Management and Human Resources: Recruitment Process Analysis Report

This report examines various aspects of human resource management, specifically focusing on recruitment strategies for a bar attendant position. It begins by outlining the essential guidelines for effective recruitment, including creating thorough job descriptions, using strategic questionnaires, cond...Read More

Running head: MANAGEMENT AND HUMAN RESOURCES
Management and Human Resources
Name of the Student:
Name of the University:
Author Note:

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Assessment 1
Part A
1) Recommendations in regards to recruitment needs to Manager…
In order to ensure the best for an organization, the management needs to adhere by a number
of guidelines:
Thorough and Lucid Job Description: Posting an elaborative job description is on one of
the many fundamental of recruitment process. A detailed job description regarding the desired
skills and qualities of the employees. It is essential to eliminate delay or confusion in the process
of recruitment.
Strategic Questionnaire: during the interview, the management should test the capabilities
of the candidate according to the right set of questions. The questions should be able to gauge how
far the employee will be able to serve the position he is attributed with. Questions based on
management and sales skills including a list of other technical questions like food safety and
catering to customers in the best possible manner can be resourceful.
Skill testing: This would involve a thorough analysis of employee’s personality traits and
whether it is suitable to the job and physical skill testing required for the position.
Employee Training: training and grooming should be an integral part of recruitment process
which will familiarise the employees with the job, workplace culture, employer’s expectations and
various job requirements to ensure the absence of further hindrances in proper functioning of the
employee. A success recruitment process will ensure highest degree of employee retention.

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2) Explain how you would consult with colleagues in regards to staffing needs.
I would call for a team meeting to ensure that the members can access to information
and be a part of candidate screening process. Issues like scarcity of proper candidates or high
salary expectancy would be addressed via staff meeting or confidential e-mail. The members
would supervise and evaluate staffing needs and issues in this manner.
3) Consultation for…
Required skills and knowledge of potential employee- Staff members
Advertised salaries- Hiring manager
Nature and content of job advertisement- Human Resource Department
Timing and nature of induction programs-
4) Job description for a bar attendant…
Job Title: Bar Attendant
Job Overview: bar attendant will be responsible to properly prepare and serve drinks to the
customers. The candidate will be responsible. Should be able to work 5 days a week, for 8 hours.
Eligibility:
Graduates with bachelor or diploma degree in hotel management or related field.
Experience:
The candidate should possess relevant experience and should be adept in handling Point of
sale terminals, inventory management and stock. He/she should have in-depth knowledge of food
and beverage products.
Prerequisites:

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Must be skilled in communicating in English, verbal and written, must know other two
languages. Interpersonal and multi-tasking skills in executing other duties as assigned by the hotel
management team are necessary.
5) Selection Process
In order to ensure efficiency, I would abide by the process of face-to-face Interview for cross-
checking references previously provided by candidate and thereafter drafting the offer letter for
the candidate. The process should be cost-effective and efficient enough to judge the right
candidate suitable for the position.
6) Job Advertisement of Bar Attendant…
Position: Bar Attendant
Responsibilities: Catering superior quality services to customers in punctual manner.
Ensuring food safety and general cleanliness of the work area.
Department: Food and Beverages
Hours of Work:
Job Brief: we are looking for a competent bartender who will provide utmost level of
experience to the customers and will be able to create innovative drinks by utilizing mixing skills
and exceeding customers’ assumptions and expectations. The candidate should be able to
complying with the food and safety regulations.
Duties
Financial:
Should be skilled in proper handling of receipt and checking overall transactional expenses.

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Customer Service and Communicational Skills
Should be professional and friendly with the customers and able to provide diligent service.
Proper mixing and serving of drinks.
Miscellaneous
Harmoniously work with staff and management personnel
Taking reservations from the guests
Taking orders
Cleaning and scrubbing of the table
Proper maintenance of glasses and silverware
Strict adherence of workplace health and safety measures
Monitoring and supervision of patrons
Ensuring restocking of bar to prevent running out of drinks and beverages
Skills Required
Communication skills
Conflict resolution skills
Multi-tasking skills
Knowledge on garnishing skills
Drink recommendation ability
Requirements:
Updated resume to show relevant work experience

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Training Certificates (if any)
7) Mode of Job Advertising…
I would choose the medium of online job posting because over time, it has become the
primary source for viewing the profiles of efficient candidates which further eases the selection
process. E-recruitment ensures that the recruitment process is not getting prolonged and reduces
the overall costs of job posting and employee hiring (Daher 2015).
8) What would be the approximate cost for the above advertisement? Provide a screen
shot.
9) If initially you didn’t receive any suitable job applicants what would you do?
I would go with the option of referential process from the pre-existing employees as the best
alternative to advertising for jobs and screening candidates (Bolman and Deal 2017). The
Figure: Online job posting rate Australia
Source: (Alexander and Fadden 2017)

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advertisement for vacancy would be posted on a notice-board and each employee would be given
the opportunity to drop references. Furthermore, it will ensure the elimination of extra costs for
job postings in newspapers or public places.

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10) Methods to process and review applications…
The selection process denotes the steps involved in reviewing the application forms and
before creating a final list for the deserved candidates.
Evaluate the needs of the position with employee
It is necessary to formulate a proper plan to select only the best applications that would fit the
requirements of job position. One needs to align the applications with the goals and initiatives of
the company
Employee Evaluation
In this criteria, a number of factors come into play for instance the age of the applicant and
other related information of the employee. If the applicant is minor, one needs to be aware of the
number of laws attached to hiring minors (Marchington et al. 2016).
Developing a List
The applications should be filtered according to the key traits and characteristics of the
candidate, relevant skills and experience.
Scanning the Applications
This should be done in order to obtain an overall impression of the employee and whether
he/she will be able to fulfill the key expectations of the organization. One has to check if each and
every section of the resume is properly filled with detailed answers. Highlighting the sections
would take lesser amount of time to select candidates based on their strongest credentials.
11) Three applications are provided in the appendix. Which two would be relevant for
an interview?

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For the interview, applications 2 and 3 will be selected for a couple of reasons. In application
2, the candidate already has relevant experience in the field, working for three years as a bar
attendant. It would therefore be easier for the management for swiftly implementing the candidate
into the team as the candidate would already be familiar with the demands of the job (Agrawal et
al. 2015).
In case of application 3, the candidate has degree in hospitality which is advantageous for a
bar attendant because it will equip the candidate with management skills, maintaining harmonious
guest relations and working adeptly in tight schedules. RSG and RCA course are added
advantages that they would equip the candidate with alcohol serving skills to enhance the quality
of services they are providing (Agrawal et al. 2015). He/she will be able to evaluate and control
the risks associated with drinking and control potentially harmful gamblers within the bar area. In
Australia, hiring a candidate with RSA and RCG degrees will help` in improving the bar
reputation.
12) Best way to inform candidates who were unsuccessful in being granted an interview…
According to me, the accurate way to turn down job applicants prior to the interview would
be by sending an e-mail. A timely communication for conveying the rejection message is equally
necessary to maintain the reputation of the bar as a responsible organization (Alexander and
Fadden 2017). The rejection later should also state the main reasons so as not to appear
discriminatory on any basis.
13) Accommodate the needs:
A candidate who is interstate during the interview period- Video Interviewing will be an
efficient way of conducting the interview. It will reduce costs better than any other alternative
plans and will consume lesser amount of time in selecting the deserving candidate.

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B. A candidate who wishes to give an electronic presentation- the management should
accommodate for a projector, sound box and mike to ensure that the interview panel can establish
an unobstructed mode of communication with the candidate.
14) Observing Equal Employment Opportunity law during the selection process
A well-renowned organization should adhere by a step by step process to eradicate any form
of discrimination during the interview process.
Equal Testing Process- the candidates should be tested based on their skills, experience and
qualification the process of which should be executed in a candid manner ensuring the same for
every candidate irrespective of their gender and race (Laumer, Maier and Eckhardt 2014).
Short-listing- the short-listing procedure should be based on fair and sound judgment ensuring
that the candidates were selected based on their qualities and not on the grounds of a person's race,
religion, sex, and color (Lin and Krishnamurthy 2017). The candidates should be made aware of
the reasons behind selection and rejection. Furthermore, the management should pay heed to the
language they are using in the selection process, for instance selecting someone just because
he/she is ‘young and dynamic’ is grossly discriminatory (Marchington et al. 2016).
Record-keeping- the organization should also retain documents elaborating on selection criteria
which can be used in future when required. Without proper justification for recruitment and
selection process the management’s decisions can appear unfair and unlawfully discriminatory
(Armstrong et al. 2015).
15) In regards to candidate selection list 5 factors that will influence your choice.
Five influencing factors to play a role in the selection criteria are:
1. If the candidate has good communication skills with a strong personality which will
be influential in serving customers in an effective manner.

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2. If the candidate is attentive and can synchronize a number of tasks. This will also
ensure the organization that he/she can take the most productive decisions
maintaining a harmonious environment (Daher 2015).
3. Experience of a candidate will definitely accelerate his/her chance of getting the job
as there are a number of investments that are required in case of a fresher. Experience
will also improve the productivity level and selling of liquor.
4. Physical fitness will be a contributing factor as it will ensure that the person is
working for prolonged period, effectively managing work-pressure and mounting
responsibilities.
5. Zero criminal record of the employee will be necessary to ensure that the candidate
will be able to uphold the organization`s reputation of serving best to the customers
(Bolman and Deal 2017).
16) What records of the recruitment process would you maintain?
A personal file should maintain the emergency contact details of the employee,
previous work experience, current address and contact details, training certificates,
previous workplace recruitment letters. It is also necessary for the organization to retain
the candidates’ payrolls to establish previous department and loans. It is also necessary
for the management to keep employees’ medical files to know in-depth about the health
and safety records in case the need arises.
17) What would be included in your induction program for the new staff member?
Induction program are designed to introduce the new candidates with company’s
history, goals, organizational culture, organization’s policies and immediate goals. Some
of the crucial things to include in the induction programs are:

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Employment terms and conditions- apart from the basic details like employer name and
details this should distinctly withhold the non discriminatory terms and conditions of the
workplace that the candidate is a part of. Other components are salary structure, type of
employment, whether permanent, full-time, part-time or contractual (Armstrong et al.
2015).
Brief Introduction- This will made the employee aware of the organizational structure,
from the lower strata to the highest and whom to contact in certain cases. The
introduction should also include other elements like sickness and leave arrangements,
holiday arrangements, financial regulations, stipulated hours of work and the entire
training plan and procedure.
Probationary phrase assessment form- this should clearly enumerate company’s
expectation from the candidate, and where exactly they need to fit themselves within the
organization.
Induction programs should ensure that the employees are adequately aware of the
organization’s behaviours and values and knowing the right way for increasing employee
productivity. With the right induction program the recruiters can ensure employee
retention and proper assimilation within the company’s culture and practices.
18) Ways to ensure that induction program minimizes operational disruption
Assigning a mentor- a mentor would make the candidate familiarized with the policies
and guidelines of the company. The mentor should be able to approach the overall issues
and complications of the candidate.
Proper Introduction to other Staff Members- this would make them aware of the
functioning of departments and techniques of handling work. A proper introduction
would also acquaint the employees with other team members to work in perfect harmony.

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Part B
1) Steps are involved in the recruitment and selection practice
Advertising- Advertising about the job vacancy in lucid language stating the
requirements and desirability criteria to receive relevant applications.
Resume screening- the process is to remove the vast number of candidates who are not
adept to take the position as a bar attendant.
Interview Call- It is a second screening method whereby the candidate will be further
elaborated on the essential job functions.
Face to Face Interview- it further narrows down the selection process and emphasizes
more on the personal qualities of the candidates as pertinent to the job profile. It would be
fundamental in collecting information about the candidate in detail.
Employment Offer: after informing the candidates the pre-employment details, one can
deliver the offer latter to the prospective employees from the bunch.
2) List two effective means to advertise a job vacancy.
Employee Referencing: This is a fairly reliable source and can be used to obtain
adequate amount of information regarding the candidate. It also allows recruiters to
identify the grey areas from resume.
Online Job Websites: targeted to reach out to a whole new range of candidates who are
technologically updated, online job posting is an effective way of posting a vacancy
without pouring a lot of money. Online job posting can also happen in social networking
platforms apart from portals.
3) What are the features of an effective recruitment advertisement?

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Descriptive and Lucid: The advertising should mention in detail what the recruiters are
looking into a candidate. The Description can be used to include the company details and
positioning of the organization in a positive light to attract prospective candidates.
Skills and Qualifications: This needs to be written in a most skilled manner to meet the
candidate with the desired requirements of the position. Candidates will apply to the
position after checking this column which will furthermore ensure crowding of irrelevant
applications.
Job Description: this could briefly mention in bullet points the most fundamental
features of the job profile. Highlighting the exciting aspects of the job role along with its
challenges, strategically, is equally important.
4) What role could a recruitment agency play in your search for a new employee?
The recruitment agencies possess best market knowledge and therefore can help the
hiring team by providing a list of most well-suited candidates. The agencies also make the
candidate away about your organization, goals and values and this further simplifies the
selection process (Laumer, Maier and Eckhardt 2014). Therefore, if an organization is
trying to come across a set of skills and qualities, agencies are the best options.
5) What is the relationship between job descriptions, selection criteria and interview
questions?
The key to select an efficient employee is by providing a well-written job description
while advertising, to ensure that only the filtered and qualified candidates are applying for
the process. Establishing the specific requirements will help the candidates in gaining a
clear picture of the job role, thereby speeding up the selection process (Bratton and Gold

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2017). The interview questions should primarily be based on the job description, role and
requirements which will make the candidate to prepare himself/herself in the best possible
way, which will help recruiters to assess how the candidate will perform in the future ahead.
6) What industrial award would the new employee be employed under? What are the
key elements of this award?
The National Employment Standards. The award confirms community service leaves,
public holidays, annual leaves and parental leaves. It assures flexibility in working hours
and redundancy pay by the employer amongst others (Terera and Ngirande 2014).
7) What is the role of an induction program?
It gives the new employee the objective view of organization, rules and procedures
which will help the candidate to ingratiate himself/herself within the organization (Anitha
and Begum 2016). It makes the employee aware of the opportunities and facilities of
being a part of the team like employee health benefits, leaves and etc. it furthermore
makes the employees feel welcomes, less anxious about the new responsibilities and gain
new information about the organization (Terera and Ngirande 2014).

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Part C
Interview Questions:
1) Why should we hire you as a bar attendant?
2) Share an experience of dealing with customers causing nuisance within the bar
premises? How did you handle it?
3) What is the most difficult experience you had while serving a customer?
4) Share an instance where you managed a problem related to excess drinking by
customer
5) Share an incident which had wrecked your nerve on-duty. How did you cope up with
it?
6) Share an experience where you handled a customer using your skills and degrees.
7) How did you take additional responsibilities to ensure best service to your customers?
8) How have you cooperated with your team to provide the customers with best bar
experience?
9) According to you, what are the skills a novice should have to become bar attendant?
10) How would you react to a customer flaunting fake ID?
Report to area manager:
A report on the best candidate entitled to the position
I have recently conducted the employee selection process based on a series of
questions and I have concluded that the best candidate selected is B has been selected for
the position of bar attendant because of his sincerity level and has excellent customer

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serving skills. The candidate can go beyond his assigned responsibilities to serve the best
to customers and has a keen memory which has helped him during multi-tasking. He has
utilized his responsibilities and degrees to ensure harmonious customer relations and
cleanliness in workplace. Given his past experiences it can be concluded that he can
handle a number of conflicting issues pertaining to customer service in a prompt manner,
maintaining the reputation of the firm.
Offer Letter
Hotel Babylon Nightclub,
XXX
Dear Candidate (Name),
We are pleased to inform you that you are selected with us on board to serve as a bar
attendant for Hotel Babylon Nightclub. You are required to report on 16th March to the
senior head of the department of food and beverages (name) at sharp 10 am. We feel that
your contribution will be invaluable to our organization.
The terms of employment are attached below the letter. We look forward to welcome you
as an employee at Hotel Babylon Nightclub.
Regards,
(Your Name)

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