| 1 | Understand how to advertise job vacancies | 1.1 | Explain organisational policies, procedures and constraints that affect the area of responsibility |
| 1.2 | Explain the procedures to identify and process personnel requirements in the organisation |
| 1.3 | Explain ways in which personnel requirements are expressed in job descriptions and persons specifications |
| 1.4 | Explain how to interpret personnel requirements in job descriptions and persons specifications |
| 1.5 | Describe the current legislation, that applies when dealing with recruitment and selection |
| 1.6 | Clarify the limits and scope of their responsibilities and authority in administering the recruitment and selection process |
| 1.7 | Describe the types of information to include in a job advertisement |
| 1.8 | Explain the legal/organisational requirements that affect the type of information in the job advertisement |
| 1.9 | Explain how to place advertisements in different locations |
| 1.10 | Explain how to liaise with recruitment agencies |
| 2 | Understand how to respond to potential applicants | 2.1 | Describe the type of information that should be in an application pack |
| 2.2 | Describe the types of queries that applicants may have |
| 2.3 | Explain how to respond to the queries that applicants may have |
| 2.4 | Explain how to keep records of responses received |
| 2.5 | Clarify the purpose of keeping records of responses received |
| 3 | Understand how to administer the selection process | 3.1 | Describe organisational procedures used to shortlist the applicants |
| 3.2 | Describe the procedures and methods for contacting shortlisted candidates to invite them to participate in the selection process |
| 3.3 | Explain how to process feedback for unsuccessful applicants |
| 3.4 | Describe the different types of selection processes that may be used and how they work |
| 3.5 | Clarify the selection processes used in the organisation and their role in those |
| 3.6 | Explain the administrative support needed for different types of selection processes |
| 3.7 | Explain the procedures for obtaining the resources needed for the selection process |
| 3.8 | Describe the range of documentation that is used for selection by their organisation |
| 3.9 | Clarify the purpose of giving candidates a favourable impression of the organisation |
| 3.10 | Describe the range of records that must be kept following the selection process |
| 3.11 | Explain the purpose of following organisational procedures for keeping records following the selection process |
| 4 | Understand how to administer the appointment process | 4.1 | Describe the range of pre-employment checks |
| 4.2 | Explain how to carry out pre-employment checks |
| 4.3 | Explain how to format offer letters and employment contracts |
| 4.4 | Explain the purpose of confidentiality and security of record keeping |
| 5 | Be able to advertise job vacancies | 5.1 | Confirm the personnel requirements with the responsible person |
| 5.2 | Confirm the information that will appear in the job advertisement |
| 5.3 | Confirm how the vacancy will be advertised |
| 5.4 | Advertise the vacancy as agreed |
| 5.5 | Liaise with relevant agencies to confirm details of job vacancies |
| 5.6 | Liaise with the relevant agencies to make sure they understand the requirements of the organisation |
| 6 | Be able to respond to potential applicants | 6.1 | Send out application packs or other information to potential applicants |
| 6.2 | Respond appropriately to queries from potential applicants |
| 6.3 | Maintain records of responses received |
| 7 | Be able to administer the selection process | 7.1 | Collate applications and make available to those involved in the selection |
| 7.2 | Invite shortlisted candidates to take part in the selection process |
| 7.3 | Process feedback to unsuccessful applicants |
| 7.4 | Keep records of responses from shortlisted candidates |
| 7.5 | Provide appropriate support for the selection process |
| 7.6 | Help to make sure candidates have a positive impression of the organisation |
| 7.7 | Keep records of the outcomes of the selection process |
| 8 | Be able to administer the appointment process | 8.1 | Carry out appropriate pre-employment checks |
| 8.2 | Format and send out offer letters and employment contracts |
| 8.3 | Maintain records of the recruitment and selection process in line with current legislation and organisational requirements |
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