Case study
You may complete this assessment based on your own workplace, an organisation of your choice or on the Read Head Books case study found on OpenSpace in the Assessment section.
Should you choose an alternate organisation, you must ensure that you can access the recruitment, selection and induction policies and/ or procedures.
This information is required to provide support to the recruitment, selection and induction process. The first assessment will focus on the planning stages of this process and the second assessment involves demonstration of the interview and selection process.
Scenario
You are the Recruitment Officer in your chosen organisation and have been asked to assist with the recruitment, selection and induction of a new Administration Assistant reporting to the Senior Finance Manager, supporting the Finance Team consisting of three Specialists.
The current incumbent in the role is resigning to take an extended career break and has offered six weeks' notice. The Senior Finance Manager has requested that this role be filled prior to the current Administration Officer leaving so that a hand over of at least one week can be achieved.
The demand on this role is developing so the Senior Finance Manager would like someone that can be developed as the role grows. With this in mind, it is recommended that the right candidate would have an interest in accounting and be someone who is currently studying or planning to study this discipline.
The role will be permanent full-time and attract a market competitive base salary of between $44,000 to $47,000 plus superannuation based on the applicant's skills and experience. There is also an all employee incentive scheme of up to 10% of the employee's base salary which applies to the roles package.
Part A: Short answer questions - Planning
Complete all of the tasks set out below and submit as evidence for assessment.
1. Identify the key elements in each phase of the Human Resources lifecycle: (approximately 100 words per phase)
1.1. Attraction
1.2. Recruitment
1.3. Induction/ Onboarding
1.4. Development
1.5. Retention
1.6. Exit
2. Outline the importance of the recruitment, selection and induction process in the overall human resources lifecycle. (Approximately 100 words)
3. Prepare the job description for the position of Administration Assistant using the template found at Appendix A.
4. How does the job description comply with legislative requirements and support the organisation's requirements for a diverse workforce? (Approximately 150 words)
5. Develop a short recommendation outlining the channels and technology to advertise and identify the best available talent pool for the Administration Assistant position. Include the use of networks in the sourcing process. (Approximately 250 words)
6. Develop an advertisement for the position of Administration Assistant and under the heading ASSESSMENT 31454/01 Q4, post this ad to two advertising channels (eg. LinkedIn and Gumtree). Take a screen shot of your job advertisement posted on OpenSpace to submit for assessment.
7. Using the job description developed in Question 1, identify the key selection criteria and develop 8-10 interview questions to address them that comply with legislative requirements. Ensure that this utilises a range of interview techniques. (Approximately 100 words)
Scenario Continued - Applicants
Following advertisement and sourcing activities for the role of Administration Assistant, the following applications have been received:
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Name
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Experience
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Education
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Skills
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Comments
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Anne Maree
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4 years in administration
3 years in retail
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HSC
Certificate III in Retail
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- Sound organisational skills
- Excellent customer service skills
- Excellent interpersonal skills
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Looking for a change in career.
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Paul
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5 years in administration
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School certificate
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- Sound communication skills
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Looking for a new role and challenge.
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Bernadette
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No experience
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HSC - school leaver
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- Strong organisational skills
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Enthusiastic to join the organisation and start a career in accounting.
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Kathryn
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14 years as an office manager
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N/A
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- Strong organisational skills
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Requires new position as old role was made redundant.
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Anthony
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4 years in administration
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HSC
Certificate IV in human resources commenced
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- Strong communication skills
- Strong interpersonal skills
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Wanting HR career although happy to work while studying.
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8. Assess the above applicants based on the selection criteria and requirements of the Administration Assistant role and rank them in order of suitability.
Shortlist two applicants for interview and provide justification for this choice. (Approximately 100 words)
Part B: Video - Recruitment and selection
Follow the instructions below to record your videos for this assessment.
Instructions
Using the information collected and developed in assessment 31454/01, you are to record two videos based on the scenarios outlined below.
In recording the videos you must meet the following criteria:
a) The recordings must be carried out as per the instructions in the Open Colleges ‘Digital Recording Handbook' found on OpenSpace
b) Each video must be simulated as a role-play according to the scenarios provided. You will need to engage at least two individuals to participate and play the role of the applicant (video 1) and selection panel member (video 1 and 2).
Please note: If properly briefed, you may use family members, friends or colleagues to participate. They must consent to being recorded by signing the declaration form found at Appendix 2 of the ‘Digital Recording Handbook'. You must submit the signed forms as part of your evidence.
c) Videos may be recorded using online tools such as Google Hangout or similar. Submit your recorded sessions or links to Open Colleges for assessment using the assessment upload button on Openspace.
Remember to just be yourself, be creative and have fun!
VIDEO 1
This video must be 15-20 minutes in length.
SCENARIO: Interview
You need to conduct interviews for the Administration Assistant role for the applicants you shortlisted in Question 6. You are required to video record one of these interviews based on the applicant not being Australian born with English as their second language.
In the recorded interview you must demonstrate the following:
• Working with the selection panel member, run through the interview process and questions as developed in Question 5.
• Record the interviewee's answers against the questions/ selection criteria to review when conducting selection process. This information can be used in the Selection Meeting process captured in Video 2.
• Active listening skills.
• Treat the applicant with respect, fairness and equality.
• Do not display any discriminatory behaviour towards the applicant.
VIDEO 2: SELECTION MEETING
This video must be 5-10 minutes in length.
SCENARIO: Selection meeting
You have now conducted the two interviews based on your shortlist in Question 6 and have a clear preference for one of the candidates due to their experience, skills and overall presentation. The selection panel member prefers the other candidate although this is based on their nationality. During this selection meeting you must discuss why this is not a valid basis for the selection decision and present a sound argument, utilising the selection criteria for hiring your preferred candidate.
Before commencing this video you must determine the interview outcome for the second shortlisted applicant. You do not have to role play this interview, however you must discuss the key details of both applicants against the selection criteria so that a preference for each applicant can be discussed in the selection meeting.
Following the interview in Video 1, you need to hold a meeting with the selection panel member to discuss the candidates overall application.
In this meeting you must address the following:
• A review of your assessment of the candidates against the selection criteria.
• A conversation determining the selection panel member's assessment of the candidates against the selection criteria.
• Clear presentation of the preferences of both parties.
• Discussion of any biases or deviations from the interview plan.
• Clarification around the legislation and regulations that apply to the recruitment and selection process.
• A negotiation to gain agreement on the preferred candidate.