RECRUIT AND SELECT STAFF
1.
Job description for Restaurant Manager
Job Summary:
Plan, organize, direct, and coordinate the workers and resources of the restaurant for the efficient, well-prepared, and profitable service of food and beverages.
Tasks and Duties:
The restaurant manager job includes anything from creating and maintaining a budget, to determining staff schedules, to filling in for the wait staff or kitchen staff when the restaurant is short-handed. Other common tasks include the following:
Working with the executive chef to determine menu items and pricing. Work with chefs for efficient provisioning and purchasing of supplies.
Managing customer relations
Dealing with staffing issues
Direct hiring, training, and scheduling of food service personnel.
Motivating, managing and training employees
Ordering supplies
Marketing
Keeping the restaurant in compliance with health codes, etc. Comply with all health and safety regulations.
Review and monitor, with bookkeeper or other financial personnel, expenditures to ensure that they conform to budget limitations. Work to improve performance.
Perform other duties as assigned by management.
1. Estimate food and beverage costs. Supervise portion control and quantities of preparation to minimize waste. Perform frequent checks to ensure consistent high quality of preparation and service.
2. Supervise operation of bar to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations.
3. Work with other management personnel to plan marketing, advertising, and any special restaurant functions.
4. Investigate and resolve complaints concerning food quality and service.
5. Enforce sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas.
Qualifications:
1. Graduation in hotel/restaurant management is desirable. A practical experience and education will be considered as an alternate. .
2. Sound management skills for dealing with diverse duties and staff.
3. Pleasant, polite manner for dealing with public as well as staff.
Job Description:
Hotel and motel managers manage the personnel, financial operations, and the marketing activities of hotels and motels. Duties vary depending on the title and place of employment. Establishments of considerate size may employ different managers for different departments.
Salary Range for Hotel and Motel Managers:
$30,000 - $60,000+
Annual earnings are determined by a variety of factors including title, place of employment, level of education, and experience.
Minimum Education:
Diploma in Hotel Management
Essential Classes for Hotel and Motel Managers:
· Management Information Systems
· Marketing
· Human resource Management
· Finance
· Marketing
· Speech/Communications
Job Outlook for Hotel and Motel Managers:
The travel and lodging industry depends heavily upon the state of the economy. As such, the Department of Labor predicts that this field will grow slower than the average field or occupation.
2.
· Size of the advertisement
GINGER HOTELS
GUEST SERVICE ASSOCIATES (G.S.A)
Diploma/Degree in Hotel Management &
Minimum 1 year Experience
TRAINEE G.S.A. for Graduates
Contact: hm @gingerhotels.com
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· I would like to give the advertisement in Herald Sun and The Age’ newspapers because these are the most reputed newspapers in the Melbourne.
· I would like give advt. in to Seek.com.
i) Open -- available to anyone meeting minimum qualifications.
ii) County-Wide Promotional -- available only to County employees.
iii) Agency/Department Promotional -- open only to employees of specific agencies
iv) Recruitment -- recruitment is basically known as internet recruitment. It is one of the modules of oracle Application HRMS e-business suite. It is completely a web based module which has all the functionality of recruitment process for an organization. It is internet enabled by which you can give access of our system to outside world to apply/view job posting in your organization as well as they can become registered member and apply for jobs using this system It is similar to other Job Sites, But here you will have total control over the system and yes you need have to pay to job sites for recruitment activities. It share it's database structure with core HR.So all candidates/Applicants information it stores it goes to Core Hr tables.
v)
vi)
Wanted Restaurant Manager
How would you like to progress your career with a company that will provide you with structured career development training that will equip you for bigger and better things in the future? That’s not all — you’ll be working for a young, forward looking owner who believes his people are his greatest asset, and you’ll have a young, vibrant team working with you. To complete the picture, the restaurant is located right on the water with spectacular views, while also being ideally located to take advantage of major road transport corridors and CBD public transport options.
Sound interesting? Ok, well this is not a job for a bored waiter or someone who has run a small café or restaurant. The successful applicant will have to prove solid, stable experience managing a similar, busy hospitality business and will be quite comfortable working with strict management systems and even stricter financial and other performance targets. We are not looking for a head waiter here; we want a manager in the true sense of the word, but do not take this to mean that this is a hands off role.
To win this position you will have to demonstrate excellent personal presentation, strong people skills, excellent service skills, a good understanding of the financial control of a hospitality environment; proven experience in the recruitment, selection and training of staff and good computer skills.
We know you’re out there, and when we find you we’ll negotiate a generous, performance based salary package and, at a time when other employers are panicking and cutting all discretionary spending, we’ll commit to investing time and significant money into you in the form of a structured external/internal development program. We’re serious about professional hospitality management — are you?
Please forward your resume to
vii)
Interview Questions:
Work History
· Name of company, position title and description, dates of employment.
· What were your expectations for the job and to what extent were they met?
· What were your starting and final levels of compensation?
· What were your responsibilities?
· What major challenges and problems did you face? How did you handle them?
· Which was most / least rewarding?
· What was the biggest accomplishment / failure in this position?
· Questions about your supervisors and co-workers.
· What was it like working for your supervisor? What were his strengths and shortcomings? Who was your best boss and who was the worst?
· Why are you leaving your job? What have you been doing since your last job?
· Why were you fired?
Job Interview Questions about You
· What is your greatest weakness?
· What is your greatest strength?
· Describe a typical work week.
· Do you take work home with you?
· How many hours do you normally work?
· How would you describe the pace at which you work?
· How do you handle stress and pressure?
· What motivates you?
· What are your salary expectations?
· What do you find are the most difficult decisions to make? Tell me about yourself.
· What has been the greatest disappointment in your life?
· What are your pet peeves?
· What do people most often criticize about you?
· When was the last time you were angry? What happened?
· If you could relive the last 10 years of your life, what would you do differently?
· If the people who know you were asked why you should be hired, what would they say?
· Do you prefer to work independently or on a team?
· Give some examples of teamwork. What type of work environment do you prefer?
· How do you evaluate success?
· If you know your boss is 100% wrong about something how would you handle it?
· Describe a difficult work situation / project and how you overcame it.
· Describe a time when your workload was heavy and how you handled it. More job interview questions about your abilities.
· More job interview questions about you.
Job Interview Questions about the New Job and the Company
· What interests you about this job?
· Why do you want this job?
· What applicable attributes / experience do you have?
· Are you overqualified for this job?
· What can you do for this company?
· Why should we hire you?
· Why are you the best person for the job?
· What do you know about this company?
· Why do you want to work here?
· What challenges are you looking for in a position?
· What can you contribute to this company?
· Are you willing to travel?
· Is there anything I haven't told you about the job or company that you would like to know?
Interview Questions: The Future
· What are you looking for in your next job? What is important to you?
· What are your goals for the next five years / ten years?
· How do you plan to achieve those goals?
· What are your salary requirements - both short-term and long-term?
· Questions about your career goals. -
· What will you do if you don't get this position?
5.
· Its panel interview (also called committee interview), the interviewee will meet with several individuals at one time, typically sitting around a conference table. Many of these interviewers will be your supervisors and colleagues; they may take turns asking you prepared questions. And generally, other candidates will be asked the same questions so that their answers can be compared. Panel interviews were first used in academia and health care industries, but are becoming more popular in corporate sector nowadays.
· The advantage of panel interviews is that they are more reliable and job-related since panel members are accountable to each other, and interviewer can make their decisions on the same sample of behavior. To the applicants, the panel interview is less time-consuming, and can give you an opportunity to see how the staff works together. However, it can be more stressful since several interviewers are involved and the interview questions may be more rapidly paced.
Because of it’s a panel interview there is a particular time and date given to the interviewee so that the interviewing team could be available to interview the candidate.
i.e., on 12-03-2009 at 10:00 am.
6.
Your preparation for the interview has equipped you with a number of questions that will help you get to know and evaluate candidates. But there's plenty more to do before, during and after the interview.
Before the Interview
· Put Candidates at Ease: Interviewing can be stressful, so do your best to help candidates relax. Make sure each candidate is greeted and escorted, if necessary, to the interview location. Start with low-key questions.
· Don't Judge on First Impressions: We've all met them -- people who don't make a great first impression but end up being great employees. To make sure you don't overlook these diamonds in the rough, withhold judgment until you've had the chance to thoroughly evaluate a candidate's capabilities and potential.
During the Interview
· Tell the Candidate a Little About the Job: While you don't want to dominate the interview time, you should start with a brief summary of the position, including the prime responsibilities, reporting structure, key challenges and performance criteria. This will help the candidate provide relevant examples and responses.
· Don't Be Afraid to Improvise: Plan your questions, but don't feel you must ask only those you've chosen in advance. Be responsive to what the candidate tells you, and build new questions off their answers, says Shelly Goldman, executive recruiter with The Goldman Group Advantage, an executive recruiting firm in Reston, Virginia.
· Listen: If you are doing most of the talking during an interview, you will not be able to obtain enough information to distinguish between candidates or to determine a candidate's true competencies. A general guideline is to spend 80 percent of your time listening and only 20 percent talking.
· Take Notes: While you won't want to transcribe everything the candidate says, do write down important points, key accomplishments, good examples and other information that will help you remember and fairly evaluate each candidate. An interview guide, prepared in advance, will make note-taking easier and give you a structure for capturing key information.
· Invite Candidates to Ask Questions: This can be the most valuable part of the interview. Why do they want to be here -- is it the challenge of the job, advances in the industry or something specific about your company? Or is the candidate fixated on salary, benefits and time off? If the candidate has no questions, this should be a red flag, especially for senior-level employees. Make a note of what the candidate asks, and be sure to follow up if you can't provide the answer immediately.
· Follow Legal Interviewing Guidelines: It is critically important that every interviewer at your company, from HR clerks to top executives, understand and follow legal hiring guidelines. The easiest way to keep your interviews fully compliant is to ask only questions that relate to the job, eliminating the potential for bias by not introducing questions or scenarios that will elicit irrelevant information.
After the Interview
· Let Candidates Know What They Can Expect: A pet peeve of many job seekers is that they are left hanging after an interview, or they are promised follow-up that never comes. If the candidate is a good fit, be clear about what the next steps will be. And if the candidate is not a good fit? Always end the interview on a positive notes, but be genuine, says Goldman. Don't tell the candidate to call you if you don't mean it.
· Compare Notes and Reach Consensus: The post-interview evaluation is the time to compare notes and advance the hiring decision. Each interviewer should be prepared to back up remarks and recommendations with specific examples and notes from the interview.
· Deepen the Questions as You Narrow the Field: Subsequent interviews with finalists are valuable opportunities to learn more about them. Consider adding show-me exercises such as a strategic-planning exercise or a walk-me-through-what-you'd-do activity involving a real business challenge the individual would be facing.