BSBHRM405 - Summative assessment.docx

BSBHRM405 - Summative assessment.docx - BSBHRM405 SUPPORT...

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BSBHRM405 - SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION OF STAFF Summative assessment 1 Question 1 Identify five examples of documentation required for recruitment, selection and inductions. What is a selection report, how is it compiled, what is included in a selection report and why is it an important piece of documentation in the recruitment and selection process? (200–300 words) First example of documentation required for recruitment is the Job Description. It is a document which provides information for an individual about the nature and duties of their job. It can also help potential candidates decide whether the job is suitable for them or not. When drawing up the job description consider: job title; who the job-holder reports to – this provides candidates with an understanding of the seniority of the post; which, if any, employees report to the job-holder; a short description of the job – an outline summary of the main purpose of the job; a list of the main duties that the job-holder would be expected to undertake – when drawing these up try to be as specific as possible using active verbs like ‘repairing’, ‘calculating’ rather than vague terms like ‘dealing with’, etc. The list of duties should give candidates an indication of what the job involves. For example, the management of people or tasks, levels of responsibility and accountability, etc. date – to indicate when the job description was last updated/reviewed Second example of documentation required for recruitment is the Competency Profile. It is a document that will underline characteristic, which results in effective or superior performance on the job. Helps to determine the unique set of competencies associated with effective job performance in a particular organization. Third example is the interview panels, its helps to improve the selection process, and improves interview validity and reliability. Interviews can provide a check on each other’s consistency and adherence to organizational and legal rules and procedures. Fourth example is the Resume, which is essential in assisting recruiters to match applicants to job descriptions and person specifications. It should tell you a great deal about the applicant’s previous experience, and how it is related to the job you are trying to fill.
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Five example of documentation is the selection report. To provide transparency in the selection process, a selection process including candidate recommendation can be prepared. It is important because applicants should be rated based on the written application, performance at the interview, referee checks, and any further evidence.
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