Support the Recruitment - 2nd Assignment Role Play

This article provides a selection criteria and interview sheet for the position of a cook. It includes essential and desirable criteria, interview questions, and advice for successful and unsuccessful candidates. The article also advises on the suitability of the selected candidate.

Running head: SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 1
Support the recruitment - 2nd assignment Role Play
Name
Institution
Date

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 2
1. Develop a selection criteria and interview sheet to use for the interview relating to
the position of a cook
Cook
Selection Criteria
Dear Applicant,
Your responses to the below-listed questions will be used as part of the recruitment process for
shortlisting applicants to progress to an interview (Hu, 2010). It is recommended that you
address each individual criteria point and include enough information to demonstrate the skills,
knowledge or qualification.
Essential Criteria
2. Have you completed Menu Planning, Nutrition, and Food Handling/Safety certificates?
3. Document evidence is required to be submitted to support this element.
4. Outline your experience in food preparation in a childcare service or aged care facility.
5. Outline your past experience in managing and keeping hygienically clean a commercial
kitchen.
6. Outline your previous experience catering for children with special dietary and cultural
needs.
7. Outline your previous experience in obtaining the resources required to implement the
weekly menu while complying with a budget.

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 3
8. Outline your previous experience in menu planning and working with a nutritionist to
refine the menus to meet the nutritional needs of children (Board, 2017).
9. Outline your previous experience in providing a safe environment for everyone.
10. Outline your experience in working as a part of a team
Desirable Criteria
1. Chef Qualifications- Certificate 4 in Hospitality (Commercial Cookery) or Cooks
Qualifications- Certificate 3 in Hospitality (Commercial Cookery)
2. Have obtained a statement of attainment in First Aid
3. Outline your previous experience in actively participating in the National Quality
Standards process.
4. Outline your previous involvement in implementing and reviewing an organizations
philosophy, policies & procedures (Chandor et al, 2017).
Interview questions
1. Can you tell the panel the distinction between braising and broiling?
2. Which dishes can you prepare to display your creativity?
3. Which action will you take if you were cooking and noticed that you do not have all the
ingredient?
4. What action do you take to ensure that shits are changed smoothly?
5. How do you manage more flow of customers or reduction in a number of customers?
6. What do you do with extra time during off-peak sessions?
7. What action would you take if your car breaks down on your way to work?

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 4
8. Have you ever helped a workmate to complete assigned duty?
9. What made you leave your previous job?
10. In case there is a disagreement with your seniors, how do you take it?
11. Have you ever done something to please a customer? If yes, explain (Rivera, 2012)
12. How would you react to a negative comment from a customer concerning food?
Advising successful candidate
Exchange hotel
Address
Date
Dear applicant 1,
Exchange Hotel is delighted to inform you that you are the qualified candidate for cook’s
position.
There are few formalities remaining for you to start working. Attached is the Exchange Hotel
rules and regulations. Kindly go through it since it has important details about the benefits, terms
and conditions, and compensation of your projected employment with Exchange Hotel.
Exchange Hotel is offering a full-time job for you as a cook, reporting to supervisor starting on
1/6/2018 at hotel headquarters. You are expected to work for 6 hours a day for six days in a
week. Time for work will change since we have night and day shift.

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 5
In this position, the company will be willing to pay you a starting basic salary of 2000 USD per
month starting on 1/7/2018. The company will also offer bonuses after every financial year based
on the profit earned. Other benefits you will get as an employee of Exchange Hotel health benefit
starting on the first day of the pay period following your enrollment.
Please accept this letter by signing and returning to the office. Another copy you should keep for
your record. We are looking forward to welcoming you to our office but in case of any question
you wish to ask that can make your transition to our company successful please feel free to
contact.
Sincerely,
HRM officer.
Advising the unsuccessful candidate of the interview
Exchange Hotel
Address
Date
Dear Candidate 2
I want to appreciate you for your interest in cook position at Exchange Hotel and the time you
dedicated to the interview process. It is with regret that you did not secure the job. Your
education qualifications were impressive but in this job experience matters and we chose our

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 6
candidate based on experience. We are keeping your resume in our file so as to consider you in
case of any available position. We hope you will re-apply at Exchange Hotel.
On behalf of Exchange Hotel, I salute you for your interest, time, and effort, and I wish you the
best of luck in your future career endeavors.
If you have any question, feel free to contact us.
Sincerely,
Human Resources Officer
Advice suitability of the candidate selected
Following the interview process, which was conducted by the panel for the position of cook.
Candidate 1 was selected by the selection panel for the position of cook. Candidate 1 is required
to give a feedback within ten working days to the department, so we expect the candidate to start
by 1/6/2018.
The selection committee included different experts in communication skills, disaster
management, chief chef and psychologist (Gaede, 2016). Based on the criteria posted as a
qualification for the position, the applications were viewed by all the committee members and
they evaluated the application materials, shortlisted candidates for interview and developed
interview questions. More than 50 applications were received but after scrutinizing the
applications, only two candidates were shortlisted for interview. At the time for organizing for
the interview, each candidate was briefed of the member of the panel, the expectation during the
interview, and practical cooking that would follow the interview (Allen, 2013)

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 7
After the interview, the panel scheduled a meeting to discuss how each candidate had tackled the
interview questions, reference information, and practical ranking (Thomson and Thomson 2012).
Each committee member calculated summary rating score that proved that candidate 1
significantly higher score. The committee score out of possible 3000 points, candidate 1 scored
2500 while candidate 2 scored 1500 points. Best of this information, all the members of the panel
showed that they were in unanimous agreement with the outcome that candidate 1 was
demonstrably the best candidate.
Enclosed are all the application forms. Would you please offer the position to candidate 1. I look
forward to hearing from you

SUPPORT THE RECRUITMENT-2ND ASSIGNMENT ROLE PLAY 8
References
Allen, G. (2013). Interviews. In Resource Guide for Food Writers (pp. 214-218). Routledge.
Board, G. (2017). Recruitment & Selection.
Chandor, A., Hargie, O., & Crute, V. (2017). Professional interviewing. Routledge.
Gaede, K. (2016). Interview met AOK-Chef Litsch: „Bauchläden sind noch immer sehr beliebt“.
Kma - Das Gesundheitswirtschaftsmagazin, 21(05), 28-31. doi: 10.1055/s-0036-
1578108Compton, R. L. (2009). Effective recruitment and selection practices. CCH
Australia Limited.
Hu, M. L. M. (2010). Developing a core competency model of innovative culinary development.
International Journal of Hospitality Management, 29(4), 582-590.
Rivera, L. A. (2012). Hiring as cultural matching: The case of elite professional service firms.
American Sociological Review, 77(6), 999-1022.
Thomson, R., & Thomson, A. (2012). Managing people. Routledge.