Recruitment And Selection Process For Hotel Ocean Breeze Essay.

1.Job interview and qualification.

2.Hotel Ocean Breeze is one of the premier hotels and currently looking for chef de partie room service. Interested candidates can drop their CVs on the official website of the hotel.

3.Write a detailsed account of how will process application as per organisational policy and review application againt the criteria and choose people to progress to an interview.which check would you untertake and what would those require?

4.Outline the producres you will put in place to inform successfull candidate and arrenge for their  attendance and potential needs and provide a sample letter of infoming usuccessfull application.

5.Develop a set interview questions for each position based on the selection criteria and desired customer expectations nd explain how these must be administered to ensure fairness and meet EEO

6.Outline the process of selecting and organising an interview panel.

7.You and the panel have interviewed all selected candidates and narrowed the selection to 2 candidates perposotion. explain the process to make the final selection for each posotion. what needs to occur if no condidate meet the criteria desired for job post inteview? which legal aspects must be considered? what is the importance of merit in this process??

The following sections pertain to the guidelines laid down by the Australian Competition and Consumer Commission:

Pricing

Advertising

Complaint handling

Product safety

Warranties

Job Descriptions for Chef de Partie Room Service, Room Service Attendant, and Restaurant Manager

Job descriptions for chef de partie room service are as follows:

Expected qualification: Graduate

Expected experience level:  1 year

Customer service attitude: Positive, presentable, sincere, innovative and smart

Job description for room service attendant:

Expected qualification: Post Graduate

Expected experience level:  2 years

Customer service attitude: Readiness to help customers, presentable, customer service oriented, innovative and sincere

Job description for restaurant manager:

Expected qualification: Post Graduate in hotel management

Expected experience level:  5 years

Customer service attitude: Managerial skills.

Advertisement for chef de partie room service:

Hotel Ocean Breeze is one of the premier hotels and currently looking for chef de partie room service. Interested candidates can drop their CVs on the official website of the hotel. The candidate should be a graduate, having minimum a year’s experience and should be presentable and smart.

Advertisement for room service attendants:

Hotel Ocean Breeze, one of Australia’s premier hotels is looking of eligible candidates for the post of room attendants. The minimum qualification is post graduation with 2 years experience.

Advertisement for restaurant manager:

Restaurant manager required for hotel Ocean Breeze. The candidates should have post graduation in hotel management degree, 5 years experience and managerial skills. Interested candidates please apply on the official job portal of the hotel.

The three positions can be advertised in newspapers, on job portals and on the official website of the company for maximum coverage. The average cost of the newspaper advertisements would be higher than job websites. In case of the advertisements on the official portal, the company would not incur any advertisement cost to these third parties.

The applications received would be reviewed as per organisational polices against several criteria. The main criteria which would be considered during short listing of candidates for interview would be the job position and their requirements of the company. The general eligibility checks would consists of bachelors or post graduation degree from reputed hotel management colleges and basic understanding to the hotel industry. The candidates having prior experience in similar job would again get preferences (Ladkin and Buhalis 2016).

The successful candidates short listed for the next stage, interview would be informed over the phone and by email on their provided email ids.  They would be informed about the positions for which they would be attending the interview along with details of time, date and venue of attendance. The emails would also intimate them about the documents which they are potentially needed to carry to the interview venue (Kao, Tsaur and Wu 2016).

Advertising Methods

The following is the sample of the letter which he company would be sending to the unsuccessful applicants:

To,

Name of the candidate

We are aggrieved to inform you that you are not short listed for the post. You can apply back for the same or for any other relevant future vacancy after 6 months from the stated date.

Regards,

Relevant person,

Designation,

Ocean Breeze Hotel

Place.

Date:

The following are the interview questions for the post of Chef de Partie Room Service Kitchen and room service attendant:

1. What are your expectations from the job?
2. Have you got any experience of the job?
3. Do you have any bitter experience while doing your job? If so, please share it us.
4. Are you comfortable stretching your shift, if required?
5. Are you comfortable relocating, if required?

            The following are the questions for restaurant manager:

1. As a manager, how would you manage the restaurant?
2. If the next manager falls ill and cannot take the handover, would be comfortable to stretch?
3. If your business commitments demand, would you able to relocate even to overseas locations?
4. What are your expectations from our company?

The process of selecting an interviewee would be based on the job for which the interview is being conducted. For example, for restaurant manager interview, a senior manager should be present at the board. Again, for interviewing a room service candidate, the floor manager needs to be present (Lindberg et al. 2017).

The final selection should test the intelligence and innovative power of the candidates for each position. If no candidate qualifies the final interview round, the company should hold back the position till an eligible employee can be acquired. The legal aspects which have to be considered are transparency and equality of opportunity to both the candidates in the final round. Merits of the candidates are important because they ensure that the hotel company employs the right persons for the right positions (Wilson et al. 2018).

The induction program would introduce the candidates to the organisational culture of the Ocean Breeze Hotel and to their colleagues. The induction would make them knowledgeable about their job in detail, job environment and the practices which are prevailing in the organisation, particularly in their areas of responsibility (Wilson et al. 2018). The reporting managers of the employees would outline their activities they are supposed to carry out as kitchen services, room services or as restaurant managers in the breakfast shift or night shift depending on their job roles. The managers would also guide the candidates about the time frames which they should follow to fulfil all their responsibilities efficiently. The induction may also include providing of handouts pertaining to industrial relations particularly prevailing in the hotel industry (Nieves and Quintana 2018).

Induction of the candidates to the company rules and regulation: 1 day

Imparting of job details, company expectations, KRAs, time frame: 1 day

Introduction to senior managers, peers and colleagues: 1 day

Product training (if required): 7 days

Venue: Hotel Ocean Breeze premises

The following sections pertain to the guidelines laid down by the Australian Competition and Consumer Commission:

The commission generally forbids competing business organisations from indulging into price fixing. However, they may apply to the commission for approval of price fixing if the same is for public benefit. The wholesalers cannot ask retailer to sell products below a certain price. The wholesalers may engage in selling products below minimum price as long as it does not hinder healthy market competition (accc.gov.au 2018).

The commission mandates all business organisations to communicate accurate information to consumers (Kao, Tsaur and Wu 2016).

The ACCC entitles the consumers the right to approach the suppliers to lodge product complaints.F they are not satisfied they can approach the commission or third parties and finally take legal actions.

The products sold to the consumers should be of high quality and guarantee consumers of safety of use. The consumers are granted protection under the Australian Consumer Law (accc.gov.au 2018).

The sellers or manufacturers of goods may give warranties in written or verbal form.

Reference

Australian Competition and Consumer Commission. 2018. Offering warranties. [online] Available at: https://www.accc.gov.au/business/treating-customers-fairly/offering-warranties [Accessed 28 Feb. 2018].

Grimmelmann, J., 2018. Privacy as Product Safety.

Kao, C.Y., Tsaur, S.H. and Wu, T.C.E., 2016. Organizational culture on customer delight in the hospitality industry. International Journal of Hospitality Management, 56, pp.98-108.

Ladkin, A. and Buhalis, D., 2016. Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), pp.327-345.

Lindberg, A., Linder, R., Backman, H., Eriksson Ström, J., Frølich, A., Nilsson, U., Rönmark, E., Johansson Strandkvist, V., Behndig, A.F. and Blomberg, A., 2017. From COPD epidemiology to studies of pathophysiological disease mechanisms: challenges with regard to study design and recruitment process: Respiratory and Cardiovascular Effects in COPD (KOLIN). European clinical respiratory journal, 4(1), p.1415095.

Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1), pp.72-83.

Wilson, C., Rooshenas, L., Paramasivan, S., Elliott, D., Jepson, M., Strong, S., Birtle, A., Beard, D.J., Halliday, A., Hamdy, F.C. and Lewis, R., 2018. Development of a framework to improve the process of recruitment to randomised controlled trials (RCTs): the SEAR (Screened, Eligible, Approached, Randomised) framework. Trials, 19(1), p.50.

Worksafe.tas.gov.au. 2018. Guide to the Work Health and Safety Act 2012. [online] Available at: https://worksafe.tas.gov.au/__data/assets/pdf_file/0020/273512/Guide_to_the_Work_Health_and_Safety_Act_2012.pdf [Accessed 28 Feb. 2018].