CHCECD005 — Deliver employment services to employers

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What an assessment for CHCECD005 must cover

54 assessable components: 4 elements (17 performance criteria), 7 performance evidence and 30 knowledge evidence requirements. An audit-defensible tool maps every question and task back to these — that mapping is the coverage matrix Auditori generates alongside the assessment.

Elements & performance criteria

1 Determine specific employer needs

1.1Analyse specific position descriptions, selection criteria and employer requirements
1.2Clarify conditions of employment with the employer
1.3Agree and document needs with employer
1.4Negotiate, agree and document level of service to be provided with employer

2 Source suitable job seekers

2.1Access databases and other listings of job seekers held by the organisation to identify potential matches
2.2Source suitable job seekers through collaboration with other employment services providers
2.3Respond to job seeker enquiries regarding the positions and provide accurate information

3 Support employer service requirements

3.1Provide timely information about the recruitment process
3.2Provide information to employers about immediate forms of assistance and support
3.3Maintain contact with employer and determine ongoing support needs
3.4Seek feedback from employers to monitor the quality of service provided
3.5Use feedback and reflection as the basis for improvement of service outcomes

4 Contribute to workforce planning

4.1Collaborate with employers to identify available and relevant workforce planning options
4.2Recommend flexible and innovative work arrangements to address identified needs of organisation
4.3Promote options that provide a balanced approach to managing pressures and priorities of work and life
4.4Provide advice that supports employers to implement flexible work arrangements and encourage problem solving approaches
4.5Assist employer to monitor effectiveness of change according to organisation procedures

Performance evidence

worked with at least 3 different employers to determine, agree and document their recruitment needs using the following communication skills:
active listening
selling skills
negotiation
sourced and matched job seekers to at least 3 different job vacancies using established assessment tools and techniques
sourced and used labour market and employment information to inform matching
contributed to workforce planning for at least 1 workplace.

Knowledge evidence

legal and ethical considerations (national, state/territory) for recruitment services, and how these are applied in organisations:
codes of practice
equal employment opportunity (EEO)
privacy, confidentiality and disclosure
records management
current and emerging characteristics and requirements of local labour markets:
current and projected skills shortages
local labour market information, including industry make up, employment growth areas, skills in demand
vacancy reporting
unemployment and job seeker data
recruitment analysis
employment conditions in different industries
types and levels of services provided to employers
forms of assistance to employers, and how these are used:
wage subsidies/incentives
post-placement services
assistance with workplace modifications
reasonable adjustment support
aspect of workforce planning, including:
the purpose and potential benefits of effective workforce planning
links between workforce planning, development and education
available tools and models available to assist workforce planning
how workforce planning integrates with service, financial and business planning
current and projected impact on workforce planning of a range of social, educational, industrial, environmental and related factors
options and constraints that exist in relation to workforce development and their potential impacts
resource requirements to implement workforce changes
how to measure, evaluate and revise implementation of a workforce plan
how to access reliable information to guide and support workforce planning
flexible and innovative approaches
local, regional and national requirements, drivers and policy implications that may impact workforce planning.

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.

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Real, unedited Auditori output (RIIHAN201E shown), branded for a sample RTO:

Questions about assessing CHCECD005

What does an assessment tool for CHCECD005 need to cover?

To satisfy the Principles of Assessment and Rules of Evidence, an assessment for CHCECD005 needs to address all 54 unit components: 4 elements with 17 performance criteria, 7 performance evidence requirements, 30 knowledge evidence requirements, and the foundation skills. A coverage matrix mapping each question and task to these components is what an auditor looks for.

How does Auditori generate an assessment tool for CHCECD005?

Auditori pulls the current release of CHCECD005 from training.gov.au and generates a complete package: candidate assessment, assessor guide with model answers and observation criteria, and a coverage matrix mapping every component. A suitably qualified person then reviews and approves the draft in a built-in workflow — consistent with ASQA's guidance on AI use in VET — before export as branded PDF and editable Word.

Is the first assessment tool really free?

Yes. Every new account includes one free credit — enough to generate the complete assessment tool for CHCECD005 — with no card and no subscription required. After that it's pay-as-you-go per unit.

Can I check my existing CHCECD005 assessment instead of generating a new one?

Yes — upload your existing assessment or learner guide and Auditori maps it against every element, performance criterion, PE and KE of CHCECD005, showing exactly what's covered and what's missing. Mapping costs a quarter of a credit.

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