Individual Portfolio: Recruitment and Selection Procedures at Fat Duck

This individual portfolio provides a comprehensive overview of recruitment and selection procedures, focusing on the Fat Duck restaurant. It begins with an introduction to recruitment and its importance in identifying and attracting talented individuals. The portfolio then delves into the key features of the main stages of designing effective recruitment and selection processes, including recruitment planning, strategy development, searching, screening, and decision-making. It emphasizes the importance of aligning recruitment strategies with organizational objectives and creating a positive workplace environment. Furthermore, the portfolio includes a job analysis for the position of Marketing Manager at Fat Duck, detailing the necessary skills, responsibilities, and qualifications through a job description and person specification. The analysis covers gathering information, evaluating task importance, researching industry standards, and revising job descriptions to ensure the right tasks are assigned based on competencies, highlighting the strategic importance of effective human resource management in achieving organizational success.

Individual Portfolio

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Discuss the key features of the main stages of designing effective recruitment and selection
procedures...............................................................................................................................1
CONCLUSION................................................................................................................................3
TASK 2............................................................................................................................................4
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Job Description.......................................................................................................................5
Person specification................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Recruitment is defined as the procedure of evaluating the requirement of jobs and then
exploring suitable candidates who are motivated to apply for the vacancy. The process of
recruitment includes several steps such as determining, sourcing, screening, interviewing and
appointing talented individual in the organisation as per the job requirement (Nikolaou, 2021).
For this report the company which is considered is Fat Duck which was founded in the year 1995
and is a fine dining restaurant in England. This section of the report covers key features of the
important stages of recruitment process in the company.
MAIN BODY
TASK 1
Discuss the key features of the main stages of designing effective recruitment and selection
procedures
A good selection procedure is very important exploring skilful workforce and
establishing effective performance management within organisation (Lepistö and Ihantola,
2018). Recruitment is defined as the process of determining and attracting talented individuals
towards the company in order to develop a qualified job seeker. The recruitment process consists
of five stages that are defined below in context to Fat Duck:
Recruitment Planning
This is the primary stage of the recruitment process that includes translation of desired
job vacancies and details regarding the nature of these jobs into a set of aims that specifies
number and type of candidates to contact. On the basis of number of contacts, the Fat Duck
could plans to attract large candidate base than they would hire (Muñoz, 2019). Among this large
pool of candidates, some would be uninterested, unqualified or both. The respected company
ensures that the desired job vacancies are filled by talented candidates. In relation with type of
contacts, it includes the roles and responsibilities of the desired opening that company wants to
fulfil by hiring suitable candidate. These details could be get through job description and person
specification provided by the organisation (Butson, Tower and Schwarz, 2021).
Strategy Development
After analysing how many and what type of candidates are required for desired job, the
Fat Duck must focus on several other components which included make or buy staff,
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technological enlightenment of selection devices as well as recruitment, geographical
distribution of labour market, sources of recruitment and sequencing of activities. Under Make or
Buy approach, the respective organisation hires employees on the basis of two methods which
involves hiring less skilled employees and recruit talented individuals (Mody and Tayeng, 2020).
Through hiring less skilled employees the company is required to provide them training and
development programmes. On the other hand, buying employees provide advantage to the
company in accomplishing organisational objectives effectively (Leelavathi, Senjith and Rafiq,
2020). Another decision is related with approaches utilised in selection and recruitment which
could be influenced by provided technology (Rakib, 2019). The advancement in technology has
provide both employees and employers an opportunity to explore wide options for seeking jobs
as well as candidates respectively. In the geographical distribution of labour market, the selected
organisation seek for candidates on local or international level on the basis of requirements of the
vacancy (Zhang, 2022). The last section of strategic development includes sources of recruitment
that involves internal and external appointment of candidates (Kivambe, 2020). Internal
recruitment is done through appointing already employed candidates in the firm who is suitable
for the chosen job role. Whereas, external recruiting includes appointing candidates from outside
the organisation.
Searching
The searching procedure in the recruitment include two steps which are source activation
and selling. Under source activation, it indicates that no recruiting process could take place
without the permission of line managers who verifies whether the job vacancy exist or not
(Ruksana and Gupta, 2018). The applications received by organisation needs to be screened
properly and those who have cleared should be invited for the interview (Rezzani, 2021). In
selling process of recruitment, both media and message play a very important role. The message
regarding to the job vacancy must be clear and authentic as well as media should print them
effectively so that large number of candidates could get attracted (Haque, 2018).
Screening
This process is defined as integral part of the recruitment process where suitable
applicants get selected who could meet the desired job requirements. The main aim of screening
is to remove unqualified candidates from the large pool of applicants (Irungu, 2018). This is
defined as good practice on which the qualification and abilities of an individual could be
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determined which are required by the company for desired job role. The screening process
include interview, abilities check, evaluating resume and examining cover letter (LYIMO, 2018).
Decision
This is the last and final stage of recruitment process that is related to making decision
whether to select the candidate or not. At this stage company could pick less skilled candidate
who is passionate to learn more abilities and committed to stay longer in the firm (Ghiasi
Nadoushan, Safarnavadeh and Rabbani Khah, 2020). After taking decision regarding appointing
chosen candidate, company provide them offer letter and contract that provides all the important
information regarding roles and responsibilities of the candidate in the company (Baruno and
Permatasari, 2020).
It is very essential for companies to appoint skilful workforce in order to accomplish
desired organisational objectives effectively and gain competitive advantage in the market.
Employee relation and management is very essential factor for a company where they have to
provide them positive workplace environment (Araujo and Daniela, 2019). In hospitality
industry it is necessary to appoint candidates who could provide welcoming environment to the
guests and make their experience memorable. In terms of work relations there are different
perspectives for understanding and evaluating relations at workplace (Bubacz, Rabb and
Ringgold, 2019). Under unitarism, the people believes that conflicts at workplace are avoidable
and claims that as long as managers are interacting with team, they are likely to quarrel. On the
other hand, Pluralism believes that conflicts at workplace are inevitable. It is the responsibilities
of Human resource department of the Fat Duck company to recruit talented people in the
company (Kekkonen, 2020).
CONCLUSION
From the above report it has been concluded that recruitment process is very essential to
implement effectively by an organisation in order to recruit talented people who could help in
accomplishing organisational objectives. There are several stages in the recruitment process
which help companies in exploring suitable candidate that could meet all the requirement of the
vacancy as well as fulfil overall responsibilities.
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TASK 2
INTRODUCTION
Job analysis is described as procedure that include different approaches and steps that are used to
evaluate any position in a company. Job analysis are conducted across multiple sector of
different industries. Job analysis is considered as most effective when the same professional
standards are utilised in order to complete the procedure regardless of business (GUIDE, 2021).
For the purpose of this report the organization which is considered is Fat Duck which is a
restaurant in England which was founded in 1995. The report covers description about job
analysis along with person specification and job description regarding marketing manager of the
respective company.
MAIN BODY
Job analysis is an assessment of job position to identify the abilities or skills required to
perform specific occupation, the working situations of job and how that role impacts the other
parts of the job (Talari, 2019). There are several steps which are required to be implemented in
order to complete job analysis which are explained below:
Gather information
The first step is to supervise and interview present employees through asking them to
define the tasks they are performing and motivating them to remain specific while explaining
their responsibilities (KRAEV and TIKHONOV, 2020). The Fat Duck needs to compare the
present description to what staff are actually performing. After that the company is required to
generate account for all the abilities and tasks.
Evaluate the importance of every tasks
After understanding which skills are required to perform job, the respective restaurant
could rank the complexity of every task (Mngomezulu, 2018). It is the responsibility of company
to notice what abilities are entry level and which need more experience.
Research industry standards
The respective organization is required to explorer data regarding position on job analysis
in order to ensure that they are aligned with present workforce (Hextrum, 2020). They must
consult to the experience candidates who could describe the task required to perform a particular
job.
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Revise job descriptions and standards
Once the company have observed an explode out the most essential skills required in
order to perform the job, establish a list of every skill set (Fenech, Baguant and Ivanov, 2019).
The company could use this to change current job description or develop a new one that could fit
the job vacancy. It needs to develop set of standards for every position that matches its staff input
and its own observation of the job (Vaclavkova and Bohacik, 2018).
Use data to make changes
Fat Duck needs to look at its workforce in order to decide if the right task is accounted to
the correct job based on their analysis will stop the company needs to determine what is the
suitable job requirement for the team that could help in accomplishing organizational objectives
(Nurhopipah, Ceasar and Priadana, 2021). With the data from job analysis, the organization
could explore ways to move work accountabilities on the basis of competencies related to every
position (Prasad, 2020).
Job Description
Job Description
Position: Marketing Manager
Company: Fat Duck
Job Purpose: The Marketing manager has to perform specific responsibilities and roles as
well as ensuring that required action is executed in order to fulfil definite task and actions. The
nominee must be multitasking and contain knowledge of all the marketing techniques
(Tsarenko and Krishnamurthy, 2021).
Key Responsibilities:
 Implement marketing aims on the basis of previous performance and market forecast.
 Supervising current offerings and come up with innovative ideas for new products or
services.
 Analyse and research market trends, pricing schedules, demographics, products of
competitors and other required information in order to form marketing strategies.
 Work with marketing employees in order to develop detailed marketing plans for all
sales teams and media channels.
 Can approves the creative development of website content, advertisements promotional
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materials and other marketing related tasks (Liu, Huang Chua and Hu, 2021).
 Communicate with several media buyers, printers, advertising agencies and other
facilities in order to help marketing projects.
 Provide detailed information which could interest the clients and represent marketing
department in front of important buyers.
 Work with finance department in order to develop cost effective marketing plans for all
products or services.
 Track all sales and marketing data as well as develop detailed report and presentation
for senior executives (Policy, 2018).
 Adjust strategies in marketing campaigns as required in response to feedback and other
gathered data.
Person specification
Required Skills
 Effective communication
 Demonstrate teamwork abilities.
 Capability to coordinate the efforts overlarge team consist of diversified employees.
 Demonstrate the capability of enhancing productivity and regularly improving
methods, departmental contribution and approaches (Buckley and Gregory, 2019).
 Expert in social media and Internet strategies with an experience of handling computer
software.
 Represent effectiveness in holding communication with customers.
 Demonstrate capability to foresee the large picture and give important advice as well as
input in the company.
 Capability to lead in undiversified environment consist of regular changes.
 Experienced working in employee empowering and flexible working environment.
 Have experience in handling tools of marketing that include written communication,
PR, market research, Microsoft software, website development, visual communication
another creative techniques.
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 Experience in the global marketplace (Bogatyreva and Tokhtarova, 2018).
Desired skills
 Evaluating and researching new commodity opportunities, needs of customers and
demand of certain products.
 Overall execution of marketing strategies for present products.
 Working with product development department in order to manage new development
of Commodities.
 Could manage launch campaigns for new products or services (Koch, Gerber and De
Klerk, 2018).
 Ensure brand marketing communication including print communication, company
website and advertising (Oladipupo, Oyelade and Adubi, 2019).
 Managing media and marketing staff and external PR agencies.
 Analysis of the effectiveness of all marketing efforts.
CONCLUSION
From the above discussion it has been concluded that employers conduct a job analysis in
order to understand the abilities which are utilised to perform a specific role in a company. A
competency is defined as set of abilities, behaviours and knowledge which are required to
perform effectively in a job. From the above report it has been concluded that the company needs
to provide proper job description about the vacancy so that suitable candidates could apply for
the position. Job description and person specification helps a company in defining what abilities
or skills they are seeking in order to fulfil the position.
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