Toolkit 1- Recruitment, Selection & Retention

Attachment 2

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The recruitment tool has been developed to meet the specific needs of the industry to improve the

matching up of potential apprentices to employers. It is based on three integrated components as

outlined below;

1. A Self-Assessment Screening Component - designed to assist potential candidates in considering

their suitability for positions as apprentices in the Electro technology sector. The Screening

process will be for self-assessment only and not form part of the formal selection process. The

questions have been structured to assess a potential candidate’s suitability before they decide

whether to apply for an apprenticeship.

2. A component to measure and report on desirable aptitudes and attitudes -

This will be designed to Measure - A personality evaluation of personality traits related to work performance.

How these traits indicate how individuals work with others, approach their tasks, solve

problems, manage change, and deal with stress.

the person’s job-related strengths and identifying areas of weaknesses

How will it Measure

Compares a candidate’s behavioral traits with those your organisation has identified as

necessary for successful job performance

Indicates how similar the candidate’s profile is to the requirements of the position

Provides a Report

For each candidate, the organization receives a Job Match Report outlining how closely the

candidate meets the requirements.

A customized job profile is created to guide future personnel selection.

3. Readiness Assessment Tool - that assesses an individual’s capabilities against identified literacy

and numeracy requirements for successfully progressing through the qualification. The tool is to

be used to communicate appropriate indicators of readiness to prospective apprentices, assess

individual readiness and provide guidance on suitable support pathways based on the

individual’s skill profile.

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Owners/Managers

Supervisors/Operators

HR

Potential Apprentices

Vacancies/Positions On Line Recruitment Tool

Documented Vacancies

Self-Assessment Screening

Process

Application

Employer Interview/

Selection

Desirable Aptitudes and

Attitudes

Readiness Assessment

DIAGRAM 1

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The Self-Assessment Screening Component

This component of the ‘tool’ will allow potential candidates to self –check if - being an electrician is the right

career path for them. The self-assessment questionnaire will allow to them to check if they -

enjoy technical work have good vision and hand-eye coordination have accuracy, with a keen eye for detail

have good physical fitness are safety conscious

are able to work independently and in a team.

1. The Project has consulted with Electrical Contractors – to develop the self-assessment questionnaire – which will involve a series of questions/statements that candidates should ask themselves and answer honestly to see if they would be suited to this type of work and can be used as a further guide to considering work as an electrical apprentice. It is broken down into four parts

Part 1 - About yourself

Part 2 - Work Skills

Part 3 - Work Knowledge

Part 4 - Work Styles

These are described in the following tables

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1 I am able to travel to and from my place of work without relying on public transport. Yes No

2 I hold a valid driver's licence, or if not, am willing to obtain one

Yes No

3 I am resourceful and flexible.

Yes No

4 I weigh up alternatives quickly and take considered action.

Yes No

5 I do not find it difficult to follow instructions

Yes No

6 I can speak up for myself and communicate clearly.

Yes No

7 I enjoy working with others in a team, am effective in working with others and have demonstrated this in my life to date. Yes No

8 I am the type of person who not only does my job but also is always ready to help out and have had feedback to confirm this. Yes No

9 I am more likely to take the initiative, ask questions and do research than wait to be told. Yes No

10 My friends and family see me as someone who has a strong work ethic (whether demonstrated at school, paid work or in community) who takes pride in whatever work I do.

Yes No

11 I have a level of fitness that will allow me to do the job

Yes No

13 I know I can remain positive even if others are being negative or cynical.

Yes No

14 I am confident in my ability to deal with stress or pressure in the workplace.

Yes No

15 I can persevere and see things through even when I am tired.

Yes No

16 My friends and family would say that I take things in my stride and do not act impulsively even when irritated. Yes No

18 I am the sort of person who can hold my own in a debate or discussion without becoming aggressive. Yes No

19 I have confidence in my ability to set goals and achieve results.

Yes No

20 I am curious, like finding connections and enjoy getting to the bottom of things.

Yes No

21 I am results oriented

Yes No

About yourself - a series of statements that can be used as a further guide to considering

work in the Electro technology Sector

Ask yourself whether each statement rings true for you by answering yes or no.

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1 Troubleshooting - determining causes of operating errors and deciding what to do about it. Yes No

2 Repairing machines or systems using the needed tools.

Yes No

3 Conducting tests and inspections of products, services, or processes to evaluate quality or performance. Yes No

4

Watching gauges, dials, or other indicators to make sure a machine is working properly. Yes No

5 Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate Yes No

6 Using logic and reasoning to identify the strengths and weaknesses of solutions, conclusions or approaches to problems. Yes No

7 Identifying problems and review related information to develop and evaluate options and implement solutions. Yes No

8 Performing routine maintenance on equipment and determining when and what kind of maintenance is needed. Yes No

9 Making judgments considering benefits of potential actions to choose the most appropriate one. Yes No

10 Installing equipment, machines, wiring, or programs to meet specifications.

Yes No

11 Understanding written sentences and paragraphs in work related documents.

Yes No

12 Talking to others to convey information effectively.

Yes No

13 Using mathematics to solve problems.

Yes No

14 Determining the kind of tools and equipment needed to do a job.

Yes No

15 Managing your own time

Yes No

16 Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. Yes No

17 Communicate effectively in writing

Yes No

Work Skills – a series of statements to identify if you would enjoy working in a job that

involves using the following skills -

Ask yourself whether each statement rings true for you by answering yes or no

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1 Knowledge of machines and tools, including their designs, uses, repair, and maintenance. Yes No

2 Knowledge of materials, methods, and the tools

Yes No

3 Mathematics - Knowledge

Yes No

4 Design - Knowledge of design techniques, tools, and technical plans, blueprints, drawings, and models. Yes No

5 Knowledge of the practical application of technology.

Yes No

6 Telecommunications - Knowledge of transmission, broadcasting, switching, control, and operation of telecommunications systems. Yes No

7 Computers and Electronics - Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. Yes No

WORK KNOWLEDGE - a series of statements to identify if you would like to develop the

knowledge needed to be an electrician

Ask yourself whether each statement rings true for you by answering yes or no

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1 Attention to Detail – a job that requires being careful about detail and thorough in completing work tasks. Yes No

2 Dependability – a job that requires being reliable, responsible, and dependable, and fulfilling obligations. Yes No

3 Cooperation – a job that requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. Yes No

4 Integrity - a job that requires being honest and ethical.

Yes No

5 Initiative - a job that requires a willingness to take on responsibilities and challenges. Yes No

6 A job that requires analyzing information and using logic to address work-related issues and problems. Yes No

7 A job that requires accepting criticism and dealing calmly and effectively with high stress situations. Yes No

8 A Job that requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. Yes No

9 A Job that requires persistence in the face of obstacles.

Yes No

10 A Job that requires being helpful on the job.

Yes No

11 A Job that requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. Yes No

12 A Job requires preferring to work with others rather than alone, and being personally connected with others on the job. Yes No

Work Styles – a series of statements to identify if you would enjoy working in a job that

involves the following

Ask yourself whether each statement rings true for you by answering yes or no

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Measuring and Reporting on Desirable Aptitudes and

Attitudes

This component will involve the customisation of the ACER WPI tool for the electro technology

industry. The Workplace Performance Indicator (WPI) tool has been designed to meet the needs of

professionals who focus on employee selection. The job match process w i l l enable the WPI tool

to be customised for apprenticeships across the residential, domestic, industrial and commercial

sectors to provide clearer guidance during the selection of candidates. It will focus on the

behavioural requirements for the job, and does not provide information on knowledge or ability.

The WPI Job Match Profile is a personality index, not a test, and compares a candidate's behavioural

traits with those a company has identified as necessary for successful job performance. Every

apprenticeship will have different requirements for successful performance, and WPI Job Match will

allow the different sectors of the Industry to specify the importance of the 17 WPI traits and the

ideal scores that candidates should receive. These ratings will then be used to assess the fit of

candidates' personality traits to the requirements for the job.

In developing the tool Electrical Contractors can use the Website to

Examine the WPI personality traits and behaviors that electrical contractors might look for in

apprentices covering traits across - Achievement orientation; Conscientiousness; Social

orientation; Practical intelligence; Adjustment

Development of the desired traits and behaviors into a draft range of scores on the WPI 17 trait

personality measure

These can be used for finalisation of profiles in - the Commercial, Residential, Industrial, and

Domestic Sectors - that employers can use to measure prospective candidates.

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1 - The 17 WPI Personality Traits

ACHIEVEMENT ORIENTATION

CONSCIENTIOUSNESS SOCIAL ORIENTATION

PRACTICAL INTELLIGENCE

ADJUSTMENT

Ambition

Initiative

Flexibility

Energy

Leadership

Persistence

Attention to Detail

Rule-Following

Dependability

Teamwork

Concern for Others

Outgoing

Democratic

Innovation

Analytical Thinking

Self-Control

Stress Tolerance

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ACHIEVEMENT ORIENTATION

Ambition

This dimension helps identify the level of ambition required to be successful.

People with low scores focus on achievable, less ambitious targets. They are easy-going and non-competitive, and prefer jobs with limited demands. They are effective in positions with undemanding tasks and where there is little room for advancement.

People with high scores set difficult goals and work hard to reach them. They are driven and competitive, preferring work that is challenging and there are many opportunities for advancement. They are effective at competitive jobs with demanding responsibilities.

People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

Initiative

This dimension helps identify the level of initiative required to be successful.

People with low scores prefer stable responsibilities and undertake new projects only after discussions with others. They are effective in positions where their work tasks rarely change and where they are not required to identify opportunities or take on new responsibilities.

People with high scores are proactive and start projects without help from others. They are willing to take on extra work and quickly take initiative. They are effective in positions where identifying opportunities and taking on new challenges is necessary.

People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

Flexibility

This dimension helps identify the level of flexibility required to be successful. People with low scores value order, structure and routine. They prefer work environments with little change and stick with proven methods. They are effective in positions where the work is repetitive and change is slow and incremental.

People with high scores value variety and novelty. They prefer work environments with lots of change where they can try new things. They are effective in positions where the work requires them to adapt quickly, and change is fast and comprehensive. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

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Energy

This dimension helps identify the level of energy required to be successful. People with low scores prefer work that progresses at a steady pace and does not require lots of energy. They enjoy jobs where the work environment is relaxed. They are effective in positions where there is little pressure and tasks are easy and straightforward. People with high scores prefer work that is mentally/physically demanding. They are very energetic and work well under pressure. They are effective in positions with many demands where they must balance a large number of activities. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

Leadership

This dimension helps identify the level of leadership required to be successful.

People with low scores avoid leadership positions and prefer to work in the background. They rarely tell others what to do and dislike giving directions. They are effective in supportive positions where other people are in charge. People with high scores assume leadership positions and like influencing others. They do not hesitate to provide guidance and direction to others. They are effective in positions where they need to take charge and tell others what to do. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

CONSCIENTIOUSNESS

Persistence

This dimension helps identify the level of persistence required to be successful.

People with low scores prefer tasks that can be completed quickly and have few obstacles to overcome. They rarely commit themselves to difficult projects that are not worth the resources to complete. They are effective in positions where little persistence is required. People with high scores enjoy overcoming challenges and are very persistent. They keep trying to solve problems, no matter how difficult they are. They are effective in positions where many obstacles need to be overcome and lots of persistence is required. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

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Attention to Detail

This dimension helps identify the level of attention to detail required to be successful.

People with low scores focus on global problems and solutions. They rarely concern themselves with minor details and are willing to cut corners to get things done on time. They are effective in positions where detailed work is minimal. People with high scores focus on minor details and are perfectionists. They are well organized, adopt a methodical approach to tasks, and rarely cut corners. They are effective in positions where the use of detailed information is extensive. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

Rule Following

This dimension helps identify the level of rule-following required to be successful.

People with low scores are casual about work procedures and codes. They treat rules as general guidelines, and are willing to ignore them if they hinder their work. They are effective in positions where procedures are frequently adjusted to meet new demands . People with high scores strictly follow rules and work procedures. They enjoy work that is conducted according to specific guidelines, and follow them even when personally inconvenient. They are effective in jobs where work policies must be strictly followed. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

Dependability

This dimension helps identify the level of dependability required to be successful.

People with low scores are casual about deadlines and are willing to shift priorities and leave work unfinished. They are willing to adjust their work schedule frequently in order to meet pressing needs. They are effective in positions where priorities change frequently. People with high scores place a lot of importance on meeting deadlines and following through on commitments. They are very dependable, responsible and conscientious. They are effective in positions where all obligations and deadlines must be met. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

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SOCIAL ORIENTATION

Teamwork

This dimension helps identify the amount of teamwork required to be successful. People with low scores prefer to work alone and feel hampered when working on teams. They work well by themselves and would rather avoid working closely with others. They are effective in positions where most of the work needs to be completed independently. People with high scores prefer to work with others in cooperative environments. They like helping others reach their goals and encourage people to work together. They are effective in positions where most of the work is completed by teams or groups of people. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

Concern for Others

This dimension helps identify the level of concern for others required to be successful.

People with low scores are reluctant to get involved with individual’s problems. They take a logical approach to problems and do not concern themselves with others’ feelings. They are effective in positions where tough decisions that impact people negatively need to be made. People with high scores are sympathetic and quickly pick up on the feelings of others. They are very willing to lend a helping hand and provide support to people. They are effective in positions where gauging the thoughts and feelings of others is important. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

Outgoing

This dimension helps identify the level of outgoingness required to be successful.

People with low scores prefer to work in small groups and are uncomfortable meeting lots of new people. They rarely call attention to themselves and like having time alone to reflect on their work. They are effective in positions with few personal interactions. People with high scores enjoy meeting new people and working with others. They are talkative and outgoing, and like meeting new people. They are effective in positions that require meeting and working with people extensively. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

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Democratic

This dimension helps identify the level of independent decision making required to be successful.

People with low scores like making important decisions on their own. They work efficiently when given full responsibility for their tasks and dislike close supervision. They are effective in positions where there is little supervision and they determine how to best complete their work. People with high scores like consulting people when making important decisions. They look to others for guidance and are willing to use others’ ideas. They are effective in positions where there is some supervision and decisions are made through consultation. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

PRACTICAL INTELLIGENCE

Innovation

This dimension helps identify the level of creativity required to be successful.

People with low scores use established ways of working and are suspicious of new or unconventional ideas. They are pragmatic, grounded and not very creative. They tend to be effective in positions where there is little need to be original or innovative. People with high scores are creative and develop many original ideas. They are very open to new or unconventional ideas, and enjoy solving complex problems. They tend to be effective in positions where creativity and innovation are necessary. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

Analytical Thinking

This dimension helps identify the level of analytical thinking required to be successful.

People with low scores rely on their intuition and make quick decisions. They are spontaneous and willing to make choices with limited information. They tend to be effective in positions where incumbents need to be decisive and decisions made quickly. People with high scores gather as much information as possible before making decisions. They are logical, cautious and deliberate. They tend to be effective in positions where mistakes can lead to serious consequences. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

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ADJUSTMENT

Self-Control

This dimension helps identify the level of self-control required to be successful.

People with low scores are very open with their thoughts and feelings. They are outspoken and quickly show if they are upset or happy. They tend to be effective in positions where self-control is not required. People with high scores maintain their composure. They deal with problems in a calm and easy manner, and rarely lose control of their emotions. They tend to be effective in positions where high levels of self-control are required. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale

Stress Tolerance

This dimension helps identify the level of stress tolerance required to be successful.

People with low scores quickly experience stress and anxiety. When faced with many tasks or high pressure work they become nervous and tense. They tend to be effective in positions where stressful work situations are rarely encountered. People with high scores tolerate stress well. They are able to cope with many demands and react calmly to stressful situations. They tend to be effective in high pressure positions that require incumbents to effectively balance a large number of demands. People with scores in the middle show a few of the tendencies and characteristics found at both ends of the scale.

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2 - The WPI Trait Survey

The WPI Trait Survey is designed to help electrical contractors identify the personal characteristics

that are important for effective performance in a specific apprenticeship. On this survey you will be

asked to identify the personality traits that candidates should have in order to be successful on the

role. You will be asked to complete this survey because of your knowledge about the specified

position, and what is required for successful performance of the tasks involved. This information will

be used by the WPI Job Match System to create a job profile that will guide future personnel

selection for the position.

On the survey, the 17 WPI personality traits are defined, along with two rating scales.

The first scale requires you to rate the optimal range of scores necessary for effective job

performance.

The second scale asks you to rate the importance of the trait for the position.

Completing the Job Match Trait Survey

Read the descriptions of people whose scores fall in the low, high and middle areas of the scale for each trait. Use these descriptions to help identify what characteristics are required to be successful.

Specify the range of scores needed (scale 1 – 10) to be successful by circling at least 2 consecutive numbers. Make sure to circle all the scores that are related to successful performance

Specify how important the characteristics you identified are. Circle 5 only when they are essential. Circle 0 when they are not applicable.

Importance Ratings

1. Not at all important

2. Somewhat important

3. Important

4. Very Important

5. Essential

Name

Organisation

Title of Profiled Apprenticeship being Analysed (i.e. residential, commercial, industrial, etc.)

Relationship to the Apprenticeship being analysed (i.e. Manager/Supervisor, HR, etc.)

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Scale Circle the ideal range of scores

Trait Importance

Rating

(0 – 5)

Ambition 1 2 3 4 5 6 7 8 9 10

Initiative

1 2 3 4 5 6 7 8 9 10

Flexibility

1 2 3 4 5 6 7 8 9 10

Energy

1 2 3 4 5 6 7 8 9 10

Leadership

1 2 3 4 5 6 7 8 9 10

Persistence

1 2 3 4 5 6 7 8 9 10

Attention to Detail

1 2 3 4 5 6 7 8 9 10

Rule-following

1 2 3 4 5 6 7 8 9 10

Dependability

1 2 3 4 5 6 7 8 9 10

Teamwork

1 2 3 4 5 6 7 8 9 10

Concern for Others

1 2 3 4 5 6 7 8 9 10

Outgoing

1 2 3 4 5 6 7 8 9 10

Democratic

1 2 3 4 5 6 7 8 9 10

Innovation

1 2 3 4 5 6 7 8 9 10

Analytical Thinking

1 2 3 4 5 6 7 8 9 10

Self-Control

1 2 3 4 5 6 7 8 9 10

Stress Tolerance 1 2 3 4 5 6 7 8 9 10

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The Readiness Assessment

The electro technology apprenticeship Readiness Assessment (RA) has been developed as part of the

Energy Industry Apprentice Progression Management (EIAPMS) pilot, managed by Energy Skills

Australia (E-Oz) on behalf of a consortium of industry partners and funded under the

Commonwealth Government

The RA is an integral component in assessing the fit between the apprenticeship candidate and the

training program by assessing an individual’s capabilities against identified literacy and numeracy

requirements for successfully progressing through the qualification. It has been designed to

communicate appropriate indicators of readiness to prospective apprentices, assess individual

readiness and provide guidance on suitable support pathways based on the individual’s skill profile.

The RA is designed to assist trainers to identify a candidate’s readiness to undertake and electrical

apprenticeship, targeting the specific requirements of the trade program; disaggregating broad

language, literacy and numeracy standards into topic specific elements.

Examples of specific areas of numeracy and literacy attainment in reading and writing in alignment

with Industry needs -

Numeracy

Determine the correct placement of switch boxes using a tape measure.

Estimate the time and materials required for a particular job.

Calculate the average amount of power being used in a building.

Ensure that installations meet electrical code requirements by taking measurements and

performing calculations.

Calculate a bill charging for time, materials and taxes.

Make calculations using angles, vectors and trigonometric constants.

Use formulae, such as Ohm's law, to design or modify electrical installations

Interpret drawings when installing, assembling or repairing electrical equipment.

Translate two-dimensional prints into three dimensions when studying drawings and

schematics to troubleshoot problems with electrical components.

Read digital displays, gauges and dials on measuring devices

Reading

Read completed forms, such as purchase order agreements.

Read instructions for installing equipment, such as light fixtures or electric heaters.

Read Material Safety Data Sheets (MSDS) for information on hazardous materials.

Read notes explaining the sequence of operations when wiring controls for mechanical

equipment.

Read safety manuals.

Read and understand the Electrical Code, which contains legal and highly technical language.

Read other tradespersons' plans and specifications to understand the sequences of

installation and locations of apparatus.

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Writing

Write notes on pipes to indicate the wiring inside.

Make a list of materials needed for a job.

Record information about daily work, including hours worked, job locations and details of

conversations about the job.

Write change orders for customers, such as to indicate items that were not included in the

original bid.

Write a grievance report to explain the circumstances that justify an accident claim

Link to ‘Readiness Assessment’ document that you can print off and use as required:

http://energiseoz.com.au/images/flyers/Readiness_Assessment_Documentation_final_June_2014.p

df

Link to the ‘Readiness Assessment’ information page:

http://energiseoz.com.au/index.php/project-features/readiness-assessment

If you would like to look at/undertake the actual practice assessment themselves, you can do so via

the following link: https://emaplms.e-oz.com.au/login/index.php.