Recruit, Select and Induct Staff | AIC-SITXHRM004

This article covers the AIC-SITXHRM004 course on how to recruit, select and induct staff for additional new food and beverage position. It includes the job description, selection criteria, advertisement, interview questions, and background checks. The article also explains the procedures for informing successful candidates and arranging their attendance at the interview, and provides a sample letter for unsuccessful applicants. The interview questions are based on the selection criteria and desired customer service expectations, and the article explains how to administer them to ensure fairness and meet EEO requirements.

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Assessment Submission Sheet
Course SIT60316 Advanced Diploma of Hospitality Management
Unit Code SITXHRM004
Unit Name Recruit, select and induct staff
Assessor
Name
Student
Name
Student ID
Date Due
Please read and sign this assessment coversheet and submit it together with your assessment to
your Assessor by the due date.
Student Declaration
 I declare that the work submitted is my own, and has not been copied or plagiarised from any
person or source.
 I have read the Plagiarism Policy and Assessment Appeal and Reassessment Policy in the
Student Handbook and I understand all the rules and guidelines for undertaking assessments.
 I understand that by typing my full name in the student field this is equivalent to a hand-written
signature.
 I give permission for my assessment material to be used for continuous improvement purposes.
Student
Signature
Date
Submitted
Assessor Use Only
Assessment Items Result
Task 1 Project S NS
Task 2 Role Play S NS
Final Result for this unit C NYC
Student Declaration: I declare that I have
been assessed in this unit, and I have been
advised of my result. I am also aware of my
appeal rights.
Assessor Declaration: I declare that I have
conducted a fair, valid, reliable and flexible
assessment with this student, and I have
provided appropriate feedback
Signature Signatur
e
Date

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Assessor’s Final Comments

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task 1
Assessment Instructions
This is an individual assessment.There are two parts in this task. If you need help understanding any
questions, ask your assessor to explain.
Procedure
Complete all the questions in Part A and Part B
To be deemed competent you will need to successfully demonstrate the following:
You must submit:
Selection criteria for the job
Appropriate advertisement
Interview questions
Letter of appointment
Employment conditions/ Job offer
Induction and orientation program
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 additional new food and beverage position. The
recruitment needs to include consultation with relevant. You have already obtained approval for
recruitment as per your organisational recruitment policies from the head office in relation to these
positions.
Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
In order to get recruitment processes organised you are required to develop the following
documentation and processes:
Establish the job description for the position based on feedback from colleagues and develop a set of
selection criteria for the 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 description you may
use the following links as a reference for the position :
http://www.thejobilove.com.au/category.php?id=15

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
PART A
Job description for Chef de Partie room service kitchen
Job description
Position: Chef de Partie
Responsible to: Sous chef
Purpose: Assist into day to day running of the kitchen
Key duties and responsibilities
 To supervise activities of Ocean Breeze resorts and hotels at the time of shift.
 To monitor and order stock as required and directed by Sous chef.
 To report about inventory requirement and specific section of kitchen to Sous chef
 To take initiative and produce all meals at the time of 11.00pm-7.30am night shift.
 To adhere food safety and other organisational policy for improving health and
safety of customers.
 To maintain high standards of customers’ services.
 To take responsibility of safe storage of deliveries as directed by Sous chef
 To be on time and perform tasks in an ethical manner.
Professional skills
 Abilities to present food in a unique manner.
 To have knowledge about all ingredients
 Demonstrate competent techniques
 Team motivation skills
 Self-motivation and dedication
Education and experience
Degree in health
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.
Advertisement for attracting candidates for vacant job

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
We are hiring Chef De Partie
Ocean Breeze: Our client is one of the leading groups of company and we treat employees as
important resources of company. For providing valuable and qualitative services to customers,
we are looking for candidates for the above position for immediate employment.
Job requirements
Fluency in English
Good knowledge in Chinese cuisine
Anyone can apply for this post
Understanding of different methods of cooking, procedures and ingredients.
Candidate should have an excellent record of kitchen and staff management
Should have a pleasant personality
Education and work experience
Diploma in culinary science or related certificate
Salary would be discussed at the time of interview
Other job benefits
Transportation, meals and hostel facilities
Medical insurance
Yearly vacation ticket back to home country
Drop your updated CV in word format to: [e-mail]
The main thing that need to be considered while providing advertisement is: selecting best
channel and source. This hotel will use: Mail, newspaper advertisement and the internet.
Mail as well as newspaper is known as traditional ways of advertisement. Nowadays,
people do not read newspaper but young people still see job advertisement, given in newspaper.
So, it would be best channel. Along with this, internet and online media can also be used for
advertising as students that have completed their university and want to apply for job, for them
social media advertising would be better.
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?
Processing applications as per the organisational policy
Before selecting candidates, it is important to check their background. Application process plays a
vital role. Some different types of background that will be check out for selecting candidates include:
Drug testing
This hotel is well known so, it requires discipline candidates and for this reason employees or
candidates will be requested for drug testing.
Criminal history
For knowing character of candidate, his/her criminal history will be check out. Some
information that will be required include: specific charge, if applicable, date of case, severity and

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
sentencing information.
Education verification
Sometimes candidates upload fake documents so, by education verification, employers can
ensure that candidates have real educational qualifications (Lynch and et.al., 2021).
Employment verification
By contacting to previous hotel and cafes where candidates have worked, employment
behaviour can be known.
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.
Process that will be used to inform successful candidates and
arranging their attendance for interview
The best way of informing candidates for their selection and interview process is: Mail. Mail would be
sent out to selected candidates and they would be asked for coming at office for face to face
interview.
Sample letter for unsuccessful candidates
From: ocean Breeze hotel
To: XYZ
Subject: Job rejection
Hello,
Greetings of the day
We regret to inform you that Ocean Breeze will not be pursuing your candidacy for this Chef De
Partie position. No doubt as your qualifications were impressive but the selection process was
quite competitive. We have decided to move ahead with those whose qualifications, experience
and skills have matched with our selection criteria for this position. We would inform you if there
would be vacancy for same position. Thank for your time and efforts, Have a nice day.
Develop a set of interview questions for the 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.
Interview questions for the position based on selection
criteria
 Tell me about the best food that you can prepare?
 What is the best thing you like to do in the kitchen?
 How will you manage when there is crowd in hotel?
 How will you keep your workspace clean, organised and sanitary?
 How would you respond to Sous chef’s instructions if you believed it was not correct?
 Tell me about the toughest time you have spend in the kitchen?

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
 What make you feel frustrated?
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.
Process of selecting and organising an interview panel
Key interview behaviour:
 You all need to be organised
 Act professional
 Repeat questions for clarity
 Ask anything related to job
Legally defensive behaviour
 Sex
 Race
 Colour
 religion
You and the panel have interviewed all selected candidates and narrowed the selection to 2
candidates for the position.
Explain the process to make the final selection.
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?
7.1 explaining the process of to make final selection:
After reviewing every document of the candidate, panel have to move towards final selection where they will
provide appointment letter and process further from medical examining and finally employment.
7.2 What needs to occur following the interviews if neither
candidate meets the criteria desired for the job:
If non of candidate have meet desired criteria for selection and job role then panel will reduce criteria
requirement and make it easy to new candidates to clear the process.
7.3 Which legal aspects must be considered?
Legal aspect may include;
 race
 colour
 gender

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
 age
7.4 What is the importance of merit in this process?
Selection on merit is process of HRM where job seek have those require skills and ability that meet
demand of the company. Merit candidates are some of the most important thing for company,
candidates meet requirement of the company and allow them to become stable. In the selection
process of Ocean Breeze Hotel, merit candidates will be considered first.
You and the panel have agreed on the final candidate for the position and need to make an
employment offer to the 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 applicantswith all details for remuneration based on the current awards,
conditions etc.
employment offer letter:
JOB OFFER LETTER
DATE: 12/02/22
CANDIDATE NAME: ABC
TITLE: Chef Executive
COMPANY NAME: Ocean Breeze Hotel
ADDRESS: somewhere
Dear ABC,
We are pleased to offer position of chef/staff at Ocean Breeze Hotel. We feel confident to that
you will manage your position effectively and contribute your best to make this position. We
have happy that you are coming on board and providing your best in the betterment of the
organization.
As per the discussion, your starting date will be 12/02/22. Please find all details and important
information in handbook that will be provided to the employee. Please go through the handbook
and ensure yourself with guide that will assist you.
Please confirm your acceptance of this offer provided to you and sign it correctly to start further
process, please note; copy of this offer letter will be kept by other department to ensure your
employment remain safe.
We are looking forward to welcoming you on board
Sincerely
Ocean Breeze Hotel
Provide an overview of the legal obligations for all documents required as part of recruitment
processes.Which information needs to be filed?
Equality Act 2010, every document in recruitment process need to be filled with legal obligations and
both, employee and employer need to ensure legal procedures to fairly deal in the market.
Employment Act 2002, candidates and employer need to fairly manage employment process and
fairly deal to ensure productivity.

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
PART B – Planning and organising an induction program
Develop the induction program for the new employee 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:
The Induction program needs to include provisions to introduce the employees to the business, their
colleagues, and 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
employee’sdifferent jobs.
Induction program:
INDUCTION PROGRAM
As a new employee to Ocean Breeze Hotel, candidates need to ensure following task to
become part of the company, these are:
 Purpose: purpose of this induction is to inform and aware employee about business and
its procedures. Employee will explore different area of business and will focus on key
element and working of the Ocean Breeze Hotel.
 Overview: overview of organization may include history, structure and vision of the
company, cultural value of Ocean Breeze Hotel will be provided and ensured that
employee remains aware about culture and structure of the business.
 Work schedule: employee will be aware about work schedule and timing where they will
learn about working hours and official time.
 WHS: under WHS guidelines, employee will be informed about WHS policy where they
will learn and understand what policy they need to follow to ensure safety.
The orientationshould 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.
The orientation:
Orientation meeting
New hires are scheduled to attend an orientation meeting in Ocean Breeze Hotel at first week
of their employment, these instructions process will include some of the important points, these
are:
Human resource:
Employee will learn about their right, role, equality and status in the workplace within HR
process any further quires regarding employment will be answered by HR department.

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Safety:
New hires need to aware themselves from safety and health procedures provided by WHS and
company itself to ensure employee remain safe during working hours.
Key policies:
 New hires will be informed about policies of Ocean Breeze Hotel, they will learn about
process and procedures of the company. There are certain policy of Ocean Breeze
Hotel, these are:
 Anti harassment policy: new hire are informed about anti harassment policy which will
allow them to ensure that employee remains safe from impact.

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task 2
Assessment Instructions
This is an individual assessment.If you need help understanding any questions, ask your assessor to
explain.
Procedure
Participate in a role play to recruit a new staff and complete all required documentations.
To be deemed competent you will need to successfully demonstrate the following:
You must:
Participate in a role play
Conduct interview
Complete criteria sheet
Submit record of the outcome
Role Play
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
Ask the relevant interview questions that you have prepared for this position based on your selection
criteria and job description that you have prepared in PART A
For the purpose of this role play you need to select 2 students to join you on the interview
panel.
Use the relevant set of interview questions you have developed for the specific position
(Assessment 2, Question 4) to be interviewed and brief your panel members on the
requirements for interview processes, selection criteria and desired customer service
attributes which are sought from candidates.
Provide the criteria sheet for each set of interview questions (Assessment 2, Question 5)
which allows each panel member to evaluate the responses from candidates during the
interview.
Clearly brief each panel member on the legal aspects of EEO legislation and the emphasis
on making decisions on merit.
Select 4 colleagues from your class or workplace as potential job candidates.
Provide each job candidate with the selection criteria and job description for the interview.

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Conduct the interviews using the developed questions for each applicant.
Review the interview process with the panel and summarise the results from each
candidate.
Discuss the final decision and explain how this was agreed on.
Provide feedback to each candidate and make the employment offer to the successful
candidate.
Record the outcome.
Attach all documentations from interviews to this assessment.

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Observation Criteria
SITXHRM004 Recruit, select and induct staff
Criteria Comment S NYS S NYS
Interview – Position 1
Selects a selection panel
Briefs panel members on relevant selection criteria for
position
Briefs panel members on desirable customer service
attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to
panel members
Explains the requirements of merit based decisions
making to panel members
Provides interview questions to panel members and
allocates questions
Provides an evaluation/criteria sheet to each panel
member
Uses effective communication skills
Interview
Any additional needs/questions are identified and
clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or
special needs where relevant
The interview process consistently follows the set-out
selection criteria during questioning and follow up
The interview process provides applicants with an
opportunity to draw on experienced based examples
The interview process is structured and organised
Post interview: Panel
The responses from candidates are evaluated using
notes for each criteria

AIC-SITXHRM004 - AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
The supporting responses from candidates are
considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate
based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are
identified
Uses effective teamwork skills during evaluation and
feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback
The successful applicant is provided with an
employment offer
The employment offer outlines the key details of an
employment offer in industry.
The outcomes are documented and attached
Feedback