............................................................................................................................. 66

Assessment information
Purpose This document represents the main assessment instrument for the unit of
competency BSBHRM405–Support the recruitment, selection and induction
of staff
Unit description This unit describes the skills and knowledge required to execute tasks
associated with the recruitment cycle and apply in-depth knowledge of
the work of the organisation, and how recruitment and selection practices
fit with other human resources functions.
This unit applies to individuals who support recruitment, selection and
induction functions under the direction of a human resource manager.
No licensing, legislative, or certification requirements apply to this unit at
the time of publication.
Key 1. Plan for recruitment
competencies 2. Plan for selection
3. Support selection process
4. Induct successful candidate
Foundation skills Reading skills 1.2, 1.4, 2.4, 2.5 Synthesises ideas, concepts and specific
to: information from workplace and
regulatory texts to inform development
of workplace documents
Evaluates information to make

judgements
Writing skills to: 1.1, 1.2, 1.5, Produces a range of text types using
2.2, 3.5, 3.6, specific information, workplace
3.8, 4.2, 4.3 conventions and templates
Oral 1.1, 1.3, 1.5, Asks questions and listens carefully to
communicatio 2.3, 2.5, 3.1-3.5. gather, interpret or evaluate information
n skills to: 3.7
Uses appropriate vocabulary to present
ideas or persuasive arguments
Navigate the 1.2, 1.4, 2.4, Applies workplace protocols, legislation
world of work 3.3, 3.8, 4.1, 4.4 or regulations relevant to own
to: responsibilities
Interact with 1.3, 2.3, 3.2, 3.3 Selects and uses appropriate
others to: conventions and protocols when
communicating with personnel,
candidates or referees
Participates in conversations relevant to

role responding, explaining, negotiating
and persuading as required
Get the work 2.1, 2.3, 2.6, Selects and uses digital technology to
done: 4.1, 4.3, 4.4 access, enter, store and retrieve

information in accordance with security

requirements
Takes responsibility for planning and

implementing tasks for efficient and
effective outcomes
Performanceevi A person who demonstrates competency in this unit must be able to
dence provide evidence of the ability to:
• prepare job descriptions

• use job descriptions to support sourcing, selecting and appointing
suitable staff
• use different advertising channels to promote vacancies and/or
establish a potential talent pool
• consult with managers to gain approvals
• develop selection criteria and interview questions in consultation with
relevant personnel
• schedule interviews and advise relevant people of times, dates and
venues
• participate in interviews and other selection techniques including
assessing candidates against selection criteria to short list them
• obtain referees' reports
• prepare and distribute a selection report including feedback to give
unsuccessful candidates
• advise unsuccessful candidates of the results
• secure preferred candidate’s agreement and provide an employment
contract
• advise other staff of the successful candidate and arrange induction.
Knowledge Students must develop knowledge of the following areas to successfully
evidence complete this unit:
• identify documentation required for recruitment, selection and

induction
• explain human resources life cycle and the place of recruitment and
selection
• identify legislation relevant to recruitment, selection and induction of
staff
• describe channels and technology to advertise vacancies
• explain a range of interviewing techniques and other selection
processes and their application.
Relevant • The Fair Work Act 2009
legislation • The Privacy Act 1988 (Privacy Act) and Australian Privacy Principles
(APPs)
• Racial Discrimination Act 1975 (Cth)

• Age Discrimination Act 2004 (Cth)

• Sex Discrimination Act 1984 (Cth)
• Disability Discrimination Act 1992 (Cth)
• Equal Employment Opportunity (Commonwealth Authorities) Act 1987
Assessment Assessment must be conducted in a safe environment where evidence
Conditions gathered demonstrates consistent performance of typical activities
experienced in the workforce development – human resource
development field of work and include access to:
• workplace policies and procedures
• business technology
• position descriptions
• legislation, regulations, Codes and Standards relevant to staff
recruitment, selection and induction
• interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Pre-requisites NIL
Terminology The following terms are used in each assessment task to guide the student
used and assessor as to what is expected from each assessment task:
1. Instructions: Provides a brief description about the assessment task and
broadly indicates what the Student is required to do.
2. Conditions of assessment: Outlines the conditions in which the
assessment must be undertaken. In some cases, it will give options for
the student about what to base the assessment task on and whether it
is practical demonstration or project.
3. Description of task/decision making rules: Advises the student and the
assessor of the task description and the criteria that the assessment
must meet in order for a satisfactory result to be awarded.
4. Due Date - the date on which assessment falls due.
General This document contains both the assessment instrument and the
Instructions to instructions for gathering and interpreting evidence in an assessment
Students process.
The document also includes references to relevant checklists, templates

and other resources required as part of the assessment conditions, that
you must complete as part of the assessment requirements.
• This pack includes all the assessment tasks you will need to successfully
complete in order to be competent in the unit/s of competence listed
above.
• There are three (3) assessment tasks in this pack. To attain competence
in the unit/s you must satisfactorily:
o complete all written questions in this assessment tool
o complete and submit the project/s outlined in the assessment guide
o demonstrate skills as directed by your Assessor

• Competency depends on consistently demonstrating the skills and

knowledge that enable you to complete workplace tasks confidently
in a variety of situations.
• If you have any difficulties in understanding any of these forms or
instructions, please speak to your trainer/ assessor.
• You must attach the Assessment Coversheet to each submission.
You must keep copies of the completed assessment for your records.
Dimensions of You will be considered to be competent when you are able to
Competency demonstrate application of knowledge and skills to successfully complete
work activities in a range of situations and environments as follows:
• Task skills –Performing the task/job to the required standard
• Task management skills –Performing more than one thing at a time
and managing the tasks correctly
• Contingency management skills –Responding appropriately to
irregularities and breakdowns in routine within a job or workplace
• Job/role environment skills (outcomes) – Dealing with the
responsibilities and expectations of the work environment
Completing the Assessors must ensure that students completely understand the assessment
assessments/Ex process and various assessment tasks before undertaking the assessments.
pectations This assessment tool is structured in a way that each assessment task
clearly outlines the:
• Instructions for completing the assessment task;
• Conditions in which the assessment must be conducted;
• Evidence that must be presented by the student; and
• Decision-making rules by which the evidence will be judged.
Every assessment task will require satisfactory completion in order for
students to be deemed Competent. The students will need to adhere to
any guidelines on length of answers required where stipulated.
Assessment Your Assessor will:
outcome o complete the Assessment Outcome Record for each assessment
task
o provide you with feedback for all assessment tasks
o mark the assessment task as satisfactory or unsatisfactory
o sign the Assessment Outcome Record
• You must sign and date the Assessment Task Outcome Record and
read, understand and acknowledge the feedback.
• The Assessor will record the assessment outcome (Competent or Not
competent) for the unit of competency, and will include any relevant
comments on the Assessment summary cover sheet.
• Should your performance in a task be deemed ‘Not Satisfactory’, you
will be advised of the outcome and will be given one more opportunity
to re-submit satisfactory evidence within the timelines advised by your

assessor.
• If you fail to achieve the required outcome after this opportunity, you
will be deemed ‘Not Competent’. Please read the reassessment
procedure in the later part of these instructions.
• You must access, read and understand the Gen’s complaints and
appeals process, which allows you to challenge an assessment
decision, if you would like to be reassessed.
• If you are found to have plagiarised or copied work from another
student or any other sources, your assessment submission will not be
accepted (please refer to Gen’s Plagiarism Policy).
You may refer to the Student Handbook for more information.

Summary of The assessment methods that are used in this assessment tool are:
assessment Assess
Method of
methods and ment Description
Assessment
tasks Task #
1 Questions You are required to answer 8short answer
questions related to this unit
2 Project & Role- Plan for recruitment and selection of staff
play
3 Project & Role- Support selection and induction of staff
play
Required Each assessment task in this assessment tool outlines specific resources that
resources the student must have access to as part of the assessment process.
Assessors must ensure that students have appropriate access to these
resources before any assessment is conducted.
Reasonable GenInstitute enables reasonable adjustments to be made to assessment
adjustment procedures for students with special needs, such as people with disabilities
or with language or literacy difficulties.
If you are unable to complete the assessment in this format, you must
inform your assessor and they may arrange for you to take the assessment
in an alternative format.
Plagiarism GenInstitute takes a systemic approach to the treatment of plagiarism in
policy academic work. The policy is intended to promote honesty in learning and
assessment and respect for the work of others. Contravention of this policy
will result in students being penalized.
• Please read the plagiarism policy available in your student handbook

and to be aware of the consequences and to understand your rights
and responsibilities.
• In order to be assessed as competent (C) in this unit you need to
provide evidence that demonstrates you can perform the required
competencies to the necessary standard.

• In order to avoid plagiarism, you must acknowledge and reference

sources of research that you use in your written work, and must give
credit appropriately.
• You must use the APA 6th Referencing style. You must contact your
assessor for guidance on how to reference.
• You could also complete a free tutorial on referencing at The Basics of
APA Style®
• The following are some types of references that must be
acknowledged:
o Direct quotations – using another person’s exact words, placing
words in quotation marks (for shorter quotes) or indent paragraphs
(for longer quotes).
o Paraphrases of another person’s words or ideas – using someone
else’s ideas in your own words. When you paraphrase, you must cite
the source of the ideas
o Summarise another person’s ideas – a short summary of the original
text, including only the main points of the original author’s ideas or
argument. To avoid plagiarism, you must cite the source whenever
you summarise another person’s work.
o Tables, figures, graphs, diagrams or images obtained from any
source – you must acknowledge the original source of all tables,
figures, graphs, diagrams or images.
o Information obtained from lectures and personal communication –
you must acknowledge the source of the information.
Academic • Where a student wishes to appeal an assessment they are required to
appeals notify their assessor in the first instance. Where appropriate the assessor
may decide to re-assess the student to ensure a fair and equitable
decision is gained. The assessor shall complete a written report
regarding the re-assessment outlining the reasons why assessment was
or was not granted.
• If this is still not to the student’s satisfaction the student shall formally
lodge an appeal by submitting a written letter within one week of
receiving the results using the form 10.1 for Complaints and appeals
outlining the reasons for the appeal. They shall lodge this with student
administrations department and the appeal shall be entered into the
‘complaints and appeals register’.
• The Course coordinator shall be notified and shall seek details from the
assessor involved and any other relevant parties. A decision shall be
made regarding the appeal either indicating the assessment decision
stands or details of a possible re-assessment by another assessor
appointed by Gen.
The student shall be notified in writing of the outcome with reasons for the
decision. The student shall also be provided the option of activating the
external appeals process if they are not satisfied with the outcome. The
student is required to notify Gen if they wish to proceed with the external
appeals process.
Reassessment 1. Student will be assessed as being competent only upon satisfactory
process completion of all the assessments in a unit.
2. If a student is not able to demonstrate satisfactory completion of all of
the required assessments of the unit, the result for that unit will be
recorded as Not Competent.
3. If a student has submitted all the tasks and successfully completed
more than 50%* of the assessment tasks for a unit, they will be provided
with specific feedback and invited to re-submit their assessment.
4. If a student has submitted and not successfully completed more than
50%* of the assessment tasks for a unit, they will be required to
undertake the unit again.
5. In the case of re-submission, the following actions shall occur:
• The student must apply for resubmission within one week of the
result is made available to him/her. This means that the student is
responsible to acknowledge that he/she has received the result
and has been deemed NC for the units of competency
undertaken.
• Reassessment may need to be arranged every weekend on
Saturday evenings in order to minimize disruption.
6. If a student is assessed as “Not Competent’ after the resubmission, he
or she will be identified as a student-at-risk and an Academic
Performance Improvement (API) Plan will be created during an
Intervention Strategy Meeting between the Gen’s Operations
Manager, Trainer & Assessor and student. The date for a third
assessment will be nominated by the student in consultation with
Trainer & Assessor, but should be no longer than 1 month from the
previous re-submission date.
7. One re-submission is allowable per unit per student free of cost.
Additional re-submissions will be charged at $200.
If the student remains ‘Not Competent’ after a third re-submission, he or

she will be notified that this result is final and he or she will be unable to
successfully complete the course in which they are enrolled at this point.
* Due to the variance in the amount of work completed for each

assessment task in a unit, 50% will be determined by the number of
assessment tasks submitted as opposed to the amount of evidence
submitted.
Assessment We are required to retain a copy of your assessment and all other
records evidentiary records. If you require a copy of this assessment submission
please be sure to copy it prior to submitting it to us.
Declaration You must sign the student declaration confirming the authenticity of your
submitted work, understanding the requirements to complete the

assessment tasks and that the assessment process including the provisions
for re-submitting and academic appeals were explained to you and that
you understand these processes on the assessment summary cover sheet.
GenInstitute cannot assess any submitted work until the declaration is
received.
Assessment You must submit this completed assessment tool to your trainer on the due
submissions and date. Please feel free to contact us if you have any questions regarding
contact details the assessment process:
Phone: 03 9642 2193

For Assessor Only - ASSESSMENT COVER SHEET

This form is to be completed by the assessor and used as a final record of student competency.
All student submissions including any associated checklists (outlined below) are to be attached to this cover sheet before placing
on the students file. Student results are not to be entered onto the Student Database unless all relevant paperwork is completed
and attached to this form.
Student
Student Name:
ID No:
Contact
Email:
number:
Unit Code &
BSBHRM405–Support the recruitment, selection and induction of staff
Title
First Submission  Subsequent submission 
Result
Please attach the following documentation to this form S = Satisfactory
NS = Not Satisfactory
Assessment 1  Written Task S | NS
Assessment 2  Project 1: Plan for recruitment and selection of S | NS

staff
Assessment 3  Project 2: Support selection and induction of staff S | NS
Final Assessment Result for this unit
(Student will be assessed as being competent only
 Competent  Not Competent (Comments)
upon satisfactory completion of all the above
mentioned assessments)
The Evidence provided is:
 Valid  Sufficient  Authentic  Current

Student Declaration:
I acknowledge that I understand the requirements to complete the assessment tasks. The assessment
process including the provisions for re-submitting and academic appeals were explained to me and I
understand these processes. I understand the consequences of plagiarism and confirm that this is my
own work and I have acknowledged or referenced all sources of information I have used for the purpose
of this assessment.
Student’s Signature: Date: _______/_______/_______

Final feedback:
Assessor: I declare that I have conducted a fair, valid,

Signature:
reliable and flexible assessment with this student, and I
have provided appropriate feedback.
Date: _______/_______/_______

Administrative use only
Entered onto Student

________________ ________________
Management Database
Date Initials
USE FOR REASSESSMENT ONLY
Assessment Task No/s
Components
Student Declaration:
I acknowledge that I understand the requirements to complete the assessment tasks. The assessment
process including the provisions for re-submitting and academic appeals were explained to me and I
understand these processes. I understand the consequences of plagiarism and confirm that this is my
own work and I have acknowledged or referenced all sources of information I have used for the
purpose of this assessment.
Student’s Signature: Date: _______/_______/_______
Result of Reassessment Competent - C Not Yet Competent - NYC

(Please circle the Final Assessment Outcome)
Feedback to Student (Please provide general feedback on the Student’s performance)
Assessor: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student,
and I have provided appropriate feedback.
Trainer/Assessor Signature Date
Administrative use only
Entered onto Student

________________ ________________
Management Database
Date Initials

Assessment 1 – Written Questions
Instructions for Students
• This is the first of the three assessment tasks you must complete satisfactorily to be deemed
competent in this unit.
• Read the Assessment description carefully.
• In this task, you must answer eight (8) questions that cover the knowledge requirements of
this unit.
• You must respond to all questions and submit them to the Trainer/Assessor.
• You must answer all questions to the required standard (e.g. provide the specified number
of points) to be deemed satisfactory in this task.
• Assessment may be submitted in Microsoft Word format or may be handwritten. Clearly
label your work with your name, unit code, unit title, Assessment Task and respective
Question number with the answer to all the documents and sheets that are attached to
your submission.
• Read the Plagiarism policy and procedure carefully to understand the consequences that
you could face if your work is plagiarized.
• Seek clarification regarding the assessment required to be done, if you do not understand
the task.
• Ask for reasonable time from Assessor for preparation of project or Assessment.
• Seek information on additional reading material and reference for completion of the
assessments.
• Students with special needs can seek assistance from assessors depending upon the nature
of the need.
• Submit this document along with your assessment work.
• Your Trainer/Assessor will provide you feedback and notify you about the results within two
weeks of submission.
Applicable conditions
• This is an open book task and you may refer to your learning materials or your research of
external resources.
• Assessment may be completed in your own time and is due one week after the module
end date.
• You must complete this task independently.
• The Trainer/Assessor may ask you relevant questions on this assessment task to ensure that
this is your own work, or to confirm your knowledge to close any gaps they may identify as
not evidenced in your written responses.
• No marks or grades are allocated for this assessment task. The outcome of the task will be
Satisfactory or Not Satisfactory.

Resources required for assessment
• You will need the following materials/ resources for this task:
o Textbook/ Online learning resources
o Computer with Internet access for research purposes and word processing

Written Questions
Identify at least three documents required for each of the following phases:
a. Recruitment
1
b. Selection
c. Induction
a. Recruitment
b. Selection
c. Induction
Satisfactory Not Satisfactory (Comments)

Discuss the human resource life cycle or the phases of the employment cycle, in 250-
2 300 words. In your response, you must also mention the activities associated with each
phase, including the place of recruitment and selection in the cycle.


Identify and briefly describe at least five (5) legislative acts relevant to recruitment,
3
selection and induction of staff.

Briefly describe the obligations on an employer to follow anti-discrimination legislation

in recruitment, selection and induction of staff. In your response, you must briefly
4
describe the responsibilities of employers and what they should do to prevent
discrimination. Your response should be limited to 150 words.

Complete the table below with a brief description of the channels and technology a
5
company can use to advertise job vacancies.
Online job boards
Print
advertisements

Company/corpor
ate website
Internal
communications

Recruitment
agencies
Social media sites

(any three)

Explain the following types of interviews in about 40-50 words each.

a. Selection interview
6 b. Appraisal interview
c. Exit interview
d. Grievance interview
a. Selection interview:
b. Appraisal interview:
c. Exit interview:
d. Grievance interview:

Briefly explain the following types of job selection processes and how they are used:
a. Personality tests
7
b. Cognitive Abilities Tests
c. Work Sample Tests
a) Personality tests–
b) Cognitive Abilities Tests–
c) Work Sample tests–

Briefly explain the following interview techniques

a. Traditional or face-to-face interview
8 b. Job simulation
c. Casual interview
d. Virtual interview
a. Traditional or face-to-face interview–
b. Job simulation
c. Casual interview–
d. Virtual interview–

Comments if the answer is not satisfactory

This form is completed by the assessor and used for comments if the answer is not
satisfactory
Q.no Comments
Question 1:
Question 2:
Question 3:
Question 4:
Question 5:
Question 6:
Question 7:
Question 8:
Based on the Comments above Please Redo / Rewrite those particular answers and
resend your Completed Reassessment for correction

Assessment Outcome Record – Assessment 1 of 3 (To be completed by the Assessor)
Assessment task: Question and Answer
Student ID and name
Unit of Competency
BSBHRM405–Support the recruitment, selection and induction of staff
Code and Title:
Feedback to student:
Attempt 1
Attempt 2
Assessment Outcome: (tick)
Attempt 1: ☐ Satisfactory ☐ Not Satisfactory
Assessor Name: ____________________
Assessor Signature: ___________________ Date: _____/______/______

Assessment 2 – Project 1 –Planfor recruitment and selection of staff
• This is the second of the three assessment tasks you must complete satisfactorily to be
deemed competent in this unit
• Parts of this task must be conducted in a simulated work environment, which will be
recreated in the classroom by your assessor.
• This assessment is made up of five (5) tasks.
o Part A – Role play: Consult senior management to plan for recruitment
o Part B – Develop and seek approval for job descriptions
o Part C – Develop advertisements for vacancies and recommend advertising media
o Part D – Assist in interview panel selection and prepare interview questions
o Part E – Assist in shortlisting candidates and prepare for interviews
• You must attempt all criteria to the required standard (e.g. fulfil assessment criteria
mentioned in the performance checklist) to be deemed satisfactory in this task.
• You must complete this task by following all given instructions, for the trainer/assessor to
assess competency in this assessment task.
• Clearly label your work with name, unit code and unit title to all the documents and sheets
that are attached to your submission.
• Review the role play observation Checklist so that you are familiar with the behaviours that
you are expected to perform during the observation.
• Review other resources, related to the task you are going to perform.
the task.
• Ask for reasonable time from Assessor for preparation of Assessment.
assessments.
• You will need to complete this project in your own time and submit it as per the Gen’s
requirements.
• You must complete the task independently.
• You can refer to the textbook, learning materials or your research of external resources in
completing this task.
• Time limit for role plays is 10 minutes, unless otherwise specified.
• The Trainer /Assessor will assess your practical skills, technique and knowledge as you
complete this assessment task.

• All criteria listed in the performance checklists guide must be completed satisfactorily to the
standard described.
Competent or Not competent.
• You must express all answers/responses in your own words or acknowledge the sources of
reference materials used.
• If you are found to have plagiarised or copied another student’s work, your assessment
submission will not be accepted (please refer to the Gen’s Plagiarism Policy).
You will need the following materials/ resources for this task:
• Textbook/ Online learning resources

• Computer with Internet access for research purposes and word processing
• Interaction with others for role play
• Pen and paper for note taking in Part A
• Appendix A: CrossFit Endurance Business Plan 2020-2021 Extract
• Appendix B: Staff Recruitment and Selection Policy and Procedure
• Appendix C: Job Description Template
• Appendix D: Job Ad Template
• Appendix E: Applicant Shortlisting Matrix

Part A – Role play: Consult senior management to plan for recruitment
Scenario
CrossFit Endurance has three CrossFit gyms in Brisbane area - Brisbane CBD, Fortitude Valley,
and Indooroopilly.
Brisbane CBD and Fortitude Valley centres are smaller and are managed by each of the co-
owners of the business – Vanessa Choi and Arvin Krishnan.
The Indooroopilly centre is the largest, and has its own centre manager, who reports to the
owners.
The membership numbers at Indooroopilly are growing, in accordance with the company’s
strategic plan. In order to help the company meets its Strategic Goals for 2020-2021, the
owners of the business have determined the need to hire some new staff, including:
• a full time receptionist/ administration officer at the Indooroopilly centre
• a part time accounts officer (3 days per week) to assist the Finance Manager Arvin
Krishnan, who will also be located at Indooroopilly as the facility has a bigger office space
to accommodate another staff member
The timelines for recruitment, selection and induction are as follows:

• Recruitment must start as soon as possible.
• Recruitment ads can run for 2 weeks. Applications close on last day of ads.
• Both positions must be filled and employment must commence within 4 weeks.
You are the Maria Lorenzo, the Centre Manager for the Indooroopilly branch of CrossFit
Endurance. The owners of the business would like you to support them in the recruitment,
selection and induction process for the two new roles that have been created.
Task
Meet with Arvin Krishnan, Finance Manager and co-owner of CrossFit Endurance, to identify
recruitment needs.
Before the meeting, you must:

• read the extract of the CrossFit Endurance Business Plan in Appendix A, to gather
information about the company’s organisational structure and operations
• read the Recruitment and Selection Policy and Procedure in Appendix B to familiarise
yourself with the recruitment process
• research and prepare some dot points on the general role and position description of both
the accounts officer, and the receptionist/ admin. staff

During the meeting, you must:

• seek inputs from the business owner on the organisation’s workforce strategy to understand
rationale for recruitment
• discuss the roles of the accounts officer, and the receptionist/ admin. assistant, based on
your research, and confirm this understanding with the owner
• confirm that the timelines for recruitment, selection and induction are still relevant
• seek inputs on key selection criteria
• seek inputs on the remuneration for both positions, that is to be advertised
• obtain formal approval to fill positions
• take notes of the discussion to help you prepare a position description in Part B of this task
You will be assessed on your ability to:

• demonstrate effective communication techniques, such as:
o asking questions and listening carefully to gather, interpret or evaluate information
o using appropriate vocabulary to present ideas or persuasive arguments
This is a role play. Your assessor will play the role of Arvin Krishnan, Finance Manager and co-
owner of CrossFit Endurance.
The time limit for this role play is 10 minutes.
Submission requirements:
At the end of this task, submit a Role Play Observation Checklist completed by your assessor
and signed by you and your assessor.

Role Play Observation Checklist and Assessment Outcome – Assessment 2, Part A
Student ID and name
Unit code and title BSBHRM405 Support the recruitment, selection and induction of staff
Course code and title BSB50215 Diploma of Business
Date of observation
During the role play, did the student: Comments
Check (X)
(How did the student demonstrate this?)
Y N
Explain the purpose of the meeting
Seek inputs on the workforce strategy

to understand rationale for
recruitment
Discuss own research on job
descriptions and seek confirmation or
further inputs from owner
Seek input on the timelines for
recruitment, selection and induction
Seek inputs on key selection criteria
Seek inputs on the remuneration for

both positions, that is to be advertised
Obtain a formal approval to fill
positions
Take notes of the discussion
Use appropriate language and non-

verbal features to give and receive
information, including:
• Formal/professional language
appropriate to a workplace
• Active listening

Result:  Satisfactory  Not Satisfactory  Not Assessed

Assessor Declaration:
I declare that I have conducted a fair, valid, reliable and flexible assessment with this student,
Assessor Signature: Date: _______/_______/_______

Student Declaration
I have read and agree with this report.
Student Signature: Date: _______/_______/_______

Part B – Develop and seek approval for job descriptions
Scenario
This is a continuation of the scenario in the previous part.
Following the meeting with the Finance Manager/ co-owner of CrossFit Endurance to
determine the recruitment requirements for the two new positions, you must develop a job
description for each role.
Task
1. Use the CrossFit Endurance Job Description Template in Appendix C and prepare job
descriptions in accordance with the Recruitment and Selection Policy and Procedure
(Appendix B) for the following roles:
• Full time Receptionist/ Administration Assistant for the Indooroopilly centre
• Part time Accounts Officer
The two job descriptions should:

• identify the key responsibilities of each role
• include the selection criteria for each role
• accurately reflect work requirements according to organisational policies and
procedures, legislation, codes, national standards and work health and safety (WHS)
considerations
The job descriptions should be no longer than 300 words each.
2. Write and email to the Finance Manager, asking for approvals for the position descriptions
you have developed. You must attach your position descriptions to the email.
Your email must:

• introduce the two position descriptions you have developed and attached to the email
• ask if the documents have captured the requirements discussed during your meeting
• seek approval for going ahead with the advertising process for the two positions based
on the job descriptions you have prepared
• demonstrates your writing skills to use clear, specific language and formats suitable to the
workplace
Submission requirement
At the end of this part, you must send your email to your assessor with the two position
descriptions attached.

Performance Checklist and Assessment Outcome – Assessment 2, Part B
Student ID and name
Did the student submit two job descriptions that: Satisfactory
Identified position name, work type and working location of each role  Yes  No
Identified internal relationships of each role  Yes  No
Identified key responsibilities and duties of each role as agreed with

 Yes  No
senior management
Identified key selection criteria and desirable skills and attributes of each
 Yes  No
role as agreed with senior management
Identified organisational policies and legislation applicable in the
 Yes  No
recruitment and management of each role
Prepare an email to business owners seeking approval for job
 Yes  No
descriptions
Use clear and professional language and format in the email  Yes  No
Assessor Name:

Part C – Develop advertisements for vacancies and recommend advertising media
Scenario
Assume that the senior management has approved the position descriptions you had emailed
them.
Now you must develop advertisements for the two vacancies, according to organisational
policies and procedures. You must also research and recommend two most suitable
advertising options for these vacancies.
Task
1. Develop the text for a job advertisement for each of the two positions using the Job
Advertisement Template in Appendix D
Each advertisement should:

• contain the relevant information including job summary, duties and responsibilities,
benefits, and remuneration, etc.
• include only the content of the approved job descriptions
• follow the guidelines on format given in the organisation’s Recruitment and Selection
Policy and Procedure
• be able to capture the attention and interest of the potential talent pool
• be able to create desire for the position and encourage people to apply
• follow the requirements for adherence to EEO and anti-discrimination legislations
The contact email address for sending applications to should be given as

marialorenzo@crossfitendurance.com.
2. Prepare an email to the owners of the business in which you must:

• recommend two suitable channels and technology to advertise the vacancies and
provide a brief rationale for your recommendations
• attach the advertisement copy for both jobs for review and approval
At the end of this part, you must send your email to your assessor with:
• channel/ technology recommendations for advertising
• text for both job ads attached

Performance Checklist and Assessment Outcome – Assessment 2, Part C
Student ID and name
Identified position name, work type and working location of each role  Yes  No
Identified internal relationships of each role  Yes  No
Identified key responsibilities and duties of each role as agreed with

 Yes  No
senior management
Identified key selection criteria and desirable skills and attributes of each
 Yes  No
role as agreed with senior management
Identified organisational policies and legislation applicable in the
 Yes  No
recruitment and management of each role
Prepare an email to business owners seeking approval for job
 Yes  No
descriptions
Use clear and professional language and format in the email  Yes  No
Assessor Name:

Part D – Assist in interview panel selection and prepare interview questions
Scenario
Assume that you have placed the advertisements and you have already started receiving
applications.
At this stage, you need to:

• shortlist applicants for interview
• draft interview questions for each position
• recommend the members of a selection panel to interview candidates and finalise
appointments (you will also be a member of the selection panel)
Task
1. For each of the two positions to be filled, develop at least five (5) interview questions to be
used to interview candidates, to gather information about how each candidate meets the
selection criteria and the job description. Your questions should:
• include open, closed, situation and behaviour questions
• not be biased or discriminatory
• not be leading the interviewee to a particular answer
2. Consult the organisation’s Recruitment and Selection Policy and Procedure (Appendix B),
and:
• Identify the requirements for a selection panel
• Identify one other staff member who would be suitable for the selection panel along with
you
3. Prepare an email for the finance manager in which you must:

• introduce the interview questions you have prepared for them and attach questions to
email
• seek approval to use questions during interview
• summarise the selection panel you are proposing and the rationale for proposal
• seek approval for selection panel
• demonstrate your writing skills to:
o use clear, specific and culturally appropriate language
o use appropriate formats, and structure
At the end of this part, you must submit your email to your assessor. Your email must include
interview questions for each position, as attachments

Performance Checklist and Assessment Outcome – Assessment 2, Part D
Student ID and name
Submit two sets of 5 interview questions (one for each role) that:  Yes  No
Reflect the requirements of the job role  Yes  No
Contain a mix of open and closed ended questions  Yes  No
Contain a mix of behavioural and situational questions  Yes  No
Meet legislative requirements  Yes  No
Prepare an email for senior manager with recommendations for a

selection panel that reflects organisational policy, and provide rationale  Yes  No
for recommendations
Seek approval for interview questions and selection panel
 Yes  No
recommendation in email to senior manager
Use clear language suitable to a workplace  Yes  No

Assessor Name:

Part E – Assist in shortlisting applicants and scheduling interviews
Scenario
You have received four applications and CVs for each position advertised. These have been
summarised in table format in the Application Shortlisting Matrix in Appendix E.
The matrix contains information about each applicant’s qualifications and work experience.
Task
1. Complete the Application Shortlisting Matrix in Appendix E by indicating, against each

applicant, whether the applicant has been shortlisted or not, and providing a rationale for
your decision.
2. Prepare a schedule for interviewing the shortlisted candidates. Each interview will be 30
minutes long, during office hours. Ensure that the schedule reflects the timelines for
recruitment identified by the Finance Manager in Part A.
In your schedule, you must include:

• names of interviewees and position being interviewed for
• dates, times and durations of interviews
• location of interviews
3. Prepare an email informing members of the selection panel of the applicant shortlist and
the interview schedule, and requesting the members to be available for the interviews.
4. Research and draft a template of an interview email for a shortlisted applicant, which
includes information about:
• their progress to interview stage
• the location (Indooroopilly centre) and time (office hours) of their interview (refer to the
Business Plan in Appendix A for this information)
In your email, you must also:

• ask candidates to confirm that they can attend the interview
• seek information about access needs in accordance with anti-discrimination legislation
This is only a template of a letter and does not need to be addressed to any individuals
5. Research and draft the template of an email to inform unsuccessful applicants of the
outcome of their application, based on the Recruitment and Selection Policy and
Procedure (Appendix B).
This is only a template of a letter and does not need to be addressed to any individuals

At the end of this task, you must submit the following to your assessor:
• one email informing members of the selection panel about the interview schedule with
the following information:
o interview schedule, either in the body of the email, or as an attachment
o completed Applicant Shortlisting Matrix as an attachment to email
• one draft of an interview advisory email – this can be submitted in hard copy if required
• one draft of an email informing unsuccessful applicants of the outcome of their
application – this can be submitted in hard copy if required

Applicant Shortlisting Matrix
Applicant Position Institute/ Relevant Work Skills/ Attributes Communication skills Shortlisted Comments – rationale
Name applied for Professional Experience (Y/N) for decision
Qualifications
John Receptionist Year 12 • 2 years as • Willingness to work • Excellent
Dew animal trainer on weekends communication skills
Certificate • Good personal • Team member as well
1V in Animal trainer as leader
Behaviour
Bina Receptionist Certificate IV 3 years’ • Can handle high • Good listener
Noonan in Business experience in a stress environments. • Very good
hotel front office • Multitasking communication and
• IT skills negotiation skills
• Good customer
service skills
Betty Receptionist Year 12 • 2 years as • Organisational Skills • Excellent

White kitchen hand • Willingness to work communication skills
• 1 year as cook on weekends • Team member as well
• Good customer as leader
service skills
Mary Fry Receptionist • Bachelor of • 2 months’ • Well organised • Strong

Arts experience as • Able to work communication and
• Barista receptionist in EFTPOS/cash interpersonal skills
training Fitness First register • Can work as part of a
course • overall 3 years • Can work under team
receptionist pressure • Able to work flexible
experience • available for roster
immediate start

Qualifications
Gemma Accounts Cert III in • 3 years’ • Can handle high • Good listener
Evans officer Commercial experience in stress environments. • Very good
Cookery restaurant as • Physical stamina communication
cook • IT skills and negotiation
Diploma of • 2 months • Good customer skills
Accounting placement in service skills
accounts
department of
national
cleaning
company
Ravi Accounts Master of 10 years • Able to work • Good communication
Singh officer Accounting overseas as quickly and safely skills and team player
Accounts • skilled user of MYOB • The ability to listen
Manager in a • proficient user of and learn quickly
large clothing MS Office Suite • Fluent in English
company • Work rights in • Flexible/ can- do
Australia attitude
Maha Accounts Advanced • Worked in • Excellent customer • Very good
Way officer Diploma of cafeteria as service skills communication skills
Accounting kitchen hand – • Ability to prioritise • IELTS score 6.5
1 year workload
• Working in • Problem solving
restaurant as skills
accounts • Work rights in
assistant since Australia
last month

Qualifications
Penny Accounts Bachelor of • Worked in • Excellent customer • Good communication
Burns officer Accounting Safeway for 1 service skills skills
year • Can operate POS • Ability to work on a
• Working in a machine team/in a team
textile • proficient in environment
company as QuickBooks, some
accounts experience in using
officer since MYOB
2018 • Positive attitude
• Adaptability

Performance Checklist and Assessment Outcome – Assessment 2, Part E
Student ID and name
Read and interpret application data in Applicant Shortlisting Matrix, and

 Yes  No
evaluate applications against selection criteria
Complete Applicant Shortlisting Matrix by shortlisting applicants based on
 Yes  No
match with selection criteria
Prepare an interview schedule for shortlisted applicants, adhering to
recruitment timelines specified by management, and including names, job  Yes  No
roles, dates, times, durations and locations for interview
Prepare an email to the selection panel advising them of applicant shortlist,
attaching completed Applicant Shortlisting Matrix, and informing panel of  Yes  No
the interview schedule
Prepare an email template to advise shortlisted applicants of interview,
 Yes  No
and ensure that the email complies with anti-discrimination legislation
Prepare an email template to advise unsuccessful applicants of the
outcome of their application in line with the Recruitment and Selection  Yes  No
Policy and Procedure
Use clear language suitable to a workplace  Yes  No
Assessor Name:

Assessment task: Project 1: Plan for recruitment and selection of staff
Student Name and ID:
Unit of Competency
BSBHRM405 Support the recruitment, selection and induction of staff
Code and Title:
Attempt 1:
Attempt 2:
Assessor Name: ____________________

Assessment3 – Project 2 – Supportselection and induction of staff
• This is the third of the three assessment tasks you must complete satisfactorily to be deemed
competent in this unit
• This assessment is made up of six (6) tasks.
o Part A – Role play: Participate in interviews
o Part B – Role play: Assess and negotiate appointment of preferred candidate
o Part C – Contact referees for reference check
o Part D – Finalise, report and recommend staff selection
o Part E – Finalise employment
o Part F – Induct successful candidate
• You must attempt all criteria to the required standard (e.g. fulfil assessment criteria
mentioned in the performance checklist) to be deemed satisfactory in this task.
• You must complete this task by following all given instructions, for the trainer/assessor to
assess competency in this assessment task.
• Clearly label your work with name, unit code and unit title to all the documents and sheets
that are attached to your submission.
• Review the role play observation checklist so that you are familiar with the behaviours that
you are expected to perform during the observation.
• Review other resources, related to the task you are going to perform.
the task.
• Ask for reasonable time from Assessor for preparation of Assessment.
assessments.
• You will need to complete this project in your own time and submit it as per the Gen’s
requirements.
• You must complete the task independently.
• You can refer to the textbook, learning materials or your research of external resources in
completing this task.
• Time limit for role plays is 10 minutes, unless otherwise specified.
• Trainer /Assessor will assess your practical skills, technique and knowledge as you complete
this assessment task.

• All criteria listed in the performance checklists guide must be completed satisfactorily to the
standard described.
Satisfactoryor Not satisfactory.
• You must express all answers/responses in your own words or acknowledge the sources of
reference materials used.
• If you are found to have plagiarised or copied another student’s work, your assessment
submission will not be accepted (please refer to the Gen Plagiarism Policy).
You will need the following materials/ resources for this task:
• Textbook/ Online learning resources

• Interaction with others for role play
• Computer with Internet access for research purposes and word processing
• Appendix A: CrossFit Endurance Business Plan 2020-2021 Extract
• Appendix B: Staff Recruitment and Selection Policy & Procedure
• Appendix E: Applicant Shortlisting Matrix
• Appendix F: Interview Record Form Template
• Appendix G: Letter of Offer and Employment Contract Template

Part A – Role play: Participate in interviews
Scenario
This assessment is a continuation of the scenario in Assessment 2.
You are ready to conduct interviews with the 2 applicants you have shortlisted for the position
Receptionist/ Administration Assistant, in Assessment 2, Part E.
Task
You must conduct interviews of 2 applicants for the position of Receptionist/ Administration
Assistant.
You will work with another student, in a pair, to complete this part.
This is a role play.
In pairs, both students must play the roles of members of the Selection Panel. You may
negotiate with your partner who will play the role of Maria Lorenzo – Centre Manager
Indooroopilly, and who will play the part of the other member of the selection panel as
identified in Assessment 2, Part D
Your assessor will organise two volunteers to play the roles of the candidates for interview for
the position of Receptionist/ Admin. Assistant. These roles will be based on the candidates you
have shortlisted in the Assessment Shortlisting Matrix (Assessment 2, Part E).
Your assessor will observe you and your partner conducting the interview, and assess you
simultaneously, but individually.
The time limit for each interview is 10 minutes.
Prior to the interview:

• Work with your fellow selection panel member and finalise a set of 5 questions to ask each
interviewee. These questions may be based on the questions you drafted in Assessment 2,
Part D. Both interviewees must be asked the same questions.
• Provide each interviewee with a copy of the interview questions; since this is a simulation,
your interviewees will need to prepare their responses.
• Provide each interviewee with a copy of the selection criteria for their role.
• Prepare an Interview Record Form for each interview using the template in Appendix F,
customising the template with your own interview questions.
• Ensure that both you and your partner have:
o at least 2 copies each of the Interview Record Form, one for each interview
o 1 copy each of the interview questions

o 1 copy of each of the Applicant Shortlisting Matrix that includes the application details of
the two interviewees whom you will interview.
During the interviews
During the interviews you must:
• Professionally welcome interviewees

• Question interviewees to confirm that the information provided in the résumés is accurate
(as recorded in the Applicant Shortlisting Matrix)
• Question interviewees to ensure that they have the skills and knowledge required for the
job, including communication and technology skills
• Question interviewees to ensure that they have the customer service attitudes and
experience required for the job
• Professionally close interviews
Use the Interview Record Forms you have prepared to make notes of the interviewee’s
responses in the interviews. Each student in the pair (members of the selection panel) must
complete their own Interview Record Forms for each interview.
Prepare copies of your Interview Record Forms for submission at the end of this assessment.
Retain the originals for use in Assessment 3, Part B.
At the end of this task, you must submit:
• A copy of the two Interview Record Forms you have completed (one for each interview)
• A Role Play Observation Checklist completed by your assessor, and signed by you and your
assessor.

Role Play Observation Checklist and Assessment Outcome – Assessment 3, Part A
Student ID and name
Interview 1 Date:
Date of observation
Interview 2 Date:
During the role play, did Interview Interview Comments
the student: 1 2 (How did the student demonstrate this?)
Check Check
(X) (X)
Yes No Yes No
Welcome interviewee
professionally
Use questioning skills to get
information about
candidate’s experiences,
job skills, attitudes in
relation to the
requirements of the job
Demonstrate
communication skills of
active listening, clear and
concise speech, and
rapport building during the
interview
Adapt/ rephrase interview
techniques to meet the
needs of the interviewee
Close the interview
professionally
Recorded interviewee’s
responses in the Interview
Record Form



Student

Part B – Role play: Assess and negotiate appointment of preferred candidate
Complete this part in the same pair that you were assigned to for Part A, playing the same role
as played previously.
After the interviews, you and your fellow selection panel member must discuss the
performances of both interviewees and agree on the best candidate for recruitment based
on the outcomes of the interview.
During this meeting, you must:

• Identify whether there were any biases or changes to agreed questioning procedures that
may have impacted your assessment of interviewees, and discuss how these can be
corrected
• discuss the merits of each interviewee, based on the notes you have made in your Interview
Record Forms
• use logic, reasoning and persuasive language to recommend your preferred candidate to
your colleague
• collaboratively arrive at a decision about the best candidate for the job
This is a role play.
Your assessor will observe you and your partner during the meeting, and assess you
simultaneously, but individually.
The time limit for the meeting is 10 minutes.
At the end of this task, you must submit a Role Play Observation Checklist completed by your
assessor and signed by you.

Role Play Observation Checklist and Assessment Outcome – Assessment 3, Part B
Student ID and name
Date of observation
During the role play, did the student: Comments
Check (X)
(How did the student demonstrate this?)
Y N
Identify whether there were any

biases or changes to agreed
questioning procedures that may
have impacted the assessment of
interviewees, and discuss how these
can be corrected
Describe the outcome of each
interview, and use persuasive
language and logic to make
recommendations for the recruitment
of the most suitable candidate
Collaboratively finalise the most
suitable candidate


Student declaration

Part C – Contact referees for reference check
This is a continuation of the scenario in previous parts.
You are now once again playing the part of Maria Lorenzo, Indooroopilly Centre Manager,
who is organising staff recruitment.
1. Prepare a referee questionnaire for your candidate. Your questionnaire should contain 8
questions that cover the following points:
• Confirmation of the relationship of referee to candidate and the work experience of
candidate
• Referee’s appraisal of candidate’s:
o job skills
o communication and teamwork skills
o strengths
o weaknesses
• Referee’s recommendation for employment of candidate
These questions will help your organisation to confirm the candidate’s skills, experience, and
suitability for the role.
2. Prepare an email to send to referees. In the email, you should:

• introduce yourself, your title, organisation name and explain the purpose of the email
• identify the candidate you are enquiring about, and provide a brief description of the
role the candidate is being considering for
• explain that you would like them to respond to the questions you have included in your
email and request them to provide the responses to you by a certain date (within the
recruitment timeline identified in Assessment 2, Part A).
• Thank them for their help in advance and offer to be available to the referees if they
have any questions.
• You must use conventions and protocols of business communication when
communicating with referees
At the end of this part, you must submit your email to referees and the questions as
attachment to the email address specified by your assessor.

Performance Checklist and Assessment Outcome – Assessment 3, Part C
Student ID and name
Prepare no more than 8 questions to conduct a reference check for

 Yes  No
selected candidate
Cover job skills, communication and team work skills, strengths,
weaknesses and recommendation for employment in their  Yes  No
reference check questionnaire
Prepare a formal email to referee identifying purpose of email,
details of candidate and job opportunity, and due date within  Yes  No
recruitment timeline, and attaching questionnaire to be completed
Use clear language suitable to a workplace in both questionnaire
 Yes  No
and email to referee
Assessor Name:

Part D – Finalise, report and recommend staff selection
Assume that the reference checks have had a favourable outcome. Now, you must finalise
the selection of the candidate and prepare a selection report for the senior management.
You must prepare selection report and make recommendations to senior personnel for
appointment using the Staff Selection Report template in Appendix F.
Submission requirement:
At the end of this part, you must submit your Staff Selection Report to your assessor.

Performance Checklist and Assessment Outcome – Assessment 3, Part D
Student ID and name
Identifies the recruitment process used to recruit candidate  Yes  No
Identifies the selection and assessment process to ensure candidate is

 Yes  No
suitable for role
Makes a recommendation for recruitment of candidate  Yes  No
Uses clear language suitable to a workplace  Yes  No

Assessor Name:

Part E – Finalise employment
Scenario
This is a continuation of the scenario in the previous part. You are Maria Lorenzo, the Centre
Manager at CrossFit Endurance Indooroopilly.
Based on your recommendation in the previous part, CrossFit Endurance has finalised the
terms and conditions of employment in the role Receptionist/ Administration Assistant as
follows:
• Employment type – full time (38 hours per week)
• Remuneration - $45,000 p.a. with 9.5% superannuation (hourly rate of $20.06), paid
fortnightly
• Applicable award – Fitness Industry Award (MA000094)
Task
Prepare the following documents for the successful candidate.
1. A Letter of Offer and Employment Contract that contains:

o position name and employment type
o terms and conditions of employment
o date of employment commencement
o offer acceptance form
Use the template provided in Appendix G to prepare your Letter of Offer and Employment
Contract. Ensure that the dates for accepting the employment and employment
commencement reflect the recruitment timelines for this project identified by the senior
management in Assessment 2, Part A.
Details of workplace location and address should be drawn from the CrossFit Endurance
Business Plan 2020-2021 Extract in Appendix A.
2. An email to advise successful candidate of their employment, and the next steps to take,
including:
o Instructions to read the Letter of Offer and Employment Contract which you must attach
to the email
o Instructions on how to accept the offer
o Documents and information they must provide for their employee file, in accordance
with the Recruitment and Selection Policy and Procedure (Appendix B)
Submission requirement:
At the end of this part, you must send your email to your assessor, with the Letter of Offer and
Employment Contract attached.
Performance Checklist and Assessment Outcome – Assessment 3, Part E
Student ID and name
Prepare a Letter of Offer and Employment Contract that accurately

 Yes  No
reflects the terms of employment
Advise candidate on how to provide agreement of offer  Yes  No
Ensure dates of commencement and acceptance of offer reflect the

 Yes  No
preferred recruitment timeline of the organisation
Advise candidate of appointment, and next steps and documentation
 Yes  No
required, according to organisational policy, by email
Use clear language suitable to a workplace in documentation and
 Yes  No
email

Assessor Name:

Part F – Induct successful candidate
Scenario
Assume that the candidate has accepted the offer of employment and date of
commencement.
According to organisational procedure, new employees must receive an induction on their

first day.
You have allocated 1 hour to the induction of the new employee, at the Indooroopilly centre,
at 10 AM on their first day.
Task
1. Draft an email to all staff advising them of the following:

o Name and position of new employee
o commencement date of new employee
o induction time, location and duration
o how the induction program will affect the work of other staff (e.g. introductions, facilities
tours, etc.)
o how the induction will ensure operations are not disrupted
2. Research and prepare an induction and orientation program schedule for the new
employee, according to organisational policy.
The duration of the program is 1 hour.
Your induction plan must be submitted as a typed document, no longer than 300 words.
Your induction and orientation program must meet the requirements outlined in the
Recruitment and Selection Policy and Procedure in Appendix B.
3. Research and prepare an Induction and Orientation Checklist for the employee to sign off
on, to indicate that they have completed the Induction and Orientation program
You may find it useful to refer to the Induction Checklist Template available on the website
of the Fair Work Ombudsman, plan the content and structure of your induction program
and the Induction and Orientation Checklist.
You can access Fair Work’s Induction Checklist Template here:

https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/templates

At the end of this part, you must submit the following:

• email to all staff advising them of new employee’s commencement, submitted via email to
your assessor
• induction and orientation program schedule submitted as a separate document to your
assessor
• Induction and Orientation Checklist

Performance Checklist and Assessment Outcome – Assessment 3, Part F
Student ID and name
Did the student: Satisfactory
Advise all staff of the new employment, as well as their commencement

date; induction time, date and location; and impact of induction on  Yes  No
staff
Research and prepare an induction and orientation program for new
 Yes  No
employee according to organisational policy and procedure.
Prepare an Induction Checklist for employee to sign as
acknowledgement of participation in induction and orientation  Yes  No
program
Assessor Name:

Assessment Outcome Record - Assessment 3 of 3(To be completed by the Assessor)
Assessment task: Project 2: Support selection and induction of staff
Student Name and ID:
Unit of Competency
BSBHRM405 Support the recruitment, selection and induction of staff
Code and Title:
Attempt 1:
Attempt 2:
Assessor Name: ____________________

Appendices
Appendix A: Crossfit Endurance, Strategic Business Plan 2020-2021 Extract
Business details
Crossfit Endurance is a CrossFit affiliate with three gym locations in and around Brisbane city,
offering CrossFit and personal training in gymnasium settings.
Business name: Endurance Group Pty Ltd.

Trading name: CrossFit Endurance
Date registered: 1st March 2015
Date of commencing operations: 1st February 2016
Location: 123 Second Street, Brisbane, QLD, 4000
Business structure:Pty. Ltd.
ABN:101 112 134
GST: Registered for GST.
Domain names:endurance.com.au
Business premises
CrossFit Endurance has three gyms, at the following locations:

• CrossFit Endurance Brisbane City - 123 Second Street, Brisbane, QLD 4000
• CrossFit Endurance Fortitude Valley – 1 Sample Street, Fortitude Valley, QLD 4006
• Crossfit Endurance Indooroopilly – 2 Any Street, Indooroopilly, QLD 4068
Organisational structure

Staff Profiles
Vanessa Choi
Vanessa is a co-owner of CrossFit Endurance.
Vanessa has more than 20 years of experience in strength training coaching and 15 years of
experience as a personal trainer, and gym management. Vanessa has been a CrossFit coach
for six years and decided to turn her passion for CrossFit into a business in 2016, in partnership
with Arvin Krishnan.
Vanessa manages the class programming and operations management functions in the
business.
In addition, Vanessa also coaches classes at the Brisbane CBD location of CrossFit Endurance.
Qualifications and certifications:

• Diploma of Fitness
• CrossFit Level 2 Trainer CFL2
Arvin Krishnan
Arvin is a co-owner of Crossfit Endurance, along with Vanessa Choi. Arvin has more than 10
years of experience in the fitness industry in Australia and overseas. Arvin started his career as
a personal trainer, and quickly moved on to management roles in renowned fitness centre
chains. Arvin has a thorough understanding of the operational and financial requirements of a
fitness centre chain.
Arvin manages the finance functions in the business.
In addition, Arvin also coaches classes at the Fortitude Valley location of CrossFit Endurance.
Qualifications:
• Certificate IV in Fitness
• Bachelor of Business (Marketing)
Maria Lorenzo
Maria is the head coach and centre manager at the Indooroopilly location of CrossFit
Endurance.
Maria has had five years of experience working at a CrossFit trainer, including two years as
gym manager.
Maria has the following qualifications and certifications:

• CrossFit Level 1 trainer

• Certificate IV in Fitness
Marketing Manager
The Marketing Manager works closely with the the business owners to create and implement
marketing strategies and plans. The Marketing Manager also manages the website and social
media accounts of CrossFit Endurance.
Minimum qualifications:
• Bachelor of Business (Marketing)
Coaches
All coaches have a minimum of one year’s experience as CrossFit trainers/ coaches or
personal trainers.
In addition, all coaches have the following certifications:

• CrossFit Level 1 trainer
Recruitment:
All positions are recruited through word of mouth or advertising on job search platforms such
as Seek.com.
Position descriptions with required qualifications, experience and Key Selection Criteria are
prepared for all positions, and maintained in staff files.
Product profile
CrossFit Endurance gyms are a safe space for adults of all ages and fitness levels to engage in
constantly varied high-intensity functional movement training, and build health and fitness skills
for a better life.
Training is conducted in two modes – group classes and personal training (PT).
Training is conducted in specially fitted out CrossFit gyms, which have various weights, rowers
and bikes, Olympic lifting platforms and gymnastic rigs.
Unique selling position:
Many CrossFit gyms are very strongly oriented towards serving experienced CrossFit athletes
and gym-goers. This is reflected in the coaches they have, the marketing messaging, and the
ambience of the gyms.
However, CrossFit Endurance fosters a strong spirit of community and inclusivity, making it a
safe space for people who are not athelets or are just starting out on their fitness journey to
begin training.
The company hires coaches who are approachable and have proven abilities to adapt
programs for clients of all fitness levels.
Each day’s workout is split into three modes – from beginner, intermediate and advanced. In
each group there is a mix of fitness levels, and coaches actively encourage experienced and
inexperienced clients to train together to build respect and acceptance of all abilities.
There are many members with physical and intellectual disabilities who train regularly in group
classes.
Services such as child minding and children’s CrossFit classes are available on weekends to
encourage families to participate in training.
Marketing messaging is focused on encouraging everyone of all fitness levels to participate in

improving their health and fitness.
Operations
Income streams:
The primary source of income for the company is membership and client attendance at
CrossFit Endurance.
However, 3% - 4% of the company’s revenue comes from merchandise and retail sales,
including food, drink and supplements, as well as CrossFit Endurance t-shirts and hoodies.
Key costs:
Rent and staffing are the biggest ongoing costs to the organisation.
CrossFit facilities typically require large floor spaces, and these are more expensive to rent in
inner city locations of Brisbane CBD and Fortitude Valley.
CrossFit Endurance has a low coach turnover rate as coaches are paid competitively.
Coaches are paid at $70 per hour. In addition, CrossFit Endurance will also cover certification
fees for certain coaches, to upgrade their qualifications. These fees are typically $1000 per
person.
Classes:
All locations of CrossFit Endurance run the following sessions per week:
Table 1: CrossFit Endurance weekly staffing requirements
Session type Duration Staffing Class size No. of

requirement sessions
per week
CrossFit weekday class 1 hour 1 coach Max. 15 30
CrossFit weekend class 1 hour 1 coach Max. 25 4
(Indooroopilly)
CrossFit weekend class 1 hour 1 coach Max. 15 4
(Brisbane CBD and Fortitude
Valley)
Open gym – unsupervised 1 hour Head Max. 10 20
workout coach at
reception
Personal training 1 hour 1 coach Max. 2 4–6
Pricing:
CrossFit is typically priced higher than traditional gyms because of the guaranteed individual
attention and personalised feedback that each member receives during the class session. As
such, it is a blend of personal training and group training modes.
Table 2: CrossFit Endurance membership prices FY2019
Contract
Membership/ use type Contract type Price
duration
Full membership – access to all Fixed 12 months $190 per
classes contract month
Month to month – 3 classes per No contract Unlimited $179 per
week month
Month to month – access to all No contract Unlimited $239 per
classes month
10 class pass No contract 3 months $210
Weekly drop in/ visitor No contract Unlimited $65 per week
Daily drop in/ visitor No contract Unlimited $25 per day
3 X Personal training sessions No contract Unlimited $150

Staffing:
Coaches are rostered depending on availability.

Centre managers, who are also the head coaches at each location, work full time.
At each location, some coaches work on a casual contract basis, while some coaches work
on a part-time basis.
Centre managers are responsible for recruiting, training and rostering coaches.
Programming:
Programming of workouts in classes is decided in 12-week cycles. Programming is done by the

CEO, the Operations Manager and the head coaches collaboratively, using video
conferencing.
Programming is based on trends and schedules from CrossFit HQ in USA, as well as on needs of
key client cohorts at each location.
Member management:
Bookings and memberships are managed through Wodify, a widely used gym management
software.
The software allows centre managers to identify income, seasonality and trends, popularity of
classes, and progress of clients.
Suppliers:
Centre managers have the autonomy to select suppliers for retail products such as energy
drinks, protein snacks and dietary supplements, to sell at the reception of each centre.
It is the responsibility of managers to select suppliers based on company policies.
Centre managers provide quarterly sales reports to the head office.
Target market:
While CrossFit Endurance welcomes adults at every age and fitness level, the target market for
CrossFit programs is adults between 25 and 34 years.
At this age, adults are generally starting “grown up” lives and establishing good self-care
habits. The older end of this spectrum also is like to engage in a regime that maintains
youthfulness and energy.

Demographic split:
CrossFit Endurance’s clientelle consists of the following demographic split:

• Under 18: 4%
• 18 - 24 : 23%
• 25 - 34 : 45%
• 35 - 44 : 18%
• 45 - 54 : 9%
• 55 - 64 : 1%
Marketing strategy:
All locations of CrossFit Endurance are listed on CrossFit website. This helps potential clients find
out about the company.
There is a website developed with inputs from an SEO consultant, and a listing on Google
Maps.
The company also uses social media such as Instagram and Facebook, to promote member
profiles and tips on health, fitness and nutrition, in order to give potential customers a glimpse
of the culture at CrossFit Endurance.
Operational snapshot:
As of 30th June 2019, CrossFit Endurance has the following full time/ long term membership
numbers:
Table 3: CrossFit Endurance membership numbers FY2019
Brisbane Fortitude Indooroopilly Total

Membership type
CBD Valley
Full membership – 12
70 60 100
months 230
Full membership – 6 months 20 10 5 35
Month to month – 3 classes
27 13 6
per week 46
Month to month – all classes 15 5 2 22
Personal training 4 2 3 9
Total 136 90 116 342
Below is a quarterly breakdown of short term/ casual membership and attendance for all
centres in the previous financial year (2019).

Brisbane CBD
Table 4: CrossFit Endurance Brisbane CBD membership numbers FY2019
Membership/ attendance Q3 Q4 Total

Q1 Q2
type
3 6 2 4
months 15
10 class pass 4 1 4 1 10
Weekly drop in/ visitor 3 7 4 3 17
Daily drop in/ visitor 35 21 25 19 100
Total 45 35 35 27
Total for 2019 142
Fortitude Valley
Table 5: CrossFit Endurance Fortitude Valley membership numbers FY2019
Membership type Q1 Q2 Q3 Q4 Total

6 1 2 4
months 13
10 class pass 3 2 7 3 15
Total 32 5 18 16
Total for 2019 71
Indooroopilly
Table 6: CrossFit Endurance Fortitude Valley membership numbers FY2019
Membership type Q1 Q2 Q3 Q4 Total

1 1 3 0
months 5
10 class pass 0 0 5 0 5
Total 1 1 9 0
Total for 2019 11

S.W.O.T. analysis
Strengths Weaknesses
• Low staff turnover
• High client participation in
scheduled classes and special
events • High costs associated with
• Strong community and culture of customised, personal service
acceptance and inclusivity • Staff resistant to change
• Highly experienced and
dedicated staff
Opportunities Threats
• Development of broader range
of programs for diverse clientele, • Rise of cheaper training options
diverging from CrossFit, such as: such as yoga or F45
o yoga
o functional fitness for older
adults
• Development of new programs
and clientele in Indooroopilly
Vision statement
To establish CrossFit Endurance as the largest CrossFit affiliate in Queensland, in terms of

membership size.
Mission statement
To provide the highest quality fitness experience in the following ways:

• ensure coaches have CrossFit skills as well as strong communication skills
• ensure that all members receive both individual attention and a sense of community in a
group setting to maximise motivation
• ensure that equipment and programming is on par with standards in the CrossFit industry
Strategic goals – 2020 to 2021
By the end of financial year 2021, CrossFit Endurance aims to:

• achieve a minimum of 550 long term members in total across three locations of CrossFit
Endurance (long term members include all members with full and month-to-month
memberships)
• achieve a profit margin of 30%

Growth strategy
In order to achieve its strategic goals, CrossFit Endurance must focus on growing the client
base in Indooroopilly.
Brisbane CBD and Fortitude Valley gyms have smaller capacities for expansion, due to smaller
premises and steeper costs associated with running these facilities.
However, there is further scope in Indooroopilly to accommodate 100 more members in

various new types of programs.
Market demand
Research indicates that the demand for functional training will continue to increase through to
2021.
However, there is likely to be a greater focus on holistic training for long term wellbeing of
body and mind, particularly among older adults and baby boomers.
For example, even within a CrossFit setting, some cohorts will prefer to train functional
movements with lower intensity, to build flexibility and good form, not just strength and
stamina.
This is also supported by the continued increase in the popularity of yoga and mindfulness
based training modalities that focus on form and muscular alignment, rather than reps, rounds,
or weight lifted.
At the same time, CrossFit’s higher price point (an average monthly membership in Australia
costs $200 - $250 per month), is being undercut by programs such as F45 which offer similar
workouts at slightly lower prices, and steep discounts to clients who pay up front. Moreover,
exercise options such as yoga or boxing are cheaper than CrossFit, and continue to remain
popular.
Therefore, there is scope within CrossFit Endurance to offer different kinds of programs to a
wider market, such as adults in age groups 50 years and older.
Demographics
18 – 34 year olds represent the largest demographic group in CrossFit Endurance’s clientele,
and the population of suburbs is largely composed of adults aged 30+ with families.
Individuals with family responsibilities residing in suburbs may have different training needs than
singles or individual residing in CBD or inner city areas.

Obstacles to change
Influenced by the global culture of CrossFit, the culture at CrossFit Endurance has also been
one of “high octane” performance. Even though workouts are scaled to suit individual ability,
all members are encouraged to push themselves during workouts, and track performance
using metrics such as rounds, times and weights for various movements.
All the coaches are equally as passionate about CrossFit as the owners of the company are.
Moreover, coaches have consciously made a career move towards specialising in CrossFit
because of their belief in the CrossFit culture and community.
Therefore, there may be a resistance from coaches to diversify the product offering and
include programs other than CrossFit, such as yoga, which have different metrics for progress,
and different training goals.
Opportunities for growth
In 2020 and 2021, Crossfit Endurance will develop a program called Mindfully Fit to be offered
in addition to existing programs. The program will consist of:
• Low intensity frequently varied functional training for adults with special needs, combining
strength training, mobility training, yoga and mindfulness.
This program will be actively marketed to the target groups to build awareness and increase
membership.

2019 Profit and Loss
Income
524,400.00
months
Full membership – 6 months 44,100.00
Full membership – 3 months 22,275.00
Month to month – 3 classes
98,808.00
per week
Month to month – all
63,096.00
classes
10 class pass 6,300.00
Weekly drop in/ visitor 1,885.00
Daily drop in/ visitor 3,300.00
Personal training 1,350.00
Retail sales 28,000.00
Total income $793,514.00
Operating Expenses
Payroll 287,500.00
Rent 250,000.00
Utilities 12,000.00
Consumables 3,000.00
Gym management
3,828.00
software
Accounting software 2,376.00
Affiliation fee 9,000.00
Training fees 3,000.00
Merchandising 1,000.00
Stock 5,000.00
Depreciation of equipment 5,250.00
Maintenance 1,500.00
Insurance 2,400.00
Banking 1,000.00
Total expenses $536,854.00
Gross profit $256,660.00
Tax (27.5%) 70,581.50
Net profit $136,078.50

Appendix B: Staff Recruitment and Selection
Policy statement
• We are an equal opportunities employer, which means that we are committed to providing
equality of opportunity in employment to all persons.
• When recruiting new employees or when affording our current employees with
opportunities for promotion, it means that we will:
o select the best person for the job in terms of qualifications and abilities
o not discriminate unlawfully against any person, in compliance with the following
legislations:
 Racial Discrimination Act 1975 (Cth)
 Age Discrimination Act 2004 (Cth)
 Sex Discrimination Act 1984 (Cth)
 Disability Discrimination Act 1992 (Cth)
 Equal Employment Opportunity (Commonwealth Authorities) Act 1987
• To achieve these aims, we have set up this recruitment and selection procedure. No
position in the company may be filled unless this procedure has been followed.
Procedure
General principles
• These procedures must be applied fairly and consistently to all job applicants.
• Assistance must be given, where needed, to job applicants who are disabled.
• All recruitment must be planned in advance and opened up to competition.
• We do not accept casual or speculative requests for employment.
• All persons who wish to work for us must submit a formal application in response to an
advertised job vacancy.
• All applicants must then be assessed against relevant selection criteria to determine who
the best person for the job is.
• All persons involved in selecting staff must read and apply this policy and procedure.
1. Open a recruitment file

• At the start of a recruitment exercise for a particular job, a Recruitment File for that
particular exercise must be created.
• Each file should have a unique reference number.
• This file will be used to store copies of the documents associated with the recruitment
exercise. As the exercise progresses, this will include copies of:
o the job description and personnel specification
o the job advertisement
o the application forms that are received
o Shortlisting Matrices and Interview Record Forms
o letters to applicants and candidates
2. Prepare job descriptions
• A job description must be drawn up for every position. This is a document that sets out:
o job title and employment type
o internal relationships of the role
o work location
o essential responsibilities and duties of the job
o key selection criteria and desirable skills and attributes
o legislation that is relevant to the recruitment and management of the role
• The selection criteria must be closely tailored to fit the needs of the job. Also, note which
criteria are essential for doing the job and those which are merely desirable.
• Job titles should be gender-neutral. Do not use terms like Salesman, Salesgirl, Foreman,
Storeman! Instead use alternatives like Sales Assistant, Supervisor, Store Assistant.
3. Advertise the job vacancy and application process
• All job vacancies must be advertised to welcome applications from as many eligible
candidates as possible.
• All job advertisements must contain the phrase “CrossFit Endurance is an equal opportunity
employer.”
• All applicants must submit a curriculum vitae and a cover letter that describes how they
meet the key selection criteria.
• Application period must be a minimum of two weeks.
4. Commence selection process
• After applications are closed for a vacancy, the selection process consists of the following
stages:
o selection of interview format and questions
o shortlisting of candidates
o convening of a selection panel
o interviewing of candidates
o conducting pre-employment checks on selected candidate(s)
• Shortlisting is an initial assessment of the applicants based solely on the information

contained in their applications. The purpose is to decide which applicants meet the
essential and/or desirable job criteria so that they may be given more in-depth
consideration at the next stage of the process.

• The criteria to be applied are those that are set out in the job description.
• The essential criteria must be applied first. The desirable criteria must be considered only if
the essential criteria are met.
• The shortlisting decisions must be fair and consistent. All applicants who satisfy all of the
applicable criteria (i.e. the essential criteria and, where they are applied, the desirable
criteria), should proceed to the next stage of the selection process. If an applicant fails to
satisfy any of the essential criteria, then his or her application should be rejected. If the
benefit of the doubt is given to one applicant, then it should be given to the others too.
• An Applicant Shortlisting Matrix must be used to shortlist candidates for interview.
• Shortlisted candidates must be contacted by email and phone to advise them of interview
date and time.
• A Selection Panel for the exercise will be set up to carry-out interviews of shortlisted
candidates.
• The Selection Panel will consist of at least two members.
• Each Selection Panel member will be given a file containing copies of:
o each shortlisted applicant’s application
o the job description and personnel specification for the role
o a list of interview questions
• During each interview, one member of the Selection Panel must complete an Interview
Record Form to note each candidate’s responses to interview questions.
• After all candidates have been interviewed, the Selection Panel must meet to assess each
candidate’s performance in interviews, and their Interview Record Forms.
• During this meeting:

o the Selection Panel must identify any variances to agreed procedures, or any apparent
biases that may have affected the selection process, and take steps to minimise their
impact on the outcome of selection
o the Selection Panel must finalise the most suitable candidate(s) to receive offer of
employment.
• Reference checks must be conducted on all candidates selected for employment, prior to
notifying candidates of the outcome of the selection process.
• The outcomes of the reference checks must be documented in a Selection Report for
senior management. This report must contain recommendations for appointments of
selected candidates based on the Selection Panel’s decision and reference checks.
• Candidates to be appointed must be notified by phone and email as soon as appointment

is approved.
• Unsuccessful candidates must be contacted by email to advise them of the outcome of

their application after the position has been filled. Unsuccessful candidates will not be given
any personalised feedback on their applications.
5. Finalise new appointment

• Candidates to be appointed must receive a Letter of Offer within 5 days of finalisation of
appointment. The letter of offer must include:
o employment contract
o key dates for accepting the employment offer
o details of information required from new employee, including:
 copy of photo ID
 contact details and emergency contact details
 Tax File Number
 bank account details
 superannuation provider details
 copies of qualification certificates or statements of attainment
6. Induct new appointment
• A staff file must be set up for a new employee, containing:

o curriculum vitae
o contact details, and other personal information related taxation and remuneration
o records of qualifications attained
o induction checklist
• An induction and orientation program must be prepared for all new employees.
• The induction and orientation program must include:

o job role
o employment conditions
o tour of facilities
o overview of key policies and procedures
o collection of signed Employment Contract and creation of an employee file in which
employee documents must be stored
• An induction checklist must be prepared for all new employees to ensure that the induction
and orientation program was delivered as planned.
• New employees must sign the induction checklist to confirm that they have received the
induction. The signed checklist must be placed in their employee files.

Appendix C: Job Description Template
Job Description
Position Title: ______________________________________

Employment type: ________________________________
<full-time, part-time, casual, etc.>
Department: ______________________________________
Location: _________________________________________
<location of work>
Reports to: ________________________________________
Position Summary:
:<Provide a brief (2-3 sentences) description of the role and how it fits into the company or organisation overall.>
Key Responsibilities and Duties:

• List the essential duties required to carry out this job.
• List them in order of importance.
• Use complete sentences.
• Start sentences with verbs.
• Use the present tense.
• Use gender-neutral language
Key Selection Criteria:

• Institute level.
• Experience.
• Specific skills.
• Personal traits.
Desirable Skills and Attributes:

• Skills and attributes that are not essential for recruitment, but will be considered favourable.
Organisational policies and legislation that must be followed for recruitment and management
of this role:
• Internal policies and procedures that must be followed for recruitment.
• Legislations/ standards that the organisation must follow in the recruitment and management of this role
Approvals:
Name: ___________________________________
<Name of approving senior manager>
Position: __________________________________
<Position of approving senior manager>
Date: _____________________________________
<date may be date of assessment submission>

Appendix D: Job Ad Template
Job Advertisement
Position title: __________________________________________
<full-time, part-time, casual, etc.>

Employment type: _____________________________________
Advertiser: _____________________________________________
<Name of City/ Suburb>

Location: ______________________________________________
Introduction:
<Briefly describe the role and the benefits of working at CrossFit Endurance.>
Key Responsibilities and Duties:

<As per job description.>
Key Selection Criteria:

<As per job description. Include desirable skills and attributes.>
Remuneration:
<As agreed with senior manager.>
Application Process:
<Based on the Recruitment and Selection Policy and Procedure.>
Application Deadline:
<Use date of submission of assessment as reference point for setting an application deadline, as agreed with
senior manager.>

Appendix E: Applicant Shortlisting Matrix
Institute/
Applicant Position Relevant Work Communication skills Shortlisted Comments – rationale
Professional Skills/ Attributes
Name applied for Experience (Y/N) for decision
Qualifications
John Receptionist Year 12 • 2 years as • Willingness to work • Excellent
Dew animal trainer on weekends communication skills
Certificate • Good personal • Team member as well
1V in Animal trainer as leader
Behaviour
Bina Receptionist Certificate IV 3 years’ • Can handle high • Good listener
Noonan in Business experience in a stress environments. • Very good
hotel front office • Multitasking communication and
• IT skills negotiation skills
• Good customer
service skills
Betty Receptionist Year 12 • 2 years as • Organisational Skills • Excellent

White kitchen hand • Willingness to work communication skills
• 1 year as cook on weekends • Team member as well
• Good customer as leader
service skills
Mary Fry Receptionist • Bachelor of • 2 months’ • Well organised • Strong

Arts experience as • Able to work communication and
• Barista receptionist in EFTPOS/cash interpersonal skills
training Fitness First register • Can work as part of a
course • overall 3 years • Can work under team
recpetionist pressure • Able to work flexible
experience • available for roster
immediate start

Institute/
Qualifications
Gemma Accounts Cert III in • 3 years’ • Can handle high • Good listener
Evans officer Commercial experience in stress environments. • Very good
Cookery restaurant as • Physical stamina communication and
cook • IT skills negotiation skills
Diploma of • 2 months • Good customer
Accounting placement in service skills
accounts
department of
national
cleaning
company
Ravi Accounts Master of 10 years • Able to work • Good
Singh officer Accounting overseas as quickly and safely communication skills
Accounts • skilled user of MYOB and team player
Manager in a • proficent user of MS • The ability to listen
large clothing Office Suite and learn quickly
company • Work rights in • Fluent in English
Australia • Flexible/ can- do
attitude
Maha Accounts Advanced • Worked in • Excellent customer • Very good
Way officer Diploma of cafeteria as service skills communication skills
Accounting kitchen hand – • Ability to prioritise • IELTS score 6.5
1 year workload
• Working in • Problem solving
restaurant as skills
accounts • Work rights in
assitant since Australia
last month

Institute/
Qualifications
Penny Accounts Bachelor of • Worked in • Excellent customer • Good
Burns officer Accounting Safeway for 1 service skills communication skills
year • Can operate POS • Ability to work on a
• Working in a machine team/in a team
textile • proficient in environment
company as QuickBooks, some
accounts experience in using
officer since MYOB
2018 • Positive attitude
• Adaptability

Appendix F: Interview Record Form Template
Position <insert position> Date <insert interview date>

Applicant name <insert applicant’s name> Interview time <insert interview time>
Rating
Questions 0 = did not meet criterion
Response and comments
1 – met criterion
2 – exceeded criterion
Job skills
Q <insert interview questions; add rows as required> <record candidate responses and any other comments> <record rating from 0 - 2>
Qualifications
Q

Communication/ Teamwork Skills

Q
Customer Service Skills

Q
Other skills and attributes

Q
Total score: <record total score>

Interview Outcome:  Successful candidate– make offer  Unsuccessful candidate
Name of interviewer: <student name> Signature: <student signature or initial>

Appendix G: Letter of Offer and Employment Contract Template
________________
<Date>
Private and confidential

______________________________________
<Insert employee’s full name>
123 Sample Street, Brisbane, QLD 4000
Dear __________________________________
<insert name>
Letter of engagement
I am pleased to offer you employment in the position of _________________________________

<insert position title>
with us at _____________________________________________________________________________
<insert company/partnership/sole trader name and the trading name of business>
(‘the employer’) on the terms and conditions set out in this letter.
1. Position
1.1 Your start date will be _______________________.
<insert start date>
1.2 Your employment will be _____________________.
<full-time/part-time>
1.3 The duties of this position are set out in the attached position description. You will be
required to perform these duties, and any other duties the employer may assign to you,
having regard to your skills, training and experience.
1.4 You will be required to perform your duties at ______________________________________,
<location>
or elsewhere as reasonably directed by the employer.
2. Terms and conditions of employment

2.1 Unless more generous provisions are provided in this letter, the terms and conditions of
your employment will be those set out in the _____________________________________
and applicable legislation. This includes, but is not limited to, the National Employment
Standards in the Fair Work Act 2009. Neither the _____________________________________
<insert relevant award name>
nor any applicable legislation are incorporated into your contract of employment.
3. Ordinary hours of work

3.1 Your ordinary hours of work will be________________________________________per
<insert number of hours: 38 if full-time> week,
plus any reasonable additional hours that are necessary to fulfil your duties or as
otherwise required by the employer.
4. Remuneration
4.1 You will be paid _______________________
<weekly/fortnightly/monthly> at the rate of $_______per ________________.
<hour/week/month/year>
4.2 The employer will also make superannuation payments on your behalf in accordance
with the Superannuation Guarantee (Administration) Act 1992.
4.3 Your remuneration will be reviewed annually and may be increased at the employer’s
discretion.

5. Leave
5.1 You are entitled to leave (e.g. annual leave, personal leave, carers leave,
compassionate leave, parental leave, community service leave and long service
leave) in accordance with the __________________________________________________
<insert applicable award >
and the National Employment Standards.
6. Your obligations to the employer

6.1 You will be required to:
(a) perform all duties to the best of your ability at all times;
(b) use your best endeavours to promote and protect the interests of the employer;
and
(c) follow all reasonable and lawful directions given to you by the employer, including
complying with policies and procedures as amended from time to time. These
policies and procedures are not incorporated into your contract of employment.
7. Termination of employment
7.1 Under the Fair Work Act 2009 the employer may terminate your employment at any
time by providing you with notice in writing in accordance with this table:
Length of continuous service with employer Period of notice
Not more than 1 year 1 week
More than 1 year but less than 3 years 2 weeks
More than 3 years but less than 5 years 3 weeks
More than 5 years 4 weeks
7.2 You are entitled to an additional week’s notice if you are over 45 years old and have
completed at least 2 years of continuous service with the employer on the day the
notice of termination is given.
7.3 If you wish to terminate your employment you are required to provide the employer
with prior notice in accordance with the table at 8.1 above.
8. Confidentiality
8.1 By accepting this letter of offer, you acknowledge and agree that you will not, during
the course of your employment or thereafter, except with the consent of the employer,
as required by law or in the performance of your duties, use or disclose confidential
information relating to the business of the employer, including but not limited to client
lists, trade secrets, client details and pricing structures.
9. Entire agreement
9.1 The terms and conditions referred to in this letter constitute all of the terms and
conditions of your employment and replace any prior understanding or agreement
between you and the employer.
9.2 The terms and conditions referred to in this letter may only be varied by a written
agreement signed by both you and the employer.

If you have any questions about the terms and conditions of employment, please don’t
hesitate to contact ______________________________________________________________________
<me/insert
on ______________________________________.
Employees and employers may also seek information about minimum terms and conditions of
employment from the Fair Work Ombudsman. You can contact them on 13 13 94 or visit their
website at www.fairwork.gov.au.
To accept this offer of employment please return a signed and dated copy of this letter to me
by ___________________.
<insert date>
Yours sincerely,
______________________________________________
<Insert name>
______________________________________________
<Insert position>
OFFER ACCEPTANCE:
I, __________________________________________________________,
<insert name of employee> have read and understood this
letter and accept the offer of employment from ___________________________________________
on the terms and conditions set out in the letter.
1 ____________________________________________
Signed:____________________________________________
Date: ______________________________________________
2 _______________________________________________________________________
Print name: ______________________________________________________________________
PLEASE KEEP A COPY OF THIS LETTER FOR YOUR RECORDS

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Student Name:

This is a summative assessment, which requires

Assessment 1 Written Questions

Assessment Methods Project 1 – Plan for recruitment

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Performance Checklist and Assessment Outcome – Assessment 2, Part D 40

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Evaluates information to make

Participates in conversations relevant to

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information in accordance with security

Takes responsibility for planning and

• prepare job descriptions

• identify documentation required for recruitment, selection and

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• Age Discrimination Act 2004 (Cth)

The document also includes references to relevant checklists, templates

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• Competency depends on consistently demonstrating the skills and

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You may refer to the Student Handbook for more information.

• Please read the plagiarism policy available in your student handbook

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• In order to avoid plagiarism, you must acknowledge and reference

If the student remains ‘Not Competent’ after a third re-submission, he or

* Due to the variance in the amount of work completed for each

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For Assessor Only - ASSESSMENT COVER SHEET

Assessment 1  Written Task S | NS

Assessment 2  Project 1: Plan for recruitment and selection of S | NS

 Valid  Sufficient  Authentic  Current

Student’s Signature: Date: _______/_______/_______

Assessor: I declare that I have conducted a fair, valid,

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Administrative use only

Entered onto Student

USE FOR REASSESSMENT ONLY

Assessment Task No/s

Student’s Signature: Date: _______/_______/_______

Result of Reassessment Competent - C Not Yet Competent - NYC

Trainer/Assessor Signature Date

Administrative use only

Entered onto Student

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Assessment 1 – Written Questions

Instructions for Students

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Resources required for assessment

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Satisfactory Not Satisfactory (Comments)

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Satisfactory Not Satisfactory (Comments)

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Satisfactory Not Satisfactory (Comments)

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Briefly describe the obligations on an employer to follow anti-discrimination legislation

Satisfactory Not Satisfactory (Comments)

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Online job boards

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Social media sites

Student’s Signature: Date: ___/_/_____

Student’s Signature: Date: ___/_/_____

Assessor Signature: _________________ Date: _//__

Assessor Signature: Date: ___/_/_____

Student Signature: Date: ___/_/_____

Assessor Signature: Date: ___/_/_____