1. religion, sexual orientation, disability or beliefs. HR is

1.    
SELECTING
THE CANDIDATE

 

Shortlisting
should commence only after the closing date has passed.

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This
process is to be conducted with at least three staff members of Coffeeville ensuring
equal opportunity for all applicants. The panel is to be made up of both male
and female staff and including the Store Manager as they are expected to have
the greatest awareness regarding the position. There should also be at least
one staff member from HR to cover legislation and processes.

All
applications need to be screened primarily in accordance with the essential
criteria required, followed by the desirable requirements.

 

When
shortlisting, the below sheet is to be used so that a record of applicants is
kept and can be referred back to at a later stage if need be (refer to the
below screenshot for an example).

Create a
list of the essential and desirable skills required for the job and mark it on
the sheet for easy reference when interviewing a candidate.

 

SHORTLISTING GRID

Job title:

Please use scale of
1 to 5 (1 low and 5 high)

APPLICANT 1 NAME:

Criteria fulfilled:

1

2

3

4

5

Comments

APPLICANT 2 NAME:

Criteria fulfilled:

1

2

3

4

5

Comments

APPLICANT 3 NAME:

Criteria fulfilled:

1

2

3

4

5

Comments

APPLICANT 4 NAME:

Criteria fulfilled:

1

2

3

4

5

Comments

 

Applications
will not be assessed in regards to age, gender, religion, sexual orientation,
disability or beliefs.

HR is to
contact the suitable applicants to schedule an interview and telephone the
reference’s supplied on the applicants resume. To take full advantage of the
technology provided, interviews can also be conducted via skype if the
applicant cannot attend the physical office for a certain reason. 

 

 

2.    
APPOINTING
THE SUCCESSFUL CANDIDATE

 

After all interviews have concluded and an
applicant has been chosen, the contract of employment is to be offered to the
candidate by no later than one week after the interview. Upon acceptance, a
version of the contract is to be emailed to the new Employee for their review
and signature.

 

The
contract of employment is to clearly show the hours of work required and
include the TEC (total employment cost) which details base salary and the
superannuation component. It is to also include all information regarding
probation periods and termination by either party including redundancies.

The
probation period is three months after the commencement date after which staff
will receive a formal letter indicating if they have passed the probation
period.

 

The new
Employee will be required to complete a drug and alcohol test at the following
location before commencing work. This is for the account of Coffeeville and the
employee is advised to ring and make an appointment at their convenience.

Drugforce

112
Sample St

Perth WA
6000

Telephone:
08 9245 0000

Email: [email protected]

 

On the
first day of employment, one piece of uniform (Coffeeville shirt) will be provided
to the new employee with additional shirts being available for purchase at
$20.00/shirt.

 

If a
staff member wishes to leave Coffeeville, they are to give a minimum of three
weeks’ notice and must return their uniform provided by Coffeeville, unless the
item is purchased.  

 

All unsuccessful
applicants are to be emailed within two weeks of the advertisement closing
date, using the below wording:

Thank you for applying for
the position of with Coffeeville.  Unfortunately on this occasion your application
position was unsuccessful.

 

Should you wish to discuss
the outcome of your application further, please don’t hesitate to contact me directly
on 08 9245 7000.

 

I wish you well in your
future employment endeavours.

 

To
monitor the compliance and success of the recruitment period, HR is to meet
with the new employee six weeks after commencement to ask for their feedback on
the process. This information is vital for Coffeeville and both positive and
constructive feedback should be taken on board.

Staff deciding
to terminate their employment with Coffeeville should be approached to conduct
an exit interview so that the Company can gauge the reason for leaving and
implement steps to retain future staff.

 

Barista
training is conducted monthly or as required by the company ‘Baristar’ who attend
Coffeeville for one day training. If the Store Manager or Company Owner decides
that more training is required, Baristar can be approached to conduct training
over a week rather than just one day.

Baristar
are available after the training sessions to answer any questions and can be
contacted on 1800 145 231.

x

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