Recruitment, Selection and Induction Program for CoffeeVille

This letter presents an appropriate recruitment, selection and induction program that has been developed following an in depth analysis of the café’s current operations and future goals. It also provides recommendations for policies and procedure which when implemented effectively will ensure the café sticks to its long term objectives of effective staffing that takes into consideration the organizations goal of attaining EOC status while at the same time allows for current and future expansion while taking advantage of the different technological options that are available to the café.

Support Recruitment, Selection and Induction of Staff
(Author’s name)
(Institutional Affiliation)
Part A: Letter
May 23, 2018

CoffeeVille
3216 Collins Street
Melbourne Vic 3000
P 03 1234 5678
Dear Rufus and Emma Belcastran,
Following an analysis of the café’s operations, I have identified a number of areas that need to be
improved on to ensure that the CaffeVile is able to attract and select enthusiastic and qualified
individuals who can be easily indoctrinated into the culture of the business. I have also identified
strategies that when implemented will ensure that the business is able to remain true to its goal of
achieving Employer of Choice (EOC) status. This letter presents an appropriate recruitment, selection
and induction program that has been developed following an in depth analysis of the café’s current
operations and future goals. This letter will also provide recommendations for policies and procedure
which when implemented effectively will ensure the café sticks to its long term objectives of
effective staffing that takes into consideration the organizations goal of attaining EOC status while at
the same time allows for current and future expansion while taking advantage of the different
technological options that are available to the café. To ensure fluidity in the flow of the letter, the
points will be delivered in a systematic manner. The letter will first provide an in depth analysis of the
strategic/operational plan focusing on areas relating to recruitment, selection and induction that do not
adequately support the café’s new strategic direction of expanding, obtaining an EOC status and
employment of technology to enhance efficiency of the organizations operations. The letter will then
provide proposals for policy and procedure framework for the recruitment, selection and induction
programs. This will be followed by a request that you review and approve my proposal highlighting
specific timeframes in which you are expected to provide a response. In this letter I have also attached
proposed strategies and procedures with forms and checklists that are attached to the new strategic
direction of CoffeeVille and a communication strategy for sharing information on the new program
with managers thereby ensuring that future management and staff have a clear understanding of the
café’s culture.

Analysis of Current Strategic/Operational Plan on Recruitment, Selection and Induction
Through an in depth analysis of the operational plan and employee handbook at CoffeeVille it is evident
that a large section of the cafés current policies on employment recruitment and induction are in line
with its new strategic direction. A major area of disparity between the café’ recruitment and selection
policy and its new strategic direction is in the recruitment strategy. The café recruitment policy calls
for widespread advertisement which increases the pool of potential applicants outside the scope of the
staff. This is in contradiction with the café’s new strategic direction of remaining true to its staff. By
recruiting from outside, the employees who are already working for the café will be disenfranchised as
they might not access these positions. Recruitment from outside the organization also serves to limit
career growth opportunities for the employees which in turn makes it difficult for the café to attaining an
Employer of Choice status. Another area where the café’s current policy duffers from its strategic goals
is with regards to position filling. The current policy calls for the recruitment of individuals who best fill
the vacant position. This is in contradiction with the new strategic direction which calls for the
recruitment of employees who not only fill certain positions but are also able of expand into different
roles as the organization grows. The recruitment and selection policy also fails to cover how
technology can be incorporated into the process and this contravenes the new strategic direction which
advocates for the employment of technology in the recruitment, selection and induction of new staff.
Proposals for Recruitment, Selection and Induction Program
Given the café’s new strategic direction, it is my recommendation that all recruitment programs start
from within the organization before moving out to seek potential recruits from other quarters. When
seeking new staff, the café should first seek the needed skills from among the ranks of its staff
members. This will serve to ensure that it achieves its objective of remaining true to its staff. It will also
help the café reach its goal of attaining EOC status as it will be providing its employees with career
growth opportunities which is a key prerequisite for getting the status. Recruitment from within the
café’s rank will save the extra cost of induction programs as the employees are already familiar with

the organizations culture. It is my advice that CaffeeVille only recruits from outside its employee base
when the staff members that it has are not able to meet the qualifications that are needed for the position.
I also recommend that other that recruiting individuals who are qualified to work within certain
predefined position, the café should recruit individuals who are multi skilled and able to work in
different positions this will help it in its expansion programs. It is also recommended that the café have
a two month induction program in which the new staff members are educated on the organizations
culture and go through a three week training program on how operations are conducted within the café.
This will help to ensure that the new employees are adequately inducted into CaffeeVille’s mode of
operating thereby ensuring success in the entire recruitment process.
Timeframe for Completion and Return of Proposal
It is my hope that after reviewing the proposals made in the later and the attached you will realize
the benefits that the café will obtain from the recommendations and thus make approvals in a timely
manner. Given the urgency of the situation and the importance of the proposals with regards to the
café’s expansion program, it is my request that you return to me with your decision within the next 2
weeks so that the proper plans can be made for the implementation of the proposals given and changes
can be made in areas where you find to be lacking.
Yours Faithfully
(Students Name)
Attachments
Proposed strategies, policies and procedures for Recruitment, Selection and Induction
There are a number of important aspects of the recruitment and selection process that the organization
must consider. This section of the proposal covers the key aspects that Caffeeville should consider
from the commencement of recruitment process to the acceptance of the applicants. The first aspect
that the café needs to consider in the recruitment process is qualification and skills required for the
position. This insight will help the organization in the creation of a comprehensive advertisement and in

the selection of potential applicants. The second aspect that the café should consider is whether it has
staff within its ranks that has the qualifications needed for the position that the company is recruiting
for. As indicated in the recommendation section of the letter, this will provide the employees of the
café with career growth opportunities which will improve employee morale and at the same time help
the café attain EOC status. The third key aspect is the medium of advertisement. This is important
because of the fact that the medium used determines the demographic that will be reached by the
advertisement. In setting up the advertisement, if the position can be filled by workers within the café,
one should utilize internal advertisements medium like the café’s Facebook page, internal memos and
postings on the organizations notice board. In the event that the position cannot be filled by staff at the
café, it should employ mediums like social media sites, posters at the window and in job placement sites
like Craig’s list, and linked in. These mediums are cost effective and will allow for the organization to
reach an extensive clientele base. Another key aspect that the café should consider is application review
process. The café is bound to receive a large number of applications and it needs an effective strategy of
reviewing all the applications to short list the most suitable candidate. To effectively review the
thousands of applications that the café is bound to receive, it is recommended that it utilize Application
Tracking Systems. This will serve to eliminate all the applications that do not meet the set qualifications
reducing the number of applicants to that which can be easily reviewed by the recruitment panel. The
café should also employ pre-screening, psychometric testing, and assessment centers in the review of the
applicants. Other key aspects that one should consider are selecting the interview panel, setting up the
interview date, conducting interview, and procedure of selecting the most suitable candidate. The
organization should also conduct training for the individuals in the recruitment and induction program
so that they can be effectively equipped with knowledge on what the organization is looking for in the
new employees.
Specialist services for the café
 Barista training
 Customer service training
 Training on employing technology in service delivery

Technology Opportunities
 The café can employ an electronic ordering system to increase efficiency in the ordering process.
 The café can employ a cashless system of payment to enhance efficiency of the payment process.
 The organization should utilize Applicant tracking system and electronic performance review
systems.
Legal Requirements
 Recruitment and selection will be guided by requirements of relevant legislation and other relevant
human resource management policies in use by CoffeeVille such as equal opportunity and
antidiscrimination policies.
 The café should provide Equal Employment Opportunity for all its applicants. It should also
comply with all anti-discrimination guidelines.
 CoffeeVille is committed to providing a workplace free from discrimination, sexual harassment and
bullying. Behaviour that constitutes discrimination, sexual harassment or bullying will not be
tolerated and will lead to action being taken, which may include dismissal
 CoffeeVille is responsible for ensuring that equal employment opportunities exist for all current and
future employees. Staff will be selected or promoted according to merit irrespective of personal
attributes. Diversity is any collective mixture characterised by differences and similarities. In
relation to staff, diversity can refer to function, experience, discipline, education, socio-economic
background, marital status, personality profile, gender, age, language, ethnicity, culture, sexual
orientation, religion, family responsibility, etc. CoffeeVille will assist staff in meeting these
objectives with clear policy, education, training and practice.
 All appointments will be made on the basis of careful and consistent application of the principle of
merit and adherence to the key selection criteria and requirements of the position as outlined in the
position description.
● Recruitment and selection processes will be transparent, consistent, professional and timely.
Accountability will be achieved by recruitment and selection processes being open and subject to
appropriate scrutiny and review, having regard to the confidentiality of the applicants.

● All recruitment and selection processes will be conducted so as to ensure the confidentiality of the
applicants and to preserve the integrity of the process.
Communication Strategy
To effectively share information on changes in the new program with the managers, CoffeeVille
should utilize a combination of different communication mediums. One highly effective medium that
the café should use is internal memos that are addressed to the managers. Another effective medium
that the café should use is posting of the changes in the notice boards. To ensure that the information is
passed from one crop of management to the next, the café should use annual seminars in which the
management review the different strategies being employed by the organization.
Part B
Induction Policy and Procedure
 Applicants Name:
 Position being applied for:
 Company:
 What is your opinion of an optimum induction program?
 Have you ever worked in a café before? If yes for how long did you work in the café?
 Are you a fast learner? If yes how long should an optimum training program last for you?
 Do you believe that the induction program was helpful?
 Are there any areas of the program that you felt were lacking? If so how can they be improved?
 On a scale of 1 to 10 how effective was the program?
Induction Checklist
Worker’s name: ..............................................................................................................................................................................................................................................
Employment start date:.............................................................................................................................................................................................................................
Position.....................................................................................................................................................................................................................................................................
Supervisor: ...........................................................................................................................................................................................................................................................
Department:..........................................................................................................................................................................................................................................................

Explain your business:
The structure
The type of work
List and introduce your key people and
their roles:
Manager/owner
Supervisor(s)
Co-workers
Health and safety representative(s)
Fire/emergency warden(s)
Explain the employment conditions:
Name of award or agreement (if
relevant) and award conditions
Job description and responsibilities
Leave entitlements
Notification of sick leave or absences
Out of hours enquiries and emergency
procedures
Time recording procedures
Work times and meal breaks
Explain their pay:
Pay arrangements
Rates of pay and allowances
Superannuation
Taxation and any other deductions
(including completing the required
forms)
Union membership and award
conditions.
Explain Work, safety, and health
administration:
Consultative and communication
processes, including employee health
and safety representatives
Hazard reporting, including where to find
forms
Incident /accident reporting procedures,
including where to find reporting forms
Hazards of work
Policy and procedures
Roles and responsibilities
Employee assistance program (EAP)
Workers compensation claims
Show your work health and safety
environment:
Safe work procedures (SWPs) List:
1. .....................................................................................................
2. .....................................................................................................
3. .....................................................................................................
4. .....................................................................................................
5. .....................................................................................................
Emergency plan, procedures, exits and
fire extinguishers
First aid facilities such as the first aid kit
and room
Information on workplace hazards and
controls

Explain your security:
Cash
For each worker and for their personal
belongings
Show your work environment:
Car parking
Eating facilities
Locker and change rooms
Phone calls and message collecting
system
Washing and toilet facilities
Work station, tools, machinery and
equipment used for job
Procedures for the workplace buildings
Explain your training:
First aid, fire safety and emergency
procedures training
Hazard-specific training
On the job training in safe work
procedures
Job-specific training
Conduct a follow-up review:
Repeat any training required or provide
additional training if needed
Review work practices and procedures
with the worker
Ask and answer questions
Follow up action
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Running head: SUPPORT RECRUITMENT, SELECTION AND INDUCTION OF STAFF
10
Induction Acknowledgment
Conducted by (Name): ............................................................................................................................. Date:................................................................................
Signature: ............................................................................................................................................................. Date: ................................................................................
Position/Job: .............................................................................................................. Worker’s Signature: ................................................................................
Notes:..........................................................................................................................................................................................................................................................................
...........................................................................................................................................................................................................................................................................................
Induction review date: ........................................................................................ Review comments: ................................................................................
Conducted by (Name): ............................................................................................................................. Date:................................................................................
Signature: ............................................................................................................................................................. Date: ................................................................................
Position/Job: .............................................................................................................. Worker’s Signature: ................................................................................
Notes:..........................................................................................................................................................................................................................................................................
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