I am going to evaluate the usefulness of the documents which QMH in facilitating the interview process
Documentation 1: The first document which QHM uses is a recruitment and engagement form, this provides information such as what hotel department the candidate wants to work in and the contract type and number hours you will be working. This document also provides information if the candidate is a replacement candidate or a new candidate. This document is useful in the interview process has its giving information on what role the candidate has applied for and it contains the hours which they will be working and also if it is a replacement candidate or a new candidate. This information is for use of the UK divisional director or regional operations director has this documentation must be authorised by the UK divisional before pursuing the application.
Documentation 2: This documentation is the job description for QMH this document is important has it contains what the job involves and the general scope and purpose of the job, what the employee expects from the candidate which is applying for this role. This document also contains what responsibilities you will have. this is important documentation whilst going through the interview process has the job description provides the standard by which an employee can be evaluated, recognized for exemplary work, helped to improve, or — in the worst case — dismissed for simply not doing her job.
Documentation 3: This document is the personal speciation for QHM this provides the requirements a job holder needs to be able to perform the job satisfactorily. This includes -, Education and qualifications, Training and experience-, Personal attributes / qualities. In this documentation the skills will be essential or desirable this is providing the outline of what you will need to be a successful candidate of the job role which you are Appling for. This is use when it come to the interview process as the employee will be able to see if the candidate as the right skills which are required for the job role.
Documentation 5: The fifth documentation which is used is a telephone/screen/first contact interview. This provides the information which QMH use to recruit. This informs the candidate of the telephoning interview. This is carried out by the Department of managers and human resources administration in order to assess whether the application meets non-negotiable as a minimum standard. This helps the interview process to shorten the listing candidates from the job role as the candidate will be giving an answerer weather they are successful to go to a face to face interview or they have not been successful through telephone interview.
This documentation also contains how the candidate heard about the vacancy and it also includes what hours they are available to work. This also contains why the candidate as left their current position or are they leaving the current position, it ask what is the candidates expectations of salary and also ask if the role will be there main job and what notice period are you required to give. This question must be completed before the telephone interview goes ahead. This gives the employee details about the current candidate. In this documentation is also explains to the candidate about non-negotiable, in order that all the applicants meet the minimum standards which then QMH will pursue the application.
This information contains about work permit, bank account. Building society this explains how QHM will pay the wages and you must have a bank account. It also provides information about you must have at least two referees. It also providing information to the candidate about the uniform and the grooming presentations and the travel to and fro work. This documentation helps with the short listing of candidates as if the required candidate cannot meet the standards of the non-negotiable the plication will not be pursed.
Documentation 6: This documentation is a one to one interview once been successful through the telephone interview. This documentation enables the employee to score the candidate on appearance, poise, personality also if the candidate is able to converse and the awareness of the candidate and the knowledge of the work field and the qualification, skills and experience which the candidate has. The candidate will then be scored 1 to 5 with a rating from 1 to low and 5 to high this helps the employee in choosing the right candidate for the job role. This form also contains questions which the employee will ask the candidate about the job these questions will be based on the job which the candidate is applying for. The questions which may occur are given an example of a situation when you have worked under pressure? These questions the will be score from 1 to 5 with a scoring system of 1 unsatisfactory and 5 outstanding answer. This enables help with interview process in shortlisting candidates.
Documentation 7: This form for QMH Is what the employee gives feedback on the overall interview of how the candidate performed this goes on a rating of average and green which is good. This document contains information of the areas to probe for the candidate and also the check on the reference and the check of the notice period. This form then contain if the candidate should be offered the job or not this helps in the interview process by shortlisting the application on their performance overall throughout the interviews stages.
Documentation 8: This document which is provided by the company is the welcome pack for grooming and personal presentation standards of QMH. This provides the candidate of the dress code whilst working for the company and the personal hygiene and the appearance of how QMH would like the employee groom them self’s. This document is used through the interview process to give the candidate the right guide on the grooming and personal presentations of the company. This document is useful through interview processing has the candidate will know if it will be able to meet the standards of the grooming throughout the company.