Detailed Report: Recruitment, Selection, and Induction of Staff

This report provides a detailed overview of the recruitment and selection process, encompassing job descriptions, advertisement design, cost estimation, application processing, and background verification. It outlines procedures for informing candidates about interviews and includes sample letters for unsuccessful applicants. Furthermore, the report presents interview questions aligned with Equal Employment Opportunity (EEO) requirements, tailored for various roles like Chef de Partie, Room Service Attendant, Restaurant Manager, and Volunteers. The document concludes with a structured induction timetable, specifying activities for each day, ensuring a smooth onboarding experience for new employees. The report also includes references to support the information presented.

RECRUIT, SELECT AND INDUCT STAFF
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Table of Contents
1.0 Task 1: Planning the recruitment and selection process:...........................................................3
1.1 Jobs descriptions:...................................................................................................................3
1.2 Designing the advertisement:.................................................................................................4
1.3 Estimated cost:.......................................................................................................................5
1.4 Detailed account of application processing and background verification with requirement: 5
1.5 Procedure to inform successful candidates for interview:.....................................................6
1.6 Letter to be sent to the unsuccessful applicants:....................................................................6
1.7 Interview Questions and EEO requirements:.........................................................................7
2.0 Task 2: Induction with time table:.............................................................................................9
References:....................................................................................................................................10
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1.0 Task 1: Planning the recruitment and selection process:
1.1 Jobs descriptions:
Job descriptions facilitate the employers to make informed recruitment decisions and strategies
and allow the applicants to understand the expected roles & responsibilities (Odeku, 2015).
Chef de Partie:
 Monitoring and planning food quality and hygiene
 Shift time: 11.00 PM to 7.30 AM
 Experienced of at least 10 years
Room Service Attendant:
 Daily cleaning and maintenance of the guest rooms
 Shift time: Breakfast shift, 2 days per weekend
 Experience of at least 5 years
Restaurant Manager:
 Managing the provision of cutlery, crockery and accessories in all tables
 Tracking record of payment and expense
 Planning the shift activities
 Attending guest complaints
 Shift time: 20 hours per week for the breakfast shift
 Experience of at least 10 years
Volunteer:
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 Managing event bookings and basic event requirements
 Checking the guest entry and out from the event
 Shift time: 10 hours per week, Thursday and Friday
 Experienced or fresher
1.2 Designing the advertisement:
Chef de Partie:
 Certificate III and IV in catering operation and commercial cooking
 Being able to adjust in variety environments and targets
 Must have the following certification
SIT50313
SIT 20312
SIT20412
Room Service Attendant:
 Must have certificate II, III and IV in hospitality sector.
 Being able to speak a second language
 Must have supervisory skills to manage guest requirement and work at a job pressure
Restaurant Manager:
 Must have a Diploma of Hospitality
 Should have the skill to work independently and supervise employees
Volunteer:
 Must have Certificate III in events
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 Should have authoritative skill to plan and execute events
 The communication skill should be good
1.3 Estimated cost:
$300-500 yearly for the job posting sites
1.4 Detailed account of application processing and background verification with
requirement:
The applications would be processed considering the organization’s set process whether the
resumes are meeting experience and certification criteria or not (Muslim et al. 2013). Post short-
listing, the successful candidates would be called for the interview (Marie Ryan and Derous,
2016).
A background check is necessary to assess the authenticity of the applicant (Cbp.com.au, 2019).
Similarly, employer verification, criminal record check, past education and certification checks
would be undertaken while recruiting the selected candidates.
1.5 Procedure to inform successful candidates for interview:
Email would be sent to the candidates along with the confirmation through telephone mentioning
the date of interview. Also, candidates would be asked whether there exists any requirement of
special arrangements or not (Pawriya, 2016). If needed, potential arrangements would be done.
1.6 Letter to be sent to the unsuccessful applicants:
[HR Manager Name]
[Address] · [Telephone] · [Email]
Date:
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[Candidate’s Name and Address]
Dear candidate:
We are glad that you are interested in our company and have applied for the role of ‘XXXX’. We
have received a large volume of applications for the job role. However, we are sorry to inform
you that your application is not selected for an interview at the moment. We would contact you
in future if we find a suitable position for you. Thank you once again for applying.
Regards,
Human Resource Manager Name and Signature
1.7 Interview Questions and EEO requirements:
The interview question must adhere to anti-discrimination policies and procedural fairness
(Business.gov.au, 2019). Considering the fact, the following interview questions have been
prepared in accordance with the “Equal Employment Opportunity Act 1987”.
Chef de Partie:
 Which method do you use to ensure food safety, quality and hygiene?
 How do you measure, weight and mix ingredients?
 Which process is used to ensure sufficient cooking?
 What are the factors considered planning menus?
 How do you supervise and help kitchen staff during the busy period?
Room Service Attendant:
 Why would you like to work in our hotel?
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 How do you greet customers?
 Have you managed difficult customers? How to deal with the situation?
 How to consider guests’ additional cleaning requests?
 Why cleanliness and hygiene is required in a hotel?
Restaurant Manager:
 What is the most challenging aspect of restaurant manager?
 How to control the overall cost?
 How to manage revenue?
 How to recommend special diets?
 How to resolve conflicts with guests and employees?
Volunteer:
 How to choose event sites?
 How to deal with irate clients?
 How to manage last minute change?
 What are the ways to measure the success and failure of an event?
 How to deal with delinquent customer’s requests?
2.0 Task 2: Induction with time table:
Designation Day 1 Day 2 Day 3 Day 4
Chef de Partie Joining
Formalities, hotel
campus
Operational
training and
introduction with
General policies
of hotel and
employment
Live job with
respective
departmental
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walkthrough and
introduction to
staffs
the departmental
heads
conditions,
medical facility
and termination
policy
staffs and
managers
Room Service
Attendant
Do Do Do Do
Restaurant
Manager
Do Do Do Do
Volunteer Do Do Do Do
References:
Business.gov.au, 2019. Equal opportunity and diversity. [online] Business.gov.au. Available at:
<https://www.business.gov.au/people/hiring/equal-opportunity-and-diversity> [Accessed 15 Feb.
2019].
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Cbp.com.au, 2019. Pre-employment screening can help you avoid hiring the wrong candidate.
[online] Cbp.com.au. Available at: <https://www.cbp.com.au/insights/insights/2014/may/pre-
employment-screening-can-help-you-avoid-hiring> [Accessed 15 Feb. 2019].
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
Muslim, N., Dean, D. and Cohen, D., 2013. Information Seeking Behaviour in Recruiting:
Examining the Background and Motivation of Job-Seeking Employees in their Search for Job
Content and Job Context Information. SSRN Electronic Journal, 3(7), pp.21-44
Odeku, K., 2015. The role of interviewers in job effective recruitment and selection
processes. Journal of Governance and Regulation, 4(1), pp.72-95
Pawriya, P., 2016. Recruitment As A Source To Generate A Pool Of Qualified
Applicants. International Journal of scientific research and management, 8(11), pp.55-79
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