Report: Requirements, Selection, and Management of Receptionist

This management report examines the process of recruiting and selecting a receptionist for Bounce Fitness. It begins by outlining the requirements of the position and justifying its need within the organization, emphasizing the role's importance in enhancing the company's professional image and managing customer interactions. The report then reviews relevant organizational policies and procedures, including adherence to Australian employment standards and non-discrimination practices. Strategic planning documents are considered, highlighting the receptionist's role in maintaining Bounce Fitness's competitive edge. A detailed job description is provided, along with the necessary forms and communication strategies. The report also covers the selection panel composition, selection criteria, and channels for identifying potential candidates, including online advertisements, newspapers, and employee referrals. Interview questions are developed, and a checklist is provided to ensure a structured and unbiased interview process. The report concludes with a bibliography of relevant sources.

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author Note

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MANAGEMENT
Table of Contents
Part A.........................................................................................................................................2
Requirements of the position and its justification..................................................................2
Review of the organisations policies and procedures.............................................................2
Review of strategic planning and relevant documents...........................................................2
Job description of the position................................................................................................3
Appropriate forms and other communications.......................................................................3
Nominating an appropriate selection panel............................................................................3
Preparing selection criteria.....................................................................................................4
Providing two different channels to identify talents...............................................................4
Preparing an advertisement for the job...................................................................................4
Developing interview questions.............................................................................................5
Developing checklist..............................................................................................................5
Bibliography...............................................................................................................................7

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Part A
Requirements of the position and its justification
The requirement of the position is of a receptionist. The receptionist needs to be at the
centre of the organisation so that they can control the activities of the organisation. The
reason for the requirement of a receptionist at Bounce Fitness involves raising the
professional profile of the organisation (Bouncefitnessisawesome.weebly.com 2019). Bounce
Fitness can be considered as an important organisation as well as competitive in the market
(Bouncefitnessisawesome.weebly.com 2019). The timing of the selection process can be
within working hours with the mode of advertisement that is to be employed is the use of
newspapers as well as social media. This can help in gaining the attention of the people
interested for the position.
Review of the organisations policies and procedures
The policies and procedures that are to be followed at Bounce Fitness for the Human
Resource include understanding the requirements of the organisation. A loyal and dedicated
receptionist can be an assistant for the mangers and help in scheduling meeting, maintaining
records and effective communication with the customers
(Bouncefitnessisawesome.weebly.com 2019). The processes and formats that are to be
followed for selection and recruitment include the standard code of employability in
Australia. This includes not indulging in any form of discrimination while selection of the
employees. The policies and procedures are strictly followed at Bounce Fitness
(Bouncefitnessisawesome.weebly.com 2019).

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Review of strategic planning and relevant documents
The strategic planning document that is followed at Bounce Fitness includes
understanding the human resource requirement. The requirements of the organisations
include a position as a receptionist so that Bounce Fitness can remain famous in the
competitive environment of Australia. Relevant documents for the business includes,
purchase of property document, legal business commencement document as well as proper
recruitment and selection policy document is required to be maintained by Bounce Fitness
(Bouncefitnessisawesome.weebly.com 2019).
Job description of the position
For the position of the receptionist, it is necessary that the applicant possess the ability
to make strong communication with the people and should not engage in any form of racial or
sexual abuses. The legislative requirements including the codes and national standard related
to treating customers and employees need to be maintained. The applicant is to be provided
with full insurance related to the health and safety while at work.
Appropriate forms and other communications
Relevant personnel such as the stakeholders of Bounce Fitness can be asked to be
involved in the selection of the role of the receptionist (Bouncefitnessisawesome.weebly.com
2019). It is necessary that proper communication via email be maintained between the
different departments as well as between the stakeholders. At the same time, the financial
stability of Bounce Fitness also needs to be taken into account so that proper advertisement
can take place for the post of the receptionist (Bouncefitnessisawesome.weebly.com 2019).
Therefore, the job description needs to be agreed upon by the stakeholders so that they can
continue their search for a proper receptionist.

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Nominating an appropriate selection panel
The CEO will lead the selection panel and the manager of Bounce Fitness At the same
time, the department managers and the line managers at every floor can be asked to be
involved in the selection panel (Bouncefitnessisawesome.weebly.com 2019).
Preparing selection criteria
The selection criterion that is to be undertaken for the position includes:
 The applicant needs to be able to speak clearly
 Be able to communicate properly
 Have knowledge on activities that require managing
 Be able to use latest technology and software
 Be willing to work in flexible shift hours
 Any applicant fresh or experienced can apply for the post
 Need to have a good referral in case the applicant is experienced
Providing two different channels to identify talents
The two different talents that can be used for identifying talents from the applicants
include the advertisement via online as well as via newspapers. At the same time, another
channel that can be used is the scouting for the post via referrals from the existing employees
of the organisation (Bouncefitnessisawesome.weebly.com 2019).
Preparing an advertisement for the job
Vacancy for Receptionist
Any person can apply. For application call
+23.......
 Speak with customers
 Maintain records of the
business
 Analyse the work done on a
daily basis
 Ensure demand of the

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Developing interview questions
The interview questions that are to be developed include:
1. Please state your name
2. Do you have any experience as working as a receptionist?
3. How long have you been involved with the previous company?
4. What were the duties undertaken in that company?
5. Did you receive good payment for the work done?
6. Are you aware of your job duties in this organisation?
7. What was the reason for leaving the services of the previous company?
8. Can you handle client grievances well? Provide an example
9. What made you select Bounce Fitness?
10. Are you flexible for working for at any shift?
11. Are you open to working for late hours?
12. Where do you see yourself in the next five years?
Developing checklist
TASK YES NO

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Formulate interview questions
Ensure that the interview questions are not biased
Make sure that the applicants are comfortable during the interview
Ask specific job related questions to the applicant
Make the interview atmosphere comfortable for the employees
Explain to the applicants about the policies of Bounce Fitness
Check whether all requirements are met
Ensure that the interview evaluation is provided on spot
Provide a proper closure to the interview
Table: Checklist
(Source: Created by author)
The questions that are to be asked to the referees of the applicants include:
1. How long do you know the applicant?
2. Do you know about any recent activities of the applicant?
3. Are you aware of the present location of the applicant?
4. What is your relationship with the applicant?
5. Can the applicant be trusted with huge responsibilities?
6. Does the applicant have a friendly attitude with people?

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Bibliography
Abzug, R., 2017. Recruitment and selection for nonprofit organizations. In The Nonprofit
Human Resource Management (pp. 87-100). Routledge.
Bouncefitnessisawesome.weebly.com 2019. About. [online] Available at:
https://bouncefitnessisawesome.weebly.com/about.html [Accessed 3 Sep. 2019].
Derous, E. and De Fruyt, F., 2016. Developments in recruitment and selection
research. International Journal of Selection and Assessment, 24(1), pp.1-3.
Doverspike, D., Flores, C. and VanderLeest, J., 2019. Lifespan Perspectives on Personnel
Selection and Recruitment. In Work Across the Lifespan (pp. 343-368). Academic Press.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Goldstein, H.W., Goldstein, H., Pulakos, E.D., Passmore, J. and Semedo, C. eds., 2017. The
Wiley Blackwell psychology of recruitment, selection and employee retention. John Wiley &
Sons.
Ingram, T.N., LaForge, R.W., Avila, R.A., Schwepker Jr, C.H. and Williams, M.R., 2015.
Acquiring Sales Talent: Recruitment and Selection. In Sales Management (pp. 155-190).
Routledge.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment, 24(1), pp.54-62.