DRAFT- CXSHIR401 Develop and implement inclusive hiring practices

CXSHIR401Develop and implement inclusive hiring practices

Modification History

Release / Comment
Release 1 / New unit of competency.

Application

This unit describes the skills and knowledge required to design and implement inclusive hiring processes and execute recruitment procedures in accordance with regulatory and workplace requirements. Individuals will develop capabilities to ensure recruitment practices meet the access needs of diverse candidates and that hiring outcomes promote organisational inclusion and diversity objectives.

This unit applies to individuals who are involved in human resources, hiring and recruitment processes within organisations across various industries.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

Unit Sector

Cross Sector Skill

Elements and Performance Criteria

Elements
Elements describe the essential outcomes. / Performance Criteria
Performance criteria describe the performance needed to demonstrate achievement of the element.
1. Plan for inclusive recruitment / 1.1 Identify own attitudes and biases towards diversityand outline steps to take to minimise their potential impact on the recruitment process.
1.2 Access current legislation, codes and standards, and identify accompanying obligations for recruitment.
1.3 Review current organisational policies to identify opportunities to improve diversity and inclusion within recruitment.
1.4 Develop a plan for how the upcoming recruitment process will support organisational diversityand inclusion objectives.
2. Prepare job descriptions and criteria / 2.1 Consult with relevant management personnel to determine organisational hiring needs and position requirements.
2.2 Prepare job descriptions, capability and task specifications that accurately reflect inherent role requirements, according to identified organisational needs.
2.3 Develop selection criteria based on job specifications and diversity and inclusion objectives.
3. Confirm accessibility of application processes to diverse candidates / 3.1 Choose channels and technologies for advertising vacancies that promote applications from diverse talent pools.
3.2 Test accessibility of application process and platforms to ensure all candidates are able to submit applications.
4. Undertake inclusive interview and recruitment processes / 4.1 Design an interview guide and questions that relate to job role specifications, and comply with current legislative and anti-discrimination requirements.
4.2 Consult applicants on their individual communication and support needs, and identify any modifications, reasonable adjustments or alternative communication strategies to be implemented to assist them through the recruitment process.
4.3 Conduct accessible interviews in accordance with identified individual communication and support needs.
4.4 Test and confirm the accessibility of any other assessment and selection techniques used.
4.5 Judge candidates equitably and objectively using developed selection criteria and select successful applicants.
4.6 Seek feedback from applicants on accessibility of recruitment process and implementation of any adjustments.
4.7 Seek feedback from manager of new hire on appropriateness of match to job specifications, to inform improvements for future recruitment.

Foundation Skills

The Foundation Skills describe those required skills (language, literacy, numeracy and employment skills) that are essential to performance.

Skill / Performance
Criteria / Description
Reading / 1.2, 1.3, 3.3, 4.5 /
  • Accesses, reads and interprets detailed information related to accessibility, resources and supports available

Writing / 1.4, 2.2-2.3, 3.2-3.3, 4.1, 4.5 /
  • Develops and maintains workplace documentation accurately and in response to required needs

Oral Communication / 2.1, 3.1, 4.2-4.3, 4.6-4.7 /
  • Discusses and seeks information using appropriate structure and language for the particular audience
  • Uses questioning and active listening to clarify or confirm understanding

Navigate the world of work / 1.2-1.4, 2.1-2.3, 3.1-3.3, 4.1-4.7 /
  • Recognises and follows organisational protocols, policies and procedures relevant to own role
  • Takes a lead role in developing and implementing recruitment practices

Interact with others / 2.1, 3.1, 4.2-4.3, 4.5-4.7 /
  • Uses inclusive and collaborative techniques to seek feedback and support, and consult with a range of stakeholders

Get the work done / 1.3-1.4, 2.1-2.3, 3.1-3.3, 4.1-4.7 /
  • Plans, organises and implements activities required to achieve strategic outcomes
  • 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 Mapping Information

(Unit mapping information to be provided once unit has been finalised)

Performance Evidence

Before competency can be determined, individuals must demonstrate they can perform the following according to the standards defined in this unit’s elements and performance criteria:

  • Determine current legislative obligations that the organisation must adhere to during recruitment.
  • Develop a recruitment plan that supports organisational diversity and inclusion objectives and outline the steps that will be taken during the recruitment process to ensure diversity and inclusion policies are upheld.
  • Prepare a job description, including task, skill and knowledge specifications, that outlines inherent role requirements as relevant to organisational needs, and removes any exclusionary criteria that are not inherent to core role requirements.
  • Develop selection criteria that match job requirements and support diversity and inclusion objectives.
  • Access employment agencies and/or specialist services to source candidates and confirm application, interview and recruitment access requirements.
  • Select and use accessible communication channels for promoting vacancies and submitting applications.
  • Develop non-discriminatory interview guides that match selection criteria.
  • Confirm the accessibility of any other assessment techniques used.
  • Consult with candidates to determine the communication and support needs they have, and outline any modifications to be made to assist them through the recruitment process.
  • Select and use appropriate communication techniques, technologies or adjustments as needed during interview and recruitment process to meet individual candidate needs.
  • Assess candidates against criteria and make selections, explaining reasoning behind choice.
  • Seek feedback on recruitment from applicants and management.

Knowledge Evidence

The candidate must be able to demonstrate knowledge to effectively complete the tasks outlined in the elements and performance criteria of this unit. This includes knowledge of:

  • Individual differences in diversity, including:
  • Age
  • Gender
  • Ethnicity or cultural background
  • Language
  • Sexual orientation
  • Disability
  • Political or religious belief
  • Socio economic background
  • Aspects of workplace operations that factor in to implementing inclusive hiring strategies for an organisation, including:
  • Workplace organisational structure
  • Workplace human resource and recruitment practices
  • Job needs, knowledge and skill requirements, and inherent role requirements
  • Organisational diversity and inclusion objectives and policies
  • Relevant current legislation, regulations, standards and codes of practice for inclusive and non-discriminatory recruitment, including:
  • Australian Human Rights Commission Act 1986
  • Age Discrimination Act 2004
  • Disability Discrimination Act 1992
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984
  • Fair Work Act 2009
  • Relevant current State or Territory legislation
  • Current accessibility codes and standards.
  • Recruitment sourcing methods, selection strategies and techniques for interviewing and assessing individual suitability to role.
  • Disability employment services, other employment agencies or specialist services that can provide advice on accessible recruitment and assist with accessing diverse talent pools.

Assessment Conditions

Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the context of the relevant sector’s work environment. Competency should be demonstrated in a range of actual or simulated work contexts, and include access to:

  • Current legislation, regulation and codes of practice related to diversity and/or recruitment.
  • Workplace policies and organisational practices related to recruitment and/or diversity.
  • Interaction with others.

Links

Implementation Guide

(TBA)

1

PwC’s Skills for Australia