Recruit, Select and Induct Staff for Imagine Hotel - SITXHRM004

This assessment requires the student to plan the recruitment and selection process for four positions at Imagine Hotel - Chef de Partie Room Service Kitchen (night shift), Room Service Attendant, Food and Beverage Attendant, and Volunteer for events and seminars. The student needs to consult with relevant colleagues and follow organizational recruitment policies. SITXHRM004

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Unit: SITXHRM004 Recruit, select and induct staff
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Course Code SIT60316 Course Name Advanced Diploma of Hospitality Management
Unit Code SITXHRM004 Unit Name Recruit, select and induct staff
Due Date ________________ Assessment Name A1 – Questions
A2 – Project
A3 – Practical Observation
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Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM004
Unit Title: Recruit, select and induct staff
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:
1. Training and development sessions
2. Future planning
3. Seasonal factors
4. Staff turnover
5. Business expansion
Question 2
What is the primary factor in determining staffing needs?
The recruiting method, which again is based on previous and projected performance data, is the most
important aspect.
Question 3
Why should you regularly discuss workload considerations with your staff?
Constant workload assessment between management and supervisors is critical in order to preserve
positive lines of communication, ensuring that task is divided evenly throughout employees, & allow
customers to be inventive as a group.
Questions

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. Make a list of problems at hand and describe the importance of the post.
2. Describe the responsibilities of the post and describe about accomplishments in detail.
3. Tell us about your experience with the firm and submit a proposal in writing.
Question 5
List 6 pieces of information a job description should contain.
The job description has enough detail to define primary duties and vital tasks as things currently exist.
Job title, job purpose, job role and activities, needed qualifications, desirable academic credentials, and
workplace circumstances are all included in a position description.
1. Job Title
2. Job Summary
3. Responsibilities and Duties
4. Qualifications and Skills
Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?
Clients will then have happy moments with a positive mindset in customers, and thus will leave doing
well for themselves and the company, which will lead to them wanting to do business with the
organization again. Positive customer service people will constantly look cheerful and eager to assist.
Question 7
How do well written selection criteria help the selection process?
The use of selection process can help you discover the elements that are regarded necessary or
advantageous for a candidate to succeed in the job you're recruiting for. Determine what accurate
assessment, capabilities, behaviour, experience, and qualities individuals will need to be succesful in the
job.
Question 8

When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
1. a contract of employment
2. Scheduling
3. Hours
4. Duration of occupation
5. contract of employment Pay
Question 9
How can an application form help you process applications more quickly?
Forms are simpler to examine than CVs because they all have the same layout. Organizations
deliberately craft the layout and material of their registration forms, eliciting precise replies that inform
them more immediately and effectively about with a complainant's eligibility for the job than that of a
CV can.
The registration form enables the company to ask each candidate a set of detailed questions to which
they must respond. A common approach form speeds up the online processing and makes it easier for
recruiters to analyze candidates. It also makes it easy to exclude individuals who are inappropriate or
underqualified.
Question 10
Describe the process of ‘shortlisting’ or ‘culling’.
Recruiters choose individuals from the applicant pool who best fit the needed and desired requirements
for the job required application, and welcome candidates towards the next step of the recruiting
process, known as shortlisted candidates.
The practise of separating individuals from such a population based on desired or undesirable qualities
is known as culling. It is the procedure of eliminating or separating organisms from a breeding
programme based on a certain characteristic in animal breeding.
Question 11
List 2 pieces of information you should include in a rejection letter:
There have only been two items that must be included: "We got a lot of submissions for both the post
and have concluded that some other applicant is perhaps the most eligible for the vacancy," for
example, or "Humans acquired a lot of requests for the employment and now have established that
some other individual is by far the most prepared for the entrance."

Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1. Review the job description
2. Learn about company profile
3. Prepare a list for the expected interview questions
Question 13
How can you comply with privacy laws when storing applications?
Make that you also have a privacy policy in place. A standard agreement for a firm that accepts or
processes personally identifiable information is a Privacy Policy.
 Create privacy manual
 Create some hurdles
 Customers should be informed
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?
Data collection is becoming increasingly straightforward as knowledge becomes more widely
available. Even if your organisation acquires information inadvertently with no purpose of utilising or
interacting with that in any way, it is vital that business recognize your obligations.
Question 15
List 3 checks you may do as part of the selection process.
1. Application.
2. Screening and pre-selection,
3. Screening and pre-selection, followed by an interview and an assessment.

Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for
the
position.
1. DAT - Differential Aptitude Test This test assesses the following abilities: Reasoning using
words.
2. Aptitude Survey OASIS-3 – This test assesses the following broad abilities: Ability in general.
3. Bennett Mechanical Comprehension Test - The Bennett Dynamical Comprehension Test
assesses three major components of mechanics: Knowledge about machines.
Question 17
List 3 departments you may need to contact to help get everything set up for the new position.
1. HR department
2. Marketing Department
3. Finance Department
Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?
The appointment letter would normally include job terms like tenure, pay, and perks, among several
other things. It is normal to not have a formal letter of appointment in circumstances of informal
labour. As a result, this will mostly assist this group. This one will serve as proof of job satisfaction.
Question 19
What should be created for a new employee to record the employment process? List 4 things it should
contain.
Personal information: These are the most fundamental facts that must be kept in order to develop and
assess personnel policies and processes.
Contact information is as follows -
1. Details about the job
2. Details about the position
3. Employment records include
4. Development and training
5. Achievement and awards

Question 20
List the essential key aspects your induction program should cover.
An orientation to company business but also its important individuals should still be included in the
introduction package, along with a quick historical basis, goal purpose, and business planning;
company workplace rules & regulations, workplace safety material & a presentation of the company.
Question 21
Businesses are required to record proof that workplace health and safety information was
communicated
clearly. What are some ways to achieve this?
Employees may be given health & safety information through face-to-face conferences, memoranda,
public boards, meeting minutes, newsletters, protection manuals, and other methods.
1. Send emails or newsletter.
2. Make sure you have enough signs in your workplace
3. Make use of images and videos
4. Meetings should be held on a regular basis
5. Sufficient training is required
6. Form an integral part of your employee evaluation process
7. Do not really scrimp on safety equipment
8. Safety inspections on a regular basis
Question 22
How does designating a colleague to assist a new employee during the induction process help them?
A new employee induction is a way of providing new workers with crucial information about the firm,
including a review of the company's history, products, and services.
1. a statement about the company's purpose, vision, culture, & values
2. physical positioning
3. organisational alignment
4. Meetings with essential senior workers, any and all, to ensure that they get off to the greatest
possible start in the company.

Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1. Panel interview
2. Structured Interview
Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?
The most common reason for readvertising is to increase the number of applicants available. Check the
progress of their application to see if the interviewer needs any further material from you.
Question 25
What do some employers (who require a close team environment) do to ensure the candidate will fit
into
the team?
1. Team building activities
2. Working in group
3. Get together
4. Combine task
Question 26
How could you adjust your interview technique to accommodate a candidate who speaks little English
or
has speech difficulties?
Reduce the speed of your speaking. Anyone who is less comfortable with the language will benefit by
communicating at a slower pace.
1. Use voice intonation and enunciate correctly.
2. Make use of the right vocabulary.
3. Be culturally conscious.
4. Make use of your body language.

Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with special
needs?
Employees should communicate any issues with their boss. This may frequently assist to clear up
misunderstanding and suggest answers to the problem.
Employees may want to enlist the help of a friend, family member, or advocate speaking with your
employers concerning the predicament.
Question 28
For your industry sector and/or department, list 3 effective ways of advertising positions.
1. Websites that post job openings/online job boards.
2. Using Facebook, LinkedIn, as well as other social media platforms to advertise a job.
3. Webpage of the company.
4. Newspaper published in the area.
Question 29
What is the advantage of using a recruitment agency instead of managing the recruitment process
yourself?
1. Recruiting time is reduced.
2. Using a recruiting firm will reduce the amount of time it takes to fill available positions.
3. Candidates of higher calibre.
4. Specialist expertise.
5. a higher price
6. There is no cultural fit.
7. Brand image is lacking.
Question 30
Describe the conditions of the award the staff in your department area paid under for the following
terms of engagement:
Full-time - monetary benefits , allowances, compensations
Part-time - non monetary benefits

Casual - according to the situation
Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
Better beyond one interviews in terms of evaluation.
1. There is no place for bias or personal preference.
2. A different point of view allows for a more accurate assessment.
3. It familiarises the individual with the team as well as the company's working culture.
4. It's a tried-and-true method.

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM004
Unit Title: Recruit, select and induct staff
Assessment 2
Your task:
PART A – Planning the recruitment and selection process
Following a restructure of the Food and Beverage services provided by the Imagine 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
Should include the following information for each job
o Job title
o Terms of engagement
o Reporting requirements (structure within the organisation)
o Supervision requirements
o Liaison (interdepartmental role)
o Key skill requirements and desirable criteria according to job level
o Date of commencement
Project

o Service attitude and expected experience
Job description
Job description
Job title - Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
Terms of engagement
Coordinate with the all the department members in the hotel and play their responsibilities on time.
Reporting requirements (structure within the organisation)
Reporting to the kitchen and maintenance department
Supervision requirements
 Assessing their workload,
 Establishing expectations,
 Monitoring and analysing performance
 Creating learning and development opportunities,
 And staying up to date on company news
Liaison (interdepartmental role)
All hotel departments, including marketing and sales, cleaning, food and beverage, banquets, controller,
management, maintenance, and human resources, interact for the front office employees. In delivering
services to guests, these divisions see the front office as a communication link.
Key skill requirements and desirable criteria according to job level
 Time management
 Maintenance capability
 Interactive
 Presentation skills
Date of commencement
22 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 1.5 years experience

Job description
Job title - Room Service Attendant, breakfast shift (casual position 2 days per weekend)
Terms of engagement
Communicate with all personnel of the hotel's departments and ensure that they are performing their
duties on schedule.
Reporting requirements (structure within the organisation)
Reporting to the housekeeping , food and maintenance department
Supervision requirements
Evaluating their activity, setting expectations, monitoring and evaluating productivity, developing
training opportunities, and keeping up with business news
Liaison (interdepartmental role)
For front-office staff, all hotel departments interact, including marketing and advertising, cleaning, food
and beverage, dinners, accountant, supervision, maintenance, and human resources. These departments
view the front department as a communication connection while providing services to guests.
Key skill requirements and desirable criteria according to job level
 Time management skills
 Decision making skills
 Maintenance capability
 Coordination skills
 Presentation skills
Date of commencement
25 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 1.5 years experience

Job description
Job title - Restaurant Manager, breakfast shift (part-time position 20 hours per week)
Terms of engagement
Connect with all personnel of the hotel's departments and ensure that they are performing their duties on
schedule.
Reporting requirements (structure within the organisation)
Administration department
Supervision requirements
 Manage all the departmental activities
 Task allotments
 Proper coordination
 Monitoring & analysing performance of all team members
 Creating learning and development opportunities,
 staying up to date on company news
Liaison (interdepartmental role)
For front-office staff, all hotel departments interact, including marketing and advertising, cleaning, food
and beverage, conferences, accountant, managing, maintenance, and human resources. These departments
view the front office as a communication connection while providing services to guests.
Key skill requirements and desirable criteria according to job level
 Maintenance capability
 Interactive
 Communication skills
 Presentation skills
Date of commencement
15 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 3 years experience

Job description
Job title - Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
Terms of engagement
Proper coordination with the team and maintain good relation with the staff members
Reporting requirements (structure within the organisation)
Reporting to hotel manager
Supervision requirements
 Know about the working task
 Aware about the hotel management activities
 Team working activities
 Team building
 Communicative channel supporter
 Creating learning and development opportunities,
 And staying up to date on company news
Liaison (interdepartmental role)
The whole front office personnel interface with all hotel departments, including marketing and sales,
cleaning, beverages, receptions, controller, management, maintenance, and human resources. These
divisions view the front desk as a communication link when delivering services to guests.
Key skill requirements and desirable criteria according to job level
 Team management
 Coordination and communication
 Maintenance capability
 Presentation skills
Date of commencement
2 3 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 1.5 years experience

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.
Job advertisement
Job title - Chef de Partie Room Service Kitchen,
Qualification Required –
Hotel management Degree
Experience
1.5 Years experience
Age
Between 25 to 35 with the knowledge and understanding about the marketing
Time / Shifts : 11.00pm – 7.30am night shift (full-time position)
Salary
Good salary package on the basis of employee experience.
Interested people can forward their job applications along with CV & also send with this 2 passport sized
images with contact details.
Manager HRD
Imagine Hotel,

Job advertisement
Job title - Room Service Attendant, breakfast shift (casual position 2 days per weekend)
Qualification Required –
Hotel management certification
Experience
1.5 Years experience
Age
Between 22 to 35 with the knowledge and understanding about the marketing
Salary
Good salary package on the basis of employee experience.
Interested parties should email their resumes, as well as two passport-sized photographs with contact
information, along with your hiring process.
Manager HRD
Imagine Hotel,
Job advertisement
Job title - Restaurant Manager,
Imagine Hotel, require aware experienced marketing manager who can maintain their roles and
responsibility properly and also maintain good coordination with the team members.
Qualification Required –
Hotel management certification
Experience
1.5 Years experience
Age
Between 22 to 35 with the knowledge and understanding about the marketing

Time / Shift : breakfast shift (part-time position 20 hours per week)
Salary
Good salary package on the basis of employee experience.
Applicants should provide their resumes, as well as two passport-sized pictures with names and
addresses, along with your recruiting procedure.
Manager HRD
Imagine Hotel,
Job advertisement
Job title - Volunteer, event and seminar support
Imagine Hotel need a knowledgeable and experienced marketing manager who can effectively handle
their tasks and responsibilities while also maintaining strong teamwork.
Qualification Required –
Hotel management certification
Experience
1.5 Years experience
Age
Between 22 to 35 with the knowledge and understanding about the marketing
Time - (Thursday and Friday 10 hours per week)
Salary
Good salary package on the basis of employee experience.
Interested people can forward their job applications along with CV & also send with this 2 passport sized
images with contact details.
Manager HRD
Imagine Hotel,

Provide 3 options you could use to advertise
 Career site.
 Online job boards.
 Social media.
 Newsletter.
All these options are not expensive and these can take cost belong 50 pound.
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?
From the recruiting team's perspective, the application phase of the selection process might appear to be
passive — you just wait for prospects to respond to your job post.
 Application
 Screening call.
 Screening call
 In-person interviews are a great way to find out more about a company.
 Checking your background
 Checking your references
 A decision was made and a job offer was extended.
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.
Job Rejection Letter
Dear Mr./Ms. [insert applicant’s last name],
We sorry to inform you that your candidacy for this position will not be pursued by (organisation).
Despite your great capabilities, the selection criteria was quite competitive, and that we have opted to
go forward with a candidate whose qualifications better fit our current needs.
Once again, thank you for your interest in working with us.
Kind regards,
[insert your first name and last name]
[insert your job position title]
[insert your company’s name]

5. Develop a set of interview questions for each position (at least five questions) 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
1. Describe yourself, including your strengths and weaknesses.
2. Tell us about your most recent employment.
3. What motivates you to pursue a career in marketing?
4. Why do you want to work in this position?
5. Discuss about your last job experience ?
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).
Job Position - Chef de Partie Room Service Kitchen,
Interview Questions
1. Tell us about yourself?
2. Tell us about last job experience?
3. What motivates you to pursue a career in marketing?
4. Why do you want to work in this position?
5. What your strengths?

Job Position - Room Service Attendant, breakfast shift
Interview Questions
1. Introduce yourself?
2. How much time you will take in context of room service ?
3. Tell us about your characteristics ?
4. Why do you want to work in this position?
5. Discuss about your last job experience?
Job Position - Restaurant Manager, breakfast shift
Interview Questions
1. Briefly introduce yourself including your strengths and weaknesses.
2. Tell us about your most recent employment.
3. What motivates you to pursue a career in marketing?
4. Why do you want to work in this position?
5. Discuss about your last job experience ?
Job Position - Volunteer, event and seminar support
Interview Questions
1. Give a brief description of yourself, including your strengths and limitations.
2. Please tell us of your most previous role.
3. What inspires you to seek a marketing career?
4. What motivates you to work in this position?
5. Can you talk about your most recent work experience?
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?

Process to make the final selection for each position
1. Job Position : Chef de Partie Room Service Kitchen
1. Application form from online sites
2. Screening
3. Interview session
4. Assessment on the basis of interview and eligibility
5. Background check
6. Discussion and decision making
7. Job offer & contract.
Job Position : Room Service Attendant, breakfast shift
1. Job vacancy
2. pre-selection
3. Interview process
4. Assessment criteria
5. References and background check
6. Decision about the selection
7. Provide offer letter

Job Position : Restaurant Manager
1. Application form online and offline both
2. Screening
3. Interview ( face to face) panels and structure
4. Assessment
5. Reference
6. Decision
7. Job offer & contract.
Job Position : Volunteer, event and seminar support
1. Job Application
2. Screening & pre-selection
3. Interview
4. Assessment Criteria on the basis of the experience and eligibility
5. Background check
6. Decision about the selection
7. Provide job offer letter

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.
( Letter of Appointment)
Imagine Hotel,
March 22, 2022
LMN
Dear ABC,
We are delighted to inform you that you have been accepted as a “Restaurant Manager” at Imagine Hotel,
as a result of your exceptional performance in the interview. As a result of your outstanding performance
in the interview, the firm has decided to employ you to offer Restaurant manager responsibilities.
Based on our talk, we believe you are qualified to join us on March 22, 2022.
Please send all of relevant academic and experience documents to the same email address for additional
verification.
Please feel free to ask any questions if you have any.
Regards,
HR Manager
9. Provide an overview of the legal obligations for all documents required as part of recruitment
processes. Which information needs to be filed?
In order to conduct the recruitment process, all the documents like Job description, advertisement letter,
selection procedure, interview questions, rejection letter and letter of appointments all are compulsory
and follow all the legal consideration so that all the candidate can get equal opportunities and get
employment without any discrimination at their respective workplace.
Legal Requirements in Recruitment & Selectio

1. Age is a factor (all ages and age ranges)
2. Disability.
3. Gender reassignment is a procedure in which a person's gender is changed.
4. Marriage and civil partnership are two different things.
5. Racial discrimination (including race, colour, nationality, ethnic origin and national origin)
6. Belief or religion (including comparable philosophical beliefs and non-belief)

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.
Selected candidate : Chef de Partie Room Service Kitchen
HR Manage of Imagine Hotel, conduct induction program to introduce this selected candidate in front of
all hotel staff so that selected candidate can easily aware about the organisational culture and
environment.
An induction programme is used to welcome new workers to the corporation & ensure that the training
job. A company's safety training can sometimes be included in an induction process before they are
allowed to access a job site or begin working.
Selected candidate : Room Service Attendant
Imagine Hotel's HR Manager conducts an induction programme to introduce this selected applicant to all
hotel workers so that the selected candidate is familiar with the company's culture and surroundings.
In many companies, an induction programme is utilised to welcome new employees and guarantee that
they are properly trained. Before they are authorised to visit a job site or begin working, a company's
safety instruction may be incorporated in an induction procedure.

Selected candidate : Restaurant Manager
The HR Manager at Imagine Hotel leads an induction programme to introduce this selected applicant to
all hotel employees so that he or she gets acquainted with the company's culture & surroundings.
An induction programme is utilised in many businesses to welcome new employees and ensure that they
are properly trained. Before they are authorised to visit a job site or start working, a company's safety
training may be incorporated in an induction procedure.
Selected candidate : Volunteer, event and seminar support
The HR Manager at Imagine Hotel runs an induction programme to familiarise this selected applicant
with the company's culture and surroundings by introducing him or her to all hotel workers.
Many firms use an induction programme to welcome new staff and guarantee that they are properly
educated. A company's safety training may be included into an induction procedure before they are
authorised to visit a job site or begin working.
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.
The purpose of orientations is to familiarise new recruits with the history, present projects & future
ambitions of any company. Notify them of any applicable policies & standards. When employees are
most receptive, describe the ideal organizational attitude and practices.

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM004
Unit Title: Recruit, select and induct staff
Assessment 3
Your task:
PART A – Planning the recruitment and selection process
This assessment consists of 1 interview with at least 2 job candidates for the position
descriptions you have developed in Assessment 2, Part A as instructed below. Your trainer will
observe you during the interviews.
of the following – 1 or 2 plus 3 and 4:
1. Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time
position)
Or
2. Restaurant Manager, breakfast shift (part-time position 20 hours per week)
And
3. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
And
4. Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
Role Play - Administer recruitment process and select staff
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
OR
Practical Observation

Interview (2x4 mins) + Revision and Final Decision (3 mins)
Room Service Attendant, breakfast shift (casual position 2 days per weekend)
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
And
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Restaurant Manager, breakfast shift (part-time position 20 hours per week)
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
And
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
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
1. For the purpose of this role play you need to select 2 students to join you on the interview
panel.
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Job Post - Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time
position)
Job description
Terms of engagement
Communicate with all personnel of the hotel's departments and ensure that they are performing their
duties on schedule.
Reporting requirements (structure within the organisation)

Reporting to the housekeeping , food and maintenance department
Supervision requirements
Evaluating their activity, setting expectations, monitoring and evaluating productivity, developing
training opportunities, and keeping up with business news
Liaison (interdepartmental role)
For front-office staff, all hotel departments interact, including marketing and advertising, cleaning,
food and beverage, dinners, accountant, supervision, maintenance, and human resources. These
departments view the front department as a communication connection while providing services to
guests.
Key skill requirements and desirable criteria according to job level
 Time management skills
 Decision making skills
 Maintenance capability
 Coordination skills
 Presentation skills
Date of commencement
25 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 1.5 years experience
Interview Questions –
1. Tell us about yourself?
2. Tell us about last job experience?
3. What motivates you to pursue a career in marketing?
4. Why do you want to work in this position?
5. What your strengths?

Interview (2x4 mins) + Revision and Final Decision (3 mins)
Room Service Attendant, breakfast shift
Job Description
Terms of engagement
Proper coordination with the team and maintain good relation with the staff members
Reporting requirements (structure within the organisation)
Reporting to hotel manager
Supervision requirements
 Know about the working task
 Aware about the hotel management activities
 Team working activities
 Team building
 Communicative channel supporter
 Creating learning and development opportunities,
 And staying up to date on company news
Liaison (interdepartmental role)
The whole front office personnel interface with all hotel departments, including marketing and sales,
cleaning, beverages, receptions, controller, management, maintenance, and human resources. These
divisions view the front desk as a communication link when delivering services to guests.
Key skill requirements and desirable criteria according to job level
 Team management
 Coordination and communication
 Maintenance capability
 Presentation skills
Date of commencement
2 3 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 1.5 years experience
Interview Questions

1. Introduce yourself?
2. How much time you will take in context of room service ?
3. Tell us about your characteristics ?
4. Why do you want to work in this position?
5. Discuss about your last job experience?
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Volunteer, event and seminar support
Job description
Job title - Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
Terms of engagement
Proper coordination with the team and maintain good relation with the staff members
Reporting requirements (structure within the organisation)
Reporting to hotel manager
Supervision requirements
 Know about the working task
 Aware about the hotel management activities
 Team working activities
 Team building
 Communicative channel supporter
 Creating learning and development opportunities,
 And staying up to date on company news
Liaison (interdepartmental role)
The whole front office personnel interface with all hotel departments, including marketing and sales,
cleaning, beverages, receptions, controller, management, maintenance, and human resources. These
divisions view the front desk as a communication link when delivering services to guests.

Key skill requirements and desirable criteria according to job level
 Team management
 Coordination and communication
 Maintenance capability
 Presentation skills
Date of commencement
2 3 March , 2022
Service attitude and expected experience
Positive attitude toward the job role and at least 1.5 years experience
Interview Questions –
1. Give a brief description of yourself, including your strengths and limitations.
2. Please tell us of your most previous role.
3. What inspires you to seek a marketing career?
4. What motivates you to work in this position?
5. Can you talk about your most recent work experience?
2. 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.

The requirements of the interview process, selection criteria are more because it can helpful to
maintain the effectives of the recruitment and selection process.
3. 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.
Criteria Sheet Interview Score ( out of 10 )
Job post -
Chef de Partie Room Service Kitchen
8
Room Service Attendant, breakfast shift 8
Restaurant Manager
7.5
Volunteer, event and seminar support 7.5
4. Clearly brief each panel member on the legal aspects of EEO legislation and the emphasis
on making decisions on merit.
There are various panel members are involved in recruitment and selection process such as Food &
Beverage Manager, the Head Chef, the Events manager and the Hotel Manager. All these members
consider the EEO legislations and all the legal consideration so that they can take appropriate
decision.
5. Select 4 colleagues from your class or workplace as potential job candidates.
In order to full fill the requirements of the job post, it is necessary to select the 4 candidates in the
class so that they can do role play for recruitment and selection process.

6. Provide each job candidate with the selection criteria and job description for each
interview they participate in.
It is necessary to provide each job applicant to provide the job description and selection so that they
can easily do role play activities.
7. Review the interview process with the panel and summarise the results from each
candidate.
Criteria Sheet Interview Score ( out of 10 )
Job post -
Chef de Partie Room Service Kitchen
8
Room Service Attendant, breakfast shift 8
Restaurant Manager
7.5
Volunteer, event and seminar support 8
8. Discuss the final decision and explain how this was agreed on.
In the final discussion, panel member consider the skills and past experiences and also consider their
performance during the interview with the help of this panel members selected the candidate.
9. Provide feedback to each candidate and make the employment offer to the successful
candidate.
Criteria Sheet Feedback

Job post -
Chef de Partie Room Service Kitchen
Positive feedback
Room Service Attendant, breakfast shift Positive feedback
Restaurant Manager
Negative Feedback
Volunteer, event and seminar support Negative Feedback
Hotel provides offer letter the entire candidate who got positive feedback.
10. Record the outcome.
It is necessary to record the outcome so that hotel can effective gather all the information of all the
selected candidates.
11. Attach all documentations from interviews to this assessment.
Hotel need to attach all the documents like job description, advertisement letter, interview
questions , offer letter and many others of all the selected candidates.

Observation Criteria
SITXHRM004 Recruit, select and induct staff
Criteria Comment S NY
S
S NY
S
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
✓
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 ✓

SITXHRM004 Recruit, select and induct staff
Criteria Comment S NY
S
S NY
S
Interview – Position 2:
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
✓
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

SITXHRM004 Recruit, select and induct staff
Criteria Comment S NY
S
S NY
S
Interview – Position 3:
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 organise ✓
Post interview: Panel
The responses from candidates are evaluated using
notes for each criteria
✓
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
Result: Satisfactory | Not Satisfactory | Not Assessed
Student Declaration: I declare that I have
been assessed in this unit, and I have been
advised of my result. I also am aware of my
appeal rights.
Name: ________________________
Signature: ________________________
Date: ____/_____/_____
Assessor: I declare that I have conducted a
fair, valid, reliable and flexible assessment
with this student, and I have provided
appropriate feedback
Name: ________________________
Signature: ________________________
Date: ____/_____/_____