Recruitment and Selection in Grand Velas Resort

Support the
recruitment and
Selection

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 2............................................................................................................................................3
PART A...........................................................................................................................................3
2.1. Identify recruitment needs based on the Grand Velas Resort Case Study. Justify the need
you identified...............................................................................................................................3
PART B...........................................................................................................................................4
2.2. Discussion meeting regarding the staffing needs and job description required for each post
.....................................................................................................................................................4
2.3. Prepare an email to the GM and HR for approval of the identified positions. Request for
an appropriate time for a meeting to discuss the recruitment needs, roles, responsibilities and
salaries.........................................................................................................................................6
2.4. Conduct a meeting with the GM (Trainer) and HR (Student) for final approval on
recruitment needs, roles, responsibilities and salaries for the identified vacancies. Assume that
you have got approval for the proposed recruitments.................................................................7
2.5. Based on the information collected above, create a basic job advertisement.......................8
2.6. Consider and outline three mediums in which this job advertisement will be placed, its
advertising cost and justify why these are appropriate..............................................................10
2.7. Choose and list the selection processes for each job taking into account the job skills
requirements. List the resources/employees used in the process and any three skills they must
possess to effectively evaluate the prospective candidates........................................................11
PART C.........................................................................................................................................13
2.8. Based on the analysis above, process the application further. Review the applicants
against the selection criteria (refer to supporting documents) and chose the applicants for an
interview session with the highest number of matching selection criteria, ensuring Equal
Employment Opportunity (EEO) employment laws.................................................................13
2.9. Prepare an unsuccessful application email for the unsuccessful candidate/s to inform them
about the decisions and provide other recruitment information................................................14
2.10. Assume that you have decided to call 5 candidates for interviews. Prepare an email to
inform the successful candidates of interview dates, times, locations and ask for any special
needs assistance required to conduct the interview...................................................................15

2.11. Document and file all the recruitment records and decision made in a hardcopy. Prepare
the interview schedule along with the selection panel and interviewers for each interview.....15
2.12. Conduct the interview session with the selected candidates............................................17
2.13. After the interview, discuss amongst the members of the selection panel and select the
candidates based on their attitude, aptitude and fit to the existing organisational culture.
Provide notes of your discussion as part of your assessment....................................................20
2.14. Assume that the performance of the candidate for the volunteer position was not
satisfactory. Discuss the deficiencies in the application and identify and decide on using a
different recruitment method/re-advertising for the position. Provide notes of your discussion
as part of your assessment.........................................................................................................21
2.15. Email the evaluation form, along with the selection recommendations to HR and the GM
to maintain clear, accurate and complete records of the selection process................................21
2.16. Call the past employers of the selected candidates for the Chef’s position to check the
reference and validate the qualification. Your trainer will act as a past employer of the selected
chef............................................................................................................................................23
2.17. Prepare an employment offer letter..................................................................................23
TASK 3..........................................................................................................................................24
3.1. Prepareaplanandcontentfortheinductionprogramwiththeappropriateinformationaccording
to organisational policy. Including the time, location, resource person and topics as listed
below in the Induction plan.......................................................................................................24
3.2. Emailing the induction plan and asking for feedback for timing of delivery from HR to
ensure the induction programs are implemented in a manner that minimises operational
disruption...................................................................................................................................28
3.3. Covered in PPT...................................................................................................................29
CONCLUSION..............................................................................................................................29
REFRENCES.................................................................................................................................30

INTRODUCTION
Recruitment and selection is one of the significant factors for the HR department and
planning. This department make sure that the prominent type and quality of employees are hired
and recruited within the organisation in order to achieve organisational goals and objectives. In
terms of this, selection of applicants begins only when the recruitment procedure ends as after
the adequate number of applicants has been secured with the help of various sources of
recruitment that is internal and external recruitment for the purpose of starting the selection
process. Away with this, selection is considered as the negative procedure as its objective is to
eliminate those applicants who are not suitable and appropriate for the specific post. In context of
this, following report is based on the Spring Restaurant of Grand Velas Resort located in
Mexico. This report is based on case study of spring restaurant which currently face many
problems regarding their employees that are discussed in below report.
TASK 2
PART A
2.1. Identify recruitment needs based on the Grand Velas Resort Case Study. Justify the need you
identified
No. Identified recruitment
need
Justification
1 Shortage of employees By considering this requirement, it is analysed that with the
lack of proper salary, payment and wages, employees feel
dissatisfied within the restaurant. These are the factors
which negatively impact their motivation level and
performance that leads to ultimately impact the operational
activities and functioning of restaurant. It also leads to
impact the reputation of restaurant within the whole market.
2 Increasing workload Due to lack or shortage of employees, the extra work
becomes load for other employees that leads to develop
stress and tension within their mind and which can impact
their health and tends of develop anxiety and depression. To

prevent from all these issues, remaining employees tends to
leave their job that again develops shortage of employees.
PART B
2.2. Discussion meeting regarding the staffing needs and job description required for each post
Job Description for Full-time Chef
JOB DESCRIPTION
Job title: Chef (Full-time)
Responsible to: Head Chef or Catering Manager
Salary: $45,000-$50,000
Hours of work: As directed
Main purpose of job: Responsible for the production, quality and preparation of all food items
and services for the spring restaurant and catering functions.
Key duties and responsibilities:
 Can manage the efficient and smooth running of whole kitchen and catering.
 Easily maintain and promote good working and healthy relationships with whole catering
team.
 Monitor and make sure effective recording of staff guidance and support to other
subordinates.
 Undertake training and guidance to develop and improve skills and knowledge of
employees.
Qualification and skills:
 Ability of manage several task at one time.
 Bachelor’s degree in catering technology or hotel management (BHM/BCT).
Job Description for Casual Assistant Chef
JOB DESCRIPTION
Job title: Casual Assistant Chef
Reported to: Head Chef
Salary: $35,000-$40,000

Working hours: As instructed
Main objective of job: To act as an Assistant chef and offer high quality of food services and
production at all the time.
Key responsibilities and duties:
 Can maintain high quality and standards at all time and also make sure that health and
safety legislation and guidelines are properly implemented in kitchen, production,
employees, hygiene and so on.
 Produce all dishes to a high standard upon presentation for recipe.
 Make sure that all dishes are clean and tidy after service.
 Ensure that all dishes are served at the correct portion size, temperature and quality.
Qualification and skills:
 Good customer service skills.
 Diploma or degree in hotel management.
Job Description for Volunteer
JOB DESCRIPTION
Job title: Volunteer
Responsible to: General Supervisor or Staff Coordinator
Salary: $28,000-$33,000
Working hours: As directed
Main aim of job: Efficiently provide relevant information to other members and guests
considering welcoming them and instructing about the services of hotel and restaurant.
Key responsibilities and duties:
 Prominently works with coordinator at every stage of event, setup and teardown
responsibilities.
 Make sure the satisfaction level of employees.
 Ensure quality procedures and team working targets that are strictly adhered to.
Basic Qualification and skills:
 Must have excellent communication and interpersonal skills.
 Easily coordinate or work with others in any critical situation.

 Diploma or Bachelor’s degree in management or business administration.
2.3. Prepare an email to the GM and HR for approval of the identified positions. Request for an
appropriate time for a meeting to discuss the recruitment needs, roles, responsibilities and
salaries
E-Mail
Approval for the identified position and request for a meeting for the discussion for
recruitment
Dear GM and HR,
I would like to have your request as per my identification regarding the requirement of (chef,
assistant chef and volunteer) job position within our organisation. In context of this, I would like
to conduct a meeting regarding the discussion of recruitment requirements, pay rolls, benefits
and duties of candidates.
In relation with this, I have developed job description for each and every job position with their
salary figures as well. This mail is for your approval for those positions.
I have attached those job descriptions for your determination and approval and looking forward
for your reply.
Thanks & Regards,
Manager
2.4. Conduct a meeting with the GM (Trainer) and HR (Student) for final approval on
recruitment needs, roles, responsibilities and salaries for the identified vacancies.
Assume that you have got approval for the proposed recruitments
Meeting/
Project Name:
Recruitment Agenda