RECRUIT, SELECT, INDUCT STAFF

ASSESSMENT 1

1. When the old employee resigns, the information about the job role
can be gathered from:

 The old employee who can tell about the job in detail
 The co-workers can provide valuable information
 The supervisor has key information about the job

For the job analysis:

 The hr manager has to research about the responsibilities in the
job.
 He should research about the role and its association with
workforce strategy
 He can add or remove tasks for the job after study
 He should keep in mind the methods of doing the task
 He should analyse the skills required for the tasks
 Any equipments required also need to be considered
 He should always keep in mind about the organisational goals

Job description for the position of cook:

1) Inspect food preparation and serving areas to ensure observance

of safe, sanitary food-handling practices.

2) Turn or stir foods to ensure even cooking.

3) Season and cook food according to recipes or personal

judgment and experience.
 4) Observe and test foods to determine if they have been cooked
sufficiently, using methods such as tasting, smelling, or piercing
them with utensils.

5) Weigh, measure, and mix ingredients according to recipes or

personal judgment, using various kitchen utensils and equipment.

6) Portion, arrange, and garnish food, and serve food to waiters or

patrons.

2. The approval for the job advertised is given by

 Hr head
 Manager
 Managing director
 Ceo of the company

3. key activities in selection, recruitment and induction

Recruitment

After the job description has been approved, the recruitment begins.
Each organization has a different recruitment process, but it typically
includes posting the job opening internally and externally. Jobs are
posted on the organization's Internet site, Internet job boards,
newspapers and industry professional organizations. Recruiting can also
include representatives from the organization attending college and
career fairs.

Selection

After interviews are conducted, hiring managers and human resources

personnel meet and select a candidate to offer the job to. The team
carefully considers the candidates' qualifications, assessments and
interviews to determine whom to offer the job. If hiring managers are not
satisfied with any of the candidates, the recruiting process may start
again. In most cases, the hiring team has the ability to select a candidate
and a job offer is made. If the candidate declines the job offer, the
recruiting process may start again.

Induction

When a candidate accepts the job offer, the induction process begins.
Most organizations send the candidate a welcome package and
employment contract to be signed and returned. A date for the new
employee to start working for the organization is then determined.. After
this information is received, applicable pre-employment screening, such
as background and reference checking is completed. When all pre-
employment information is verified and accepted, the candidate is
informed and reports to the employer on the date and time selected. The
new employee is then introduced to the organization.

4 .When developing advertising strategy the policies and procedures

should be kept in mind as they tell about the organisational
requirements.
These policies and procedures demand that:
No gender bias
No discrimination
Only inclusive language for the job
Complete listing of job requirements

Advertisement for a cook required in exchange hotel:

Cook required for busy exchange hotel

We are a busy hotel serving up delicious modern Australian fare, and we
need an experienced cook to join our energetic team.

We are looking for someone with at least two years experience cooking
in different styles and cuisines – everything from traditional Aussie
classics to Asian-inspired dishes – that is hard-working, organised,
creative, and passionate about food and customer service. You will be
able to work in a high-pressure, high-turnover environment, have
excellent interpersonal and communication skills, be a team player and
also able to work unsupervised. You will also be able to work a flexible
schedule including days, evenings, weekends and public holidays.

Applicants must possess:

 Food preparation and cooking, plating, presentation

 Kitchen maintenance and cleaning
 Maintaining and ordering stocks and supplies
 Menu planning
 Following food safety requirements
In return, you will receive a generous hourly wage, share of tips, duty
meals, and be eligible for future promotion to a supervisory or head cook
role.

If you would like to join our happy and hard-working team, please send
your resume

Channels which can be used:

Internet
Job site
Newspaper classified section

5. Information provided to selection panel

 Venue of interview
 Time
 Type of questions
 Resumes
 Organisational procedures
 Documents with candidates signatures for verification
6. Criteria of evaluation during an interview:

Generally, recruiters evaluate various things during an interview.

Interpersonal aptitude

 ability to work on a team

 maintenance of good relationship with
colleagues or superiors
 sense of humour

Analytical aptitude

 analysis of problems
 structured and organized thinking
 logic

Intellectual aptitude

 finding solutions
 alertness
 understanding of problems and
solutions
 learning

Communication aptitude

 verbal and written communication

 listening
 presentation

Decision-making aptitude

 problem-solving
 capacity for synthesizing information

Organizational aptitude

 work organization
 understanding of the impact of the task
on the overall work performed
 planning
Maturity

 reliability and responsibility

 sincerity and stability
 determination
 self-confidence

Work habits

 output quality
 motivation
 energy
 perseverance

Technical skills required for the position

Ability to adapt

 integration

7. One cannot ask questions that discriminate during an interview

because it is a breach of legislation.
It will bring bad name to the reputation of the organisation.

8. Documents that are required are:

 Offer letter
 Appointment letter
 Privacy and confidentiality document
 Feedback form
 Notes from interview

9. It is always important to advise about a new appointment because:

 It helps new employee settle down

 It helps in induction process

  If security staff are aware there will be no access issues for new
employee

 Employees should know the new employee as they use shared

facilities

 It builds unity and trust

10. Administrative documents:

 Contact details

 Personal details

 Contract agreements time sheet

 Police check

 Payroll form

 Corporate agreements

11. Letter to unsuccessful candidate:

Dear John

Senior Analyst Programmer Position

Thank you for considering us as a potential employer in your recent

application for the above position. We do appreciate the time and
effort you spent in applying for the position.

We had many applications and unfortunately you have not been

successful on this occasion. We would encourage you to apply for
any suitable roles we may advertise in the future.
We wish you well in your future job search activities.

Yours sincerely

ANTHONY
Director
ABC recruitments

12. Scheduling several candidates for the interview

 Informing the candidates about interview time

 Scheduling available time slots for interviews
 Checking interview panel for the availability
 Informing panel about the interview time
 Making provisions for the interview