Reference no: EM132956497

Assessment - Project 2 - Support selection and induction of staff

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.

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.

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

Part D - Finalise, report and recommend staff selection

This is a continuation of the scenario in the previous part.

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.

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)

Part F - Induct successful candidate

Scenario

This is a continuation of the scenario in the previous part.

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.