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  • The individual must have good verbal as well as written communication skills.
  • Proficiency in organizational skills and time management.
  • The ability to act professionally when on the job.
  • Good at maintaining interpersonal aplomb.
  • Good multitasking skills
  • Must have technical skills and expertise.
  • Good communication and understanding capabilities.
  • Must enjoy practical tasks and work.
  • Must possess good hand eye coordination.
  • Must be able to work under minimal supervision.
  • Must have the ability to work fast.
  • Must maintain personal hygiene at all times.
  • Must be free from allergies to detergents as well as food.
  • Must have the ability and zeal to work under extreme pressure.
  • Must be able to participate as part of the team.
  • Must possess 3-6 years’ worth of experience as a chef in a kitchen environment that is busy.
  • Good verbal as well as written communication skills.
  • Must be passionate about cooking and the overall industry.
  • Must be physically fit as the role may demand carrying or lifting heavy kitchen items.
  • Must have good attention to minute details.
  • Must have the ability to solve problems effectively.
  • Must have the ability to work hard under pressure.
  • Ability to work in an unsupervised environment.
  • Must have the ability to delegate work to other team members.

Interview Questions for a Front House Desk Position

Front House Position

Resume

Chef Position

Interview questions (in accordance with the selection criteria and requirements) for the front house desk position.

1. Why do you think you should be considered for this role?
2. Have you ever managed any situations in previous job roles that involve high stress, and if so, how?
3. How would you handle an upset customer or customer with multiple grievances? Have you ever had any such experience, if yes, please elaborate?
4. How would you handle a situation where an angry customer calls and then demands to have a talk with someone who is not currently available?
5. How well would you describe your technical skills to be? What is the software that you are comfortable with?
6. How do you think the job role contributes to the organization?
7. What according to you are the ways to securely manage office communication?
8. How would you describe your ability to multitask? Describe prior situations where you had to multi-task.
9. What according to you are significant qualities that make up the role of a front house desk employee?
10. How do you stay organized in work?
11. Please tell us if you are willing to work on an overtime basis?

Interview questions (in accordance with the selection criteria and requirements) for the Kitchen Hand position.

1. Kindly elaborate on your thoughts about why you should be considered for this role?
2. Have you previously managed any practical work? If so, how?
3. Can you provide an example where you went beyond the usual call of duty and executed several tasks?
4. Kindly elaborate on the techniques and methods used by you to clean silverware, utensils, and equipment, as well as sanitize the work counters and areas?
5. Can you provide examples of how you normally clean and butcher fish, fowl, shellfish, and so on?
6. Can you describe your previous work experiences where you required minimal supervision but excelled in your given task?
7. Can you balance the extreme work pressure (at times) with independent thinking and cooperative working? Kindly share previous work examples.
8. Please elucidate an experience where you maintained accurate food records and usage charts.
9. How would you generally record food temperatures in the kitchen as well as the areas for storing food? Why do you think this is necessary?
10. Kindly elucidate on an experience where you have prepared raw materials for serving or cooking by cutting, peeling, or washing.
11. How do you normally measure or weigh ingredients?
12. Can you elucidate on any previous work experience where the moral ethics within you has been tested?

Interview questions (in accordance with the selection criteria and requirements) for the chef position.

1. What makes you the right candidate for this role and application? Why do you want to work in our organization?
2. Kindly elaborate on your background including culinary educational details? Do you possess any additional training skills?
3. Do you currently hold any certifications? Why did you choose to enter this life? Elaborate on any significant experiences of honor?
4. Can you describe your specific career objectives and goals in the next 5 years?
5. Have you handled any restaurant staff team before? If yes, how many staffs reported directly to you?
6. Would you change anything in the current restaurant menu?
7. Do you have experience in developing new menu items?
8. How would you rate yourself in purchasing raw ingredients and creating budgets?
9. What are the qualities that according to you every good chef must have?
10. How would you rate yourself under pressure? Can you provide an example where you had to prepare dishes under extreme pressure?

Physical and Structural Adjustments for Special Needs Candidates

The applications will be reviewed thoroughly through the screening process for all three positions and the most talented and stand-out applications will be selected by comparing the selection criteria, and skillset or talent list (Paillé, 2019). The screening will take place based on the knowledge, qualifications, skills, job experience, interests, and abilities of the employees. People not meeting the criteria will be eliminated. The chosen list of shortlisted applicants will then be called for a selection interview and this is where the selection process will begin (Albert, 2019). The people who will be selected from the selection interview will then need to sit for a practical/technical test and based on the results of the test the individuals will be recruited.

The interview strategies that will be utilized to guide the interview process will mostly include;

  • Preparing all the questions before the interview process.
  • Providing the candidates with all helpful information regarding the interview.
  • Listening to the answers by incorporating active listening (Hotho et al., 2020).
  • Minimizing any distractions which can be problematic for the process.
  • Informing the candidates about the organization and ways of doing things (Karim et al., 2021).
  • Different interviewers will be present at the panel so as to provide a multi-perspective.
  • Managing the interview time very carefully so as to minimize wastage (Saviour et al., 2017).
  • Taking notes during the process.

To prepare for the interview process, the following steps will be taken by me;

  • Reviewing the job role and description before the process.
  • Having a good and clear picture and the idea of the ideal candidate for the job (Herschberg, Benschop & Van den Brink, 2018).
  • Choosing the right questions to prompt the right answers.
  • Creating a system of rating to better analyze the candidates (Searle & Al-Sharif, 2018).
  • Creating a proper timeline to stick to.
  • Researching the background of the candidates to develop better ideas about them (Holland & Jeske, 2017).
  • Preparing the pitch about what to say.
  • Scheduling the interview properly (Dany & Torchy, 2017).

An example where adjustments need to be made for a candidate with a special need may include;

Physical or structural changes can be made to include special needs candidates such as moving furniture or ramps for people who use wheelchairs. Adjustments can also include widening the doorway or relocating the light or other switches, shelves, computers racks, and door handles for better access, as this can be useful for candidates who have problems reaching certain places due to their physical attributes (Nikolaou, 2021). Structural adjustments can also include proper contrast of the décor so as to enhance the safe mobility of someone who may be visually impaired.
To ensure all Anti-Discriminatory and EEO requirements the following needs to be made sure;

  • Understanding of the Anti-Discriminatory federal laws: The Act of Civil Rights – Ensuring the process is color blind. No racial or religious discrimination. National heritage must not be factored in. Strict prohibition of gender discrimination. No age or disability discrimination. No pay, pregnancy, or DNA discrimination.
  • Staying aware of the nuances – Religious attributes such as wearing of specific garments or other issues must be factored in so as to reduce any discriminatory practice. Candidates may not be disabled but may include disabled family members which must also be factored in.
  • EEO (Equal Employment Opportunity) requirements include treating everyone equally regardless of their race, national origin, religion, sex, color, genetic or disability information. It is also essential for keeping proper records according to EEO guidelines. Failing to ensure such guidelines may attract penalty from the Equal Employment Opportunity Commission (EEOC).

The records or documents that are typically retained during the recruitment process include the following;

  • The personnel specification is designed by the organization. This document sheds information on the type of candidate the business requires or needs to recruit (Gardner, 2018).
  • The job description is also produced by the organization and involves the description and requirements of the job role as well as responsibilities within the work (Gardner, 2018).
  • The employee or candidate application form is typically made by the organization’s human resources and is filled by all candidates who apply for the job (Slavi?, Bjeki? & Berber, 2017).
  • The candidate’s resume or curriculum vitae (CV).

The organization needs to safeguard itself against any malicious party that aims to cause harm to the organization’s ways (D'Silva, 2020). This is why it is necessary to ensure a safe recruitment process through the following ways;

  • Setting standards for best recruitment practices.
  • Ensuring applicants credentials.
  • Safeguarding practices within the organization to prevent hard of existing properties and employees (Abbasi et al., 2020). 

Reference List

Abbasi, S. G., Tahir, M. S., Abbas, M., & Shabbir, M. S. (2020). Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, e2438.

Albert, E. T. (2019). AI in talent acquisition: a review of AI-applications used in recruitment and selection. Strategic HR Review.
Dany, F., & Torchy, V. (2017). Recruitment and selection in Europe policies, practices and methods 1. In Policy and practice in European human resource management (pp. 68-88). Routledge.

D'Silva, C. (2020). A study on increase in e-recruitment and selection process. International Journal of Research in Engineering, Science and Management, 3(8), 205-213.

Gardner, A. K. (2018). How can best practices in recruitment and selection improve diversity in surgery?. Annals of surgery, 267(1), e1-e2.
Herschberg, C., Benschop, Y., & Van den Brink, M. (2018). Precarious postdocs: A comparative study on recruitment and selection of early-career researchers. Scandinavian Journal of Management, 34(4), 303-310.

Holland, P., & Jeske, D. (2017). Changing role of social media at work: Implications for recruitment and selection. In Electronic HRM in the smart era. Emerald Publishing Limited.

Hotho, J., Minbaeva, D., Muratbekova-Touron, M., & Rabbiosi, L. (2020). Coping with favoritism in recruitment and selection: a communal perspective. Journal of Business Ethics, 165(4), 659-679.

Karim, M. M., Bhuiyan, M. Y. A., Nath, S. K. D., & Latif, W. B. (2021). Conceptual Framework of Recruitment and Selection Process. International Journal of Business and Social Research, 11(02), 18-25.

Nikolaou, I. (2021). What is the Role of Technology in Recruitment and Selection?. The Spanish Journal of Psychology, 24.

Paillé, P. (2019). Green recruitment and selection: an insight into green patterns. International journal of manpower.

Saviour, A. W., Kofi, A., Yao, B. D., & Kafui, L. A. (2017). The impact of effective recruitment and selection practice on organisational performance (a case study at university of Ghana). Global Journal of Management and Business Research.

Searle, R. H., & Al-Sharif, R. (2018). Recruitment and selection. In Human Resource Management (pp. 215-237). Routledge.

Slavi?, A., Bjeki?, R., & Berber, N. (2017). The role of the internet and social networks in recruitment and selection process. Strategic Management-International Journal of Strategic Management and Decision Support Systems in Strategic Management, 23(3).

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