A report on recruitment and selection process for the recruiting

A report on recruitment and recogniseion process for the recruiting1a) Describe a suitable recruitment and selection process for Barretts Carvery.The owners of Barretts Carvery a traditional pub eating place ar kindle in expanding their menu by offering a nonher(prenominal) hot plates much(prenominal) as hot pots, stew, and dumplings. concisely the restaurant offers a number of options, including the traditional dinner, ve substantiatearian dinner, and childrens dinner. This report describes the recruitment, selection, and belongings process for the three superfluous employees call for to expand the restaurants menu, along with recommendations to build a wining team, correspond effective leadership, and identify work and development call for for Barretts Carvery.RECRUITMENT PROCESSharmonize to EDWIN FLIPPO Recruitment is the process of searching for prospective employees, and stimulating them to apply for jobs in the musical arrangement (Draft and Marcic, 2008). The rec ruitment process begins with identifying the need for staff, which usually derives from the human resources plan. Barretts Carvery has hardening the need for three additional staff to assist in the kitchen and to be servers. For every organization it is important to pressure the righteousness psyche in the right position. When the wrong just most bingle for the position is engage, it typically results in having to refill the position a crap. Time, money, and animation are lost during this down clock, as well as additional recruiting and training costs. It hurts a comp either to declare an open position in several(prenominal) ways, including loss of productivity, frustration of continuous retraining and in office to set ahead with company initiatives. Bad hires may overly result in good employees leaving the company, creating an even great turnover problem (Main, 2009). The key objective is to be cost effective in the numbers, and quality of employees compulsory fulfi lling the human resources needs of an organization. Today, recruiting is some clock referred to as talent acquisition to reflect the importance of the human agent in the organizations success. (Draft and Marcic, 2008).It is important for Barretts Carvery to get a edify picture of what kind of individuals are needed which chiffonier be accomplished by designing a job description along with a mortal judicial admission. A job and soulfulnesss description is an make process of gathering and interpreting discipline about the essential duties, tasks, and responsibilities of the job to be performed. A persons specification or job specification is vital to any organization as it enables the company to find the perfect person- to-job-fit, (Scribd, 2010). Moreover, it is also important that the skills, aptitudes, and knowledge outlined in the person specification are directly related to the needs of the job if this is non so expectations expire not be met, and both employers and em ployees will be disappointed (Scribd, 2010). The following job and person descriptions are recommended for the positions of a Server and Kitchen Assistant for Barretts Carvery to assist in their recruitment and selection process. hypothesise SPECIFICATION FOR SERVER business organisation TITLE ServerDEPARTMENT DiningREPORTS TO Dining Section ManagerOBJECTIVES Our goal is to be headmaster and courteous at all times, to provide our customer the best services in order to soak up a competitive edge, and to ensure total customer satisfaction. Servers are the first contact for our customers as such you must greet them in a professional and courteous manner in attempt to progress to Barretts Carvery the number one choice restaurant. (Food and swallow Underground 2007-2008)Basic functions includes but not limited toServes Guests right away and professionallyShould have an excellent knowledge of the menusMaintains sections, and keep tables cleanEssential functionsWork without supervisi on review all silverware and glassware apply for servicesApproach Guests, warmly welcome and seat them at the future(a) assigned tableIntroduce the beverage and food menu in a friendly and enthusiastic mannerAccurately take ordersFollow all safety and sanitation regulationsAccurate calculation when preparing recrudesceClear tables and reset them during shiftAny other duties that may be assigned to you by your jitneyPERSON SPECIFICATION FOR SERVERJOB TITLE ServerDEPARTMENT DiningEducation, Training and Qualifications acquaintanceHigh School DiplomaBasic Math SkillsWork experiences in a Restaurant must(prenominal) hold a valid Food Hygiene certificateSkills and AptitudesSpeak fluent English wrangleAbility to communicate effectivelyMust be able to take directionsCapable of working in TeamsMust be able to work calmly in crisisMust possess problem work abilitiesNon-essential requirementsAbility to speak fluent SpanishServer Certification or trainingSERVER JOB DESCRIPTIONTaking Ord ers, the server will be responsible for taking customer orders, organizing them, and keeping time of the course of the order. (Food and Beverage Underground 2007-2008)Working Environment, you are responsible for keeping your section clean and organized silverwares and glasses spotless change table cloths and dust chairs when necessary. (Food and Beverage Underground 2007-2008)Clearing of utensils, you are to stand in needed utensils right away after cleaning a plate be pro dynamic by pre-setting utensils before your node needs it. (Food and Beverage Underground 2007-2008)Be visible, you are to ensure that your guest rump get your attention easily keep surveying you section for jobs that need to be done. (Food and Beverage Underground 2007-2008)Menu, familiarize yourself with the menu and your specials, it is important for you to know what is offered to snap off sell the product. (Food and Beverage Underground 2007-2008) preventative out, after organizing and calculating the che ck you are required to take it to the manager on duty who will review and approve same. (Food and Beverage Underground 2007-2008)Based on the job description, job and person specification Barretts Carvery should suffer an internal assessment to resolve whether or not their needs passel be met from living staff resources through retraining or redevelopment. If these needs mint be filled internally, the company should report the positions internally. Internal recruiting has several advantages It is less costly than external search, and it generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees alternatively than outsiders (Draft and Marcic, 2008). The simple monetary aspect of promoting qualified employees is the most obvious advantage. The costs associated with recruiting and training a cutting employee can be significantly higher than filling that position by promoting from within. A untestedly hired employee must take time to deform acclimated to the corporate environment and learn the daily routines and minutiae that is already countenance nature to an already employed worker (Sexton, 2007). Sexton went on to mentioned, depending upon the intricacies involved, its not unusual for it take several weeks or even months for a new employee to fully learn and acclimate himself to the company culture and become productive. By contrast, an employee already familiar with the company may be fully productive in a new position within a matter of days. In addition, the company will be better able to determine the psychological state of those already employed than it can of workers from outside the company (Sexton, 2007).Although at that place are some advantages with internal recruiting frequently , however external recruiting is advantageous, applicants are available through a variety of outside sources, including advertising, state employment services, online recruiting services , private employment agencies, job fairs and employee referrals (Draft and Marcic, 2008).If the vacancies cannot be filled internally then Barretts Carvery should begin its recruitment process by advertising externally. If no suitable applicants are identified after advertising then the company can opt to re-advertise, or redesign the job and person specification.SELECTION PROCESSOn receipt of applications for the position Barretts Carvery should create ill-judgedlist in an attempt to determine which applicants are most suitable to fill the position this commences the selection process. The selection process is the process of determine the skills, abilities, and other attributes a person needs to perform a particular job (Daft Marcic, 2008). The next pure tone would be to select desired candidates from the shortlist of recruited applicants, and impart audiences or assessment tests for the probable candidates. The suitability of the potential candidates can be assessed by variou s methods such as the use of application forms, interviews, tests, and assessment centers (Daft Marcic, 2008).In identifying suitable candidates, Barretts Carvery can use applications form to obtain information about persons applying for the position. The application form primarily includes education, past job experiences, and personalities of the potential candidate. However, when reviewing application forms, Barretts Carvery should pay attention to questions specifically related to the position posted, so as not to create any undesirable outcome, and ensure there are no discriminatory practices. In addition to the information on the application forms, Barretts Carvery can also use the information garnered during the interview process.According to BusinessDictionary (2007-2010), an interview is a somewhat formal discussion between two parties in which information is exchanged. For a business looking to fill an open job position, an employer might interview potential candidates t o gain a better understanding of their backgrounds, qualifications, and skills. Some organizations place major emphasis on the interview process. Google a popular search engine, for example, it could take an applicant anywhere from four to a dozen interviews before they get a shot at working with this company (Tay, 2006). Interviews are holded the most common method used in the selection process. Interviews give the interviewer an opportunity to meet the applicants face to face and see what the person is comparable and would be able to assess the applicants personalities (CIPD, revised 2010). It is recommended that Barretts Carvery conduct face-to-face interviews which will allow the company the opportunity to assess the applicants in person. duty test can also play an important role in Barretts Carverys selection process. Employment tests are designed to assess applicants on particular characteristics like intelligence, skills, and other abilities. These tests can be written or computer-based (Daft Marcic, 2008). Today, about 50 percent of all companies ask candidates to answer questions that take to measure their success at particular jobs for which they apply, industry experts said. Tests generally fall into three categories cognition and ability tests, which measure an innate capability or intelligence simulations and skill tests, which measure facts that a person knows and genius and other indicator tests, which measure values and the right orientation for a specific job (Joyce, 2006).When creating its short list, Barretts Carvery, should ensure that the applicants selected must match the person specification to suspend costs of hiring the wrong persons. The final format in Barretts Carverys selection process would be to confirm the offer to the selected applicants, who are then sent to permit a medical for the purpose of pension, life insurance, or to ensure a certain level of corporal fitness that may be required to carry out the job. The mana gement of Barretts Carvery should then prepare the contract of employment.1b) what benefits could Barretts Carvery offer the staff in order for them to remain within the organization?RETENTIONRetaining employees is critical in any business. Employee turnover can become problematic especially in areas where skills are relatively scarce, recruitment is costly, or when it takes a long period to fill a vacancy. While employee turnover can be beneficial in some instances by replacing an underperforming employee with a more productive one, it can also have a negative impact such as the lost of productive employees to the competitors. In profit its staff complement, Barretts Carvery must also ensure that the restaurant carry ons its current employees which can be accomplished by offering carious employee benefits (CIPD, 2009).EMPLOYEES BENEFITSEmployee benefits are elements of remuneration given in addition to the various forms of cash pay. Employees benefits can also include items that are not strictly remuneration, such as annual holidays. (Armstrong, 2006). Employee benefits and their objectives may disaccord from one organization to another, certainly in the case of restaurants where little or no benefits are offered. According to Food function Warehouse (2009), wages and salaries vary sthinly from restaurant to restaurant, even for the same position. However, restaurant worker wages are different depending on the type of restaurant, the geographical location, and the worker responsibilities Restaurants are one of the businesses known to pay less than negligible wage, and the benefits are what the employees depend on which is sometimes minimal (Food Services Warehouse 2009). The most common restaurant employee benefits are said to be tips, meals, and paid time off. Although tips are often considered a benefit of working in a restaurant, many servers and bartenders would most likely consider it part or their income. (Food Services Warehouse 2009)Based on the fact that tips is not paid by the employer but rather by the customers, tips may not be considered a reliable benefits by some employees, especially in none elite restaurant such as Barretts Carvery. As tips are sometimes supported by the customers perception of the quality of services received, one recommendation Barretts Carvery can employ to retain employees is making gratuity mandatory. Mandatory gratuity which is then pass on to the delight inive employee, may give the employees a sense of security of receiving this benefit. However, gratuity, from personal experiences, can be problematic especially at times when the service rendered is abysmal. In cases were services are found deficient, Barretts Carvery should take corrective measures. Barretts Carvery could also offer the other common benefits including meals and paid time-off (Food Services Warehouse 2009).Another recommendation is to implement an Employee of the Month recognition program. A recognition program would enabl e employees to feel valued, which has a positive effect on staff retention (Jones 2010). KFC has a staff recognition program, and Misty Reich, vice-president HR at KFC UK and Ireland Reich, believes the companys culture of recognition sets it apart from its competitors (Jones 2010). It is not something you can really fabricate, says Reich. It comes off as being very inauthentic if it is not in the desoxyribonucleic acid of a business, and it is very much in our DNA (Jones 2010). Although monetary factor may appear to be the first choice of employee benefits there are other motivating factors that can drive employee to remain with companies including training, the gateway to the right tools (Heathfield 2010). Moreover, there are also some comical benefits within the restaurant industries which can be used by the management of Barretts Carvery these include Insurance Medical, Dental, Vision, Life, and Disability. Barretts Carvery could offer one or more of these uncommon benefits wh ich may not only help in the retention of employees, but also in gaining a competitive edge (Food Services Warehouse 2009).1c) what honourable and reasoned implications will Barretts Carvery need to be awake of when recruiting new staff?ETHICAL AND LEGAL CONSIDERATIONWhen recruiting new staff, Barretts Carvery must be cognizant of ethical and legal implication that may have an adverse impact on the business. Ethics take many forms, but in its most fundamental nature, ethics can be regarded as a set of principals of which governs the right conduct of a person (Draft and Marcic, 2008). Ethical Consideration should not be taken lightly by an employer or employee. HR specialists are relate with ethical standards in three ways their conduct as professionals, the values that govern their behaviour and the ethical standards of their firms (Armstrong, 2006).In an effort to prevent wrong conduct when recruiting new staff, Barretts Carvery must ensure that selected candidates have a clea r understanding of the companys code of conduct and policies, which if not adhere to can result in dismissal. For example, employees of one of UK biggest restaurant chains can be discount if they do not adhere to the code of conduct, of not to encourage customers to leave cash tips. According to The defender (2009) Employees of Tragus which owns Strada, Caf Rouge, and Bella Italia are forbidden to tell diners that the optional service charge is used to subsidize the national minimum wage paid to waiters. Cash tips go directly to staff, but those paid by card go to the company. The company sent a memo last month to all restaurant managers telling them to check up on down on staff who appeared to be encouraging customers to leave cash instead of putting the service charge on their card (Elliot, 2009).Barretts Carvery should be aware of the negative implications unethical style can have on the reputation, the employees, and operational success of the restaurant. Unethical behavio r can have detrimental effects on organizations in ways including giving the company a bad image, causing ineffectiveness, harm sales, and worsen talk which can be costly to retract or repair (National Business Ethics Survey, 2000). Barretts Carvery should ensure that the new and current staff do not indulge in behavior that may be unethical questionable, as this may impact the productivity level of the restaurant. The paper went on to mention that, unethical behavior decreased efficiency, and increases misconduct (National Business Ethics Survey, 2000). In one survey, 71 percent of employees who saw frankness applied rarely or never in their organization had seen misconduct in the past year, equation with 52 percent who saw honesty applied occasionally, and 25 percent who saw it frequently. The figures were similar for respect and trust (National Business Ethics Survey, 2000). Unethical behavior towards employees can hinder productivity, trust, caused demotivation, worsen absent eeism, and even shine the performance of the highly skilled (Michael and Rao, 2005).In addition to ethical implications, Barretts Carvery must also be concerned with legal consideration when recruiting new staff. genius reason why the management of Barretts Carvery should be concerned about the legal implications is to minimize risks of being involved in legal battles. One method to minimize legal risks is to ensure that the recruiting practices conform to the laws that govern the hiring of employees. Barretts Carvery should also take care to ensure that the additional steps in the recruitment process such as job postings, questions asked during the interviews, the checking of references, and job offers, all comply with the legal requirements. Barretts Carvery can also refer to other sources for guidance on ethical and legal implications on hiring new staff. One such source is the Recruiter Guide. According to the A Recruiter Guide job postings or advertisements should not be cre ate which give preference toRaceColourAncestryPlace of originPolitical belieforganized religionMarital statusFamily statusPhysicalMental disabilitySexSexual orientation be onAvoiding discrimination during the recruitment process does not only steer clear of legal battles it also allows you to select the best person for the job. Barretts Carvery must ensure that applicants are not selected based on race, sex, age, political beliefs, ghostly affiliation or any of the above because people can bring employment tribunal adduce if they think they were discriminated during the selection process (Business Link, 2007). In addition to the Recruiter Guide, Barretts Carvery can also use the governing laws to avoid negative ethical and legal implication when recruiting new staff. According to BC Laws, Employment Standard Act, Chapter 13, when hiring an employee the following must be enforced.No False representationsHiring of ChildrenNo charge for hiring or providingNo fees to other personsEmpl oyment and talent places must be licenceFarm labor contractor must be licensedWritten employment contract required for domesticsRegister of employees working in residencesIt is recommended that Barretts Carvery examine the laws that govern to ensure that it is protected from any adverse legal and ethical implications. Barretts Carvery must also ensure that its employees familiarized themselves with these laws to know and prevent unlawful acts that may have ethical and legal implications.CONCLUSIONIn seeking to increase the number of employees, Barretts Carvery should not take its recruitment, selection, and retention processes lightly. The company should ensure that the job descriptions and person specifications are clear as possible this is the foundation for selecting the right person for the job. Ensuring that the person specification is directly related to the job, and not selecting the right person for the job can prevent unnecessary costs. In an effort to select the right ca ndidate Barretts Carvery should ensure that the method used, application forms, interviews, tests, etc are tailored to suit the job description this is important, as not doing so can result in hiring the wrong persons. Moreover, Barretts Carvery must steer clear of any unethical behavior that may tarnished the image of the company, and should ensure that the companys recruitment, selection and retention processes addresses all ethical/unethical and legal issues that can arise. The company should ensure that all the laws that govern are adhere to, as doing so in the recruitment process can reduce the chances of misconduct and lawsuits.