Recruit, Select and Induct Staff - Desklib

This article discusses the process of recruiting, selecting and inducting staff for Desklib, an online library for study material with solved assignments, essays, dissertation etc. It includes a job description for Chef de Partie, an advertisement for attracting candidates, processing applications, interview questions, legal obligations and an induction program. The article also covers the importance of merit in the selection process and the legal aspects that must be considered.

Recruit, Select and Induct Staff
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TABLE OF CONTENT
PART A............................................................................................................................................3
Job description for Chef de Partie room service kitchen..............................................................3
Job description..............................................................................................................................4
Advertisement for attracting candidates for vacant job................................................................4
Processing applications as per the organisational policy.............................................................6
Process that will be used to inform successful candidates and arranging their attendance for
interview.......................................................................................................................................6
Interview questions for the position based on selection criteria...................................................7
Process of selecting and organising an interview panel...............................................................7
7.1 explaining the process of to make final selection:..................................................................7
7.2 What needs to occur following the interviews if neither candidate meets the criteria desired
for the job:....................................................................................................................................8
7.3 Which legal aspects must be considered?..............................................................................8
7.4 What is the importance of merit in this process?...................................................................8
8 employment offer letter:............................................................................................................8
9 legal obligations:.......................................................................................................................9
Induction program:.......................................................................................................................9
2. The orientation:........................................................................................................................9
REFERENCES...............................................................................................................................11
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PART A
Job description for Chef de Partie room service kitchen
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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
Advertisement for attracting candidates for vacant job
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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.
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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
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.
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
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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.
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?
 What make you feel frustrated?
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
7.
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.
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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
 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.
8 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
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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
9 legal obligations:
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.
PART B
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.
2. The orientation:
Orientation meeting
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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.
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.
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REFERENCES
Books and journals
Lynch, C.J. and et.al., 2021, December. Increased need for data analytics education in support of
verification and validation. In 2021 Winter Simulation Conference (WSC) (pp. 1-12).
IEEE.
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