BSBXDB401 — Develop and implement recruitment processes that are inclusive of people with disability

Elements & performance criteria

Performance evidence

• undertake a recruitment process on at least one occasion that includes 2 or more candidates, including: - identifying current legislative obligations that must be adhered to when recruiting - identifying and recommending any improvements to support workplace diversity and inclusion when recruiting - preparing a job description relevant to a workplace hiring need, including: - outlining inherent role requirements, task, skill and knowledge specifications - removing any exclusionary criteria that are not inherent to core role requirements - developing selection criteria that match the job requirements as well as support opportunities for candidates with disability - accessing employment agencies and/or specialist services to source candidates and confirm access requirements for recruitment processes, applications and interviews - selecting and using accessible communication channels, formats and technologies for promoting vacancies and accepting applications - developing non-discriminatory interview guides that match selection criteria - confirming the accessibility of any other assessment techniques or tools used - conducting recruitment and interviewing processes by: - consulting candidates to determine their communication and support needs - outlining any modifications required to assist them through the hiring process - selecting and using appropriate communication techniques, interview formats and environments, technologies or adjustments to meet individual candidate needs - involving any support persons as necessary and ensuring that they do not detract from the first hand interaction with the candidate (for example, by answering questions for the individual beyond a translation capacity) - assessing candidates against selection criteria, make selections and justify choice - seeking feedback on hiring processes from applicants and management.

Knowledge evidence

• persons covered by the Disability Discrimination Act
• the social model of disability as compared to the medical model
• current legislation, standards and other instruments that promote the inclusion and rights of people with disability, including: - Disability Discrimination Act - Fair Work Act - Other State/Territory anti-discrimination legislation - United Nations Convention on the Rights of Persons with Disabilities - The National Disability Strategy - Accessibility standards, including the Web Content Accessibility Guidelines
• workplace responsibilities related to inclusive recruitment processes
• positive workplace outcomes resulting from the hiring of individuals with disability
• aspects of workplace operations that impact the outcomes of inclusive recruitment strategies, including: - staffing structure and workforce needs - workplace human resource and hiring practices - job needs, knowledge and skill requirements, and inherent role requirements - workplace diversity and inclusion objectives and policies
• workplace policies and protocols for: - recruitment and inclusion of people with disability - maintaining confidentiality and privacy for job applicants and staff members - responding to disclosure and/or sharing of information about disability
• inclusive language and person-first expressions to use when communicating with, or about, people with disability
• accessible and inclusive options for aspects of recruitment processes, including: - candidate sourcing methods - assessment techniques and tools - interview formats, environments and techniques - language and questioning strategies
• appropriate communication techniques, including use of plain English, and augmentative and alternative communication methods and aids
• disability employment services, other employment agencies or specialist services that can provide advice on accessible recruitment processes and assist with accessing talent pools.

Foundation skills

• Reading: Identifies and analyses complex texts to determine legislative, regulatory and business requirements Analyses and evaluates a range of textual information to determine staff requirements of the workplace, and suitability of candidates
• Writing: Researches and develops documents that communicate effectively, maximising the potential to attract suitable candidates, and developed within applicable organisational and legislative requirements Creates texts using formats and language appropriate to the audience and context
• Communication: Presents information and seeks advice using appropriate structure and language for the particular audience Participates in discussions using questions and responses to elicit the view of others and to clarify or confirm understanding
• Navigate the world of work: Recognises and adheres to legislative requirements, workplace protocols, policies and procedures associated with the hiring process Develops and reviews workplace policies and procedures in accordance with legal and workplace requirements
• Interact with others: Uses inclusive and collaborative techniques to seek feedback and support, and consult with a range of stakeholders Selects and uses appropriate protocols when communicating with internal stakeholders, as well as candidates, to seek or share information
• Get the work done: Plans and organises workload, information and hiring that ensures compliance with workplace policies, procedures and legislative requirements Uses problem-solving skills to identify and analyse issues, consider options and develop responses and opportunities for improvement Organises and completes work according to defined requirements, taking responsibility for decisions and sequencing tasks to achieve efficient outcomes

Unit content sourced from training.gov.au — © Commonwealth of Australia, licensed under CC BY 4.0. Auditori is not affiliated with the Department of Employment and Workplace Relations.

Questions about assessing BSBXDB401