During graduation, I started applying for the job of waiter. It was the first time; I was applying for any job. Since, I wanted to start my career in the service industry, so this entry-level job was the best option. I had no previous experience, but only basic skills of problem solving, basic knowledge of food, and communication. However, I prepared my curriculum as according to the job description for the post of waiter provided by the XYZ cafeteria. It emphasized on the requirements of communication skills, organization skills, and positive disposition. Moreover, explained about the primary duties and responsibilities that includes greeting customers, taking food and beverage orders, serving food and beverages, checking customers from time to time to ensure if they are enjoying their food or need any other service, and briefing customers about food and their specialties. It also declared the wage per hour and benefits that an employee could take from the job. However, I noticed that the information in the job description was not enough. It must include detail description of the duties and responsibilities of the waiter.
The XYZ Cafeteria published their waiter’s job ad in the newspaper and over the web. The application for the job required sending resume along with two photographs by an email. The application was answered after a week and interview was scheduled the next day. The interviewee asked certain basic questions regarding the job. Luckily, I was selected instantly and was asked to join from the next week. Later on, I was set on the job training for a week, so that I can learn about the major responsibilities and the cafeteria, and understand how to deal with the customers .
In a period of five years, I was promoted up to three levels. Currently, I am in charge of taking interviews and train new staff of the cafeteria. Based on my experiences, since my first interview at the XYZ Cafeteria until today, I have observed several inaccuracies in the HR processes of the Café. Firstly, during the recruitment process, I observed inefficacies in the job description. The description was not detailed enough. Secondly, the interview was not as effective as it could be. Since, interviews are one of the most critical stages of hiring process, so manager must prepare in advance. It should be conducted in a way that can help in knowing much about the candidate. However, I experienced that my manager asked only few basic questions and wind up an interview within a short time. Managers should list down questions that should be based on four categories including, fact-finding, problem solving, creative thinking, and behavioral. According to HR experts, behavioral questions help most in revealing skills and knowledge of the candidate. In behavioral interviews, interviewee explains particular situation and ask the candidates, how they would behave in such situation. Such questions help interviewee in understanding the behavior and the type of personality of the candidate.
During on job training, I observed that the waiter’s job had number of more responsibilities than ones listed in the job description. The waiter had to perform the job of cashier and help bartender in preparing beverages. The reason of poorly composed job description was the lack of proper job analysis phase that I realized after becoming the part of the café. Human Resource managers of the XYZ café were used to follow the same old job description for the post of waiter instead of analyzing job by using critical incident methods, task inventory analysis, and competency based analysis. Job descriptions must be updated from time to time by collecting basic and advanced information regarding the job position. An appropriate job analysis help in composing the detailed job description providing all necessary information to the candidates regarding the job. It also help in keeping the motivation level of the employees higher; since, they realize that their every activity is being counted in their job and do not go wasted .
During my experience at the XYZ café, I observed that the management was not conducting pre-employment tests for the post of waiter. However, they are one of the most important criterion to choose the best candidate for any job. Pre-employment tests include job knowledge tests, assessment center tests, work sample tests, personality and interest inventories, cognitive ability tests, interest and personality inventories, bio data tests, and other important tests. These tests help in knowing about the level of knowledge and skills, and interest of the candidate in the given job.
Being an in charge of an interview and training new staff, I have to conduct interviews and be the part of recruitment process. While interviewing candidates, I briefly introduce them with the services and policies of XYZ cafeteria, list responsibilities of bartender and waitress, provide them information about the workers’ benefits and wages, and ask them basic questions related to their previous experiences or projects they carried out during their studies. However, the process can be further improved by adding behavioral, fact finding, and creative thinking questions related to food and beverages services. It is also suggested that, instead of organizing only personal interviews, panel interviews should also be conducted. It is because; waiters have to deal with number of guests every day at the café. Therefore, she must be confident enough to face large number of people as like in panel interviews. In panel interviews, interviewees decide among themselves that what type of questions they would ask from each candidate. They divide time for every candidate like four minutes of each interviewee. The interviewee ask questions related to their field. For example, the psychologists are included in the interviewing panel of the job interviews. They are provided with a certain time to judge the abilities, skills, and behavior of the candidate. Similarly, other interviewees are also provided with certain minutes .
My overall experience at the XYZ café was very much positive. I implemented primary HR functions and learned how important it is follow the standards of human resources. However, I did not get a chance to learn about most of the latest HR practices, but being in charge of training and recruitment, I am focusing on improving the skills and knowledge of waiters. New hires are set on three weeks training period instead of just one week. Now, job analysis is carried out every year to update the job description of different jobs in the café. Exit interviews are also conducted at the retirement age of the employees to improve future functions of the café. Furthermore, trainings are organized for managers as well to train them how to interview candidates at XYZ cafeteria .
Works Cited
Durrani, Amir S. "Current Hiring Practices in the Restaurant Industry: An Example of California Restaurants." Graduate Theses and Dissertation (2013).
Mayhew, Ruth. What Is the Process for Proper Effective, Efficient Recruitment & Selection of Staff? n.d. Web.
The Wall Street Journal. Conducting Employment Interviews – Hiring How To. n.d. Web. 15 Nov 2014.
White, Mary Gormandy. Waitress Job Description. n.d. Web.
