Introduction  

The report presented herewith deals with recruitment and selection process for post of F&B manager in Radisson Blu. It provides detail about the job description, legislations and selection process. The report helps in developing a deep understanding of ways through appropriate candidate is selected. Moreover, it determines the importance of getting right people selected. It provides valuable insights in context of recruitment and selection process and helps organization to adopt appropriate recruitment policy.

Section 1

1.1

There is a vacancy for the position of F&B Manager in Radisson Blu. The different requirements of this position will be analyzed through the process of Job Analysis. This technique involves outlining the tasks, responsibilities, performance standards, skills and knowledge needed, context of job, experience required and equipment used (Franklin, 2005). An F&B manager is charged with the responsibility of managing all the operations of the F&B department. Firm can used multiple hurdle model for the position of F&B Manager which can be understood with help of below figure.

An effective candidate for this position is capable of forecasting, planning and managing F&B orders, employees and finance (George and Jones, 2008). Three years of experience in F&B management is required for this job. Moreover, it is required due to the nature of the job that the respective person must have working knowledge of different computer software programs such as POS, MS Office and Restaurant management software. The main context of this job role is maximizing revenue and sales by means of garnering high employee engagement and customer satisfaction. Job analysis includes job description and job specification which are further discussed in the next part.

Section 2

2.1

There are a number of laws in effect that employers need to abide by during recruitment and

selection process.

Data Protection and Freedom of Information Legislation

The above act is a crucial consideration during the process of hiring. The personal data of applicants should only be used for lawful and specified reasons that are relevant to employment. It is also very crucial to maintain the confidentiality of the data and the members of the appointing panel must not share candidates’ details with anyone apart from the HR. Moreover all documents provided by the applicant can be disclosed at request (Barnard, 2006).

Equality Legislation

There are many sets of legislation that impact the process of recruitment and selection. These are:

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