Performance objective
he assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for details.
In this assessment task, youwill demonstrate skills and knowledge required to assist in planning for recruitment and obtaining approval for your plans.
Across three assessment tasks you will support the recruitment, selection and induction of staff. In this Assessment task, you will plan for recruitment and selection.
In response to a simulated business scenario (CoffeeVille), you will:
- develop a schedule for recruitment activities
- write a job description and job advertisement, that reflects role requirements, organisational needs and compliance with legislation
- identify a selection panel and questions for interview to be added to the interview guide template provided.
As a part of the consultation process, you are to obtain approval and develop thesein accordance with organisational requirements.
- Identify the role requirements for the position ofcafé managerby reading the scenario and consultation notes(provided in Appendix 1).
- Prepare a recruitment schedule (using the template provided in Appendix 2)for the recruitment of a new café manager.
The scheduleshouldclearly support the organisational goals, be ordered logically to reflect the human resources life cycle and include:
- human resources functions and personnel required to complete recruitment
- a schedule which clearly indicates the different stages of recruitment and steps to be undertaken
- timelines for each of the stages/steps.
- Develop a job descriptionfor the role required (using the template provided in Appendix 3) in line with the CoffeeVille scenario and simulated business documents.
The job description must comply with EEO and anti-discrimination legislation and standards.
- Write ajob advertisement for the position (using the template provided in Appendix 4) in line with CoffeeVille’s policies and procedures and suitable for the types of advertising media identified in the consultation notes.
- Develop an interview guide (usingan editable, electronic version of the template provided in Appendix 5).
The interview guide must identify the selection panel (in accordance with the CoffeeVille scenario) and contain five questions which evaluate the applicable selection criteria identified from the consultation notes. The questions must not breach EEO or anti-discrimination legislation.
The five questions should cover the following categories:
- work history (two questions)
- education and training (one question)
- personality, motivation and character (two questions).
- Seek approval from Emma Belcastran (your assessor) and make necessary amendments as required by Emma to the:
- recruitment schedule
- position description
- job advertisement
- interview guide.
- Submit all documentation (original and amended versions) as per specifications below. Keep copies for your records. You will need to retain your completed work for reference in Assessment Tasks 2 and 3.
You must submit a completed:
- recruitment scheduleusing Appendix 2
- job descriptionusingAppendix 3
- job advertisement using Appendix 4
- interview guideusing Appendix 5.
- any amendments made following consultation made to the:
- recruitment schedule
- position description
- job advertisement
- interview guide.
- literacy skills to:
- work with job descriptions
- review policies and procedures to ensure legislative requirements are reflected in job descriptions
- to devise suitable questions for interviews
- communication skills to:
- support the recruitment and selection functionsrequired in the simulated business scenario
- technology skills to:
- develop job advertisement/s appropriate to the advertising channel selected
- update the interview guide template in accordance with instructions
- planning and organisational skills in arranging a recruitment schedule
- knowledge of human resources functions, human resources life cycle and the place of recruitment and selection in that life cycle, when arranging a recruitment schedule
- knowledge of principles of equity and diversity and relevant legislation when developing a job description, job advertisement and interview questions.
- No variation of the task is required.
- Documentation can be submitted electronically or posted in the mail.
- A follow-up interview may be required (at the discretion of the assessor).
CoffeeVille is a family-owned and run café located in Melbourne. CoffeeVille aims to serve quality food and fair trade coffee at a city pace. The café is currently open 7 am–5 pm, Monday to Friday.
CoffeeVille has been experiencing consistent growth in sales and numbers of customers over the last two years. This growth has led to a need for a second floor manager who is able to manage customer complaints, take responsibility for higher level café operations and manage staff performance.
The current manager, Joe Belfone, works four days a week. Joe is a good manager, but when he’s not there on Fridays, the café does not run as smoothly. The owners of the café have also decided to start opening on Saturdays, and would like to have at least one manager working from Monday to Saturday.
Owners Emma and Rufus Belcastran have provided you with the task of recruiting a full-time or part-time café manager (working Tuesday–Saturday or Wednesday–Saturday). Recruitment, selection, and induction processes must beundertaken in accordance with relevant external standards, such as legislation and codes of practice, and internal standards, such as organisational policies and procedures.
You will need to review organisational documentation and undertake preliminary research into hiring a café manager.
You will need to recommend thetasks and timelines required for recruitment and selection, provide a job description and advertisement for the role and, finally, provide an interview guide templateto the owners for approval.
The new staff memberneeds to be appointed within six months.
The following are recorded notes from consultations that you’ve undertaken with management.
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Rufus Belcastran – Owner Rufus has expressed that he would like to: ? interview ASAP and is happy to negotiate a suitable time for interviews ? attract an applicant through referral from staff or patrons. Rufus would like a café manager who is available for an immediate start, who lives locally and who has at least five years’ experience in: ? managing staff ? barista training ? motivating staff |
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? induction and in-house training ? performance appraisals. Rufus would also like to hire an individual with a qualification that is relevant tooperating/managing a small business. Rufus is available any time for interviews. |
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Emma Belcastran – Owner Emma wants to spend the minimum on advertising the position and generally prefers to try advertising on the shop window or through word of mouth. She really wants the manager to start some time in the next six months. In terms of the salary, Emma explains that ideally they want to hire someone who’s available for a full-time work week (38 hours) at $24.50 an hour. Emma is available to conduct interviews on Tuesdays, Wednesdays, Thursdays and Fridays, but she requires at least 48 hours’ notice. Emma also mentions that it’s really important to ensure that anyone of any age, gender, cultural background feels welcome to apply. Emma says: ‘We’ve tended to write ads in the past with extremely formal English and sophisticated wording and I feel like it has limited our applicant pool to people with university degrees. I want to move away from that kind of advertising to attract someone with the right skills, not someone with a PhD.’ When you write the advertisement, put my name and email as the contact details for submitting the applications. Emma would be looking for the following in the new café manager: ? an understanding of fair trade principles ? a qualification that is relevant to operating/managing a small business ? exceptional communication skills ? staff management experience including: ? performance management ? training ? strong understanding of coffee products ? sales and customer service skills ? sustainability and community building experience ? ability to develop and implement café policies and procedures ? ability to manage vendors and maintain inventory ? ability to run staff meetings. |
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Joe Belfone – Current Café Manager Joe would prefer to promote an existing staff member who understands the needs of the café and requires limited training. Plus, an internal staff member would be able to start immediately which would be a big help to Joe. Joe would like to utilise CoffeeVille’s Facebook page to advertise the position. Joe is available after 3pm, when he finishes work, for interviews, or Tuesdays around 11am when café is quiet. Joe would be looking for the following in the new café manager: ? CoffeeVille product knowledge ? at least three years’ experience in: ? managing staff, including training ? performance appraisals ? must be highly motivated ? excellent communication and interpersonal skills ? excellent management and leadership skills ? good organisational skills ? an understanding of food and beverage operations ? must be available to work four weekdays and Saturday each week ? social media savvy especially with Facebook and Twitter ? bilingual skills desirable (particularly Italian, Greek or Chinese) The new manager would need to be able to perform the following duties: ? coordinatingthe café schedule, covering different shifts if necessary ? serving as the lead customer service contact at the café, including answering questions, welcoming customers, and other communications ? responsibility for keeping café area clean, neat and orderly ? ordering any supplies needed for the café. |
Name: Date:
Recruitment activities – Recruitment Schedule
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Coffee Ville Café has decided to keep the café open on Saturdays also, due to the increasing growth of the company in recent times. The increasing growth is the reason why the owners of the Coffee Ville café want a new full-time manager for managing the customers and staff in one hand and on the other hand for covering up the time that the other manager cannot provide. This position must be hired in the coming six months. The owners don’t want to invest much money for making advertisement for this position but want to make an advertisement on the shop. The Manager, on the other hand, wants promote a person from the current staff, through Facebook. The person to be appointed as the new manger must be well acquainted with staff training and management and must have knowledge and experiences in managing a small business. There is no restriction for participating in this position with regards to gender, nationality and cultural background. |
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Milestone: Action and/or objective |
Time required |
Person responsible |
Budget and/or resources |
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Meeting and Planning |
1 Day |
Owners, Manager and HR. |
Conference room |
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Selection and job description points |
2 Days |
Owners, Manager and HR. |
Conference room |
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Interview selection panel |
1 Day |
HR |
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Advertising strategy for the position |
5 Days |
HR |
Social Media and Networks signboard. |
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Application reception and short listing |
20 Days |
HR- Manager |
Via E-mail and printed |
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Preparing interview questions |
6 Days |
HR, Manager and Owners |
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Preparation of interview schedule and arrangement for interview |
5 Days |
HR, Manager and Owners |
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Interviewing short listed people |
20 Days |
HR, Manager and Owners |
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Results and selection process |
15 Days |
HR, Manager and Owners |
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Final selection and job offer |
2 days |
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Contract signing and induction |
2 Days |
HR and Manager |
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