Rehan Khan Afridi
BSBHRM405
Support the recruitment,
induction of staff
selection
and
Submitted by:
Rehan Khan Afridi
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Assessment 1- Plan for Recruitment
Minutes of Meeting with the Hotel Manager
Topic
Agreed upon Interview
How soon the position needs to be filled
The position needs to be filled by
November 1
Changes to the job that needs to be reflected
N/A
in the position description
Qualifications that the new employees need
 Experience in Hospitality or relevant
to have
experience.
 Certificate III in hospitality is required
Preferred skills or attributes that the new
employee will need to fit into the workplace
culture




Hours the attendant will be rostered per week 

What needs to be put in the job advertisement 




What award the room attendants will be
covered by
Rehan Khan Afridi
Previous
experience
in
Hotel
housekeeping or cleaning services
environment.
Exceptional organisational and time
management skills
The ability to create a positive first
impression with an understanding in
hospitality
Ability to act consistently with ethics and
values
Guaranteed 40 hours per week during
November-February
Shifts will be a minimum of 5 hours up to
8 hours on a 24 hour rotating roster
Start and potential End date
Hours of work
Employment type
Qualifications and Requirements
Job Description
Hospitality Industry (General) Award 2010
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Job description
Hotel Room Attendant- looking for an experienced individual
Job Title
who is ready to face a new challenge with a local and vibrant
team.
Job Type
Casual/Temporary-
About
40
hours
a
week
between
November, December, January, and February
Location
Cucina Hotel, Spring Street, Melbourne
Supervisor/Manager
Room attendant supervisor
Main duties and responsibilities

Should know the process of opening guest rooms.

Complete all assigned tasks to the expected levels with Shangri-La training.

The carriage, service area and utensils in the designated floor must be kept clean, tidy and
functional at all times.

Clean guest rooms, suits and corridors to standard Shangri-La and complete supplies and
services where needed.

Identify priorities in the room status

Reports any complaints from visitors, incidents, and suspicious people or room doors found
open to the Housing Office immediately.

Perform other duties as requested by the Area Manager, Service Manager - Housing,
Assistant Manager or Housing Director
Skills and Experience

Certificate III for hospitality or relevant experience in the same field

Previous experience of housekeeping within a hotel environment or similar environment for
quick, cleaning services

Focus on the details

Exceptional organizational and time management skills

Ability to act consistently with clear moral principles and values in terms of privacy

The ability to create a positive first impression with a sense of hospitality
Performance Goals

Knowledge of safe and efficient housekeeping procedures

Flexibility to work on weekdays/weekends and holidays

Professional attitude and strong customer service skills

Be willing to undertake a police check

Superior customer service skills along with the capability of working both autonomously and
as part of a team

Must have a valid Working With Children Check
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Job Advertisement
Business Name
Hotel Cucina
Post
Hotel Room Attendant
No. of Post
4
Type of employment
Casual/Temporary
Working Hours
40 hours/week + Full time availability if required
Remuneration
AUD 25 per hour
Location
Spring Street, Melbourne
Benefits

Opportunity for on the job training: Certificate III in Hospitality

Various reward and recognition programs

Site locations near public transport

Well established, dynamic and supportive culture

Commitment to safety and team member development

Long Term Housekeeping Career Opportunities
Who are We?
Cucina Hotel is a 5 star hotel located at Spring Street, Melbourne, Vic. It is a big name in the hotel
industry. We specialise in corporate and relocation accommodation. We are also the first choice when
it comes to friendly and flexible accommodation in the area. We promote a service focused attitude,
which is unique, personal and flexible.
Diversity Statement: Cucina Hotel is proud to be an equal opportunity employer. We have a diverse
workforce whose contributions are welcomed and enrich our work processes. All qualified applicants
will receive consideration for employment without regard to age, race, gender, gender identity,
religion, sexual orientation, disability, and age or family status.
Job Description
We are looking for an experienced individual who is ready to face a new challenge with a local and
vibrant team. Willing to work 40 hours per week and even for extended hours if required during
November, December, January, February and March.
He/she will report to the Room Attendant Supervisor and will be responsible for the following for
fulfilling the following tasks:

Should know the process of opening guest rooms.

Complete all assigned tasks to the expected levels with Shangri-La training.

The carriage, service area and utensils in the designated floor must be kept clean, tidy and
functional at all times.

Clean guest rooms, suits and corridors to standard Shangri-La and complete supplies and
services where needed.

Identify priorities in the room status
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi

Reports any complaints from visitors, incidents, and suspicious people or room doors found
open to the Housing Office immediately.

Perform other duties as requested by the Area Manager, Service Manager - Housing,
Assistant Manager or Housing Director
Successful candidate must have

Knowledge of safe and efficient housekeeping procedures

Flexibility to work on weekdays/weekends and holidays

Professional attitude and strong customer service skills

Be willing to undertake a police check

Superior customer service skills along with the capability of working both autonomously and
as part of a team

Must have a valid Working With Children Check
Interested candidates may apply online on our website www.hotelcucina.com.au by registering and
clicking on the link provided or e-mail us your application along with resume and cover letter on
contactus@hotelcucina.com.au
Last date to apply- 10th October 2020, Time: 05:00 pm
Note:

Please visit our website and go through the advertisement for more information.

In case of any queries contact Mr Rehan: rehan007@hotelcucina.com.au
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
E-mail/Memo
25 September 2020
Mr. Savi
Human Resource Manager
Cucina Hotel
Dear Mr. Steve,
I am seeking your approval to move ahead with the recruitment. This is in line with the job vacancy
for Room Attendants. Job Description and the Job Advertisement copies are enclosed.







Room attendant Position Number: AT2B
Employment Type: Casual
Preferred Start and End date: 05 November 2020 to 31 March 2021
Hours of work: 8 Hours on a 24 hour rotating roster
Vacancy Manager: Stephanie
Award: AUD 25 per hour
Will be advertised at: Seek and Indeed
Looking forward to hear from you soon so that recruitment process can be started at the earliest.
Regards,
Rehan
Human Resource Officer
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Assessment 2- Plan for selection (Part-A)
Selection criteria

Available to start on 05/11/2020

Be flexible to work a 24*7 rotation system, including weekends and public holidays

Available at least 40 hours a week

You have the ability to work hard and motivate to meet KPIs

Have the right level of fitness and movement to do the right tasks, including lifting up
to 5kgs without being helped.

Have good time management skills

Show good manners and honesty

Understand the importance of confidentiality

Have high customer service skills

You can work independently and as a team

Maintain WHS policies and procedures

Carefully report any accidents, faulty or damaged equipment to senior staff

Willingness to be available for additional or different jobs as required by manager
Interview Questions

Tell us something about yourself and your educational background


Do you have any previous experience of working in the hospitality or housekeeping
industry?
Have you ever heard of the Cucina Hotel?

Why should we hire you?


Tell us about a time when you had to deal with an unhappy customer and how you
handled the situation.
Working capacity, how many rooms can you clean in less than an hour?

If you fail to finish a task, what do you do?

Can you easily remember a regular guest's name?


What will you do if the guest invites you to his room and makes a very absurd request
against the hotel's policy?
Will you be able to start work from 05/11/2020?

Do you follow WHS policies / procedures carefully?

Are you willing to do extra or different tasks as required by management?
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part-B (E-mail/Memo)
Date
To
From
Cc
Subject
12/10/2020
Ms. Stephanie (Vacancy Manager)
Rehan (HR Officer)
Ms. Savi (HR Manager)
Shortlisted Candidates for the position no. AT2B (Hotel Room AttendantCasual)
Attachment Selection Criteria
Dear Sir/Mam,
In accordance with the terms and conditions of the selection criteria as attached, I would like
to recommend the following candidates eligible for the interview:
Jason
Micky
Zack
Charlie
Chelsea
Currently working for another 5-star hotel as a room worker undergoing 12
hour rotating roster and is willing to work on a 24-hour list because of career
progression. He is undergoing Hotel Management degree and obtains a
working with children check and he is in the process of obtaining a police
check
She has experience of both bars and hotels. Awarded employee of the month
twice by another 5-star hotel group. She lives close by and can work flexibly
and on the roster.
He has 12 months of experience working as a cleaner in a motel. He was also
responsible for maintenance and delivering breakfasts to rooms. He has got a
working with children check. Being a student, working hours and roster suits
him.
She has been working in accommodation services for another chain motel for
10 years. She has a national police check and can work the roster.
She has been in the country for five years and working in a hospital as a
cleaner. She has completed a lot of training and her English is good. She can
work on the 24-hour roster
Unsuccessful Candidates:
She did not provide a resume and no work experience. Many spelling errors
and ‘SMS’ abbreviations throughout her cover letter. It reflects that she has
Love
weak communication skills.
She has no experience in accommodation services. She is unable to work
weekends or public holidays which disqualified her immediately because we
need dedicated and capable employees to work through the school holidays
Monika
at the end the year and the Xmas season which will be our busiest business
days of the year.
Kindly let me know if you approve my recommendations.
Thank you
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part- c
Invitation e-mail to candidates
To
Jason, Mickey, Zack, Charlie, Chelsea
From
Rehan (HR Officer)
Cc
Ms. Stephanie (Vacancy Manager), Ms. Savi (HR Manager)
Date
13/10/2020
Subject
Invitation for the interview ( Room Attendant- Position No- A2TB)
Dear Jason, Mickey, Zack, Charlie, Chelsea
Congratulations! You have been selected to attend the interview for the position of Room
Attendant. Please approach the front desk as soon as you arrive at our hotel and they will
direct you to the interview room.
Your interview will be conducted in two batches in following manner:
Batch A
Batch B
Jason
2:15 pm
Mickey
3: 15 pm
Chelsea
5:00 pm
Zack
2:15 pm
Monika
4:00 pm
Friday 15/10/2020
Meeting room A
Monday 18/10/2020
Meeting room C
Venue: Hotel Cucina, Spring street, Melbourne
Documents: Resume, Experience certificates, Police check, Children Check
Please inform us immediately if you are unable to attend this interview so that alternate
arrangements may be made. We look forward to see you at the interview. It would be great if
you are able to impress us with your experience & work ethic, and subsequently become part
of Hotel Cucina family.
Best regards,
Rehan (HR officer)
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
E-mail to inform about interview schedule
To
Ms. Stephanie (Vacancy Manager), Mr. Steve (Housekeeping supervisor)
From
Rehan (HR Officer)
Cc
Ms Savi (HR Manager)
Date
Subject
13/10/2020
Interview for Room Attendants (Position No- A2TB)
Dear Team,
It is to intimate that I have made the phone calls and have allocated the schedule for the
above interview after a discussion with Ms. Stephanie. The interview will be conducted in the
following manner:
Batch A
Batch B
Jason
Mickey
Chelsea
Zack
Monika
2:15 pm
3: 15 pm
5:00 pm
2:15 pm
4:00 pm
Friday 15/10/2020
Meeting room A
Monday 18/10/2020
Meeting room C
Please make yourself available for the above interview & let me know if further information
is needed.
Thank you
With Regards
Rehan (HR officer)
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Assessment-3 (Role Play and Project Support Selection Process)
Part B- Reference Check
Applicant
Jason
Date
19/10/2020
Position Applied
Hotel Room attendant
Phone
0430028913
Referee’s detail
Mr. Andrew
Title
Reference check conducted by
Room Attendant
supervisor
Mr. Rehan (HR officer, Hotel Cucina)
Introduction
My name is Mr. Rehan, HR officer, Hotel Cucina and I’m calling
to conduct a reference check for Mr. Jason who is being considered
for a position with my business Hotel Cucina. Your details have
been provided to me by Mr. Jason and I would first like to check if
you are prepared to provide a reference?
The reference check will take approximately 10 minutes to
complete. Is this a good time for you? If not, when is a convenient
time for us to continue this conversation?
Please note that this reference will be used in the overall evaluation
of the applicant and will affect whether they are selected for the job.
The information you provide may be given to the candidate if
requested. Do I have your permission to proceed?
Yes
Proceed
Yes
His roles and responsibilities will be:







Should know the process of opening guest rooms.
Complete all assigned tasks to the expected levels with
Shangri-La training.
The carriage, service area and utensils in the designated
floor must be kept clean, tidy and functional at all times.
Clean guest rooms, suits and corridors to standard ShangriLa and complete supplies and services where needed.
Identify priorities in the room status
Reports any complaints from visitors, incidents, and
suspicious people or room doors found open to the Housing
Office immediately.
Perform other duties as requested by the Area Manager,
Service Manager - Housing, Assistant Manager or Housing
Director
We want to assess following factors:

Previous experience of housekeeping within a hotel
environment or similar environment for quick, cleaning
services
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi










Focus on the details
Exceptional organizational and time management skills
Ability to act consistently with clear moral principles and
values in terms of privacy
The ability to create a positive first impression with a sense
of hospitality
Knowledge of safe and efficient housekeeping procedures
Flexibility to work on weekdays/weekends and holiday
Professional attitude and strong customer service skills
Be willing to undertake a police check
Superior customer service skills along with the capability of
working both autonomously and as part of a team
Must have a valid Working With Children Check
General questions
What is the nature of your
relationship with the applicant?
Reporting officer
In what capacity is/was the
applicant employed by your
business?
Hotel Room Attendant
What were the dates of their
employment?
From:
What duties and responsibilities
does/did the applicant have?
What the applicant’s reason for
leaving?
01/03/2017
To: Till date
 changing bed linen and towels
 making beds
 vacuuming floors
 dusting and polishing furniture
 cleaning bathrooms
 replacing stocks of guest supplies
 re-stocking drinks in the mini-bar
Better job opportunity
General performance questions
How would you describe the
applicant’s overall work
performance?
Excellent
What would you say are the
applicant’s strengths?
Very hard worker, punctual, ready to work even for
extended hours and in any roster, Adjustable
according to the situation
What would you say are the
applicant’s development areas (eg.
weaknesses)?
Lacks in handling large workload at times
Rehan Khan Afridi
Need to work more on communication skills
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Have you had any concerns with
their performance?
No, he was a very efficient performer
If yes, please explain when these
issues were identified? When were
they discussed with the individual?
What work are their doing to
improve and what progress has
been made?
Can you comment on the
applicant’s:
-
As told earlier, there was no issue with him regarding
reliability, punctuality, professionalism etc
reliability
punctuality
attendance
professionalism
Job-specific questions
Is Jason ready to work on
weekends, public holidays or for
extended hours?
Yes, he will do it for sure but need to be paid little bit
extra
Does Jason have work ethics?
Yes
In closing
Would you re-employ the
applicant? Why/why not?
Yes of course, who would like to lose such a honest,
sincere and hardworking employee.
Do you have any final comments?
We tried to convince him for not leaving the job. But
after all it is his decision only. I would like to
comment that our one of the best employee is leaving
us.
Thank you for taking the tame to
provide feedback. If you wish to
provide any further information,
you can contact me on 0430028913
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part B (Preferred Candidate Report)
Position & Position No.
A. Recommended Applicant
Name
Jason
Zack
Hotel Room Attendant (A2TB)









Mickey












Monica
Why Recommended
Possess 5-star hotel experience of same post
Carries police check,
Flexible with working hours and willing to work in
24*7 roster, on weekends and public holidays
Answered the interview question properly
Positive feedback from previous employer
Good communication and interpersonal skills
Possess housekeeping experience
Have experience of maintenance and delivering food to
rooms
Flexible with working hours and willing to work in
24*7 roster, on weekends and public holidays
Answered the interview question properly
Positive feedback from previous employer
Good communication and interpersonal skills
Punctual as arrived for the interview on time
Has a working with children check
Has a national police check
Has front of house experience
Awarded employee of the month on two occasions by
another 5-star hotel group
Can work roster and start on 1 November
She was very confident in her interview and answered
all the questions satisfactorily
Very keen, polite and well-groomed.
She seemed to have a very high regard for excellent
customer service

10 years’ experience in accommodation services

Has a national police check and can work the roster

Very nervous in her interview and took some
prompting to answer the questions correctly but got
there in the end

she had difficulty using STAR model

Very experienced, has a good work ethic and
understands the importance of time management
and customer service.
B. List of unsuccessful applicants
Name
Chelsea
Rehan Khan Afridi
Why not recommended

Due to her commitment to her family she is unable
to work on Fridays after 2pm
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi

she was extremely shy and appeared to be
completed disheveled and ungroom – her clothing
was dirty and her hair unwashed and uncombed

Her shoes were untied, worn and scuffed

Chelsea was not able to answer many of the
questions or give examples or scenarios of her work

Moreover, she didn’t clear the medical and fitness
test
C. Endorsement (selection Panel Names and Position)
Name
Position
Ms. Stephanie
Hotel Manager/Vacancy Manager
Mr Rehan
Human Resource Officer
Mr. Steve
(Housekeeping supervisor)
I certify that the selection panel has reached consensus and that the above report reflects the
views of the selection panel.
HR Officer: Mr Rehan
Signature: Mr Rehan
Date: 20/11/2020
D. Approval
I approve for the above names candidate to be offered the above-mentioned position.
HR Officer: Mr Rehan
Signature: Mr Rehan
Rehan Khan Afridi
Date: 20/11/2020
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part B (Telephone Script)

Hello, Good morning. This is Rehan, the HR officer from the Hotel Cucina. How are
you?

Congratulations! I feel immense pleasure to inform you that you have been selected in
the recent interview with us for the position of Room Attendant on a casual basis.

Are you willing to accept our offer as per agreed on last conversation?

You will begin your job at Hotel Cucina’s Housekeeping Department on 05/11/2020
at 9am.

I will send an email to you with all the details, including what to wear and bring on
you first day, as well as a contract to be signed by you.

Please contact me at 0430028913 if you need any further assistance or information.

Congratulation again and welcome to the Hotel Cucina family.
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part B (Letter to an Unsuccessful Job applicant)
Hotel Cucina
Spring Street, Melbourne
Date: 21/10/2020
Private and confidential
Chelsea
32, Santa Street
Collingwood, 3000
Dear Chelsea
Outcome of application for employment: Hotel Room Attendant
Thank you for applying for the position of Hotel Room Attendant with Hotel Cucina.
Unfortunately on this occasion your claims for the position were not as strong as other
candidates and your application was unsuccessful.
Should you wish to discuss the outcome of your application further, please don’t hesitate to
contact Mr. Rehan directly on 0430028913 and/or rehan007@hotelcucina.com.au
I wish you well in your future employment endeavours.
Yours sincerely
Rehan
HR Officer
Hotel Cucina
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part C (Memo/e-mail response to a query)
To: Chelsea
From: Rehan(HR Officer)
CC: Stephanie (Hotel Manager)
Date: 25/10/2020
Subject: APPLICATION OUTCOME
Dear Chelsea
,
This email intends to answer your query about your recent unsuccessful application as the
Room Attendant in our Hotel.
The selection panel has identified the following factors for their decision:



The candidate was not able to answer many relevant questions
The candidate was not neat and tidy
The most important factor is the candidate failed the medical & fitness test
Suggestion to improve the candidate’s interview skills:



Attend “Interview Skills” classes to improve her performance during the interview,
you may refer to the job and interview skills through online.
Ensure she is healthy & fit before attending medical & fitness test
Rehearse interview sessions with her friends/family to boast her confidence
Hopefully the above information will be helpful in your future interview.
Best regards.
Rehan
HR Officer
Hotel Cucina
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Part D- Appointment Notice
Casual
Appointment Type
Section 1- Appointee details
st
1 Candidate
Title
Family Name
First Name
Preferred First Name
Gender
Home Tel. No.
Mob. Tel. No.
Home Address
Date of Birth
Appointment Start Date
Appointment End Date
Appointee Signature & Date
Mr.
Jason
Male
04356798210
04678910835
44, Alexander street, Tarneit- 3029
25/03/1993
05/11/2020
31/03/2021
Jason- 22/10/2020
2nd Candidate
Title
Family Name
First Name
Preferred First Name
Gender
Home Tel. No.
Mob. Tel. No.
Home Address
Date of Birth
Appointment Start Date
Appointment End Date
Appointee Signature & Date
Mr.
Zack
Male
04356798289
04678910967
12, Victoria Street, Hopper’s Crossing- 3029
25/04/1995
05/11/2020
31/03/2021
Zack - 22/10/2020
3rd Candidate
Title
Family Name
First Name
Preferred First Name
Gender
Home Tel. No.
Mob. Tel. No.
Home Address
Date of Birth
Appointment Start Date
Appointment End Date
Appointee Signature & Date
Ms
Mickey
Female
04456798189
04698710769
12, King’s Street, Southern Crossing- 3028
24/09/1992
05/11/2020
31/03/2021
Mickey - 22/10/2020
4th Candidate
Title
Family Name
First Name
Preferred First Name
Rehan Khan Afridi
Ms
Monika
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Female
04456897189
04601769769
20, Queen’s Street, Manor Lakes- 3024
30/10/1990
05/11/2020
31/03/2021
Monika - 22/10/2020
Section 2- Position Detail
A2TB
Position Number
Hotel Room Attendant
Job title
Melbourne city
Work Location
Section 3- HR Services Use Only
HRIs updated and Employee Number emailed to Manager and IT on 24/10/2020
Gender
Home Tel. No.
Mob. Tel. No.
Home Address
Date of Birth
Appointment Start Date
Appointment End Date
Appointee Signature & Date
E-mail to inform about joining
To
Ms. Stephanie (Vacancy Manager), Mr. Steve (Housekeeping supervisor), Ms.
Savi (HR Manager), Mr David (IT department Head)
From
Rehan (HR Officer)
Date
Subject
23/10/2020
Confirmation of the joining of selected candidates for the post of Room
Attendants
Dear Sir/Mam,
It is to intimate that I informed all the candidates about their selection in interview through
phone call and e-mail and asked them to confirm the date of joining and to provide personal
details.
In this regard I want to convey that all the successful candidates have confirmed their joining
on 5th November 2020. (Appointment Notice is attached for Personal details). Bank account
details will be provided in couple of days.
Further, I want to request to HR department and IT department for creating profiles in the
payroll system, organising employee IDs, creating user profiles for the computer systems and
the like.
Thank you
With Regards
Rehan (HR officer)
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Letter of Offer
Hotel Cucina
Spring Street, Melbourne
Date: 25/10/2020
Private and confidential
Mr. Jason
44, Alexander street, Tarneit- 3029
Dear Jason
Letter of engagement
I am pleased to offer you employment in the position of “Hotel Room Attendant” with us at
Hotel Cucina on the terms and conditions set out in this letter.
1. Position
1.1 Your start date will be 05/11/2020
1.2 Your employment will be Full time (Casual)
1.3 The duties of this position are set out in the attached position description. You will be
required to perform these duties, and any other duties the employer may assign to you,
having regard to your skills, training and experience.
1.4 You will be required to perform your duties at our Melbourne City branch or
elsewhere as reasonably directed by the employer.
2. Probation
2.1 A probation period will apply for the first one month of your employment. During this
time, we will assess your progress and performance in the position.
2.2 During the probation period you or the employer may end your employment by
providing notice in accordance with the table in clause 8.1 below.
3. Terms and conditions of employment
3.1 Unless more generous provisions are provided in this letter or in the attached
Schedule, the terms and conditions of your employment will be those set out in the
Modern Award and applicable legislation. This includes, but is not limited to, the
National Employment Standards in the Fair Work Act 2009. Neither the Modern
Award nor any applicable legislation are incorporated into your contract of
employment.
3.2 The additional terms and conditions set out in the attached Schedule will also apply to
your employment.
4. Ordinary hours of work
4.1 Your ordinary hours of work will be 40 per week, plus any reasonable additional
hours that are necessary to fulfil your duties or as otherwise required by the employer.
4.2 Your ordinary hours of work may be averaged over a 4 week period.
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
5. Remuneration
5.1 You will be paid fortnightly at the rate of AUD 25 per hour.
5.2 The employer will also make superannuation payments on your behalf in accordance
with the Superannuation Guarantee (Administration) Act 1992.
5.3 Your remuneration will be reviewed annually and may be increased at the employer’s
discretion.
6. Leave
6.1 You are entitled to 7 casual leaves and 10 Medical leaves in accordance with the
Modern Award and the National Employment Standards.
7. Your obligations to the employer
7.1 You will be required to:
a) always perform all duties to the best of your ability ;
b) use your best endeavours to promote and protect the interests of the employer; and
c) Follow all reasonable and lawful directions given to you by the employer,
including complying with policies and procedures as amended from time to time.
These policies and procedures are not incorporated into your contract of
employment
8. Termination of employment
8.1 Under the Fair Work Act 2009 the employer may terminate your employment at any
time by providing you with notice in writing in accordance with this table:
Length of continuous service with employer
Not more than 1 year
More than 1 year but less than 3 years
More than 3 years but less than 5 years
More than 5 years
Period of notice
1 week
2 weeks
3 weeks
4 weeks
8.2 You are entitled to an additional week’s notice if you are over 45 years old and have
completed at least 2 years of continuous service with the employer on the day the
notice of termination is given.
8.3 If you wish to terminate your employment you are required to provide the employer
with prior notice in accordance with the table at 8.1 above.
9. Confidentiality.
9.1 By accepting this letter of offer, you acknowledge and agree that you will not, during
the course of your employment or thereafter, except with the consent of the employer,
as required by law or in the performance of your duties, use or disclose confidential
information relating to the business of the employer, including but not limited to
client lists, trade secrets, client details and pricing structures.
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
10. Entire agreement
10.1
The terms and conditions referred to in this letter constitute all the terms and
conditions of your employment and replace any prior understanding or agreement
between you and the employer.
10.2 The terms and conditions referred to in this letter may only be varied by a written
agreement signed by both you and the employer.
Note: If you have any questions about the terms and conditions of employment, please don’t
hesitate to contact Mr. Rehan (HR Officer) on 0430028913.
E-mail to candidates
To
Jason, Mickey, Zack, Charlie, Chelsea
From
Rehan (HR Officer)
Date
26/10/2020
Subject
Information regarding the First day appearance
Dear Candidate,
Congratulations once again for your new job! We are eagerly waiting to welcome you in our
Hotel Cucina family.
So, we are all set to start on 05/11/2020 at 9:00 am sharp. You are requested to be there on
time. As soon as you reach hotel, please approach to Concierge desk at Hotel Cucina; the
Concierge will direct you to the waiting room.
Please carry following documents with you :





tax file number
photo identification (licence/passport)
bank details,
superannuation details (if nominating their own super fund)
Returned signed copy of Letter of Engagement
Further it is advised to appear in clean and ironed black pants and white long-sleeved
business shirt, clean black shoes.
Note: Lunch will be provided on the first day
Looking forward to meet you on 05/11/2020. Please don’t hesitate to contact Mr Rehan
(HR Officer) on 0430028913 in case of any query.
Best regards,
Rehan (HR officer)
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Assessment- 4 (Induct Successful Candidates)
Induction Checklist
Prior to the employee starting work
Ensure you have:
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Told the employee before their first day where, when and who they should report to and
whether they need to bring any tools or equipment - Done
Organised building and IT access as well as any uniforms - Done
A returned, signed copy of the letter of engagement (or employment contract) - Done
A completed Tax file number declaration form (unless declined by employee) - Done
a completed Superannuation choice form- Done
the employee’s bank account details- Done
the employee’s emergency contact details- Done
a copy of any licences held by the employee needed for the job e.g. Drivers Licence,
Forklift Licence- Not Applicable
if a working visa is required – a copy of the employee’s passport and visa – you will
need to do a visa check- Not Applicable
On the first day (or soon after)
Orientation and housekeeping:
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
Introduce the new employee to other staff- Done
Show the new employee the kitchen/meal, toilet facilities and where to store personal
items (bags, jackets etc.) - Done
Ensure you have:

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
Given the employee copies of relevant business policies or procedures e.g. codes of
conduct and work health and safety policies or procedures. - Done
discussed:
 the history of the business and its role- Done
 who the employee reports to- Done
 the employee’s duties and what training will be provided- Done
 performance expectations and when and how performance will be reviewed- Done
 hours of work and the procedure for recording hours of work- Done
 meal breaks- Done
 the applicable award or enterprise agreement, and where to find a copy- Done
 the payment method first pay date and how payslips are distributed- Done
 any workplace policies and procedures including:
 uniform or dress code (if any) - Done
 procedure if the employee is sick or running late- Done
 procedure for applying for leave- Done
 rules regarding personal calls, visitors and/or use of social media at workDone
 Any bullying, harassment and anti-discrimination policies. - Done
completed a workplace health and safety induction- Done
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Assessment 5- Written Task
1.
Write down the stages of the human resources life cycle and briefly explain each.
Make sure you refer to the recruitment and section process in your answer.
There are 5 stages of HR life cycle:
a) Employment
This is the most important step in finding the right people for your business. We therefore
need to create an employment strategy that includes understanding the positions that need to
be filled, what would be expected of the employee, a strategy to attract the best person, and
other employment concerns.
b) Education
Start the educational process from the moment employees start their new position. They
should know their role in the company, company’s expectations, and their responsibilities.
c) Motivation
HR plays a role in motivating new recruits to keep them engaged, high-performance, and
demonstrating commitment to your company. Therefore, profits should not be reduced.
d) Testing
At this stage in the employee life cycle, the supervisor assesses and evaluates the employee's
performance. It gives leaders employee’s certain metrics and helps determine if the employee
is suitable for the job.
e) Celebration
The fifth phase of the HR health cycle aims to re-energize staff, thank employees for their
hard work, and identify important targets achieved. The manager should show appreciation
by offering different benefits to hard-working employees, and this is the best way to
encourage them.
2.
Discuss why it is critical to an organization for the recruitment and selection
process to be effective.
Hiring the right person is the most important part of every business. An effective recruitment
and selection process reduces profits. These processes align with the right person and the
right job skills. Interviews and background checks ensure that we employ a reliable candidate
who carries out the goals we have set out to provide quality services and goods to our
customers.
3. Identify five documents that you would work on or complete during the
recruitment, selection and induction process. Include the stage in the human
resources life cycle that the document would be used in your response.
a) candidate’s resume
The resume provides the information needed by the employer to understand the qualifications
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
and qualities possessed by the candidate.
b) Interview questions template
The employer may refer to the template during the interview to confirm validity.
c) Job analysis
Job analysis is the term given to this role assessment. Job analysis is a systematic process of
obtaining detailed and objective information about a post, before it is advertised and
completed, giving you the opportunity to tailor it to what is currently required
.
d) Job descriptions
Job's description provides basic details about the role, including the title, its reporting
authority and responsibilities.
e) Application form
The application form usually includes a form or collection of forms that an applicant, called
an applicant, must complete as part of the process of informing the employer of the
applicant's availability and desire for employment, and soliciting the employer to grant
employment to the applicant.
Stages in the human resources life cycle:
a) Recruitment
Interview question template, Candidate’s resume, Application form, Job descriptions
b) Education
Interview question template, Candidate’s resume, Application form, Job descriptions
c) Motivation
Job analysis
d) Evaluation
Job analysis
e) Celebration
Job analysis
4. Identify at least 3 laws that apply to recruitment, selection and induction. Briefly describe
each one.
Fair work Act, 2009:
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
The Fair Work Ombudsman promotes a healthy workplace for employees, contractors, and
employers alike, by providing information and advice of work rights and obligations.
The Privacy Act of 1988:
The Privacy Act of 1988 is a law that governs the management and administration of
personal information - usually, personal names, signatures, addresses, contact numbers,
birthdays, medical records, bank account details, comments and opinions about a person.
Breaches in privacy are covered under the Notifiable Data Breaches scheme, which is
available for us by APP entities as well as individuals; when the breach is assumed to cause
serious harm to those affected.
Workplace Health, Safety Standards, and the Workplace Health and Safety Act:
The development of national policies, which focus on improving H&S for work and workers'
compensation throughout Australia, is led by Safe Work Australia.
Businesses and employers are needed, and have a legal obligation, to initiate and enforce
H&S practices accordingly; including all employees, contractors and even volunteers or
guests.
STP – Single Touch Payroll:
ATO introduced a change in reporting methods, requiring businesses with less than 20
employees to report to the Commission on or before each payment day using a Single Touch
Payroll.
Detailed information on tax and superannuation, payroll, salaries, grants, deductions and such
will now need to be provided directly from each business’ payroll provider.
Labour Hire Licensing Act, 2017:
The Act seeks to protect labour hire workers from exploitation; with any business, which uses or
provides labour hire
List five technology-based channels by which job vacancies can be advertised.
5.
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Job board
Website
Facebook
Twitter
Lindkedin
List five alternative methods to advertise vacancies that may not be dependent on
technology
6.
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Flyers
Notice
Newspaper
Magazine
Billboards
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Briefly describe four testing tools that employers can use in the selection process aside from
interviewing.
7.
a) Skills Assessment
It is especially useful for positions that require a level of competence in any particular
software program, computer performance or 'test' skills such as customer service and alike
.
b) Personality / Psychometric Testing
This test is perfect for assessing a team's mental fitness, motivation, and working styles
relating to customer service, sales and a range of other skills in a particular industry.
c) Reference Checks
It ensures that you conduct your referral check with previous managers who reported to them,
and then ask specific questions related to the skills and attitudes you need in new candidate.
d) Police inspections and performance of children's checks
In many industries this test is a standard and mandatory check to maintain quality standards
8.
Briefly describe purpose of each interview type/technique below. For each one,
give at least two pros and two cons.
 Directive/structured
 Non-directive/non-structured
 Stress
 Group
 Directive/structured:
The purpose of this approach is to ensure that each discussion is given the same questions in
sequence.
Pros:
 It is easy to analyze because a formal discussion uses the same set of questions for
applicants
 Structured interviews are quicker to be conducted which means more conversations
can be done in less time. This means that a larger sample can be obtained which has
resulted in the findings being more representative and having the ability to be more
potent for more people.
Cons:
 Structural interviews are non-flexible. This means that new questions cannot be asked
impromptu (eg during the interview) as process should be followed.
 Responses from formal discussions are informative as only closed-ended questions
that create quantity details. This means that research will determine why a person
behaves in a certain way.

Non-directive/non-structured
An unstructured interview or non-directive interview is an interview in which questions are
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
not predefined
Pros:
 Unstructured interviews are more flexible as questions can be adapted and changed
depending on the respondents’ answers. The interview can deviate from the interview
schedule.
 Unstructured interviews generate qualitative data through the use of open questions.
This allows the respondent to talk in some depth, choosing their own words. This
helps the researcher develop a real sense of a person’s understanding of a situation.
Cons:
 It can be time consuming to conduct an unstructured interview and analyze the
qualitative data (using methods such as thematic analysis).
 Employing and training interviewers is expensive, and not as cheap as collecting data
via questionnaires. For example, certain skills may be needed by the interviewer.
These include the ability to establish rapport & knowing when to probe.

Stress
A stress interview is designed to determine how a job applicant reacts under pressure. Learn
the best way to handle the process.
Pros:
 Stress interview takes place when a job applicant is placed in a stressful situation to
see how they react. It helps employers understand how a candidate reacts under
pressure.
 It allows the employer to better understand the personality of applicants in handling
hard situation. Therefore, it allows the employer to choose a right type of employee.
Cons:
 It causes a job applicant to feel more pressure, especially during interview. Now the
employer exerts more pressure to the applicant to answer smartly.
 It may have some unethical issues in this type of interview because employer may ask
some question that will incur ethics dilemma that lead to unethical issues.

Group
They allow the interviewer to conduct multiple interviews at the same time.
Pros:
 One of the most obvious advantages to group interviews is speed. By conducting
group interviews, employer can quickly sift through a large number of applicants.
 It can better access the team where allows employer to assess how applicants
naturally work as part of a team. At interview, everyone will claim to be a “good team
player”. A group interview lets employer assess whether that is actually the case.
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020
Rehan Khan Afridi
Cons:
 The group interview environment is naturally biased towards outgoing, assertive
personality types. This could mean that you overlook quieter but equally talented
candidates. People who could have been perfect for your role could be forced out
during the interview process, and that’s not ideal for anyone.
 The more people you have in a group interview, the more unmanageable it becomes.
Conversation can easily derail, and you can wind up feeling the interview was
ineffective.
Reference:
https://www.bullhorn.com/au/blog/2020/12/5-acts-and-legislation-recruitmentprofessionals-need-to-know/
https://aspire-solidus-production.s3-ap-southeast2.amazonaws.com/assets/BXHRM506/samples/BXHRM506.pdf
https://www.thebalancecareers.com/housekeeping-interview-questions-2061449
https://www.betterteam.com/room-attendant-interview-questions
https://www.fairwork.gov.au/how-we-will-help/templates-and-guides
www.fairwork.gov.au.
Rehan Khan Afridi
File Name- Recruitment & Induction/ A2TB
Date: 25th September 2020