The difference employee recruitment and selection needs to be specified in an appropriate manner. Recruitment can be defined as “the process of confirming the need to employ fresh staff, locating where potential recruits exist and attracting appropriate application for employment” (Akwetey, 2011, p.18). In simple terms, employee recruitment is
Recruitment process of staff and volunteers is going to comprise the following five stages:
Stage One: Recruitment Planning
The first stage in recruitment process relates to identification of skills requirements and clarification of numbers of staff and volunteers needed. Six cuisines – Chinese, Japanese, Italian, Spanish, English and Indian cuisines are going to be represented at the event, and accordingly one chef needs to be employed for each cuisine.
There is a vacancy for a member of staff to sell food and ingredients for each cuisine during the event. Moreover, all five group members are going to participate as volunteers and additional volunteers are also welcomed.
Stage Two: Identification of Recruitment Sources
Generally, recruitment sources can be internal and external (Werner et al., 2012). Internal source of recruitment relates to finding candidates within the company, whereas external source of recruitment relates to recruitment of individuals outside of the organisation.
Internal source is going to be explored for recruitment and potential members of staff will be sought amongst second and third year students within the University.
Stage Three: Candidate Generation
Petition is planned to be launched on Facebook social networking website and applications are going to be attracted from candidates amongst second and third year students studying in University.
Dedicated Facebook page is going to explain job specification and candidate requirements for chefs such as cooking experience of at least three years, being passionate about food, possessing advanced communication and interpersonal skills etc. in a detailed manner.
Job requirements for a position to sell food and ingredients, on the other hand, include presentability and effective communication skills. Also, candidates are going to be asked to provide a written explanation of reasons why they would like to participate in International Food Event in no more than 300 words. All applications are to be sent online.
It is estimated that candidate generation in above specified manner is going to attract about 90 applications to be filtered during the next stage of the recruitment process.
Stage Four: Application Filtering
The procedure of application filtering, also known is application screening is going to be conducted according to the level of compliance of candidates to job specifications as discussed above and initial review of their rationale behind the willingness to participate in the event.
By the end of application filtering process around 18 candidates (3 candidates for each cuisine) will be left for chef position to proceed to the next stage of recruitment process. At the same time, 3 candidates will be left for a position to sell food and ingredients.
Stage Five: Candidate Tests and Evaluations
During this last stage of recruitment process candidates will be interviewed and participate in job simulation via role playing. Semi-structured in-depth interviews are going to be conducted with each individual candidate, and interviews are going to cover the level of experience of candidates in cooking and participating in similar events, discussions of stress situations candidates have faced before in social environments and how they dealt with such situations etc.
Job simulation is going to be facilitated with an active collaboration of all five members of the group. Specifically, during job simulation group members will assume the role of event attendants and ask candidates questions about ingredients and the ways of preparation of their respective cuisines.
During job simulation candidates will be assessed on the basis of their knowledge of their respective cuisines and the manners in which they respond to questions of group members. Evaluation of candidates’ body languages is also integrated into overall assessment.
Different scenarios will be played during job simulation processes in order to assess candidates’ reaction to each scenario and make decisions about the levels of their suitability to relevant positions. For example, during job simulation process a group member poised as an event attendant may inform a candidate that they did not like the food and candidate’s response to such a stress situation determines the levels of his or her suitability to the position of chef.
Chef duties include teaching interested members of event attendants how to cook their food, and accordingly candidates’ teaching and explanation skills are also going to be assessed during job simulation process.
According to results of interviews and job simulation practices, by the end of this stage 6 chefs and 1 sales assistant will by selected to participate in International Food Event.
Akwetey, L.M. (2011) “Business Administration for Students & Managers” Trafford Publishing