Recruitment Practices in Hospitality Industry

The assignment delves into the realm of human resource management within the hospitality industry. It investigates the influence of specific HR practices, such as recruitment, training, and performance evaluation, on key organizational outcomes like employee turnover and organizational commitment. The analysis draws upon relevant literature and scholarly research to provide insights into best practices and challenges in managing human capital within this dynamic sector.

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
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A2 – Project
A3 – Practical Observation
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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. Business meeting
2. Business conference / seminars
3. Business Appreciation events
4. Product launch event
5. Trade shows
Question 2
What is the primary factor in determining staffing needs?
The primary factor of staff needs that help for running the each and every department effectively. Planning and
determining of staff needs in advanced. There are different type of factors in determining the need of staff.
 Motivation
 Determination
 Engagement
 Insight
 Curiosity

Question 3
Why should you regularly discuss workload considerations with your staff?
It is needed for providing the details regarding the work load so that the employee can manage their business
operations and functions in effective manner. Workload management is challenging for individual employee to
balance the direct reports and complete their task in proper manner.
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. Role in supply management
2. Position
3. Task Assign
Question 5
List 6 pieces of information a job description should contain.
1. Qualification
2. Experience
3. Training
4. Technical skill
5. State the education
6. Core skill

Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E Positions?
Customer service attitude and experience are important factor that categorized the selection procedure of
organization. Customer service attitude plays important role in the organization to manage the business
operations in proper manner. They also identifying the need and requirement (Fagnan and et.al., 2018). This will
help for business process to increase the profitability in marketplace. Experience needs to identify any problem
and issue in the business development.
Question 7
How do well written selection criteria help the selection process?
Written selection criteria helps for organization to identify the reasoning and aptitude skill of candidates. It is the
best medium to check their capability to understand the things about the business. By using written selection
criteria, it can determine the adaptive style, interaction towards the external and internal professionals etc. In this
way, it is an appropriate selection criteria for the recruitment process.
Question 8
When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
1. Be Accurate
2. Get permission
3. Treated competitors as a fairly
4. Having sufficient quantities on hand
5.
6. be carefully describe the sales and saving
7. Observe the limitation on offers of credit
Question 9
How can an application form help you process applications more quickly?

The Employer can use the most dynamic application that help for creating an effective impression in front of
Human resources. This will be help for keep short listing a particular candidate. It is possible when we create a
better application and review based on the trends of industry (González and Rivarés, 2018). The End user
experience is becoming primary focus towards the scholarship. It is being emphasis placed on the applicants
experience at the time of application process. A clear and well defined application is faster process because of the
end user experience.

Question 10
Describe the process of ‘shortlisting’ or ‘culling’.
Shortlisting is a process of determine the candidates from the applicants pool those who had meet all the
required and desired criteria. This process should be carried out as possible after the closing date of applications
in within 2-3 weeks. It is a fundamental principle that applicants should be shortlisted against the organization
selection criteria. This process is also reduced the list of candidates for particular situation that has been cut
down from the long lists. When the business is interviewing the qualified people for the particular position, it will
often engage in the shortlisting to obtain a selected team of most qualified and skill for management system.
Question 11
List 2 pieces of information you should include in a rejection letter:
1. Explanation
2. Gratitude & Salutation
Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1. Conducting the interview in appropriate location
2. Dedicate specific time
3. Introduced to the organization
Question 13
How can you comply with privacy laws when storing applications?

According to privacy act 1988, it will help for organization to secure and maintain the information of people. It is
a principle of governs when and how the personal information can be collected by the government. Each and
every organization follows the legislation to store the application on their internal database system (Hamilton
and Davison, 2018). For Example- Storing and collecting the information about the consumers which is essential
for managing but it is needed to must follow comply with privacy law for providing the warranty, rewards
program and customer satisfaction.
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?
During the interview, it is needed for organization to keep records of candidates suitability because this will be
help for firm to recall the candidates again for further recruitment process. According to EEO laws, it provides the
equal opportunity to the employee at workplace (Landay and DeArmond, 2018). This law was passed by the
government which is responsible for enforcing the federal laws that makes it illegal to discriminate against the
employee and job applicants on the basis of color, sex, religion, nationality and age etc.
This equal employment opportunity law is assists for complying the selection criteria of candidates at the time of
interview process.
Question 15
List 3 checks you may do as part of the selection process.
 Identifying the vacancy and also evaluate need
 Develop the description of position
 Development recruitment plan
 Select the search committee
 review the applicants and develop the shortlisting
 conduct interview

Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude
And aptitude for the position.
1. Reasoning and aptitude test / written
2. Group Discussion
3. Personal interview
Question 17
List 3 departments you may need to contact to help get everything set up for the new
Position.
1. Human resource department
2. Finance department
3. Accounts department

Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?
A letter of appointment is a type of document that used by the organization to provide the information about the
particular position. It also includes the details related the job functions that applicants will task to do performed.
The purpose of appointment letter is that just gesture of friendliness (Nassar, 2018). It server as a contract
between employee and employee that contain the legal and specific offer. This letter should be represented as a
long term full-time job role but the contract is often used to establish the short term relationship with the
organization.
Question 19
What should be created for a new employee to record the employment process? List 4
Things it should contain.
1. Fair work information statement
2. Emergency contact no
3. Letter of engagement
4. Superannuation details
Question 20
List the essential key aspects your induction program should cover.
Induction program should always cover the essential key aspects that are needed to provide the information and
details to the new candidates. There are different type of key aspects contain induction program.
 Compliance's

 working culture and environment
 Retention
 Productivity
 Save time and money

Question 21
Businesses are required to record proof that workplace health and safety information was communicated clearly.
What are some ways to achieve this?
Business are needed to record all the information and proof related the health or safety of employee. It is an
essential key aspects at workplace where employee can to do work in safe. Health and safety is the main factor
for the organizations in order to promote the wellness of both employers and employees (Nieves and Quintana,
2018). Every organization has moral duty and responsibility of protect their employee. There are different ways to
protect and achieve the healthy working environment in the organization.
 Aware about the surrounding and environment.
 Reduce the stress at workplace.
 Use the appropriate tool and platform.
 Update the supervisor related the unsafe conditions.
Question 22
How does designating a colleague to assist a new employee during the induction process
Help them?
The purpose of induction process to support the new employee whereas colleagues also support to new
employee for providing the information related their specific task. It helps on their task completions. The new
employee always attracted towards the designation of their colleagues because they can understand the specific
task and particular job role. New employee feel free to do their specific role and after some days, they choose the
designation according to their interest and skills. In this way, it is identified that the designating a colleague assist
the new employee at the time of induction process.
Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1. Written test
2. Group discussion

Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?
These are the different type of circumstances would it is required for readvertise the position and again start the
recruitment process.
 Cannot matched the candidates according to the specific job profile
 Change the work conditions
 finding grooming talented employee
 Selecting only male candidates
Question 25
What do some employers (who require a close team environment) do to ensure the
Candidate will fit into the team?
Employers need to be concerned about the job that fit according to the environment and working culture. Fit into
the team is an essential concept whether the interaction between the strength or experience of employees. The
requirement of particular job profile and work environment fit of the particular candidate (Santhanam and et.al.,
2018). There are some employers do to improve their skill, knowledge and communicate with the team leaders.
In this way, they can create a good relationship with the team and maintain their position in team. It can be said
that the employee should be fit into the team.
Question 26
How could you adjust your interview technique to accommodate a candidate who speaks
Little English or has speech difficulties?
An interview technique is basically the practices a job seeker that used to improve the face to face meeting with
the recruiter. There are many people those who have difficulty in the English speaking. The organization is
planning to use the written interview test for candidates. In this way, new candidates are comfortable for the
written test selection process. This will be adjustable for interview technique.

Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with
Special needs?
The business has obligations under the anti-discrimination law in treatment of the candidates to provide the
equal rights. The discrimination can occurs on the basis of religion, color and sex etc. it is needed for organization
to use the anti-discrimination laws for the candidates and treated as equally to all employee. This is the important
duties and responsibilities of manager to handle the equal employment at workplace.
Question 28
For your industry sector and/or department, list 3 effective ways of advertising positions.
1. Company Website
2. Social media networking
3. Articles
Question 29
What is the advantage of using a recruitment agency instead of managing the
Recruitment process yourself?
The recruitment agencies are increasingly in global world. In this way, many organizations are relying on the
expertise of the recruitment agency to fill the vacant seat and position for particular project. There are some
common advantages of recruitment agency of managing the process.
 These agencies are free of charges to the candidates and there is no cost required only help for free.
 This agency has large network in different areas.
 They have access the jobs that job seeker cannot see yet.

Question 30
Describe the conditions of the award the staff in your department area paid under for the
following terms of engagement:
Full-time – appraisal,
Part-time - Monthly performance
Casual – Completion of target
Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
1. Provide comfortable
2. Make it interesting
3. Pre-prepare for questions

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
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,
b. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
c. Restaurant Manager, breakfast shift (
d. Volunteer, event and seminar support (
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
% Job title
% Terms of engagement
% Reporting requirements (structure within the organisation)
% Supervision requirements
% Liaison (interdepartmental role)
% Key skill requirements and desirable criteria according to job level
% Date of commencement

% Service attitude and expected experience
Job Description A:

Job title : Chef de Partie Room Service Kitchen
Terms of engagement :
 Rules for supervisors
 Rules for employee
 communication between employees
Reporting requirements :
 Timing - 10:00 AM to 7:00 PM
 working days : Monday – Friday (5 days)
 Week Off – Saturday and Sunday
Supervision requirements :
 Understanding the fundamental concept of task.
 Preparing budget.
 Establishing the business goals and objectives.
Liaison (interdepartmental role) :
 utilising the resources of room kitchen services
 check in to assign the room to the guest
Key skill requirements:
 Associate bachelor degree in hospitality industry.
 Creativity and ability to cook food.
 Culinary expertise
Date of commencement : 10/2/2019
Service attitude and expected experience :
 Experience of working as a Commis chef
 Positive and flexible attitude towards their works.

Job Description B:
Job title : Room Service Attendant, breakfast shift
Terms of engagement:
 Rules for supervisors
 Rules for employee
 communication between employees
Reporting requirements :
 Timing – 9:00 AM to 6:00 PM
 casual position 2 days per weekend
Supervision requirements :
 Inspection of housekeeping and hotel rooms
 Assign work to staff member
Liaison (interdepartmental role):
 Manage special inquiries
 Monitor and maintain cleanliness
Key skill requirements :
 Excellent organisation skill
 Flexibility to work in shifts
Date of commencement : 13/8/2018
Service attitude and expected experience :
 Experience in the cleaning equipment and products.

Job Description C:
Job title : Restaurant Manager
Terms of engagement :
 Rules for supervisors
 Rules for employee
 communication between employees
Reporting requirements :
 Timing - 10:00 AM to 7:00 PM
 working days : Monday – Friday (5 days)
 Week Off – Saturday and Sunday
Supervision requirements :
 Manager daily hotel operations.
 Provide training to new employee
Liaison :
 Greeting client and guest
 Coordinating and communicating with the guest
Key skill requirements :
 ability to maintain discipline
 leadership skill
 interpersonal skills
 communication skill
 ability to work as a team
Date of commencement : 30/10/2018
Service attitude and expected experience :
 good and positive attitude towards the hospitality industry
 manage customer satisfaction
 Attitude towards to clean the hotel

Job Description D:
Job title : Volunteer
Terms of engagement:
 Rules for supervisors
 Rules for employee
 communication between employees
Reporting requirements :
 Timing - 10:00 AM to 7:00 PM
 working days : Monday – Friday (5 days)
 Week Off – Saturday and Sunday
Supervision requirements :
 Develop concept of event
 Process financial transaction
 create plan and document of event
Liaison :
 Volunteer makes better society.
 Create great working environment.
Key skill requirements :
 leadership quality
 good communication skill
 Time management
Date of commencement : 06/03/2018
Service attitude and expected experience :
 Experience of formal volunteering in the firm.
 Create a good environment

1 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.
Ans : Advertisement is basically the approach to interact with the people by using online methods. In this
way, it can be directly provided all the information regarding the particular job profile which required to
create an effective job description whereas all peoples are attracted towards. There are different method to
advertise the job positions.
 Social media networking
 newspaper articles
 company website
These are the most appropriate method that can used many firms for advertising the job position in
marketplace. In above job advertisement, it can use the social media platform for advertising the job
description.
1. 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?
Ans : Process application is a based on the organisation procedure to identify the suitable candidates for
particular job profile. Imagine hotel is conducting the recruitment process to advertise the job description on
the basis of need and requirement (Schmidt and et.al., 2018).
First of all, the recruiter can scan the application form of candidates those who are applying for particular job.
In case, it is suitable for the job on the basis of qualification, background, experience and customer attitudes
etc.
Each and every job profile has needed to specific qualification required to perform the different task and
also manage according to their skills or knowledge.

1. 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.
January 1, 2019
Thomas robes
123 main street
CA 124
Dear Thomas,
We are appreciated that you are applying for the position of room attendant with our organisation. We receive
our application from different people. After reviewing our application and we have decided that we will not offer
you for interview.
Regards.

1. 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.
Ans : There are some interview question for each position and based on the selection criteria.
 What are the role of hotel manager ??
 How will you handle the special guest in hospitality industry??
 What are the role of volunteers in particular event??
 What are the role and responsibilities of chef in the industry?
The organisation follows the EEO legislation to provide the equal rights to their employees at work (Sheehan,
Grant and Garavan, 2018). It is needed for business process to identify the requirement of employee because
they can free to do their task that helps for organisation to increase the productivity and profitability in
marketplace.
According to Equal employment opportunity laws, it provides the equal opportunity to the employee at
workplace. This law was passed by the government which is responsible for enforcing the federal laws that makes
it illegal to discriminate against the employee and job applicants on the basis of color, sex, religion, nationality
and age etc.
1. 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).
Ans: Interview panel is a type of procedures that followed in the organisation whereas HR manager is trying to
analysis the requirement of candidates for particular job profile. There are some important process of selecting
and organising an interview panel.
Identify the vacancy and evaluate need – imagine hotel is analysing the entire department to identify the
need and requirement of particular job profile. It is very tough for analysing because the firm is finding the most
efficient person to handle the business task in effective manner.
Develop position description- This will be another steps to develop the description of position in
marketplace by using different platform such as social media, website etc. the organisation always created an
effective and simple job description so that people can understand the requirement of job post (Shenoy and
Aithal, 2018).
Develop recruitment plan – It also develops a planning of recruitment to follow the different procedures,
timing and schedule for selected candidates those who are short listed by the HR Manager.
Select search committee- This committee plays important role during the selection and recruitment
process because all the members are trying to find out the suitable candidates for job profile. Search committee
should be made up of people who are qualified to easily evaluate the qualification of
candidates.

Review applicants- Afterwards, HR manager reviews the short-listed applicants and conduct the interview
by using different procedure of recruitment.
Conduct interview – At last, it is conducting the interview and finding the most suitable or appropriate
candidates for particular job.
1. 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?
Ans : Final selection process is based on the face to face interview to communicate with the candidates. This is the
importance process for determine the skill and knowledge that helps for growth or development of organisation.
In case, if the criteria cannot match with the particular job profile so that the organisation also conducting
the recruitment to search the most efficient people that can handle the business aspects in proper manner
(Sobaih, 2018). The organisation follows the legal aspects such equal employment opportunity legislation that
provide all the facility and services to their employees at workplace. It is required for business process to increase
the popularity in global world.
Importance of final selection process-
 Screening the applicants
 Identifying their skill and knowledge
 capability to handle the work pressure
1. 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.

Offer letter
Imagine hotel
12/12/2018
Title – hotel manager
xyz, London street 2
Dear Rose kate
We are pleased to offer you as an employment at imagine hotel. We feel that yo have skilled and knowledge to
manage the business operations in appropriate manner.
As per discussion, you have applied for the position of hotel manager. You're starting date will 1/1/2019.
If you can choose to accept the appointment latter and also happy for join our organisation.
We look forwards to welcome as a hotel manager in imagine hotel
sincerely
Rose kate
Hotel manager

1. Provide an overview of the legal obligations for all documents required as part of recruitment processes.
Which information needs to be filed?
Ans : Legal obligations are required for organisation to manage the recruitment process effectively and
efficiently. It is needed for manager to follows all the rules and regulation. This legal obligation has
responsibilities to provide the equal rights to the employee at workplace. It is an essential for organisation to
manage the legal and ethical obligation in recruitment process for searching the applicant of job and after
finding the qualified people. In this way, human resource manager also encourage them to apply for work in
the company. It can be filled the candidates related information related the job profile.

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.
Prepare Check list:
 short-listed the candidates
 induction timing, schedule
 arrangement of seminar hall
Cover employee training:
 Manage special inquiries
 Monitor and maintain cleanliness
encourage social interaction with team:
 Manager encouraging the new employee to connect with the other team members.
 Putting some innovative idea in the business development to achieve the goals and objective.
Goals and objective of organisation:
 increase productivity and profitability
 expand business
 customer satisfaction
feedback of employee:
 training and session
 skilled development
 team management

1. 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.
Conduct the activities –
 human resource manage the conduction the orientation that help for communicating with the employee
Introduce to Co-Workers-
 new employee
Review Employee Handbook and Paperwork-
 Review all the details of new candidates
 fill the forms
Review Goals and Job Expectations-
 Set the specific task to achieve goals and objectives.
Provide Training and Shadowing-
 6 month training
Assign a Mentor-
 Assign the mentor by team leader to guide related the work.
Schedule a Lunch-
1 house lunch break

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
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
1. Restaurant Manager, breakfast shift (part-time position 20 hours per week)
And
1. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
And
1. 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

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.
1. 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.
1. 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.
1. Clearly brief each panel member on the legal aspects of EEO legislation and the emphasis on
making decisions on merit.
1. Select 4 colleagues from your class or workplace as potential job candidates.

1. Provide each job candidate with the selection criteria and job description for each interview they
participate in.
1. Conduct the interviews using the developed questions for each applicant.
1. Review the interview process with the panel and summarise the results from each candidate.
1. Discuss the final decision and explain how this was agreed on.
1. Provide feedback to each candidate and make the employment offer to the successful candidate.
1. Record the outcome.
1. Attach all documentations from interviews to this assessment.

Observation Criteria
SITXHRM004 Recruit, select and induct staff
Criteria
Comment
S
NYS
S
NYS
Interview – Position 1
Selects a selection panel
Briefs panel members on relevant selection criteria for position
Briefs panel members on desirable customer service attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to panel members

Explains the requirements of merit based decisions making to panel members
Provides interview questions to panel members and allocates questions
Provides an evaluation/criteria sheet to each panel member
Uses effective communication skills
Interview
Any additional needs/questions are identified and clarified before the interview starts
Uses effective listening skills

Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or special needs where relevant
The interview process consistently follows the set-out selection criteria during questioning and follow up
The interview process provides applicants with an opportunity to draw on experienced based examples
The interview process is structured and organised
Post interview: Panel
The responses from candidates are evaluated using notes for each criteria

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
NYS
S
NYS
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
NYS
S
NYS
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: ____/_____/_____

REFERENCES
Books and Journals
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enough for practice recruitment?. The Annals of Family Medicine. 16(Suppl 1), pp.S72-S79.
González, L. and Rivarés, L., 2018. Analysis of the impact of referral-based recruitment on job attitudes and
turnover in temporary agency workers. Employee Relations. 40(1). pp.89-105.
Hamilton, R.H. and Davison, H.K., 2018. The search for skills: Knowledge stars and innovation in the hiring
process. Business Horizons, 61(3), pp.409-419.
Landay, K. and DeArmond, S., 2018. Recruitment Process Outsourcing and Recruiter and Hiring Firm
Characteristics. Journal of Personnel Psychology.
Nassar, M.A., 2018. Human resource management practices and organizational commitment in four-and five-
star hotels in Egypt. Journal of Human Resources in Hospitality & Tourism. 17(1). pp.1-21.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel industry: The
mediating role of human capital. Tourism and Hospitality Research. 18(1). pp.72-83.
Santhanam, N. and et.al., 2018. Examining the moderating effects of organizational identification between
human resource practices and employee turnover intentions in Indian hospitality industry. GSTF
Journal on Business Review (GBR) 4(1).
Schmidt, J.A. and et.al., 2018. Human resource management practices and voluntary turnover: a study of
internal workforce and external labor market contingencies. The International Journal of Human
Resource Management, 29(3), pp.571-594.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: A macro and micro analysis of
current issues in hospitality and tourism. Worldwide Hospitality and Tourism Themes 10(1). pp.28-41.
Shenoy, V. and Aithal, P.S., 2018. Literature Review on Primary Organizational Recruitment Sources.
Sobaih, A.E.E., 2018. Human resource management in hospitality firms in Egypt: Does size matter?. Tourism
and Hospitality Research. 18(1). pp.38-48.