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Ocean Breeze Hotel Recruitment and Induction Program

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Added on 2024/07/02

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This document outlines the comprehensive recruitment and induction program for Ocean Breeze Hotel, encompassing the selection of three new food and beverage positions and a volunteer for event and seminar support. The program includes detailed job descriptions, advertisement strategies, application processing procedures, interview guidelines, and a structured induction program designed to integrate new employees into the hotel's culture and operations.

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Assessment 1
Your task:Answer the following questions. Each question must be completed.
Question 1
List 5 business events that would require you to recruit new staff:
There are at least five business events that will require to recruit new staff
1. Expansion and diversification of business
2. Change in shift timings
3. Planning new branches
4. Increasing attrition rate
5. Need of staff due to seasonal factors
Question 2
What is the primary factor in determining staffing needs?
Primary factor for assessing the staffing needs is because of expected and current needs
Question 3
Why should you regularly discuss workload considerations with your staff?
This is needed to evaluate the stress levels that are facing by the employees in the organisation and will help in
assessing the issues that are being faced by the staff members
Question 4
List 3 pieces of information you may need to supply to management when making a written submission for
approval of a new position.
1. Reasons behind recruiting additional staff members
2. Required experience and educational background for the mentioned position
3. Proposed range of compensation
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Question 5
List 6 pieces of information a job description should contain.
1. Title of Job
2. Reporting boss
3. Essential skill requirements and desirable skills
4. Terms and conditions
5. Salary range
6. Person and repartees
Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?
Basically in context of service industry the reputation of business will depend on providing customer service and
effectively developing the customer relationship and it is crucial that it will be maintained effectively to make
the business efficient
Question 7
How do well written selection criteria help the selection process?
 Help to give a clear structure of the process of selection
 Both the hiring person and prospective candidate will not able to gain the expectations during interviews
 It is essential by the selection panels and selection committee to maintain the consistency in case they
are assessing the applicants.
Question 8
When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
1. Age Discrimination Act 2004
2. Racial Discrimination Act 1975
3. Australian Human Rights Commission Act 1986
4. Racial Discrimination Act 1975
5. Sex Discrimination Act 1984
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Question 9
How can an application form help you process applications more quickly?
It will help the applicant to effectively summarise the resume and covering letter. It will also allow the assessors
to effectively procure important information.
Question 10
Describe the process of ‘shortlisting’ or ‘culling’.
It is essential to review every application against the pre-marked up selection criteria and most appropriate
applicants are shortlisted.
Question 11
List 2 pieces of information you should include in a rejection letter:
1. A words and sentence of appreciation on behalf of application
2. Reason has to be explained for their rejection
Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1. Made availability to assess entry passes for candidates
2. Provide access to parking lot
3. Make available of smart board, laptop and projector
Question 13
How can you comply with privacy laws when storing applications?
All the hard copies and electronic soft copies are to be stored in safe place with restricted access to the people
and department that are engaged in the process of recruitment.
Question 14
During interview, how does keeping a written record of the candidate’s suitability according to the selection
criteria assist you in complying with EEO legislation?
It is essential that each candidate have to be evaluated unbiased as per the defined selection criteria and will
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ensure that same type of questions are to be asked to each candidate
Question 15
List 3 checks you may do as part of the selection process.
1. Checking validity of qualifications and work portfolios
2. Pre- medical fitness check
3. Reference checks
Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for the
position.
1. Test of Aptitude
2. Test of skills
3. Psychometric test
Question 17
List 3 departments you may need to contact to help get everything set up for the new position.
1. HR department – to get offer letter and getting employee ID etc
2. IT department – to assess email address, passwords and get computer login etc
3. Security department – to get access to the new system of security
Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?
It is the formal method to offer the defined position to the recruited applicant.
Offer letter is usually associated with contract of employment to sign
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Question 19
What should be created for a new employee to record the employment process? List 4 things it should
contain.
1. Qualification copies
2. Contact details including emergency contact numbers
3. Personal details
4. Administrative details
Question 20
List the essential key aspects your induction program should cover.
 Tour of the plant and establishment
 Understanding procedures and policies
 Understanding SOPs
 Get oriented with business culture and practice
 Getting the understanding of general business information
 Get oriented with work ethics.
 Understanding specific roles and responsibilities.
 Getting introduced with other staff members
 Getting introduced with staff facilities
 Get oriented with work area.
 Responsibilities of WHS
Question 21
Businesses are required to record proof that workplace health and safety information was communicated
clearly. What are some ways to achieve this?
 It is advisable to use specialised process and programs that will further test the understanding
 E- learning quizzes are to be conducted for measuring the understanding of employee and their
agreement to policies of workplace
Question 22
How does designating a colleague to assist a new employee during the induction process help them?
It will provide the employee a person who will provide assistance whenever new recruited are becoming
unsure of anything
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Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1. Panel interview
2. Video call interview
Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?
This has to conduct when no candidate are found suitable as per the job description.
Question 25
What do some employers (who require a close team environment) do to ensure the candidate will fit into
the team?
Utilise the team for selection and second interview phase
Question 26
How could you adjust your interview technique to accommodate a candidate who speaks little English or
has speech difficulties?
 Take assistance of interpreters
 Also can use of technology that will assist in interpreting.
Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with special needs?
In that case selection process has been framed keeping in mind the candidate with special needs
Question 28
For your industry sector and/or department, list 3 effective ways of advertising positions.
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1. Using Social media such as LinkedIn etc
2. Internet
3. Newspaper
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Question 29
What is the advantage of using a recruitment agency instead of managing the recruitment process yourself?
Recruitment agency are proficient in managing the recruitment process and is capable enough to handle the
process of recruitment for the organisation and will able to identify specified candidates in the shortest
possible time.
Question 30
Describe the conditions of the award the staff in your department area paid under for the following
terms of engagement:
Full-time : All the permanent full time staff members will get full compensation and wages, entitlements as per
defined conditions for working more than 35 hours per week.
Part-time: Part time employee will be getting the same benefits as the full time employee but on the pro-rata
basis and will work on hourly basis but will work lesser than full time employee
Casual: These employees will work as per varying numbers of hours per week. These employees are not
entitled for any benefits like full time and part time workers but they will also get higher amount of hourly
compensation rate than full time and part time workers.
Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
1. All the capabilities of the candidates are being closely observed including body language
2. Applicant can be assessed as per varying view
3. This is totally impartial process because of group decision
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Assessment 2
Your task:
PART A – Planning the recruitment and selection process
Following a restructure of the Food and Beverage services provided by the Ocean Breeze Hotel, an audit has
identified that there is a shortage of staff to deliver the quality of service expected from an operation at this
level. As a result, in your position as the Human Resources Manager, you are required to recruit, select and
induct staff for three additional new food and beverage positions, and a volunteer to support events and
seminar.The recruitment needs to include consultation with relevant colleagues like the Food and Beverage
Manager, the Head Chef, the Events manager and the Hotel Manager. You have already obtained approval for
recruitment as per your organisational recruitment policies from the head office in relation to these positions.
The 4 positions are as follows:
a. Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
b. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
c. Restaurant Manager, breakfast shift (part-time position 20 hours per week)
d. Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
In order to get recruitment processes organised you are required to develop the following documentation and
processes:
1. Establish the job descriptions for each position based on feedback from colleagues in each department, and
develop a set of selection criteria for each position which must include expected levels of experience and
the customer service attitude required to work at Ocean Breeze. To assist you in creating job descriptions
you may use the following links as a reference for positions a-c :
http://www.thejobilove.com.au/category.php?id=15
and for position d:
http://www.thejobilove.com.au/category.php?id=14
Job Description of first position:
 Job title: Chef de Partie Room Service Kitchen
 Terms of engagement: Full time, have to do night shift (11.00 pm – 7. 30 am)
 Reporting requirements : Head Chef
 Supervision requirements : Required
 Key Skills and desirable criteria: Experience in innovating new dishes as per order
 Date of commencement: 05. 09. 2018
 Service attitude and expected experience: Pleasant attitude and minimum 4 year experience
Selection criteria: Demonstrated capability to innovate new dishes and able to fulfil demands of guests during
odd hours
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Job Description of Second position:
 Job title: Room Service Attendant
 Terms of engagement: Position will be casual in nature ( 2 days / weekend)
 Reporting requirements : Head Housekeeping
 Supervision requirements : Required
 Key Skills and desirable criteria: Experience in room service
 Date of commencement: 05. 09. 2018
 Service attitude and expected experience: pleasant attitude and minimum 4 year experience
Selection criteria:
Able to handle challenging housekeeping assignments and concerned for cleanliness and hygiene
Job Description of Third position:
 Job title: Restaurant Manager
 Terms of engagement: Part time Position, breakfast shift, 20 hours/ Week
 Reporting requirements : Head Chef
 Supervision requirements : Required
 Key Skills and desirable criteria: Experience in room service
 Date of commencement: 05. 09. 2018
 Service attitude and expected experience: pleasant attitude and minimum 4 year experience
Selection criteria:
Able to prepare the cuisines as per the demand of the guest and innovate new dishes
Job Description of fourth position:
 Job title: Volunteer
 Terms of engagement: Supporting event and seminar and part time shift required for Thursday and
Friday 10 hours per week
 Reporting requirements : Event manager
 Supervision requirements : Required
 Key Skills and desirable criteria: Pleasant and good communication skills
 Date of commencement: 05. 09. 2018
 Service attitude and expected experience: Diploma in event management
Selection criteria:
Able to describe the services to guests
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2. Design the advertisements to attract the appropriate candidates for each of the above jobs. Include
selection criteria in the advertisements in order to narrow the field of applicants. Provide 3 options
you could use to advertise these positions for maximum reach, and include a basic overview of
approximate costs.
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JOB POSITION REQUIREMENTS
Chef de Partie Room Service
Kitchen
Position Term – Full Time
Must have one year of experience in food and beverages
department
Room Service Attendant Position Term – Casual
Must have one year of experience working in a restaurant
Restaurant Manager Position Term – Part Time
Educational qualification – Degree in Hotel Management
Volunteer Position Term – Part Time
Educational qualification - Diploma in Event management
SPECIFIC GUIDELINES-
1) Candidates must carry two copies of resume.
2) Selection of the candidate must be done on the basis of personal interview.
3) Basic knowledge of computer.
4) Sound communication skills both written and verbal.
CONTACT PERSON:
HR Manager
Ocean Breeze Hotel

3. Write a detailed account of how you will process applications as per your organisational policy;
review applications against the criteria; and choose people to progress to an interview. Which types
of background checks might you undertake in general and what would these require?
The following procedure should be conducted while processing an application in organisation:
 A written test is conducted in order to check the skills and knowledge of the candidate. After
passing the test criteria, a face to face interview is conducted by the HR manager of the
organisation to check the capabilities of the candidate for the particular job.
 Review of applications should be based on consideration of EEO legislations.
 Candidates who are capable and meet all requirements of the jobs will be short-listed.
 Hiring process and background check will be done before joining of the candidate. Different
types of background checks are required for specific job positions that are:
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JOB POSITION BACKGROUND CHECK
1) Chef de Partie Room Service
Kitchen
Reference check
2) Room Service Attendant Criminal Background check
3) Restaurant Manager Credit Check
4) Volunteer Educational Verification (Trustify, 2017)

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4. Outline the procedures you will put in place to inform successful candidates and arrange for their
attendance at interview, including accommodating potential special needs. Provide a sample letter
you would send to unsuccessful applicants.
Subject: Rejection Letter
Dear,
Thank you for showing your interest in our company.
We regret to inform you that you are not suitable for this post according to job requirement. Your
qualification are quite impressive but our selection criteria was competitive and we decided to move
with a candidate whose qualifications are better.
Wish you good luck for your future.
Regards,
Name
Title
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Subject: Offer letter
Dear,
I am pleased to inform you that you got selected for the position of ‘Restaurant Manager’ in our
restaurant. As, per our discussion your joining date will be 10th September, 2018 and work
timings from 9 a.m. to 5.pm. Monday to Friday. Further details regarding your job can be
mentioned in the signed contract.
Congratulations for your job and welcome to our restaurant. We look for your fruitful
cooperation. We wish you the best of luck for your new post.
Sincerely,
Name

5. Develop a set of interview questions for each position based on the selection criteria and desired
customer service expectations. Explain how these must be administered to ensure fairness, and meet
EEO requirements including the provisions for people with special needs.
Job Positions Interview Questions
Chefde Partie  Tell the effective method to check that
food is properly cooked or not.
 Provide an effective way to ensure the
freshness of fruits/vegetable and
ingredients.
 Which type of food you cooked very well
tell recipe of your favourite dish?
Room Service Attendant  According to you what are the critical
task for room attendant?
 What made you apply as room service
attendant in our hotel?
 How do you make sure that you stay
informed in your duty area?
Restaurant Manager  What was the most challenging aspect
being a manager?
 How would you handle a situation in
which you need to deal with angry
customer?
 How would you rate your cost control
abilities?
Volunteer  What is more important mission or vision
and why?
 How would you rate yourself as a leader?
 What’s your experience in training
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volunteers?
Above mentioned questions meet the EEO requirement as it include all the relevant questions related
to their job roles. There are complete fairness in interview questions as questions are different
according to different job roles.
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6. Outline the process of selecting and organising an interview panel. Include the instructions and basic
documentation you will provide for each panel member so they can evaluate candidate responses to
each question you have developed in Question 5 (do this for each position).
Selection process of interview panel
 Select the panel of judges who are diverse in knowledge, proximity, gender and seniority.
 Select maximum 6 judges
 Select at least one judge from the same field
 Judges should be fair and understand the requirement of organization.
Basic Documentation for panel members (Chungyalpa and Karishma, 2016)
 Prepare interview schedule and questions.
 List of selection Criteria
 List of application forms and resume.
 Copy of interview guidelines for judges.
 Screening forms
 Evaluation sheet
 Scorecard sheet
7. You and the panel have interviewed all selected candidates and narrowed the selection to 2
candidates per position. Explain the process to make the final selection for each position. What
needs to occur following the interviews if neither candidate meets the criteria desired for the job?
Which legal aspects must be considered? What is the importance of merit in this process?
 The process to make final selection undergoes with one more interviews of the shortlisted
candidates with the desired panel members of the organisation.
 Final selection can be done on the basis of final interview results, which are a summarised
report of all the panel members presented at the time of interview.
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 The two legal aspects should be considered one is equal employment laws and other is
liability of employer if any employed is found with criminal records (Kumari, 2012).
 A merit in the recruitment process includes adding value to the organisation, candidates have
some superior qualities which may or may not be present in any other candidates, and
activities performed by the particular candidate will be effective and efficient (Zaman, 2015).
8. You and the panel have agreed on the final candidate for each position and need to make an
employment offer to each candidate. What would this involve and which aspects must be considered
in terms of budget and awards? Design and attach a template for a letter of appointment, and use this
to write one letter to any of the applicants with all details for remuneration based on the current
awards, conditions etc.
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Subject: Offer Letter
Dear,
I am pleased to announced that we would like to offer you the post of Restaurant
Manager .
Your job role will begin on 10th September,2018. Your timming will be 9:00 AM to
5:00 PM from Monday to Saturday and you need to report on time everyday. In
role of restaurant manager you will report to senior manager on daily basis. The
Salary for this position will be $ 50,000 per year. The salary will be paid by cheque.
You will not be eligible for the overtime compensation. You will be consider for
federal holidays and 80 hours of paid time-off per year. You can also participate in
employe sponsored plan.
All employees of this organization are expected to follow the policies outlined in
our Employee Handbook, which covers conduct and behaviour, policies, dress code.
If you choose to accept the position, please sign the enclosed agreement form and
submit in office by tomorrow. Deposit all the documents on the first day of joining.
Thanks and Regards
HR manager.

Fig.1
Source: HR HelpBoard.com
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9. Provide an overview of the legal obligations for all documents required as part of recruitment
processes. Which information needs to be filed?
 Information of a candidate should be confidential with the recruitment and selection board
and not to be disclosed to any third person.
 All privacy laws should be followed in order to maintain the confidentiality and privacy of
the candidate.
 Storage of information in any form electronic or hard copies should be stored in a lockable
place and only authorised person should access the confidential information.
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PART B – Planning and organising a induction program
Develop the induction program for the 4 new employees detailed in Part A. Please use all the relevant
information as necessary from PART A (planning document) as necessary. The following
documentations needs to be included:
1. The Induction program needs to include provisions to introduce the employees to the business,
their colleagues, their job. The induction needs to be structured logically, from general
information covering information about the business, its practices and its culture to specific
information about the employees’ different jobs.
2. The orientation should be designed featuring a brief agenda which outlines the activities that
will be undertaken, who will be conducting these activities, where these will happen and
timeframes for each activity of the induction program. Additional information could include the
provision for handouts relating to industrial relations, unions, contacts, etc.
Induction Program for new staff
Session Suggested content of session
Introduction to company and work area  Mission, vision and objectives.
 All the key social and operational areas to
be visited.
Introduction to other members of staff  Review organisation chart
 Discuss roles and responsibilities of other
staff members.
Introduction to other team members within work
department
 Activities and purpose of other team/work
areas.
 How the team members fits in work area.
Terms and Conditions  Make sure that new staff has been go
through with the terms and conditions of
the organisation.
Performance Standards  Define goals, objectives and expectation.
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 Outline major points of job role.
The Orientation
Topics Content
Welcome Greet new staff with excitement. Ensure that
orientation program start with warm welcome.
Provide wel-come kit to new staff members and
introduce them with the existing members of
company.
Company History Share some glimpse of the history of the company
and also some motivational aspects of the
company members.
Culture Give information about the working culture of the
company. It is necessary to inform new joiners
about the company traditions.
Documentation Documentation is very important for any job.
Inform about all the important documents which
are necessary to submit (Ganapathy, 2016).
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References-
 blueskies. (2018). Six Benefits of Using a Recruitment Agency. [Online] Available at:
http://www.blueskiescareers.co.uk/six-benefits-using-recruitment-agency/ [Accessed 5 Sep. 2018].
 Business. (2018). Employees & record keeping. [Online] Available at:
https://www.business.gov.au/people/managing-and-developing-staff/employees-and-record-keeping
[Accessed 5 Sep. 2018].
 Chungyalpa, W. and Karishma, T. (2016). Best Practices and Emerging Trends in Recruitment and
Selection. Journal of Entrepreneurship & Organization Management, 5(2).
 Ganapathy, S. (2016). New Hire Orientation Template – What Every New Hire Should Know.
MindTickle.
 Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial
Engineering Letters, 2(1), pp.1-11.
 Lynott, W. (2016). Background checks:what you need to know. [online] Restaurant Hospitality.
Available at: https://www.restaurant-hospitality.com/legal/background-checks-what-you-need-know
[Accessed 5 Sep. 2018]
 Mogusu, D. and Atambo, W. (2016). Factors Affecting Induction of New Employees: A Case of Tea
Factories in Nyamira County, Kenya. Imperial Journal of Interdisciplinary Research (IJIR), [online]
2(11). Available at: https://www.onlinejournal.in/IJIRV2I11/204.pdf [Accessed 5 Sep. 2018].
 OH, O. and MI, H. (2016). Effects of Employee Selection Process on Productivity in the Public and
Private Sectors: A Case of Benue State. Business and Economics Journal. [online] Available at:
https://www.omicsonline.org/open-access/effects-of-employee-selection-process-on-productivity-in-
the-public-andprivate-sectors-a-case-of-benue-state-2151-6219-1000273.php?aid=82832 [Accessed
5 Sep. 2018].
 Top Chefs Careers and recruitment. (2018). Chef De Partie Job Description. [Online] Available at:
https://topchefs.ie/chef-de-partie-job-description/ [Accessed 5 Sep. 2018].
 Trustify. (2017). The 8 Different Types of Background Checks (and What They Reveal). [Online]
Available at: https://www.trustify.info/for-business/insight/different-types-of-background-checks
[Accessed 5 Sep. 2018]
 Zaman, M. (2015). Merit-based recruitment: the key to effective public administration in
Bangladesh. Journal of Public Administration and Governance, 5(3), pp.1-24.
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Ocean Breeze Hotel Recruitment and Induction Program

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Ocean Breeze Hotel Recruitment and Induction Program

Session Plan No.