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HRMT 5130
Talent Acquisition (P60)
Final Group Project
Submitted By:
Divleen Kaur (100425189)
Arshwinder Singh (100430156)
Amandeep Kaur (100423974)
Kiranjit Kaur (100423832)
Submitted to: Monica Affleck
29 November 2022

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Table of Contents
Executive Summary..............................................................................................................................3
Introduction...........................................................................................................................................4
Part 1......................................................................................................................................................5
About Us.............................................................................................................................................5
Mission, Vision, and Values ...............................................................................................................6
Corporate social responsibilities.........................................................................................................7
Employee Value Proposition (EVP) ...................................................................................................9
SWOT ANALYSIS - Bake n Take...................................................................................................11
Customer Target Market...................................................................................................................12
Business Plan for 1-year ...................................................................................................................13
Organizational Chart – Bake n Take.....................................................................................................14
Part 2....................................................................................................................................................15
Key issues faced by the organization:...............................................................................................15
Job description ..................................................................................................................................20
Competency Profile ..........................................................................................................................22
Core competencies............................................................................................................................23
Responding to customers' needs in an efficient and effective manner..............................................23
Employee reference check form .......................................................................................................37
Part 3....................................................................................................................................................38
Marketing Strategy for the role of Human Resource Manager.........................................................38
Advertisement #1..............................................................................................................................41
Promotion Plan..................................................................................................................................43
Part 4....................................................................................................................................................46
Recruitment Process..........................................................................................................................46
Design a selection/screening tool to evaluate candidates .................................................................50
Evaluation Plan for the validity of Recruitment process ..................................................................52
Conclusion ...........................................................................................................................................55
References............................................................................................................................................56

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Executive Summary
Our company’s name is bake n’ take that is serving people since 2021. The main motive of
our company is to satisfy the tastebuds of our clients by providing different kinds of cookies,
muffins, donuts, breads, pastries, and many more. As every business these days encounter
some issues our bakery also faces some problem. In this research we will discuss different
issues that our bakery is facing. For bake n’ taste, we need to hire HR manager for which we
will emphasize on the need analysis, marketing & promotion, as well as recruitment process.

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Introduction
The main purpose of this report is to understand and analyse company’s perspective, which
will cover the size, vision, mission, values and profile of the company. After analysing the
issues of our company, we concluded that the position of HR manager is required. For this
position, we will use different strategies for interviewing, marketing and promoting, and
processing and evaluating. For this, we created competency profile and interview guides. To
meet this position, our bakery uses different channels for job advertisement by providing some
EVPs to attract the desired position.
Our bakery was expecting 100 candidates for this position out of which we will hire the best
candidate who will meet our competency requirements. For this, we will take interviews, use
screening and selection methods and design the metrics to evaluate the validity of our hiring
process.

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Part 1
About Us
Size Our bakery is currently earning $12 million annually; we are expecting to grow over $25
million by 2030. We are a group of 50 employees now; we are planning to expand it and
employing over 80 in the upcoming years. We are also focusing on expanding our business
geographically, to meet the demands of the people across the lower mainland.
Our Products
Our objective is to satisfy the tastebud and cravings of customers of all ages and
backgrounds. We produce different types of bakery items that include:
Cake (cup, bar, brownies, muffins)
Pastry (Pie, cream, roll, Danish)
Bread (Bread roll, bread bun, pan bread, flat bread)
Snacks (Donuts, cutlets, samosa, sandwiches, pizza, croissants)
Sweets (dessert, carrot pudding, rice pudding, cookies)
Coffee

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Mission, Vision, and Values
Mission - To provide our customers with an amazing experience by providing them with the
quality food and desserts that they desire. Our Bake n' Take bakery wishes to provide its
customers with a lovely atmosphere that includes both comfort and opulence. Because our
bakery represents joy, we aim to please our customers by providing the best service possible
(Baton global, 2021).
Vision - Our vision is to be the most successful, experienced, and capable at our jobs while
remaining people-oriented. We hope to spread these vibes across the country in the coming
years, spreading our wings of surprise to everyone with the best deserts and the most wonderful
experience. (Global Baton, 2021)
Our Values –
I used the Baton Global article to help me create the values of our company, Bake N Take
(Baton global, 2021).
• We provide honest, timely communication and service to all customers, team members,
and competitors.
• By fostering a safe working environment, we protect the health and safety of all
teammates and customers.
• We are committed to giving employees opportunities to grow personally and
professionally while providing exceptional products and a superior customer service
experience.
• We actively support our community by donating products and time to deserving
organisations, communities, and families. We encourage teammates to take the
initiative and make decisions that are centred on the customer.
• We seek out new trends, products, services, and technologies with the potential to
increase and maintain customer loyalty.
• We strive to establish a cooperative spirit among individuals and departments in order
to create a positive work environment, understanding that our success is dependent on
our ability to perform as one successful team.
 We always treat our customers with dignity and courtesy.
• We provide the best desserts to our customers, including gluten-free options (Baton
global, 2021).

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Corporate social responsibilities
Bake n’ take’s main objective is to increase positive causes through business activities and
lessen the power of negative consequences (The balance, 2022).
 Environmental responsibilities and commitments
Renewable energy –To reduce greenhouse gas emissions, our company relies mostly
on energy from renewable sources or consumes less energy overall. To be more
energy efficient, we upgraded all the machinery and equipment to new ones that
consume less power.
Recyclable packaging – Our goal is to encourage sustainable or reusable packaging
while minimizing the use of plastic. We often use environmentally friendly packaging
materials like corn-starch packaging for smaller products and corrugated packaging
for bigger ones (Stobierski, 2021)
 Philanthropic responsibilities
2% profit to charity- We occasionally contribute a tiny percentage of our earnings to
non-profit organizations; however as our business has grown, we have decided to
donate at least 2 % of the annual revenue to charitable foundations. Making the world
and society a better place is our primary obligation; therefore we take steps to achieve
this goal that has a significant impact on society as a whole.
Supports health and educational initiatives – We have chosen to support health and
educational institutions financially and in other ways as go forward while keeping the
sustainable development goals in mind (Indeed, 2022).
 Ethical responsibilities
Workforce diversity- We value diversity at work, and by 2028, we hope to increase
the number of employment available to women by 65%, including underrepresented
groups. In addition, we have hired individuals from many different cultural
backgrounds to uphold fair and equitable employment opportunities.
Fair wages & benefits- Keeping our employees happy and motivated is our top
concern; we pay them fairly, like paid time off, vacation, and health benefits. Our

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staff participates in training activities to enhance their skills and learn new skills in
line with contemporary business trends.
Code of ethics for workplace harassment and discrimination- We educate our
employees about their rights and roles. As a result, employees can be aware of their
rights and take appropriate actions if they feel discriminated against, harassed or any
undesirable action (Indeed, 2022).
 Responsibilities towards consumers
Good quality products- Consumers are the driving force behind the market, so we
strive to give them high-quality products that won’t affect their health, such as gluten-
free products, as people’s awareness of their health increases.
Customer service cell- Customers may contact our customer care department if they
have any questions or complaints, and we also encourage their suggestions for
improving our products.
Services regarding products- Every four months, we conduct research and
development to learn more about consumers’ preferences, tastes, and budgets. We
always make sure that we never run out, which would be inconvenient for our
consumers.

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Employee Value Proposition (EVP)
Our Bake n Take bakery will provide benefits to employees based on the skills, qualities, and
experience they bring to our company.
“We care deeply about our worker’s success and are committed to helping them.
Because of this, we are dedicated to making it your favourite place. By building a
culture of flexibility, learning, and belonging, our leadership team encourages
employees to grow as individuals and professionals. Join us and have fun at work.”

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SWOT ANALYSIS - Bake n Take
Strengths Weakness
 Our bakery has an Experienced
Gluten Dietitian to keep a check on the
products.
 Our Bakers have their graduation degrees
from best Culinary Schools
 The Owner himself has an MBA in Global
Business (marketing)
 They excel in finance, accounts, research
marketing, and other such technical sites
 Located at a great strategic location which
has many footfalls.
 Equipment is abundant that is not shared
with other foods to keep the taste intact.
 It is the only gluten-free bakery in that
location.
 The marketing team is professional and
experienced.
 Reservations are available for parties that
have more than fifteen members.
 Facility of coupons and gift cards.
 Customised solutions if the consumer
demand
 Priced competitively
 Separate menu for kids
 Societal orientation
 The staff does not have much
experience in running a factory
business.
 Less experience in manufacturing
items in bulk, taking orders and
inventory management
 Expense to completely clean
equipment every night of
contaminants
 Gluten products tend not to stay
fresh but only the wheat-based food
items
 Staff is young mostly students and
many times are therefore
unpredictable
 Customers many times have
confusion regarding wheat free as
well as gluten-free products
 Lease is very expensive
 Lesser points of differentiation
present in the main menu
Opportunity Threats
 Awareness regarding celiac disease is
increasing every day
 5 main publications are now promoting
Gluten Free and healthy living
 Recession due to covid-19
 Bakeries in our location tend to start
gluten-free baked products in the
future.
 Development of a gluten-free pill

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 Consumers that are without celiac are also
opting for Gluten Free diets being a regular
part of their life
 Restaurants have now gained the experience
of gluten-free consumers
 People are moving toward a healthy
lifestyle that our bakery can provide
 Baking products with rice flour also taste
like the wheat flour, which can be a good
alternative in future.
 Baked goods are not seasonal therefore can
be sold annually
 Package products available for retail
distribution such as Good Earth and Whole
Foods
 Partnership with social media influencers of
the area and celebrity who are also a victim
of celiac
 Making aware the non-celiac market
especially regarding the advantages of
gluten-free eating
 Research is promoting that people still tend
to give up their meals in exchange for a fast
dessert.
 Location is family/community-oriented that
means more orders of cakes, pastries and
pies.
 Support of local businesses is common in
that area
 Local activists may start to criticize
the use of detergents to clean
equipment
Customer Target Market
It includes everyone of all ages and gender since at some point of time everyone requires
cakes and biscuits. Younger customers tend to order pastries and cakes from a bakery,

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whereas families mostly buy bread and snacks for various occasions. Higher-income
households can be more beneficial. Therefore, the bakery is going to be suitable and in
demand for all households, visitors, and residents. Even when someone belongs to the
working class, or a business executive, a teacher, a worker or a student, everyone has a
requirement for a bakery.
Business Plan for 1-year
Our business plan is to open more locations of our bakery in lower mainland and sell
products which are both wheat-made and gluten-free so that we can capture both types of
consumers in the market. We are looking forward to presenting customized food items as
well such as sugar-free products or some customized flavours. The further plan is to hire a
team with the core members as demonstrated in the organizational chart. The investment will
be around $5 million. Various members will be assigned duties as per their department
because we are going to manage our team in a line structure where the information will be
communicated from the bottom while the instructions will be communicated from top to
bottom. As per the seasonal change, a slight change can be observed in the menu. The
location is chosen which has a huge number of footfalls already. The expenses will also be
divided on half yearly basis. The cost of marketing, raw material, and rent expenses will be
handled by the finance department. Licensing, Loan approvals and other legal documentation
is the responsibility of assistant manager.

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Organizational Chart – Bake n Take
General
Manager
Assisstant
Manager
Finance Director Accountant Cashier
Front Office
manager
HR Manager HR Assisstant
Food and Beverage
Director
Kitchen Manager Executive Chef Chef Lead
Cake Chef
Dessert Chef
Other items Chef
Bakery Manager
Food runner
Waiter
Cashier
Sales Manager
Assisstant Sales
Manager
Logistics Manager Purchase Manager
Maintenance
Manager
Security Manager
Driver

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Part 2
Key issues faced by the organization:
1. Issue: The main issue that our bakery is facing is position for Hr manager to
run the whole business effectively.
Reason: the reason behind this could that food industry has number less of Hr managers as
compared to other business. Maybe they have more opportunities in other areas or fields.
Food industries mainly rely upon the chief.
2. Issue: Staff does not have enough knowledge of running a bakery. Sometimes
employees cannot answer questions like what type of ingredients are used for
the cakes and bread, and what creates a superior product? On the other hand,
employees are not able to bake a product that satisfies the taste of our
customers or bread, cakes are not properly baked. This ultimately put a
negative impact on the customer and results in a decrease in sales (Hill, 2019).
Reason: The major reason behind this problem is that most of the staff members who
bake at the back ignore the measurement of ingredients. They find it time-consuming
and think nobody is watching them. Another reason behind this would be lack of
training. When an employee joins a company, good manufacturing policies, work
performance standards, and expectations are taught to the new employee. They should
be properly trained and should know what ingredients and in which quantity should
be used no matter whether they are bakers or dealing with the customer. Every
member who is a part of a company must know the standards of a bakery.
3. Issue: Less experience in manufacturing items in bulk and taking orders.
Reason: Many people think there is no career in a bakery. So aged people work for a
short time period that has more experience. Eventually, young people are left that
have less experience in this industry and they find it difficult to produce goods in
bulk. On the other hand, usually different customers come to bakeries that have
different behaviour and personality. Hence, young employees find it difficult to deal
with all kinds of customers.
4. Issue: Effective bakery marketing. Nobody is going to consume the products
unless they are promoted, and marketing requires a tremendous amount of
money.

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Reason: Before COVID, it was easy for the bakery industry to promote their products
through small events or by sending free samples to their customers. But now, it is
time to go digital. Advertisements of new products require a huge cost and competing
with its rivals is difficult. The company must design an ordermentum that is linked to
the ordering system. Whenever new products are launched, it notifies the customer.
For the competition, bakery companies have to launch different seasonal products,
like smiley cookies, Christmas cookies, and Halloween pastries.
5. Issue: Collecting and managing multiple orders at the same time
Reason: As it is mentioned above that there is a lack of qualified team members, it is
challenging to manage several orders at once because more orders require more speed
and perfection. Our bakery takes orders via different methods like in-person, phone
calls, uber, door dash, texts, and emails. If the baking does not have a fast speed or the
product is not available at the store, then there would be a mismatch between the
demand of customers and the supply of goods. For example, a customer placed a
mobile order who requires a set of pastries immediately and our bakery is out of stock
of pastries and the bakery has to ask the customer to buy another product or ask for
more time until we get a delivery (Hans, 2022). Ultimately, it would dissatisfy the
customer and we can lose our customer.
6. Issue: Sometimes team members do not adhere to strict hygiene practices
which would lead to illness. Baking is a type of business that requires a more
hygienic environment and is inspected and graded by the health authorities. If
the bakery fails to acquire high grades, then it might be closed for a specific
time period.
Reason: Team members find it difficult and time-consuming task to follow the
standards of the baking system. For example, an oven takes 92 minutes for cleanup or
washing, and employees just ignore or skip the cleaning of machinery once or twice a
week. Another example could be a change of gloves. Most people in Canada are
allergic to peanut butter and it is the duty of employees to change their gloves after
touching peanut butter or baking any product that includes peanuts. On the other
hand, it is compulsory to use sanitize after the impact of COVID, and a bucket of
sanitizer must be changed after 2 to 4 hours, however, these days employees are lazy
to follow these instructions (Sanitizer Bucket Fact Sheet, n.d.).
7. Issue: Meeting the demand for gluten-free products

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Reason: Canadian, these days, prefer products that are natural and have fewer
preservatives. To create tasty gluten-free products, bakers have to use new and
expensive alternative grains and flour. Despite the higher cost of gluten-free products,
people are willing to pay more for them, despite this, there is a need for a strong push
to make these products more affordable for customers (Industry Overview: Bakeries
in Canada, 2019).
B. Workforce Plan Anticipating Future Needs
 Strategic Planning
The most crucial aspect of workforce planning in the bakery is to decide on the types of
employees needed in the bakery. Even though most of the baking is done through chefs yet a
tremendous amount of help is required on establishing the bakery business on a commercial
level. Here is the list of employees that will be needed in the future:
Employee Duty Work hours Requirement
in numbers
Counter Staff Reception for taking orders, attending
phone calls, maintain grocery record,
cashier, filling displays, managing
customers, communicating with the basic
staff
8-9 hours Two
Bakers For baking multiple items: different types
of breads, cakes, pies, puddings, biscuits,
rusks, pizza bases etc. People who can
work late nights also.
15 hours Three
Kitchen Help One for each baker. Washing dishes,
cleaning floors, cleaning and organizing
shelves, help in baking, re-filling ingredient
containers, (Decker, 2019) carrying raw
material from the pantry to kitchen and
taking baked stuff from kitchen to display
area.
12 hours Three

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Skilled Workers Pastry chef, cookie chef, skilled and learned
cake decorators specially at the time of
festivals or bulk orders, (Decker, 2019) for
making incredible drinks to serve along
with other edible products as a specialty
4-5 hours Five
Manager To manage the staff, allotting duties,
making schedules for the workforce,
checking pantry, making a record of raw
material and sales, accounting, collecting
and depositing cash at the end of the day,
making salaries for each, communicating
with the investors, resolving everyday
issues with the premises, hiring and training
staff, regular check on food quality and
communicating with the customers.
8 hours One
Marketing
Manager
To manage the various social media
accounts of the business on media handles
like Facebook, twitter, Instagram, you tube,
google etc.
12-14 hours Two
Content Creator For everyday content creation of the bakery
in order to post online. Freelancers are the
best option for this category of workers.
1-2 hour One
Outside Help -
Lawyer,
Insurance
Broker,
Accountant
To manage the legal responsibilities and
paperwork of the business
As per growth One each
 Supply & Demand
The workforce is required to be diverse in the global culture. (Cuni-Mertz, 2021) The purpose
of demand analysis of the workforce for any business is to hire a workforce at a low financial
expense since the business is in its starting phase. (Shifton, 2022) We are even looking
forward to hiring freelancers as our content creators and unskilled workers in the labor force

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as our kitchen help. Canada is especially famous for its immigrant workers that will be
suitable enough for these tasks. The basic task is already accomplished by making a list of the
roles and workforce positions that are required for the business in the coming year. As the
business will flourish the positions will be increased and more people will be hired for similar
roles in order to serve the demand of the growing bakery business.
 Gap
The major gap is studying the management hours that are required for hiring and training
staff. Training will be difficult in the first few months as it will be hiring even fresher
workers for important roles and there can be potential mistakes at times.
 Recommendations
1. The major recommendation is to hire through websites like LinkedIn and Indeed.
2. To curate progress reports that will demonstrate the improvement in the work
efficiency of the employees with the help of parameters like regular feedback,
consistency in attendance, more orders served, number of products baked in limited
time periods etc.
3. To create a training plan for the different positions.

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Job description – A job description is a written statement of the key qualifications,
responsibilities and abilities needed to perform a particular task. How successful is
determined in a position will be covered in a thorough job description so it can be used in
performance reviews (Betterteam, 2022).
Position Human Resources Manager
Department HR department
Work location Bakery’s Office, Surrey separate from bakery
Reports to Director of HR
Position Summary
Bake n’ Take is currently hiring a full-time, permanent Human Resources Manager who will
be responsible for hiring process, succession planning, creating job description, and formulate
policies and procedure and so on. If you have a positive outlook towards work and you
possess all these skills, so this would be a great opportunity for you to develop your career
and experience with us.
Bake n’ Take is a newly established competitive bakery currently located in Surrey, BC. Our
mission, vision and values are incorporate with our strategic initiatives. We value our
employees by providing them flexible work environment, great benefits and an inclusive
workplace.
Duties and responsibilities
 Align HR initiatives with overall business strategy - Create and put into action HR
initiatives and programs that are in line with the overall business strategy, and
measure the current performance with the standard after implementation of those
plans.
 Provide advice, counsel, and judgments on human resources – Being an HR, you
should be responsible or able to give suggestions or provide feedback to the senior
leadership and the bakery’s operation team.
 Implement a hiring process - Create and implement recruitment strategies to attract
more and more candidates, retain the high-performing employees and manage the
hiring, interviewing, and selection procedures.

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 Oversee succession planning; identify and cultivate top talent for critical positions.
 Identify the new positions - Develop new roles in collaboration with top management;
create a job description and compensation plans that rely on the company’s EVP.
 Ensure a safe work environment- Examine and keep track of workplace policies and
procedures to guarantee that workers are given a setting free from harassment and
discrimination.
 Develop career-enhancing programs – Being an HR you are not limited to the
company’s growth and regular task; along with that, you would support and assist
employees in their personal and professional development (Vulpen, 2022).
Requirements (skills, experience and qualification)
Must haves
 Bachelor’s degree in Human Resources is required for this position.
 Good communication skills both verbally and written
 Problem solving skills
 Strong Interpersonal skills
 Organizational and leadership skills
 Flexible and adaptable
 Advance training in MS office and HRIS system.
 Knowledge of employment laws and HR best practices
Nice to haves
 Training and development experience
 Excel and proficient in technology
 CPHR designation
 Knowledge of payroll processing and benefit administration
 Experience with labour relation
 Experience as an HR manager
Salary - $32 - $35 per hour (Glassdoor, 2022).

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Job type – Full time, permanent
Benefits-
 Competitive salary
 Extended health benefits including dental and vision care
 Discounted food
 Benefit programs
 Paid time-off
 Commute benefit
 Compensation and rewards (Pope, 2021)
Competency Profile
What are competencies?
A competency is a set of abilities, skills, motivations, knowledge, or traits that enable an
individual to perform a job successfully.
How are they structured?
Each competency comes with a proficiency scale that illustrates its full range of expression.
Scales of proficiency will be divided into four levels. Even though lower-level behaviours are
not repeated at higher levels, they still apply due to the cumulative nature of each skill scale.
Level 1: Competency-based training or basic knowledge
Level 2: An understanding of basic competencies is required
Level 3: Competency at the intermediate level is required
Level 4: Significantly advanced level of competency is required (Behavioural Competency
Dictionary, 2010).

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Core competencies
Customer Focus
Responding to customers' needs in an efficient and effective manner
Level 1
Recognizing the
demands of customers
Level 2
Acting in a professional
manner
Level 3
Making sure clients are
informed
Level 4
Delivering a personalised
service
List both internal
and external clients.
Pay attention to
what consumers are
saying and probe to
learn about their
requirements,
preferences, and
objectives.
Predict the
customer's future
needs.
Demonstrates
professionalism,
courtesy, and good
humour when
interacting with both
internal and external
clients.
Establish cooperative
and productive
working connections
with customers.
When interacting with
aggressive clients,
maintains composure
and empathy.
Customers should be
followed up with both
during and after
projects.
Inform clients of
decisions that may
affect them.
Make an effort to
engage clients and
seek their feedback.
Based on consumer
input, adjust services.
To satisfy the needs,
demands, and concerns of
customers, offer timely,
effective, and
individualised support.
Answer queries from
consumers and lets them
know about commitment
deadlines or performance
guarantees by providing
complete, precise
information.
Respond directly,
precisely, and promptly to
any remarks, inquiries,
worries, or complaints
from customers.
Determine and offer
suitable answers and/or
services.

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Whenever inappropriate
consumer demands arise,
set proper boundaries
(Customer Focus, n.d.).
Teamwork
Collaborating with others to finish work or tasks at the workplace
Level 1
Defining the team's
composition and function
Level 2
Building beneficial
connections
Level 3
Achieving team goals
Level 4
Conflict resolution
Depending on what is
required to accomplish
the aims and
objectives of the team,
act as a leader or a
follower.
Recognize the talents
and limitations of the
team members and use
them to their
advantage.
Learn from other team
members while
mentoring others to
develop new abilities.
Create collaborative,
successful working
relationships with
others.
Provide encouraging,
non-accusatory
feedback and express
disagreement with
others' views and
perspectives.
Both good and
negative feedback
should be handled
politely.
To achieve team goals
and objectives,
effectively
Work collaboratively
with others to
accomplish goals as a
team.
The team's objectives,
norms, values, and
traditions should be
identified and adhered
to.
Choose behaviours
and activities that will
best benefit the team
and the successful
completion of job
responsibilities.
Create solutions based
on group consensus by
using a collective
To resolve disagreements,
bring people together.
To reach a win-win
outcome for all parties,
handle issues maturely by
practising "give and take."
Obtain commitment from
individuals or
organisations to formal or
informal agreements that
achieve common goals and
interests (Teamwork, n.d.).

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Help those with little
experience or who are
working a lot.
Persuade others to
voice their thoughts
and opinions.
communicate with
every member of the
group or team.
approach to problem-
solving.
Functional Competencies
Communication
The ability to receive information, listen to others, understand their perspective, and respond effectively in
interactions with others is included in the skill. In addition, it implies that this information is transformed
into actions.
Level 1
Listen and convey the
information
Level 2
communication is
adapted to other
Level 3
Delivers complex messages
and adjusts communication
with others
Level 4
communicates
effectively
Communicate infor
mation in a way
that is appropriate
for people or
groups, keeping in
mind the audience
and the
information's
nature.
Provide information
in a clear, accurate,
and concise
manner.
Use proper
language, tone, and
Meets the language,
cultural background
and understanding
level of the target
audience by adjusting
content, style, tone,
and medium.
Communicates
negotiates, and
presents arguments
taking into account the
perspectives of others ·
Maintains the dignity
of others by
Modifies the message's
style, tone, and medium
to correspond to the
language and
understanding capabilities
of the core audience.
Considers other people's
points of view when
speaking, bargaining, or
putting forth arguments.
Clearly and confidently
delivers written, spoken,
and written
communications.
Uses
communication
strategically to
accomplish
predetermined goals
Utilizes a variety of
communication
channels and
platforms to
encourage
discussion,
understanding, and
agreement.
Recognizes the
underlying needs,

26
other standard
English rules.
Effectively make
eye contact, use
body language, and
make non-verbal
expressions suited
to the person's
culture to make
interpersonal
contact with one or
more people
(Communication,
n.d.).
responding and
discussing
issues/questions
understandably.
Adapts
communications based
on anticipated
reactions.
Answers difficult
questions that arise
immediately
When speaking to a wide
range of people,
complicated subjects are
conveyed authentically
and clearly.
Convinces others to
follow a course of action
they are promoting
through presentations and
debate.
interests, problems,
and motivations of
people.
Recognizes and
explains
departmental rules
and regulations to
superiors,
subordinates, and
peers.
Recognizes both
accomplishments
and the need for
development
(Human
Resources).
Interpersonal Skills
Demonstrating the capacity to interact with people from different backgrounds in a meaningful manner
Level 1
Demonstrating
compassion and
empathy
Level 2
Demonstrating awareness
of behaviour
Level 3
keeping communication
channels open
Level 4
Acknowledging
diversity
Engage others'
issues and show
deep interest in
them.
Accurately recognise
and interpret other
people's
Keep the lines of
communication open with
other people.
Respectfully and
cooperatively
interact with others
who have various
abilities, genders, or

27
Try to be
understanding of
other people's needs
and emotions.
Seek out
opportunities to
assist others.
communications in a
variety of formats
Know when
interpersonal
relationships are at
risk.
Use acceptable
reactions to
demonstrate
comprehension of
other people's actions
and intentions.
Show adaptability to
change based on the
thoughts and needs of
others.
Encourage people to
discuss their challenges
and achievements.
Develop a strong
connection with others by
earning their trust and
respect.
sexual orientations
as well as those
who are of different
ethnicity, culture, or
age.
When interacting
with others who
hold different
values, views,
perspectives,
cultures, or
viewpoints,
they show
sensitivity,
flexibility, and
open-mindedness.
Recognize the value
of a setting that
encourages and
accepts a range of
viewpoints and
perspectives
(Interpersonal
skills, n.d.).

28
Job-specific competencies
Decision-Making and Problem Solving
Creating, assessing, and putting into practice solutions to issues.
Level 1
Makes decisions that
are based on rules
Level 2
Makes decisions in
circumstances when it is
possible to interpret the
regulations
Level 3
In the absence of rules,
makes difficult decisions
Level 4
Makes uncertain
decisions that have
significant
repercussions
uses simple
procedures and
criteria to make
decisions that are
based on options that
had been pre-defined.
If the criteria are
unclear, consult with
others or send the
problem to them for
resolution.
Handles errors within
predetermined limits
by well-defined
procedures and
guidelines.
Consciously chooses
actions with minimal
Follows policies and
guidelines that provide
the user with a wide
range of options for
interpretation.
Considers multiple
elements while making
decisions, some of which
are only loosely defined
and require the absence
of crucial details.
Whenever necessary,
involve the appropriate
individuals in the
decision-making process.
Takes difficult actions
for which there is no
prescribed course of
action.
Helps to solve problems by
extracting complex
information from various
sources.
Makes complex decisions
without following a
predetermined process.
Strikes a balance while
making judgments between
opposing priorities.
Creates solutions to issues
by weighing the risks and
effects of various projects.
Offers advice in uncertain
and risky situations.
When making
decisions, adheres to
principles, beliefs, and
common sense.
Makes decisions in a
dynamic environment
where the importance
placed on any
particular aspect is
subject to sudden
changes.
Considers the
individual variances
among team members
as well as the overall
needs and goals of the
team while making
decisions.

29
or no repercussions
for mistakes.
Examines if the
judgement or
resolution is accurate
(Human Resources).
Considers a wide range
of connected elements
for which there is
conflicting and
incomplete information.
When making judgments,
weighs opposing
priorities.
Assures team
members who may be
impacted by a
decision are aware of
every detail and
explains the decision's
justification.
Leads teams to make
decisions that
demonstrate
knowledge of
organisational
repercussions
(Behavioural
Competency
Dictionary, 2010).

30
Planning and Organizing
To efficiently manage time and complete allocated tasks, work must be planned and prioritised.
Level 1
Organizes duties and
performs their own
work
Level 2
uses planning principles
to accomplish work
objectives
Level 3
integrates and assesses
strategies in order to meet
company objectives.
Level 4
strategies-level
planning and
coordination
Determines the
resources that are
needed and makes the
best use of them to
achieve one's own job
goals.
Follows plans closely
when completing jobs.
Evaluates whether
own work goals are
being met or not.
Organizes tasks into
priority list according
to their importance.
Brings together the
required resources and
establish goals while
organising work.
Structures work using
methods and concepts of
project and time
management.
Puts emergency
procedures into practice
and makes strategies to
deal with unforeseen
problems.
Modifies schedules,
procedures, and
allocation of resources as
required.
When an issue cannot be
resolved within the scope
of one's own
Assures that efficient
evaluation and monitoring
processes have been
established.
Analyzes methods and
outcomes and adjusts the
strategy as needed.
Establishes, discusses, and
routinely reviews
objectives.
Builds strategic plans
that are based on both
long- and short-term
objectives.
Arranges tasks and
allocate resources to
produce results for the
entire organisation.
Makes sure that
strategic plan
resources are allocated
in accordance with a
future plan.
Assures there are
enough resources
available to
accomplish the goals
(Behavioural
Competency
Dictionary, 2010).

31
responsibilities, it is
directed to the proper
bodies.

32
Interviewer Name: Date of Interview:
Interview Start & End Times: Candidate Name:
Position Title: Human Resource Manager
Interview Guide – Part 1 (About Us)
1. Welcome to our company Bake n’ Take
2. Bake n' Take exists to satisfy the tastes and cravings of customers of all ages and
walks of life. We produce a range of bakery goods, including donuts, coffee, cake,
pastries, and bread. We aim to make our customers happy by offering the greatest
service because our bakery represents happiness. By 2030, our bakery hopes to make
more than $25 million annually, up from its current $12 million annual revenue.
3. The interview will last 15 minutes and will include questions about behavior and
situations, as well as notetaking. Following that, the candidate will have the chance to
ask questions.
Part 2 – Personal Questions
1. Tell me about yourself and your experience in education and your job?
2. What are your greatest strengths and weaknesses?
3. What does the company gain by hiring you?
4. How do you cope with stress at the workplace? (Indeed, 2022).
Note:
Part 3 – Behavioral Questions
1. Describe a time when it was difficult for you to accept one of your employees' suggestions.
a. How did you express your opposition to this or those ideas?
b. How did the coworker react to the news? (Indeed, 2022).
(Functional Competency – Communication)

33
Score Good Answer -5 Average Answer - 3 Poor Answer - 1
Potential answer Responds to and
discusses
issues/questions in a
way that is
understandable to
others while
maintaining dignity.
Manage to
communicate,
respond, and discuss
well, but sometimes
fail to make it clear.
Fail to communicate
well.
Marks Scored
Note:
2. Tell me about a time when you made a mistake that negatively impacted an employee.
a. What was the reaction of the employee?
c. How did you solve the problem? (Indeed, 2022).
(Core Competency – Client Focus and problem solving)
Score Good Answer -5 Average Answer - 3 Poor Answer - 1
Potential answer Attempts to
comprehend issues
from the employee’s
point of view.
Try to understand
issues from the
employee’s
perspective.
Fail to understand
employees’ point of
view.
Marks Scored

34
Note:
Part 4 – Situational Questions
1. What would you do if one of your team members failed to meet your standards?
a. What strategy will you use?
b. Describe the steps you will take? (Indeed, 2022)
(Competency- Problem Solving)
Score Good Answer -5 Average Answer - 3 Poor Answer - 1
Potential answer Uses a variety of
problem-solving
strategies. Identifies
potential
explanations and
alternatives, gathers
the information
needed to solve a
problem, anticipates
obstacles, and
develops
contingency plans.
Use a range of
problem-solving
techniques.
identifies possible
explanations and
solutions, gathers
the data required to
address an issue,
foresees challenges,
and creates backup
plans, but
occasionally fails to
explain.
Fail to develop a
diverse set of
problem-solving
strategies. Identifies
potential
explanations and
alternatives, gathers
information needed
to solve a problem,
anticipates
obstacles, and
develops backup
plans.
Marks Scored
Note:
2. Imagine when recruiting, planning and organizing became threatened to become out of
control.
a. What steps will you take to balance responsibilities and deadline. (Indeed, 2022).
(Competency- Planning and Organizing)

35
Score Good Answer -5 Average Answer - 3 Poor Answer - 1
Potential answer Able to set one's
own path of action,
uses tools,
recognizes the
importance of tasks,
and allocates time
properly to
guarantee that they
are all completed
within the allotted
time.
Attempt to decide
one's own course of
action, using tools,
appreciating the
importance of tasks,
and wisely
allocating time to
ensure that
everything is
completed within
the time allotted, but
occasionally fails.
Failure to plan one's
own course of
action, including the
use of tools,
recognizing the
importance of tasks,
and allocating time
wisely to ensure that
all tasks are
completed on time.
Marks Scored
Note:
Part 5 – Experience Based Question
1. How did you handle leading a hiring team? (Indeed, 2022)
a. Describe a real-life experience. (Competency – Leadership)
Score Good Answer -5 Average Answer - 3 Poor Answer - 1
Potential answer Creates an
environment in
which team
performance and
productivity can be
improved.
Try to maintain an
environment with
better team
performance and
productivity.
Fail to create an
environment in
which team
performance and
productivity can be
improved.
Marks Scored

36
Note:
Evaluation:
Recommend for Hire: ____ Not a Match: _______ No Decision Yet : _____
Total Marks – 40
Marks Obtained –
Comments -
Interviewer Signature:
Evaluation:
Recommend for Hire: ____ Not a Match: _______ No Decision Yet : _____
Total Marks – 40
Marks Obtained –
Comments -
Interviewer Signature:

37
Employee reference check form
A checklist for reviewing references for a potential recruit is called an employee reference
checklist. By checking the data submitted by candidate on application and during interviews,
it helps in prescreening the candidates (Indeed, 2022).
Name of an applicant:
Person Contacted:
Company:
Position:
Relationship to applicant:
Rating (helps in making final decision)
1 point less than acceptable 2 points satisfactory 3 points more than
acceptable
The response does not
demonstrate effective
utilization of skills.
The response somewhere
clear and meets the
expectations.
The answer give the clear
picture of skills and suggest
that limited direction will be
required to perform the job.
What were the employment dates?
From: To:
1. Did the candidate resign of their own accord were they fired?
2. Can you describe the responsibilities held and the tasks carried out in the position?
3. To what extent have they fulfilled the duties and responsibilities regarding the quality
of the work?
4. What would you think of the applicant’s interpersonal abilities?

38
5. In order to fulfill and manage multiple tasks, please outline the candidate’s flexibility
and adaptability.
6. Have there been any issues with absence or tardiness? If yes, did you talk to the
person about these problems or worries?
7. What qualities or attributes do you think the candidate has that is related to the
position?
8. What would you think the candidates needs to improve upon?
9. Do you have any other information to share on the candidates’ work or job
performance? (Blonquist, 2021).
Part 3
Marketing Strategy for the role of Human Resource Manager
The marketing strategy for the role of a human resource manager is based on the image and
brand of our company. It is our priority that we will manage the company’s reputation to
make an impact in our job advertisements. Nobody wants to work in a company that has
lesser skills and is lesser socially responsible. To attract more candidates the need to promote
the business as a brand is essential. For an instance, the point is to post advertisements for job
openings at places that are frequently visited by the majority of people like social media
websites. (Drakatos, 2022) Earlier newspapers have been an important tool to post job
advertisements whereas now it has shifted more towards digital media. Facebook and Google
have become one of the topmost websites for engagement with candidates. It is also
important that the job interviews are feasible enough. The trend of taking interviews via
zoom and other digital methods is on the grow. Employers curate a list of questions through
which not only they try to have a behavioral assessment of the employees but also share the
company values and culture at the time of the interview. (Alexander, 2022) The marketing
strategy for hiring candidates as per the role of Human Resource manager is arranged with
the help of the framework provided by the seven Ps of marketing. It covers multiple aspects
to make a job posting not only look more attractive but also more prominent and affordable
for the organization. Since we are running low on budget at the very beginning of the bakery
set up the goal to extract the maximum outcome in the least number of financial resources
used:

39
7 Ps of Marketing:
 Product
In our Bakery business, the product is the job vacancies that we are selling to the nearby
people. It consists of multiple positions and types of jobs. The main agenda is to hire at
the position of chefs, managers, and kitchen help because they are going to perform the
maximum number of odd jobs at the bakery. Plus the chef and the manager are the
essential elements to run a bakery business. The purpose is to design the advertisement in
a way that would suggest what problem the product solves for the people. (What are the 7
PS of Marketing? 2021) Here in our case, it is resolving the issue of employment.
 Price
With the changing times to have the best results, it takes financial investments to post any
job advertisement online. We are looking forward to timely post the advertisement on
Facebook and LinkedIn as they are some of the most used social media platforms for job
search. To boost jobs on Facebook, the bakery page will be created for promotional
purposes. Each position will be highlighted distinctively and posted to gain more
candidates. The cost will be calculated on per day basis. For instance, the current budget
for a week of posting is 140$ per week and 20$ per day. It would also take some expenses
to arrange interviews for the candidates. The initial preference will be to take interviews
through zoom sessions which would save money for the company as well as will be more
convenient for the candidates as they do not have to visit the interview premises
physically.
 Promotion
Jobs will be promoted with the help of flyers and posters also in the local area. Other
promoting sessions include online events, digital advertisements via videos, mass
messages, video shorts, digital posters, chats, social media groups, digital ads, and live
streams. Another initiative will be taken through social media influencers in the local area
because the people are linked to them and trust them. By promoting our jobs with the help
of social media influencers it is expected that we have more candidates.

40
 Place
The dynamics of the place are studied before posting any job to engage candidates. In this
segment, the purpose is to study the requirements of the place and demonstrate the
company is socially responsible and sustainable. In addition to it, the company will be
depicted as an organization that follows all the suitable measures to save the environment
and follow the world health organization standards. Required candidates who want to
serve in socially responsible organizations will be attracted to such initiatives. Moreover,
the purpose is to hire candidates from the same area while studying the demographics to
understand which social groups are more prominent in the area. As we are planning to sell
bakery items, cake decorators and kitchen help can be from any background but chefs are
required to have a global understanding of the flavors of taste of cakes and other food
items.
 People
The more dense the area, the more will be the candidates. So, whoever will be the
candidates the purpose is to post the ads in areas that have larger populations. A study of
the population is also required in marketing to provide an appropriate face to the ads and
promotions designs of the job. The referral job posting is also increasing in many small-
scale organizations these days. According to this plan, the requirement is to provide
incentives to employees who bring more employees into the organization at a time of
need. It will encourage the employees and even selected candidates to assimilate into the
recruiting process by bringing loyal and efficient potential staff members.
 Process
The process starts with designing pamphlets and posters for the company. As soon as the
digital posters are finalized along with the appropriate text as requirements and
expectations from the candidates, the designs will be posted on social media. After that,
the place, time, and mode of the interview will be decided to shortlist the candidates and
appoint them to required positions.
 Physical Evidence
The physical evidence is based on feedback from previous employees. Since it is a newly
established business the physical evidence will be in the form of multiple training
certificates that the human resource management has acquired during its learning. In

41
addition to it, the basic standards are also mentioned by the company owners as core
principles of the organization.
Advertisement #1
About Us: Bake n Take's mission is to satisfy the appetites and taste buds of customers of all
socioeconomic backgrounds. We produce a wide range of bakery products, including:
Snacks, bread, and pastries Coffee Desserts.
Vision: We hope to spread these vibes across the country in the coming years, spreading our
wings of wonder to everyone with the best deserts and the most wonderful experience.
Values: We treat each client, team member, and competitor with respect while providing
honest, timely communication and service.
Location: 180 West Georgia Street, Vancouver BC, Canada V6B 4P4
Position: Bake n Take is seeking to recruit a dynamic, results-oriented HUMAN
RESOURCE MANAGER to join its management team.

42
Requirements:
The successful candidate will be in charge of providing advice and direction in the
administration of all human resource policies, programs, and procedures, as well as ensuring a
harmonious industrial relations climate.
The ideal candidate will have a proven track record in human resource management, including
employee relations, selection and recruitment, staff training, and employee performance
management and evaluation.
Must Have’s:
 A Master’s degree in management, human resource management or the social sciences
 At least 3 years experience in a similar position
 A valid Police Certificate of Character
 Excellent leadership ability and interpersonal skills
Should Have’s:
 Formal training and competence in industrial relations
 Proven problem-solving and change management capabilities.
 Good negotiations skills
Duties:
1. Make hiring strategies for both front- and back-of-the-house staff. Through print and
online job advertisements, advertise open opportunities.
2. Candidates are scrutinised, appraised, and put through interviews.
3. Contracts for employment and job offers should be prepared.
4. Calculating payroll should take into account overtime, holidays, and evening shifts.
5. Create alluring salary and benefit plans to encourage employee retention.
6. Maintain correct payment records while managing payroll.
7. Control staff attendance and timetables, including paid time off, overtime, and breaks.
8. Create a plan for all employees' job-related training and orientation.

43
9. Keep track of important hiring metrics like turnover rates and place of hire.
10. Ensure that all health and safety guidelines for the hospitality industry are followed by
the staff at our bakery.
Compensations and Benefits :
 Paid Training
 Schedule Flexibility
 Potential Salary plus commission
 Medical Insurance
Apply below and we'll meet for an interview
Apply at: www.bakentake.com
Or Contact: 778-596-0320
Deadline: November 30, 2022
Promotion Plan
A promotion strategy is an utmost necessity for every business since no one will be aware of
the company unless the company offer something via marketing. A strong promotional
strategy can help a business to expand, and companies use different methods for different
marketing purposes. In a competitive job market, candidates are the ones who select jobs, not
recruiters because they have more job opportunities to choose from. Hence, it is important to
ensure that marketing and recruitment efforts work together to gain their trust and motivate
them to choose your organization over your rivals (Neelie, 2019).
Platform #1 YouTube and Facebook
Type of advertisement: Video
Description of Ad:
A nearabout 1-minute video that will make a candidate feel special before they watch the job
ad!! We will start our video with the position required and requirements of a candidate. After

44
that, we will give a flashback of the employee value proposition which means stating
everything we will offer to a candidate, including development, salary, unique perks and
other benefits.
Job advertisement requires time and resources because whosoever is involved in the process
needs to know their tasks and responsibilities. For example, how long they need to complete
it and when they are due.
1. Research and preparation: To determine the target candidate, the goal of the
advertisement, and develop a message, it will take 1-2 weeks because we have to
conduct meetings with stakeholders and aware all the parties.
2. Creation and editing: The next step is to bring the creative team on board once we
have determined our goal. Creative directors and designers will work on concepts and
visual assets; however, copywriters will work on writing copy for landing pages,
emails, and other communications. This process may take up to 2-3 weeks.
3. Distribution: After that, it’s time to launch. Schedule blogs and social media and
update our website page. This procedure will take 1 week.
4. Analysis: In order to get benefits in the future, we need to analyze the results and
report it (Beltis, 2022).

45
Timelines
Procedure Due Date
Outlining and researching November 1
Description of the project sent to all stakeholders November 6
Group meeting with all stakeholders November 9
Designing by a creative team November 15
Complete the video November 24
Copy of all Ads November 27
Draft sent to decision-makers November 28
Feedback on creation November 30
Editing December 3
Launch YouTube Ad December 8
Launch Facebook Ad December 15
YouTube and Facebook Ads ends December 30
Analyze the result January 1 (Beltis, 2022)
Budget
Our budget can be organized in the following way:
Platform #2: Indeed
We will use the website “indeed” to post the ad for recruiting an HR Manager post for our
bakery because 200 million job seekers visit this site monthly from over 60 countries (Ansari,
2022).
Expense Vendor Cost of expense
YouTube Ads YouTube $15,000
Facebook Ads Facebook $25,000
Image designing XYZ design $1,200
Video shooting and editing XYZ production $5,000 (Beltis, 2022)
Total $ 46,200

46
Cost for this advertisement will be zero as all we need to do is to create an employer account
by utilizing our company email and job information. It will take 5 minutes to upload the ad
on indeed (indeed for employers, 2022).
Our job post will stay active for 30 days. If we will not get a perfect candidate for this
position then this post will go unfilled for next few months (Indeed Editorial Team, 2021).
Part 4
Recruitment Process
The steps involved in attracting and choosing a new hire to fill a vacant position within a
company are known as the recruitment process. Managers, Human Resources Management,
and recruiters are responsible for this task. A company can find qualified candidates
efficiently and quickly with an effective recruitment process. Constant evaluation and
intentional planning are required for the process to succeed (Perucci, 2019). The recruitment
process of our bakery will entail all the procedures from the job description to the offer letter,
including the initial application, screening, face-to-face interviews, evaluations, background
checks, and all other factors that are important to make the appropriate hiring (Resources for
Employers, 2022).
Here are the different stages of the recruitment process of our bakery:
1. Planning - identifying the vacancy and its requirements:
The first step of recruitment is to identify the vacant position within an organization.
Maybe it seems easy to identify the hiring need, but it is an arduous task to create a
new position or change the responsibilities of a role. In our bakery, the newly formed
position is the HR manager. We have established the role and duties of the HR
manager, for example, the candidate should have experience in employee relations,
recruitment and selection, staff training, and employee performance management. We
are expecting the resume of approximately 100 candidates for this position (Talos,
2021).
2. Analysis – Whom are we looking for?
This step includes the skills, level of experience, and education that we are seeking for
the position of HR. The candidate must have a master’s degree in Human resources
management, at least 3 to 4 years of experience in the same position, as well as they,

47
have strong knowledge of developing and implementing HR practices. It is good if the
candidate has the capability of problem-solving, and good negotiation skills. All these
qualities will help to pick up the top roles and will save valuable time.
3. Searching – Candidate attraction
To notify the position of the HR Manager, we advertise the job position via social
media. Our bakery uses different channels for ads like indeed, YouTube and
Facebook videos for the promotion that includes a concise description of the position,
roles and responsibilities of the HR manager, and Employee Value Proposition to
attract the top candidates. For example, health coverage, commute benefits, parental
leave, compensation and rewards, and perks (free donuts during a break, 35%
discount on merchandise, and coverage of mobile bills).
4. Screening – choose which candidate to engage
For the recruitment or hiring platform, we will use an applicant tracking system
through which we can easily track, review, and manage applicants in an efficient and
friendly manner. ATS will store the data of applicants securely in one place, and
screen and rank the candidates. It will give visibility over applicant data, including
survey results, CVs, interview performance, and professional experience (Talos 360,
2021). For example, we are expecting the applications of almost 100 candidates for
this position. We will select the top 20 qualified applications that match the
requirements of this position and will eliminate the candidates who do not match the
minimum requirements. To narrow down the selection process, we will conduct a
phone screening of selected candidates before scheduling an in-person interview
(Perucci, 2019).
5. Engagement – Interviewing, assessing, and connecting
After informing the top candidates via automated SMS/email, the next step is the
engagement stage. First, the interview would be between applicants and the hiring
manager where the main focus will be on the experience, work, skills and availability.
Next, there will be engagement between the candidate and multiple hiring team
interviewers, and they will focus on the same topic, which is known as reliability. The
final interview will be with our bakery’s senior leadership, and a very small pool of
candidates will be left here (Smart Recruiters, n.d.). The questions that we will
include in our interview are:

48
Behavioural Questions:
1. Describe a time when it was difficult for you to accept one of your employees'
suggestions.
a. How did you express your opposition to this or those ideas?
b. How did the coworker react to the news? (Indeed, 2022).
(Functional Competency – Communication)
2. Tell me about a time when you made a mistake that negatively impacted an
employee.
a. What was the reaction of the employee?
a. How did you solve the problem? (Indeed, 2022).
(Core Competency – Client Focus and problem-solving)
Situational Questions:
1. What would you do if you were asked to do something you had never done before?
a. What strategy will you use?
b. Describe the steps you take to learn a new skill (Indeed, 2022)
(Competency- Problem Solving)
2. How do you manage multiple tasks during a shift?
a. Describe the strategies you use to manage your time well.
b. Give an example of a time when you had to juggle multiple baking projects
to demonstrate your time management skills (Indeed, 2022).
(Competency- Planning and Organizing)
Experience-Based Questions:
What is the most valuable thing that you learned from your previous job? How
will you implement that skill here?
a. Do you think it will be helpful for our company?
b. I would like to hear more
(Competency- strategic thinking, continuous process of improvement)
6. Selection – Make a hiring decision
After conducting interviews, we will tell the candidates that they will be informed
after one week through email. We will compare the performance of each candidate

49
and score whether they are meeting the required competencies or not. We will score
them according to their answer and then assess which skill and trait are most desirable
for the role of HR Manager. To eliminate unconscious bias, we will use multiple
hiring managers and candidate scorecards and will eventually discuss the strengths
and weaknesses of the candidates. Out of the top 30 candidates, we will select one
right candidate that will match the position with the right skills (Talos, 2021).
7. Onboarding- Welcoming a new HR manager to the team
After hiring a new HR manager, we will professionally welcome them to our bakery.
We will introduce the HR manager to their roles and responsibilities, business
environment, and colleagues. We will provide them with a positive environment on
their first day and train them for their role and position.

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Design a selection/screening tool to evaluate candidates
Selection is the process of selecting individuals from a pool of job applicants who possess the
necessary qualification and abilities to fill positions with an organization. This is an HR process
that uses various techniques to distinguish between qualified and unqualified applicants
(SpriggHR, 2020).
Employee selection methods-
The criteria for selecting the best applicant for a given employment post are known as the
employee selection method. They entail evaluating a candidate’s skills, training experiences,
and personality to see if they can handle crucial responsibilities and fit with the organization’s
culture. The various types of employee selection techniques include a background checks,
interviews, and tests or examinations. They are frequently used by hiring teams to shortlist the
best applicants from a longer list and assess their approaches to various work scenarios (Indeed,
2022).
Screening Interview – The purpose of a screening interview is to ascertain the suitability of
the candidate for the job. During the interview, the employer will assess the candidate’s
qualifications to see if they are appropriate for the position or meet the employment
requirements (Doyle, 2022).
Group Interview Method: A hiring manager can use this method to interview multiple
candidates at the same time or assign them a quick project to work on together. This method
may be preferred over individual interviews if the position is in a high-energy industry, such
as food service, because it can speed up the process (Indeed, 2022).
Cognitive strength test- Cognitive ability test evaluate the skills involved in thinking (e.g.
reasoning, perception, memory, and problem solving). Such exams ask candidates a series of
questions to gauge their capacity for using their minds to resolve problems at work or learn
new skills (OPM. GOV, n.d.)
In-person interview – The hiring manager frequently schedule formal interviews with each
applicant after reducing the pool of candidates to three or four standouts. While some hiring

51
managers prefer to ask questions in reaction to information shared by candidates, others prefer
to conduct organized interviews with predetermined questions and evaluation criteria.
Job knowledge evaluation- An evaluation of a person’s understanding of numerous facets of
a particular work done through a job knowledge test (Workplace Testing, 2018).
Background checks- An employer will frequently utilize a background check to evaluate a
job applicant. It investigates data pertaining to employment, criminal record, and education
(Gracia, 2022).
Multiple Cut-Off model
According to multiple Cut-Off model, a candidate for a job must achieve a minimum score on
each of numerous selection instruments such as tests and interviews (peopleHum, 2022). We
will apply the multiple cut off model to make our decision regarding hiring an HR for our
bakery-
Minimum scores
Resume sorting process – 10; we will be looking for keywords on the resume with each
keyword an applicant receive 2 points.
Screening interview- 9; we will ask candidate questions about experience, qualification, to
test whether these are suitable as per job description or not. On every question candidate will
get 1 point.
Cognitive strength test- 40; in this test the candidate will get 4 points on each correct answer.
In-person interview – 21; the whole in-person interview process will be depended upon
interview guide; we have set some expectation with related to each question. If the candidates
answer is as per our interview guide the candidate will receive more likely 3 points on every
correct answer.
Job knowledge evaluation- 15; this includes questions related to job tasks on each correct
answer a candidate will get 3 points.
Background checks - 10

52
Applicants Resume
sorting
process
Screening
interview
Cognitive
strength
test
In-person
interview
Job
knowledge
evaluation
Background
Checks
A 4 7 28 15 9 4
B 8 5 20 12 6 8
C 6 6 32 21 6 6
D 10 9 38 18 12 6
E 12 11 48 24 18 12
F 12 8 36 21 12 8
According to the scores indicated in a table, we will hire the candidate E, they exceeds or
reached at the minimum cut-off level in every tests and interviews.
Evaluation Plan for the validity of Recruitment process
The recruitment process will be an essential part of the business, especially at the extreme
start. It is evident that 20-25 employees are required at the beginning of the bakery. The
evaluation plan will be based on calculating the required efficiency of the employees
according to their work at different positions. Here are some of the evaluation metrics that
will be used in the hiring process:
 Cost per hire
It is defined as the ratio of total hiring costs to total hiring. It is essential to keep a check
on the administration cost, the cost of the overall training and the resources used in that
hiring. Higher cost per hire indicates that the sourcing channel of hiring is required to be
improved.
 Candidate experience
Is essential to evaluate the candidate’s experience because the bakery business is
showbiz. One can not run a bakery with immature employees, especially at the time-
making cakes and other dishes. The purpose is to filter candidates that have at least the
experience of two to three years in the baking business. It is also suggested that one
should check the candidate experience in comparison of the old candidates to that of the
new ones. It will be helpful to further improve the training process.
 Recruitment Funnel Effectiveness

53
The recruitment process is a funnel via which reliable personnel are eventually engaged
and then appointed to the precise position for which they will be fit. It covers the entire
journey from posting the job to the get the employees to sign the contract. (Vulpen, 2022)
It is calculated at each step of the hiring process to check how many credible results one
can extract from an interview.
 Sourcing Channel Cost
The sourcing channel cost is the cost that is invested in the various channels where the job
is posted as open. Here the sourcing channels will be (Vulpen, 2022)
o YouTube
o Facebook
o Indeed
o Local social media pages
 Time to make a hire
The time to hire can be defined as the period from when an applicant applies or is
contacted and when the candidate accepts the position. In other words, it keeps track of
how long it takes an applicant to advance in the recruiting procedure after applying. Time
to hire, then, offers a trustworthy measurement of how well the recruitment team is doing
(Vulpen, 2022).
 Hiring quality
The quality of hire, which is typically based on someone's performance rating, is a good
indicator of a candidate's first-year performance. Candidates with high-performance
ratings indicate successful hiring, whereas those with low-performance ratings indicate
unsuccessful hiring (Vulpen, 2022).
 The effectiveness of the sourcing avenues
You can assess the efficiency of your recruitment channels by keeping tabs on the number
of applications they are producing and their conversions. By comparing the number of

54
applications with the percentage of job posting impressions, you can easily evaluate the
effectiveness of different channels (Vulpen, 2022).

55
Conclusion
After identifying the vacant position of HR Manager, we used different strategies for the
whole recruitment process, which includes the job description, competencies, job
advertisements, interviews, and selection/screening tools. When the candidate meets the
required competencies, we hired a perfect HR manager that will help our business to
grow well in the market. For this, our bakery welcomed them and provided training on
their first day.

56
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