SITXHRM004 Recruit, select and induct staff

Assessment Task 1: Short Answer Questions

Your task: Answer the following questions. Each question must be completed.

Question 1
List 5 business events that would require you to recruit new staff:
1. For an event.

2. For the development of a specific project.

3. During an expansion.

4. When the demand of customers increases.

5. Vacant or new position identified.

Question 2
What is the primary factor in determining staffing needs?
Workloads of current staff

Question 3
Why should you regularly discuss workload considerations with your staff?

You must look after your staff and avoid stress levels with your staff. Daily workload consideration between
managers and employees is required to maintain productive communication networks, ensure that workload is
distributed equally among employee members, and provide an incentive for staff to be creative as a team.
Resource management enables you to distribute work more efficiently across your team, reducing stress
exhaustion on employees while also preventing them from becoming overworked.

Question 4
List 3 pieces of information you may need to supply to management when making a written submission for
approval of a new position.
1. Department Report

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 2. Job description

3. Job advertising

Question 5
List 6 pieces of information a job description should contain.
1. Required qualifications

2. Job title

3. Job duties and responsibilities

4. Job purpose

5. Working conditions

6. Preferred qualifications.

Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?
People working in customer service roles or using customer service skills are the human face of many
businesses. These companies rely on employees who can engage in a positive dialogue with customers,
fostering loyalty and a good reputation. This industry is dependent on customer service, customer
relationships, and customer skills.

Question 7
How do well written selection criteria help the selection process?

Selection criteria reflect the main credentials, training, skills, expertise, personal characteristics, abilities, and
experience that an individual must have in order to do a job effectively. We must meet the selection criteria in
order to be considered for a position.

Question 8

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 When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
1. Employing mature aged people.

2. Equal opportunity and diversity

3. Employing Aboriginal and Torres Strait Islander peoples

4. Employing CALD people

5. Employing people with disability

Question 9
How can an application form help you process applications more quickly?
Unlike CVs, forms are easier to compare because they use the same format. Employers carefully craft the
structure and content of their application forms to elicit specific responses that will inform them more
easily and clearly about an individual's suitability for the job than their CV will.

Question 10
Describe the process of ‘shortlisting’ or ‘culling’.

Examine each application in light of the selection criteria. Shortlisting is the process of selecting candidates
from your applicant pool who best meet the required and desired criteria for the open req and who you want
to advance to the next stage of your recruitment process, which is usually some form of interview. In the
recruitment process, shortlisting comes after sourcing (finding and attracting candidates) and before
interviewing and further evaluating. Screening and shortlisting occur concurrently: you shortlist the best
candidates to move forwards while screening resumes from applicants.

Question 11
List 2 pieces of information you should include in a rejection letter:
1. Thank the person for applying for the position

2. Explain why they were not chosen or successful.

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 Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1. Laptops, projector.

2. Give accesses to parking.

3.boardroom, look for an office.

Question 13
How can you comply with privacy laws when storing applications?

When storing electronic and hardcopies, ensure that they are password protected. Privacy and
confidentiality of personal and/or sensitive information must be maintained regardless of whether the
information is processed and transmitted orally by manual or electronic systems. All appointed employees
must be informed that they have the right to access their personal records for more information.

Question 14
During interview, how does keeping a written record of the candidate’s suitability according to the selection
criteria assist you in complying with EEO legislation?
The principle of equal employment opportunity (EEO) is required for the definition of diversity and equity
in the workplace. The goal of EEO policies is to prevent workplace discrimination or exclusion of specific
groups of people, such as women, Indigenous Australians, people with disabilities, and those experiencing
racial or ethnic disadvantages. EEO initiatives continue to be a critical component of a company's corporate
diversity strategy.
If all stakeholders agree that the job description is accurate and reflects the general priorities of the
position, they will support it and recognise it as the structured document used to determine whether or
not an individual is qualified for the specific job. As needed, ensure that each stakeholder signs and dates
the contract. File the document so that those with access to the company's personnel and recruiting files
can find it quickly.

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 Question 15
List 3 checks you may do as part of the selection process.
1. Reference checks

2. Visa requirements

3. Check for working with children (Blue Card)

Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for the
position.
1. Physical test, medical test.

2. Skill test

3. Short quiz

Question 17
List 3 departments you may need to contact to help get everything set up for the new position.
1. IT- set up password etc

2. Security – create a new pass

3. Administration- payroll, superannuation etc

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 Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?
Formal letter in writing stating that you have been successful; usually includes a contract that must be signed.
An appointment letter's purpose is to provide a written letter to a newly hired employee referring to job
status such as permanent or probationary, temporary or contract workers. After approving the offer of
employment, this letter is to formally welcome the employee.

Question 19
What should be created for a new employee to record the employment process? List 4 things it should
contain.
1. Resume.

2. Records of your interview

3. Admin documents, successful letter, contract.

4. Qualifications, interview questions, background checks

Question 20
List the essential key aspects your induction program should cover.
Information about the company, policies and procedures, the company's culture, job information, a tour of
the company, staff facilities, WHS responsibilities, and the roles of other staff members.

 Information about employees,

 including personal contact information,
 Employment contract/confidentiality agreement
 Emergency contact information and bank account information
 Description of the position
 Superannuation Standard Selection Form
 Declaration of Australian Tax File Number form
 A Fair Work Information Statement and a copy of the applicable Award
 An Internal Employee Handbook

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 Question 21
Businesses are required to record proof that workplace health and safety information was communicated
clearly. What are some ways to achieve this?

InformatSigning on the contract will mention WHS, which is also included in the induction; sign when you
agree. Maintaining WHS training records as well as incident and hazard identification records is also important
information about the business, policies and procedures, and culture of the organization.

Question 22
How does designating a colleague to assist a new employee during the induction process help them?
Normally, all new employees should be paired with a colleague who is familiar with the operations of the
company. A buddy provides informal guidance to the new starter on the areas or team's culture and social
norms. A well-informed and enthusiastic buddy can make the new employee feel welcome and alleviate
some of the nerves that come with starting a new job. The buddy system should provide a new employee
with informal support and a social network, as well as a starting point for general questions.

Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1. Behavioral Interviews.
2. Panel interview, telephone interview, video interview- Skype, zoom etc2

Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?

If the candidate was unsuitable, or if someone declined the job at the last minute. It may also be necessary to
re-advertise the position if the candidates who apply are not qualified for it; this is uncommon, but it can
happen.

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 Question 25
What do some employers (who require a close team environment) do to ensure the candidate will fit into
the team?
I may ask my team members to assist with the interview process, as well as to ensure that no candidates are
at a disadvantage. It is also critical to thoroughly examine the job description and the company's
requirements, taking into account the activities of each department.

Question 26
How could you adjust your interview technique to accommodate a candidate who speaks little English or
has speech difficulties?
 Be culturally aware
 Use an interpreter
 Lip read
 Clearly speak
 Sign language

Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with special needs?
Employers who discriminate against employees and job applicants, or who allow discrimination and
harassment to occur within their organisations, are breaking the law under federal and state laws. Employers,
managers, and supervisors must treat all job applicants and employees based on their individual merit, not on
irrelevant personal characteristics. They must also do everything possible to ensure that their employees do
not harass any other job applicant or employee. All jobs (including traineeships and apprenticeships) must be
open to all people on the basis of merit only during the recruitment process.

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 Question 28
For your industry sector and/or department, list 3 effective ways of advertising positions.
1. Recruitment agency

2. Internal job position, internet (Seek)

3. Social media- (LinkedIn)

Question 29
What is the advantage of using a recruitment agency instead of managing the recruitment process yourself?

Saves the business time, recruitment handles all the processes, they may find two qualified people for you to
choose.

Question 30
Describe the conditions of the award the staff in your department area paid under for the following
terms of engagement:
Full-time-
Full hour’s example- 40 hours, holiday pay & sick pay.

Part-time- similar to full time, however less hours, but still have the benefits of full time.

Casual- less hours, higher rate of pay- no holiday or sick pay.

Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
1. It familiarises the candidate with the team as well as the company's work culture.

2. Group decision, more closely observed, different expertise, range of different questions

3. Better assessment than one on one interviews.

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