roles of recruitment agencies

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

1. Identify recruitment needs.

1.1 Identify recruitment needs  based on monitoring of service and efficiency levels in the workplace.

1.2 Consult colleagues about staffing needs and job descriptions.

1.3 Obtain approval for recruitment according to organisational recruitment policies .

1.4 Use job descriptions to develop clear and concise selection criteria.

1.5 Ensure criteria incorporate customer service attitude and experience to ensure a fit for the service industries.

2. Administer recruitment.

2.1 Choose and organise selection processes taking into account the skill requirements for the job.

2.2 Create and disseminate advertisements  for positions.

2.3 Process applications according to organisational policy.

2.4 Review applications against criteria and choose people to progress to an interview.

2.5 Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media  within reasonable timeframes.

2.6 Establish a need and make special arrangements  for those progressing.

2.7 Process and file recruitment records according to organisational policy.

3. Select staff.

3.1 Use selection criteria as the basis for selection ensuring merit based selection and adherence to EEO principles and law.

3.2 Participate in selection processes .

3.3 Evaluate applicants for customer service attitude and experience to ensure a fit for the service industries.

3.4 Select people according to their attitude, aptitude and fit to the existing organisational culture.

3.5 Communicate selection recommendations to appropriate colleagues.

3.6 Make employment offers according to organisational procedures.

3.7 Advise new employees about employment details according to organisational policy.

3.8 Create and maintain accurate, clear and complete records of the selection process .

4. Plan and organise induction programs.

4.1 Plan content and format of induction programs to reflect organisational objectives and policies.

4.2 Include all appropriate information in induction programs  according to organisational policy.

4.3 Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption.

This section describes the skills and knowledge required for this unit.

Required skills 

• communication skills to conduct interviews and adapt interview techniques to meet the needs of a range of social and cultural groups
• critical thinking skills to evaluate the skills, knowledge and experience of applicants and their fit to the existing organisational and service industry culture
• literacy skills to:

• read and interpret job applications and key organisational policies
• write complex and varied documentation, including advertisements, selection criteria and required induction program content

• numeracy skills to calculate advertising costs and salary levels
• planning and organising skills to evaluate staffing requirements and plan for recruitment of appropriate numbers
• problem-solving skills to identify deficiencies in applications and resolve by re-advertising or choosing different recruitment methods
• self-management skills to take responsibility for recruiting and selecting a workforce to meet operational needs
• teamwork skills to consult team members about staffing needs and select new staff members that will complement existing workers.

Required  knowledge 

• for the specific industry sector:

• recruitment and selection practices
• formats for and inclusions of selection criteria and job advertisements
• effective advertising media
• features of an effective recruitment advertisement
• roles of recruitment agencies
• relationships of job descriptions to selection criteria and ways to develop clear and concise selection criteria
• methods of linking interview questions to selection criteria
• key elements of applicable awards
• nature and role of induction programs and typical content

• for the specific organisation:

• roles and responsibilities of different personnel in the recruitment and induction process
• required make-up of interview panels
• procedures for employment checks
• full content recruitment and human resource policies

• the key elements of EEO employment laws and how they must be implemented in recruitment and selection processes