Recruitment, Selection And Induction Staff Support At Coffeeville

Introduction of Coffeeville Cafe's Recruitment and Selection Process

Discuss about the Support the Recruitment, Selection and Induction Staff.

It has been identified that Coffeeville is a café shop located in Melbourne. The current manager named Joe Belfone is not being able to handle the management practices in the proper manner due to lack of time, therefore, in this situation, it has become very important for the organisation to recruit fulltime staff.  With the increasing development and work pressure, the company has decided to introduce the selection and recruitment process for the posts of managing staffs, cleaning staffs, trainers, sales staff, performance monitoring staffs and vendors managing staffs.  The interview process has done on the basis of the educational qualification and working experiences of the candidates.

The selection panel members are Rufus Belcastran, the owner of the company, Joe Belfone and Annie Nguyen the current managers of Coffeeville. In order to identify the appropriate candidate, the selection panel members have decided to conduct a proper interview and introduce it through the advertisement, so that the appropriate candidate will be able to get the information regarding this vacancies.

Depending on the requirement it has been identified that the candidates named Raj Mukherjee and Leila Hussain will be the appropriate candidate for the managerial posts. Among all the five candidates these two candidates have been selected because both of them have working experience for more than five years and aware about the job responsibilities. 

It has been identified that the company strictly follows the code and legislation. Internal standard, as well as the organizational policies such as anti-discrimination, equal pay, employee relation and other rules and regulations, are being followed by the organization.

It has been identified that these two participants namely Leila Hussain and Raj Mukherjee are being selected as they had the good educational qualification and provided the proper answer to the selection panel members, which others did not provide. On the other hand, they are quite confident about their working ability and have great achievement records, which are very impressive.

Depending on the performance management ski, knowledge regarding the position, educational qualification and communicational skills are the important criteria for getting the job. Depending on such qualities the selection panel has selected the appropriate candidate. On the other hand, knowledge regarding the coffee products, ability to develop proper organizational policies, strong customer service skills and community experience are all being verified by the selection panel.

4. After discussing with the selection panel, it has been decided that there will be two interviews round. In the first round, the candidates will be judged on the basis of their working experience, educational skills and personal development regarding skills. Questions can be weighted depending on the answers. In the first round of interview, the questions that will be asked are like

Criteria for Selecting Suitable Candidates

In order to conduct the interview, the questions will be set on the basis of the working experience, educational qualification and personal development skills. On the other hand, any kind of discrimination regarding, age, sex, religion, country and physical disability will not be appreciated in the interview.

In the questionnaire, three questions have been selected on the basis of score. These three questions are

• Why did you quit your job?
• What makes a great team?
• . Why should we hire you rather than another candidate?

The above questions will be selected for the final interview as these three questions highlight the main three areas about which the selection panel is needed to analyse. By asking these questions, the selection panel will be able to understand if the candidate is appropriate for the job or not.

5. The proper schedule for the interview 

The interview has been conducted on 24^th July 2018 at the "Four season's hotel" in Sydney, 199 George Street, South Wales 2000, 5^th floor. The interview will start at 11:30 A.M. the candidates must be present at sharp 11:00 with all their documents. After the first round of interview, the second round interview has been started at 1:30 P.M with the owners of Coffeeville.

Interview with Kenneth Baldwin

Interview with Jenny Dubb

Interview with Jane Fonda

Interview with Raj Mukherjee

Interview with Leila Hussain

 After analysing the entire interview process, it has been identified that Raj Mukherjee and Leila Hussain are the two appropriate candidates or this post.

To: [email protected]

Subject: questionnaire regarding the candidate information

Respected sir,

Myself Joe Belfone, I am current café manager of Coffeeville. Your name has been selected as a referee for Raj Mukherjee who is presently working in Compass Group. I am writing this letter to ask few questions to you so that we can get the clear information about the candidate. Kindly feel the below questionnaire

• How long you know Raj Mukherjee?
• Do you have any idea why Raj Mukherjee has left his previous job?
• May I know the job responsibility of Raj Mukherjee in the previous organization?
• Is there any kind of issues faced by the candidate?
• Is Raj Mukherjee able to supervise the employees in the proper manner?
• As a manager, it is very important to have the ability for dealing with the conflicts. Do you think Raj Mukherjee can do it in the right manner?
• Can you tell me the strength and weakness of Raj Mukherjee depending on his previous work?

To: [email protected]

Subject: Questionnaire for candidate information

Respected sir,

I am Joe Belfone, and I am the café manager of Coffeeville based in Melbourne. I have selected you as the referee for Leila Hussain who is presently working with your organization. This letter is being sent to you to ask some question regarding Leila Hussain. Kindly feel the below questionnaire 

• 
  How long you know Leila Hussain?
• Do you know why Leila Hussain has left her job?
• Do you have any idea regarding the job responsibilities of Leila Hussain in McJoe’s Café?
• I have got to know about some disappointing situation faced by Leila Hussain, is that true? Can you tell me in detail?
• Do you think Leila Hussain can easily supervise the employees?
• Do you think Leila Hussain is able to handle the conflicts?
• Depending on previous performance, did you noticed any kind of strength and weakness of Leila Hussain that can help us with achieving our goal?

Thanks and regards

Joe Belfone

Café manager of Coffeeville 

2. 
   After the completion of the process, it has been identified that the two candidates namely Raj Mukherjee and Leila Hussain have been selected by the selected panel members. Emma Belcastran, Annie Nguyen and Rufus Belcastran are the three selection panel members who have appreciated the strong leadership qualities of these two candidates. In the first and second round interview, both the candidates have provided the appropriate answer, depending on which there personal and professional skills have been judged by the panel members. After the long negotiation process, depending on the job experience and ability to face the challenges the candidates have been selected. Being a part of the selection panel, I have tried to analyse both the personal and professional skills of the applicants. At the end of the selection process, we focused on the communication skill and knowledge regarding the coffee industry as the main criteria for selecting the candidates. As per my knowledge both of them are aware of this industry as they have worked with similar organizations before. 

Reference list and bibliography

Brinkmann, S., 2014. Interview. In Encyclopedia of critical psychology (pp. 1008-1010). Springer New York.

Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics, 12(2).

Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and Selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.

Corelli, R.L., Muchnik, M.A., Beechinor, R.J., Fong, G., Vogt, E.M., Cocohoba, J.M., Tsourounis, C. and Hudmon, K.S., 2015. Perceptions and cost-analysis of a multiple mini-interview in a pharmacy school admissions process. American journal of pharmaceutical education, 79(9), p.135.

Goldstein, H.W., Pulakos, E.D., Passmore, J. and Semedo, C. eds., 2017. The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention. John Wiley & Sons.

Heilman, M.E., Manzi, F. and Braun, S., 2015. Presumed incompetent: Perceived lack of fit and gender bias in recruitment and selection. Handbook of gendered careers in management: Getting in, getting on, getting out, 90.

Islam, T.Recruitment And Selection Processof Janata Bank Ltd (Doctoral dissertation, Daffodil International University).

Kallio, H., Pietilä, A.M., Johnson, M. and Kangasniemi, M., 2016. Systematic methodological review: developing a framework for a qualitative semi?structured interview guide. Journal of advanced nursing, 72(12), pp.2954-2965.

Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), pp.32-42.

Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), pp.139-14.

Timming, A.R., 2015. Visible tattoos in the service sector: a new challenge to recruitment and selection. Work, Employment and Society, 29(1), pp.60-78.