For this part of the assignment, your selection process should include the following components:
1. Selection of the Job Analysis Method to be used and your rationale for its selection
2. Job Description for that position
3. List of Job Specifications
4. A List of the Resources Cited
1. Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.
2. Rationale for usage
3. How the tool or tools will be used in the selection process
4. List of resources cited
For this assignment, we will develop the selection process of a waiter.
1) Initial screening: All the applications and resumes will be reviewed at this stage to select the candidates who meet the minimum criteria and qualifications for selection and to discard the candidate who do not even meet the basic qualifications.
2) Employment Testing:
In this step, various assessment tools designed to measure critical job characteristics are being used.
Almost anybody who is desperate for a job can act well enough to fool even highly skilled interviewers. Pre-employment assessments help employers look "below the surface" to better evaluate applicants, saving time and money.
First and foremost, Job Attitude Surveys can tell you, up front, if you're spending your time interviewing people who're most likely to be honest, hardworking and reliable. Knowing that, your hiring managers are ready to choose from a more select group.
Additionally, assessments that investigate behavioral traits significantly enhance the selection process. While some attributes are common to many "front of house" positions, certain key traits tend to differ from Job to Job and restaurant type to restaurant type. The best assessments can be customized for your operations and based upon people who've proven to be successful for you.
For the position of a waiter, the following job analysis methods are being used.
Sociability: Waiters scoring lower in Sociability often handle the flow of food and beverage to tables quite successfully. They're reasonably warm and friendly to the customers and are not likely to spend their time in idle chatter. Their sales style relies totally on carefully rehearsed patter.
As may be anticipated, high Sociability waiters tended to be charming and likeable, and many were "naturals" for selling. In the early part of service they circulated selling beverages preferring to allow others to handle the flow of food. After main course they moved about the tables realizing high-margin add-on sales opportunities. Of course while they stand and chat you'll consider hiring addition staff just to move the food!
Energy Level: With higher Energy Levels waiters food running productivity can be excellent. These types prefer to be active and on the move. Beware, though, that attentiveness to service does not suffer during off-peak nights. When there's little to engage their energies, an apparent lack of interest can arise. Of course, lower Energy Level waiters, can stand around a great deal too - apparently waiting to be told what to do next.
Some of the other common criteria for analyzing/testing are as follows:
Being observant (e.g. noticing empty glasses)
welcoming, friendly, and polite
comfortable with dealing with customers
interested in food and have a knowledge of drinks
clean and tidy, with high standards of personal hygiene
able to remain calm under pressure
aware of health and safety issues
able to memorise orders
numerate for dealing with bills and payments
able to work on their own and as part of a team.
The candidates selected after the employment testing are then called for personal interviews. Interviews consist of scoring guidelines and questions to capture unique company and job factors.
Interviews will help in further assessment of the candidates with respect to desired characteristics for being a waiter, such as communication skills, customer service skills, learning capabilities, etc. It will help in analyzing the personality of the waiter. Also, it will also help in assessing the real need of the candidate for taking up this job.
4) Final Screening:
After the ...
Selection of the Job Analysis Method to be used and your rationale for its selection