Reference no: EM132600186

SITXHRM004-Recruit, select and induct staff

Worksheets

SECTION 1: IDENTIFY RECRUITMENT NEEDS
Q1: Who is responsible for planning and undertaking recruitment processes in most medium to large organisations?
Q2: List and explain three factors that can influence planning for your recruitment needs.
Q3: List and explain three ways a business can monitor and predict service and efficiency levels to ensure they are adequately staffed?
Q4: What personnel or departments within the organisation might you need to consult with before commencing a recruitment process? Briefly explain why you need to consult with them.
Q5: Define the difference between part-time and casual employment arrangements.
Q6: Why might an organisation choose to put an employee on as a part-time worker, rather than as a casual?
Q7: Irrespective of the employment arrangement used by the company, it must abide by the National Employment Standards. List four conditions included in these standards.
Q8: It is common practice for organisations to require staff to complete an employee requisition form before commencing the recruitment process. What sort of information is included in an employee requisition?
Q9: You are the manager of an outlet. Who might you need to seek approval for recruitment from, within an organisation?
Q10: What is the difference between a job description and a person (job) specification?
Q11: Briefly list four key points you should consider when writing a job description or person specification.
Q12: What information can you use to develop clear and concise selection criteria?
Q13: What are three customer service criteria you can incorporate into the selection criteria to ensure their attitude and experience is the right fit for the job?

SECTION 2: ADMINISTER RECRUITMENT
Q1: What are three basic aims of equal employment opportunity legislation?
Q2: What are ten examples of listed areas for discrimination commonly referred to as grounds for discrimination?
Q3: List three benefits and two disadvantages of sourcing candidates from within the organisation.
Benefits:
Disadvantages:
Q4: What factors affect the selection of a recruitment method? (Briefly explain 4 examples)
Q5: You need to hire a low-skilled, entry-level position. List three appropriate methods you could use to source or recruit for this position. Briefly explain why they are appropriate.
Q6: In what situations is a company likely to use a recruitment agency? Briefly explain why.
Q7: List five features of a good job advertisement.
Q8: An effective job advertisement should follow the acronym AIDA. Explain what AIDA stands for.
A:
I:
D:
A:

Q9: Why would a company choose to have candidates apply in person rather than sending in a résumé?
Q10: How do you shortlist applicants?

Q11: How do you advise candidates who have been unsuccessful in progressing to the first part of the selection phase?
Q12: Why is it important to advise candidates they have been unsuccessful?
Q13: What types of arrangements might you need to make for a candidate with special needs?

SECTION 3: SELECT STAFF
Q1: In addition to using an interview, list two selection methods you could apply to improve the effectiveness of the selection process. Explain your response and give examples where applicable.
Q2: Why are behavioural questions considered effective when trying to select people according to their attitude, aptitude and fit to the organisation's culture?
Q3: Rewrite the following questions into behavioural questions.
A. How would you deal with a customer who was very irate and becoming aggressive?
B. What do you think makes good customer service?
Q4: When is it appropriate for a company to use a group interview?
Q5: List four common mistakes interviewers make when conducting a job interview.
Q6: Other than face-to-face, what other mediums could be used to conduct an interview?
Q7: At what point in the selection process do you communicate your recommendations to relevant colleagues or management?
Q8: Before offering a job to a candidate, you need to verify certain information by conducting a background check. What could be included in a background check?
Q9: Briefly outline the steps involved in making the final selection decision.
Step 1
Step 2
Step 3
Step 4

Q10: There are two final candidates and you and your colleagues can't agree on who to employ. List three things you could do.(Briefly explain)
Q11: How do you ensure your recruitment and selection methods abide by equal employment opportunity? List five points.
Q12: Outline a common process an organisation could use in making a job offer to a candidate.
Q13: What should be included in the employment offer letter? (List 8 information)
Q14: List six records of the recruitment and selection process that the organisation should keep?

SECTION 4: PLAN AND ORGANISE INDUCTION PROGRAMS
Q1: Explain the benefits in having an induction program for the following.
A new employee:
The organisation:

Q2: What are three questions you should consider when planning an induction program?
Q3: You are planning an induction process for five new employees who will begin work in your department over the next fortnight. For ease of delivery, your company divides the induction into three parts: the company, the department and the job.
Explain what could be included in the ‘company' part of the induction process. (List 6 information)
Q4: Explain what is included in the ‘department' part of the induction process. (List 6 information)

Q5: Explain what is included in the ‘job' part of the induction process. (List 6 information)
Q6: Explain the role of these four key personnel that may be included in the induction process.
A. Human Resource department
B. WHS representative
C. Management
D. Other relevant employees

Q7: What are five examples of documentation you give a new employee during the induction program?