A record on recruitment and selection process for the recruiting

1a) Describe the right recruitment and selection process for Barrett's Carvery.

The owners of Barrett's Carvery a traditional pub restaurant are considering growing their menu by offering other hot plates such as hot pots, stew, and dumplings. Currently the restaurant offers lots of options, like the traditional dinner, vegetarian meal, and children's dinner. This report explains the recruitment, selection, and retention process for the three additional employees needed to broaden the restaurant's menu, along with recommendations to create a wining team, ensure effective leadership, and identify work and development needs for Barrett's Carvery.

RECRUITMENT PROCESS

"Regarding to EDWIN FLIPPO "Recruitment is the procedure of searching for possible employees, and revitalizing them to apply for careers in the business" (Draft and Marcic, 2008)". The recruitment process commences with identifying the necessity for staff, which usually derives from the recruiting plan. Barrett's Carvery has determined the necessity for three additional personnel to aid in the kitchen also to be servers. For each organization it's important to really have the right person in the right position. "When the incorrect person for the positioning is appointed, it typically results having to fill up the positioning again. Time, money, and energy are lost in this downtime, as well as additional recruiting and training costs. It hurts an organization with an open position in a number of ways, including loss of productivity, annoyance of constant retraining and failure to progress with company initiatives. Bad hires could also lead to good employees giving the business, creating a much greater turnover problem" (Main, 2009). The key objective is to be cost effective in the statistics, and quality of employees required fulfilling the human resources needs of an organization. "Today, recruiting is sometimes known as skill acquisition to indicate the importance of the human factor in the organization's success". (Draft and Marcic, 2008).

It is very important to Barrett's Carvery to obtain a clear picture of the type of people are needed which can be accomplished by planning a job description along with a person specification. A job and person's explanation is an arranged process of gathering and interpreting information about the fundamental duties, jobs, and responsibilities of the work to be performed. A person's specs or job specs is vital to any firm as it permits the company to find the perfect "person- to-job-fit", (Scribd, 2010). Furthermore, it is also important that the abilities, aptitudes, and knowledge discussed in the person specification are directly related to the needs of the work: if this is not so expectations will not be met, and both employers and employees will be disappointed (Scribd, 2010). The next job and person descriptions are recommended for the positions of your Server and Kitchen Associate for Barrett's Carvery to assist in their recruitment and selection process.

JOB Specs FOR SERVER

JOB Name: Server

DEPARTMENT: Dining

REPORTS TO: Eating out Section Manager

OBJECTIVES: Our goal is to be professional and courteous all the time, to provide our customer the best services to be able to get a competitive border, also to ensure total client satisfaction. Servers will be the first contact for our customers as such you must greet them in a professional and courteous manner in attempt to make Barrett's Carvery the main choice restaurant. (Food and Drink Underground 2007-2008)

Basic functions includes however, not limited by:

Serves Guests quickly and professionally

Should have an excellent knowledge of the menus

Maintains portions, and keep furniture clean

Essential functions:

Work without supervision

Polish all silverware and glassware used for services

Approach Friends, warmly welcome and couch them at the next assigned table

Introduce the drink and food menu in a friendly and enthusiastic manner

Accurately take orders

Follow all safe practices and sanitation regulations

Accurate calculation while preparing check

Clear furniture and reset them during shift

Any other obligations that may be assigned for you from your manager

PERSON SPECIFICATION FOR SERVER

JOB TITLE: Server

Division: Dining

Education, Training and Qualifications

Knowledge

High Institution Diploma

Basic Math Skills

Work experiences in a Restaurant

Must keep a valid Food Health certificate

Skills and Aptitudes

Speak fluent English Language

Ability to talk effectively

Must have the ability to take directions

Capable of working in Teams

Must be able to work calmly in crisis

Must possess problem handling abilities

Non-essential requirements

Ability to speak fluent Spanish

Server Qualification or training

SERVER JOB DESCRIPTION

Taking Orders, the server will be responsible for taking customer purchases, arranging them, and keeping time of the span of the order. (Food and Drink Underground 2007-2008)

Working Environment, you are accountable for maintaining your section clean and arranged; silverwares and glasses spotless; change stand cloths and particles seats when necessary. (Food and Drink Underground 2007-2008)

Clearing of utensils, you are to displace needed utensils immediately after cleaning a plate; be pro effective by pre-setting utensils before your visitor needs it. (Food and Beverage Underground 2007-2008)

Be obvious, you are to make sure that your guest can get the attention easily; keep surveying you section for careers that need to be done. (Food and Beverage Underground 2007-2008)

Menu, familiarize yourself with the menu and your specials, it's important that you should know what is offered to better sell the merchandise. (Food and Drink Underground 2007-2008)

Check away, after managing and calculating the check you need to take it to the manager on duty who will review and approve same. (Food and Drink Underground 2007-2008)

Based face to face information, job and person standards Barrett's Carvery should execute an internal diagnosis to determine if their needs can be found from existing personnel resources through retraining or redevelopment. If these needs can be filled internally, the business should advertise the positions internally. "Internal recruiting has several advantages: It really is less costly than exterior search, and it creates higher employee dedication, development, and satisfaction since it offers opportunities for a better job to employees rather than outsiders" (Draft and Marcic, 2008). "The easy monetary facet of promoting licensed employees is the most clear advantage. The costs associated with recruiting and training a fresh employee can be significantly greater than filling up that position by promoting from within. A newly hired worker must remember to become acclimated to the corporate environment and learn the daily regimens and minutiae that has already been second nature to an already employed staff member (Sexton, 2007). Sexton continued to mentioned, "depending after the intricacies included, it's not unconventional for this take weeks or even months for a new employee to fully learn and acclimate himself to the company culture and become productive. By contrast, a worker already familiar with the business may be fully productive in a new position in a matter of a few days. In addition, the company will be better in a position to determine the mental state of these already employed than it can of workers from outside the company" (Sexton, 2007).

Although there are a few advantages with inner recruiting "frequently, however external recruiting is effective, applicants are available through a variety of outside sources, including advertising, status employment services, online recruiting services, private career companies, job fairs and worker referrals" (Draft and Marcic, 2008).

If the vacancies can't be stuffed internally then Barrett's Carvery should begin its recruitment process by advertising externally. If no suited applicants are discovered after advertising then the company can choose to re-advertise, or redesign the work and person specification.

SELECTION PROCESS

On receipt of applications for the positioning Barrett's Carvery should create shortlist in an attempt to determine which candidates are the most suitable to fill the position; this commences the choice process. "The choice process is the procedure of determining the skills, capabilities, and other features a person needs to perform a particular job" (Daft & Marcic, 2008). The next step would be to select desired individuals from the shortlist of recruited candidates, and conduct interviews or diagnosis tests for the individuals. The suitability of the potential individuals can be evaluated by various methods such as the use of applications, interviews, assessments, and analysis centers (Daft & Marcic, 2008).

In identifying ideal applicants, Barrett's Carvery may use applications form to obtain information about individuals applying for the positioning. The application form generally includes education, past job activities, and personalities of the prospect. However, when reviewing application forms, Barrett's Carvery should focus on questions specifically related to the position posted, so as never to create any undesired outcome, and ensure there are no discriminatory methods. As well as the information on the application forms, Barrett's Carvery can also use the information garnered through the interview process.

According to BusinessDictionary (2007-2010), an interview is "a slightly formal conversation between two gatherings in which information is exchanged. For just a business seeking to fill an available job position, an workplace might interview potential prospects to gain an improved knowledge of their backgrounds, skills, and skills. " Some organizations place major focus on the interview process. Google a popular search engine, for example, it might take an applicant anywhere from four to a dozen interviews before they get a go at dealing with the corporation (Tay, 2006). Interviews are believed the most frequent method found in the choice process. Interviews give the interviewer an chance to meet the applicants in person and find out what the person is like and can assess the job seekers' personalities (CIPD, modified 2010). It is recommended that Barrett's Carvery carry out face-to-face interviews that may allow the company the possibility to assess the job seekers personally.

Employment test can also play an important role in Barrett's Carvery's selection process. Career tests are designed to assess job seekers on particular characteristics like intellect, skills, and other talents. These assessments can be written or computer-based (Daft & Marcic, 2008). "Today, about 50 percent of all companies ask prospects to answer questions that try to assess their success at particular jobs for which they apply, industry experts said. Lab tests generally fall into three categories: cognition and ability tests, which assess an innate potential or intelligence; simulations and skill testing, which solution facts a person has learned; and personality and other sign tests, which measure worth and the right orientation for a specific job" (Joyce, 2006).

When creating its short list, Barrett's Carvery, should ensure that the applicants determined must match the individual specs to avoid costs of employing the wrong persons. The ultimate level in Barrett's Carvery's selection process would be to confirm the offer to the chosen job seekers, who are then sent to go through a medical for the intended purpose of pension, life insurance coverage, or even to ensure a certain level of physical fitness that may be required to carry out the job. The management of Barrett's Carvery should then put together the contract of work.

1b) what benefits could Barrett's Carvery provide staff to allow them to remain within the business?

RETENTION

Retaining employees is crucial in virtually any business. Staff turnover can become problematic especially in areas where skills are relatively scarce, recruitment is costly, or when it requires an extended period to fill up a vacancy. While employee turnover can be beneficial occasionally by replacing an underperforming worker with a more productive one, additionally, it may have a poor impact such as the lost of effective employees to the rivals. In increasing its personnel go with, Barrett's Carvery must also ensure that the restaurant retains its current employees which may be accomplished by offering carious worker benefits (CIPD, 2009).

EMPLOYEES BENEFITS

"Employee benefits are components of remuneration given in addition to the various kinds of cash pay. Employees benefits can also include items that aren't firmly remuneration, such as gross annual holiday seasons. " (Armstrong, 2006). Employee benefits and their objectives may differ in one organization to some other, certainly in the case of restaurants where little if any benefits are offered. According to Food Services Warehouse (2009), "wages and salaries range marginally from restaurant to restaurant, even for the same position. However, "restaurant employee wages are different depending on kind of restaurant, the geographical location, and the worker duties" Restaurants are one of the businesses known to pay less than minimum wage, and the benefits are the particular employees be based upon which is sometimes little (Food Services Warehouse 2009). The most frequent restaurant employee benefits are reported to be tips, meals, and paid time off. Although tips tend to be considered a benefit for working in a restaurant, "many machines and bartenders would probably consider it part or their income. " (Food Services Warehouse 2009)

Based on the fact that tips is not paid by the workplace but rather by the clients, tips may not certainly be a reliable benefits by some employees, especially in none of them top notch restaurant such as Barrett's Carvery. As tips are sometimes supported by the customer's conception of the grade of services received, one suggestion Barrett's Carvery can make use of to hold on to employees is making gratuity obligatory. Necessary gratuity which is then pass on to the respected employee, may give the employees a sense of security of getting this benefit. However, gratuity, from personal encounters, can be problematic especially sometimes when the service rendered is abysmal. In cases were services are located lacking, Barrett's Carvery should take corrective options. Barrett's Carvery could also provide other common benefits including foods and paid time-off (Food Services Warehouse 2009).

Another suggestion is to implement a worker of the Month popularity program. A recognition program would permit employees to feel appreciated, which has a positive influence on personnel retention (Jones 2010). KFC has a staff recognition program, and Misty Reich, vice-president HR at KFC UK and Ireland Reich, believes the company's culture of acceptance sets it apart from its competitors (Jones 2010). "It isn't something you really can fabricate, " says Reich. "It comes off to be very inauthentic if it's not in the DNA of any business, and it is very much inside our DNA" (Jones 2010). Although financial factor can happen to be the first selection of worker benefits there are other motivating factors that can drive employee to stay with companies including training, the access to the right tools (Heathfield 2010). Furthermore, there are also some unusual benefits within the restaurant industries which can be employed by the management of Barrett's Carvery; these include Insurance Medical, Tooth, Perspective, Life, and Impairment. Barrett's Carvery can offer one or more of these unusual benefits which might not exactly only assist in the retention of employees, but also in attaining a competitive edge (Food Services Warehouse 2009).

1c) what ethical and legal implications will Barrett's Carvery need to be alert to when recruiting new staff?

ETHICAL AND LEGAL CONSIDERATION

When recruiting new staff, Barrett's Carvery must be cognizant of moral and legal implication that could have a detrimental impact on the business enterprise. Ethics take many forms, however in its most important mother nature, ethics can be regarded as a group of principals which governs the right conduct of any person (Draft and Marcic, 2008). Moral Consideration should not be taken lightly by an company or worker. "HR specialists are concerned with ethical specifications in 3 ways: their do as pros, the beliefs that govern their behaviour and the ethical standards of their organizations" (Armstrong, 2006).

In an effort to prevent unethical carry out when recruiting new staff, Barrett's Carvery must be sure that selected prospects have a understanding of the company's code of carry out and plans, which if not abide by can cause dismissal. For example, employees of one of UK biggest restaurant chains can be dismissed if indeed they do not adhere to the code of carry out, of not to encourage customers to leave cash tips. Based on the Guardian (2009) "Employees of Tragus - which possesses Strada, Caf Rouge, and Bella Italia - are forbidden to inform diners that the optional service demand is employed to subsidize the countrywide minimum income paid to waiters. Cash tips go directly to staff, but those paid by card go to the company. The business delivered a memo previous month to all restaurant managers sharing with them to split down on staff who appeared to be motivating customers to leave cash rather than adding the service fee on their credit card" (Elliot, 2009).

Barrett's Carvery should be aware of the negative implications unethical patterns can have on the reputation, the employees, and operational success of the restaurant. Unethical patterns can have damaging results on organizations with techniques including giving the company an undesirable image, triggering ineffectiveness, injury sales, and worsen communication which may be costly to retract or repair (Country wide Business Ethics Study, 2000). Barrett's Carvery should ensure that the new and current personnel do not enjoy behavior which may be unethical questionable, as this may impact the output level of the restaurant. The newspaper went on to say that, "unethical action decreased efficiency, and increases misconduct (Country wide Business Ethics Survey, 2000). In a single review, 71 percent of employees who saw honesty applied seldom or never in their organization got seen misconduct before year, compare with 52 percent who noticed honesty applied once in a while, and twenty five percent who found it frequently. The figures were similar for admiration and trust (Country wide Business Ethics Review, 2000). Unethical action towards employees can impede productivity, trust, caused demotivation, worsen absenteeism, and even affect the performance of the very skilled (Michael and Rao, 2005).

In addition to honest implications, Barrett's Carvery must also get worried with legal concern when recruiting new staff. One reason why the management of Barrett's Carvery should be concerned about the legal implications is to minimize risks of being involved with legal battles. One fashion to minimize legal dangers is to ensure that the recruiting procedures comply with the regulations that govern the hiring of employees. Barrett's Carvery should also take care to ensure that the excess steps in the recruitment process such as job postings, questions asked during the interviews, the checking of personal references, and job offers, all comply with the legal requirements. Barrett's Carvery can also make reference to other sources for help with ethical and legal implications on hiring new staff. One particular source is the Recruiter Guide. Based on the "A Recruiter Guide" job postings or advertisements shouldn't be published which give choice to

Race

Colour

Ancestry

Place of origin

Political belief

Religion

Marital status

Family status

Physical

Mental disability

Sex

Sexual orientation

Age

Avoiding discrimination through the recruitment process will not only stay away from legal battles it also allows you to select the best person for the work. Barrett's Carvery must ensure that applicants aren't selected based on race, sex, age, political beliefs, religious affiliation or any of the above because people may bring employment tribunal promise if indeed they think they were discriminated during the selection process (Business Link, 2007). In addition to the Recruiter Guide, Barrett's Carvery can also use the regulating regulations to avoid negative honest and legal implication when recruiting new personnel. According to BC Laws and regulations, Employment Standard Function, Section 13, when selecting an employee the following must be enforced.

No False representations

Hiring of Children

No fee for selecting or providing

No fees to other persons

Employment and ability places must be licensed

Farm labor contractor must be licensed

Written employment deal necessary for domestics

Register of employees employed in residences

It is recommended that Barrett's Carvery examine the regulations that govern to ensure that it's protected from any adverse legal and ethical implications. Barrett's Carvery must also ensure that its employees familiarized themselves with these regulations to recognized preventing unlawful acts which could have ethical and legal implications.

CONCLUSION

In wanting to increase the range of employees, Barrett's Carvery should not take its recruitment, selection, and retention processes lightly. The company should ensure that the job information and person specs are clear as is possible; this is actually the foundation for choosing the right person for the job. Ensuring that the individual specification is straight related to the job, and not choosing the right person for the work can prevent pointless costs. In an effort to pick the best prospect Barrett's Carvery should ensure that the method used, application forms, interviews, tests, etc are personalized to suit the work explanation: this is important, as not doing this can cause hiring the wrong persons. Furthermore, Barrett's Carvery must steer clear of any unethical action which could tarnished the image of the company, and really should ensure that the company's recruitment, selection and retention processes addresses all moral/unethical and legalities that can happen. The company should ensure that the laws and regulations that govern are stick to, as doing this in the recruitment process can reduce the chances of misconduct and lawsuits.

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