Support the Recruitment, Selection and Induction Staff

This article discusses the recruitment, selection and induction process for a café shop in Melbourne. It includes the interview process, questionnaire for referees and the final selection of appropriate candidates. The article also highlights the importance of following organizational policies and anti-discrimination laws during the recruitment process.

Running head: SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Support the recruitment, selection and induction staff
Name of the student
Name of the university
Author note

1SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Table of contents
Part A..............................................................................................................................2
Part B..............................................................................................................................4
Part C............................................................................................................................10
Reference list and bibliography....................................................................................13

2SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Part A
1. It has been identified that Coffeeville is a café shop located in Melbourne. The current
manager named Joe Belfone is not being able to handle the management practices in the
proper manner due to lack of time, therefore, in this situation, it has become very important
for the organisation to recruit fulltime staff. With the increasing development and work
pressure, the company has decided to introduce the selection and recruitment process for the
posts of managing staffs, cleaning staffs, trainers, sales staff, performance monitoring staffs
and vendors managing staffs. The interview process has done on the basis of the educational
qualification and working experiences of the candidates.
2. The selection panel members are Rufus Belcastran, the owner of the company, Joe Belfone
and Annie Nguyen the current managers of Coffeeville. In order to identify the appropriate
candidate, the selection panel members have decided to conduct a proper interview and
introduce it through the advertisement, so that the appropriate candidate will be able to get
the information regarding this vacancies.
3. Depending on the requirement it has been identified that the candidates named Raj
Mukherjee and Leila Hussain will be the appropriate candidate for the managerial posts.
Among all the five candidates these two candidates have been selected because both of them
have working experience for more than five years and aware about the job responsibilities.
It has been identified that the company strictly follows the code and legislation.
Internal standard, as well as the organizational policies such as anti-discrimination, equal pay,
employee relation and other rules and regulations, are being followed by the organization.
It has been identified that these two participants namely Leila Hussain and Raj
Mukherjee are being selected as they had the good educational qualification and provided the
proper answer to the selection panel members, which others did not provide. On the other

3SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
hand, they are quite confident about their working ability and have great achievement
records, which are very impressive.
Depending on the performance management ski, knowledge regarding the position,
educational qualification and communicational skills are the important criteria for getting the
job. Depending on such qualities the selection panel has selected the appropriate candidate.
On the other hand, knowledge regarding the coffee products, ability to develop proper
organizational policies, strong customer service skills and community experience are all
being verified by the selection panel.
4. After discussing with the selection panel, it has been decided that there will be two
interviews round. In the first round, the candidates will be judged on the basis of their
working experience, educational skills and personal development regarding skills. Questions
can be weighted depending on the answers. In the first round of interview, the questions that
will be asked are like
Question
categories
Questions Weight (1-
2)
Score (0-5)
Work
history
Why did you quit your job? 2 5
What did you enjoy most about
your last employment?
1 1
Education
and training
If you were to start over, what
would you change about your
education?
1 2
Personality,
motivation
and
character
Can you name some weakness? 1 3
What makes a great team? 2 4
Why should we hire you rather than
another candidate?
2 5

4SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
In order to conduct the interview, the questions will be set on the basis of the working
experience, educational qualification and personal development skills. On the other hand, any
kind of discrimination regarding, age, sex, religion, country and physical disability will not
be appreciated in the interview.
In the questionnaire, three questions have been selected on the basis of score. These
three questions are
 Why did you quit your job?
 What makes a great team?
 . Why should we hire you rather than another candidate?
The above questions will be selected for the final interview as these three questions
highlight the main three areas about which the selection panel is needed to analyse. By asking
these questions, the selection panel will be able to understand if the candidate is appropriate
for the job or not.
5. The proper schedule for the interview
The interview has been conducted on 24th July 2018 at the "Four season's hotel" in
Sydney, 199 George Street, South Wales 2000, 5th floor. The interview will start at 11:30
A.M. the candidates must be present at sharp 11:00 with all their documents. After the first
round of interview, the second round interview has been started at 1:30 P.M with the owners
of Coffeeville.
Part B
Interview with Kenneth Baldwin
Question categories Questions Response Score
Work history Why did you quit
your job?
I have quit my job as
I found this job more
1

5SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
interesting. The
amount that you are
paying has attracted
me.
Education and
training
What makes a great
team?
Effective
communication,
proper relationship
and creativity make
a strong team.
4
Personality,
motivation and
character
Why should we hire
you rather than
another candidate?
I have the quality to
manage the multiple
tasks. I am self-
directed. I can
motivate my team
towards achieving
goals and objectives.
3
Questions Applicant answer Score
How much notice do you
have given?
I have not given any notice. 1
When can you start? I can start from next day. 1
Interview with Jenny Dubb
Question categories Questions Response Score
Work history Why did you quit
your job?
I quit because I was
not able to adjust to
the organizational
culture of my
previous
organization. I have
faced bullying and
stress.
3
Education and
training
What makes a great
team?
A great team is
about innovation,
creativity,
enjoyment and
togetherness. In my
point of view, I am
able to develop a
strong team.
2
Personality,
motivation and
character
Why should we hire
you rather than
another candidate?
You can hire me I
am quite good at
communicating with
others. By using this
quality of mine, I
4

6SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
will be able to deal
with the employees
as well as customers.
Questions Applicant answer Weight
How much notice do you
have given?
I have given the notice of 15
days
3
When can you start? I can start in 15 days. 4
Interview with Jane Fonda
Question categories Questions Response Score
Work history Why did you quit
your job?
In my previous job I
wasn’t able to apply
my innovation as it
was already well
structured.
3
Education and
training
What makes a great
team?
I believe a strong
team can be
developed through
coordination,
interaction,
positivity and
innovation.
4
Personality,
motivation and
character
Why should we hire
you rather than
another candidate?
I believe I have the
good quality of
communicating
people. I can easily
blend myself in any
situation. By using
my previous
working skills, I will
be able to deal with
the challenges.
3
Questions Applicant answer Weight
How much notice do you
have given?
I have given the notice of 2
months,
1
When can you start? I can start in 2 months. 2
Interview with Raj Mukherjee

7SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Question categories Questions Response Score
Work history Why did you quit
your job?
I have quit my
previous job because
I wanted to
contribute more to
my community
through my job. I
will apply more
innovation in my
activities. I found
this organization
appropriate for me to
develop my career
graph in a better
manner.
3
Education and
training
What makes a great
team?
I believe
commitment, trust
and active
communication
among the team
members can
develop the great
team.
4
Personality,
motivation and
character
Why should we hire
you rather than
another candidate?
I have the
experience to work
in a team. I have the
required experience,
and I am aware of
my responsibilities. I
love to take the
challenges and using
my creativity I can
overcome the
challenges. By using
my good
communicational
skills, I will be able
to manage the need
and demands of the
customers in a
proper manner.
5
Questions Applicant answer Weight
How much notice do you
have given?
I have given the notice of 1
month,
1
When can you start? I can start next month 2

8SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Interview with Leila Hussain
Question categories Questions Response Score
Work history Why did you quit
your job?
In the previous
company, I worked
as a café manager,
where most of the
time I used to handle
sales regarding
issues most of the
times. Due to this
reason I was not
getting proper
chance to apply my
innovation in the
management
practices. When I
get to know about
this post, I found it
quite exciting and I
applied for the post.
4
Education and
training
What makes a great
team?
I strongly believe
that team is the
combination of
diversity, capability,
adaptability,
bonding and
relationship. In order
to develop a strong
team, proper
motivation is
needed, which will
reduce the
discrimination. An
effective team leader
can make a great
team by involving
each team members
in the workplace
depending on their
expertise. This will
increase the
confidence among
the team members
and will help to
welcome the
creativity in the
team.
5
Personality, Why should we hire I believe I have the 5

9SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
motivation and
character
you rather than
another candidate?
strong analytical
skill, which helps
me in the case of
dealing with my
employees in the
proper way. I am
totally aware of the
current coffee
market and its
opportunities. Not
only increasing the
sales but also
employee
satisfaction is my
priority. I can deal
with the extreme
challenges for
achieving the
ultimate target. I
also believe that my
skills will help me to
introduce exiting
sales programs
which will be
beneficial for the
company to increase
its business revenue.
Using my
mentoring, and
training skills, I can
develop a strong
team.
Questions Applicant answer Weight
How much notice do you
have given?
I have given the notice of 1
month,
1
When can you start? I can start next month 2
2. After analysing the entire interview process, it has been identified that Raj Mukherjee and
Leila Hussain are the two appropriate candidates or this post.

10SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Part C
1.
To: [e-mail]
Subject: questionnaire regarding the candidate information
Respected sir,
Myself Joe Belfone, I am current café manager of Coffeeville. Your name has been selected
as a referee for Raj Mukherjee who is presently working in Compass Group. I am writing
this letter to ask few questions to you so that we can get the clear information about the
candidate. Kindly feel the below questionnaire
 How long you know Raj Mukherjee?
 Do you have any idea why Raj Mukherjee has left his previous job?
 May I know the job responsibility of Raj Mukherjee in the previous organization?
 Is there any kind of issues faced by the candidate?
 Is Raj Mukherjee able to supervise the employees in the proper manner?
 As a manager, it is very important to have the ability for dealing with the conflicts. Do
you think Raj Mukherjee can do it in the right manner?
 Can you tell me the strength and weakness of Raj Mukherjee depending on his
previous work?
To: [e-mail]
Subject: Questionnaire for candidate information
Respected sir,

11SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
I am Joe Belfone, and I am the café manager of Coffeeville based in Melbourne. I
have selected you as the referee for Leila Hussain who is presently working with
your organization. This letter is being sent to you to ask some question regarding
Leila Hussain. Kindly feel the below questionnaire
 How long you know Leila Hussain?
 Do you know why Leila Hussain has left her job?
 Do you have any idea regarding the job responsibilities of Leila Hussain in McJoe’s
Café?
 I have got to know about some disappointing situation faced by Leila Hussain, is that
true? Can you tell me in detail?
 Do you think Leila Hussain can easily supervise the employees?
 Do you think Leila Hussain is able to handle the conflicts?
 Depending on previous performance, did you noticed any kind of strength and
weakness of Leila Hussain that can help us with achieving our goal?
Thanks and regards
Joe Belfone
Café manager of Coffeeville
2. After the completion of the process, it has been identified that the two candidates namely
Raj Mukherjee and Leila Hussain have been selected by the selected panel members. Emma
Belcastran, Annie Nguyen and Rufus Belcastran are the three selection panel members who
have appreciated the strong leadership qualities of these two candidates. In the first and
second round interview, both the candidates have provided the appropriate answer, depending
on which there personal and professional skills have been judged by the panel members.
After the long negotiation process, depending on the job experience and ability to face the

12SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
challenges the candidates have been selected. Being a part of the selection panel, I have tried
to analyse both the personal and professional skills of the applicants. At the end of the
selection process, we focused on the communication skill and knowledge regarding the
coffee industry as the main criteria for selecting the candidates. As per my knowledge both of
them are aware of this industry as they have worked with similar organizations before.

13SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Reference list and bibliography
Brinkmann, S., 2014. Interview. In Encyclopedia of critical psychology (pp. 1008-1010).
Springer New York.
Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability &
Ethics, 12(2).
Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and Selection. In Political
Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Corelli, R.L., Muchnik, M.A., Beechinor, R.J., Fong, G., Vogt, E.M., Cocohoba, J.M.,
Tsourounis, C. and Hudmon, K.S., 2015. Perceptions and cost-analysis of a multiple mini-
interview in a pharmacy school admissions process. American journal of pharmaceutical
education, 79(9), p.135.
Goldstein, H.W., Pulakos, E.D., Passmore, J. and Semedo, C. eds., 2017. The Wiley
Blackwell handbook of the psychology of recruitment, selection and employee retention. John
Wiley & Sons.
Heilman, M.E., Manzi, F. and Braun, S., 2015. Presumed incompetent: Perceived lack of fit
and gender bias in recruitment and selection. Handbook of gendered careers in management:
Getting in, getting on, getting out, 90.
Islam, T.Recruitment And Selection Processof Janata Bank Ltd (Doctoral dissertation,
Daffodil International University).
Kallio, H., Pietilä, A.M., Johnson, M. and Kangasniemi, M., 2016. Systematic
methodological review: developing a framework for a qualitative semi‐structured interview
guide. Journal of advanced nursing, 72(12), pp.2954-2965.

14SUPPORT THE RECRUITMENT, SELECTION AND INDUCTION STAFF
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of Recruitment and Selection
Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies
in Nigeria. International Journal of Innovation and Economic Development, 3(3), pp.32-42.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6), pp.139-14.
Timming, A.R., 2015. Visible tattoos in the service sector: a new challenge to recruitment
and selection. Work, Employment and Society, 29(1), pp.60-78.