8 min readPathway sheetOften a 10-mark answer (steps in selection)

Selection: definition and steps; conducting a mock interview

Selection is choosing the most suitable candidate from the applicants. It runs through screening, tests, interview, checks and a medical examination before appointment.

DefinitionChoosing the most suitable candidates from those who applied

NatureA negative process: it rejects many to pick a few

Key test for a cookTrade (practical skill) test

Essential for food handlersMedical fitness examination

Recruitment and selection

RecruitmentPositive process: attracts as many suitable applicants as possible. Comes first. Ends when applications are received.

SelectionNegative process: screens out unsuitable applicants to pick the best. Comes second. Ends with the appointment letter and placement.

Steps in the selection process

The order may vary with the post; a helper may skip some tests, a manager may face more.

1
Screening of applications: reject those who clearly lack the job specification.
e.g. no bulk-cooking experience
2
Application blank: a standard form recording personal details, education, experience and references.
3
Preliminary interview: a short meeting to check interest, language and appearance.
4★
Selection tests: trade test (cook a dish), aptitude, intelligence, personality and interest tests.
5
Main interview: in-depth questions on skills, hygiene, attitude and fit with the team.
6
Reference and background checks with past employers.
7★
Medical examination: fitness for the job and freedom from communicable disease.
8
Final approval and appointment letter stating post, pay, probation and terms.
9
Placement in the right section, followed by induction.

★ one-way, controls the pace

Types of interview

Structured: the same set questions for every candidate; fair and easy to compare.
Unstructured: free conversation; reveals personality but hard to compare.
Panel: several members (manager, chef, personnel officer) question together.
Group: candidates discuss a topic together while assessors watch.
Stress: deliberate pressure to see how the candidate copes, e.g. for banquet supervisors.
Telephone or video: a first screening for candidates far away.

Activity: conducting a mock interview

1
Choose a post and give the panel its job description and specification.
2
Form a panel of three (manager, head cook, personnel officer); one student plays the candidate.
3
Prepare questions: introduction, past work, technical ('How do you keep cooked rice safe till dinner?'), hygiene ('What will you do if you have diarrhoea?') and a situation ('Gas runs out at 12 noon').
4
Set up the room: chairs facing, no disturbance, a rating sheet for each panel member.
5
Conduct 10 minutes: welcome, ask, listen, let the candidate ask questions, close politely.
6
Rate appearance, communication, knowledge, hygiene awareness and attitude on a 1-5 scale.
7★
Give feedback to the candidate and discuss what made a strong answer.

★ one-way, controls the pace

In a real kitchen

A cook can talk well and still cook badly, so a trade test (prepare sambar for 50) is the real proof of skill. The medical examination protects every diner, because a food handler with typhoid or hepatitis A can infect hundreds.

Exam angle

2 marks: “Why is selection called a negative process?” Because it eliminates unsuitable applicants at each step to pick the few best, whereas recruitment attracts as many as possible.

5 marks: “Differentiate recruitment and selection.” Meaning, nature (positive vs negative), order, aim, end point, with a food service example.

10 marks: “Define selection. Explain the steps in the selection process for a food service unit.” Define; draw the selection flow; explain nine steps with kitchen notes (trade test, medical examination); types of interview; conclude.

Remember it

Selection steps: S-A-P-T-I-R-M-A-P = Screen, Application, Preliminary interview, Tests, Interview, References, Medical, Appointment, Placement.