boojum.

ltd
PROJECT
By: Fortune Denhere

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 TABLE OF CONTENTS

Page Number
New restaurant in Dublin City Centre
Recruitment and Selection
Stage1: Job Vacancy considerations……………………………………………………3
Stage2: Job Analysis…………………………………………………………………….3
Stage 3: Attracting candidates ………………………………………………………….3-4
Stage 4: Screening candidates…………………………………………………………...4
Stage 5: Interviewing candidates………………………………………………………..4-5
Stage 6: Selecting candidates…………………………………………………………..5-6
Stage 7: Appointing candidates…………………………………………………………7
Stage 8: Induction of employees………………………………………………………..7-8
Stage 9: On-going Training and Development………………………………………….8
Dealing with the disconnected team in the Dublin City Centre…………………………9
Appendix A- Typical Interview questions……………………………………………..10-14
Appendix B- Examples of job advertisements…………………………………………15-19

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New Restaurant in Dublin City Centre
Recruitment and Selection
Stage 1: Job Vacancy Considerations
The growth strategy being pursued by the company has led to the opening of a new restaurant
in the Dublin City Centre. Hence, vacancies for personnel to staff the new branch have arisen.
The Human Resource (HR) Administrator will in discussion with the HR Manager look at
possibilities of promoting internally to fill some of the new vacancies especially the senior
positions (the general manager, assistant manager and senior supervisor positions). By
promoting from within, where possible, not only reduces the risk associated with recruitment
but also lets existing employees see that there is a potential career path in the company which
might encourage them to stay longer with the company.

Stage 2: Job Analysis

The HR Administrator will review the current job descriptions to see if they are appropriate for
the new vacancies. If there is need for adjustments, this is done in consultation with the HR
Manager. This is done to ensure that job descriptions remain current and reflect what is required
of the employees.

A brief summary of each vacancy`s job descriptions will be given to potential candidates during
the job advertisement stage to ensure that before they are interviewed they at least know what
the job entails and are comfortable with that.

The HR Administrator will use the job descriptions to screen applicants based on what is
required of each employee versus what each candidate can do based on their curriculum vitae
(CV). Specific technical or job specific interview questions will be developed from the job
descriptions. Furthermore, the HR Administrator with the use of job descriptions to develop a
profile of the ‘ideal candidate’ for each vacancy which will serve as the basis for selecting from
the pool of interviewees available. An employee profile (often called an employee
specification) essentially identifies the characteristics of the person to fill a particular position.

With the employee profiles in place the HR Administrator will devise a series of questions to
draw out whether candidates match the profile, thus they are used as part of the interview plan.

Stage 3: Attracting Candidates

The goal here is to attract suitable candidates for the various positions. The HR Administrator
will look at two sources for potential candidates:

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 1. Internal recruitment- Internal candidates are already familiar with the organisation`s
aims, objectives and culture. It can act as a motivating factor for others in the
organisation as it shows a possible path up the ranks.
2. External recruitment- Job portals such as www.boojum-ltd/workable.com
,www.irishjobs.ie, www.indeed.ie, and others can be utilized to advertise the
vacancies. National and local newspapers can also be used including trade journals.
Examples of job interview advertisements currently in use at boojum.ltd are shown in
Appendix B.
The final decision on which method and medium is used for a particular vacancy will be done
in consultation with the HR manager.
Stage 4: Screening Candidates
The HR Administrator will compare the CVs send in by applicants with the person
specification and job description to come up with a list of interviewees.
Stage 5: Interviewing Candidates
The HR Administrator will prepare the candidates by doing the following:
1. Ensuring that adequate notice is given of the date and time for the interview.
2. Ensuring that the candidate is aware how to get to the boojum premises.
3. Ensuring they are clear where to go and who to contact upon arrival.
4. Ensuring they are aware of any information, documents etc., they should bring with
them to the interview.
The HR Administrator will prepare for the interview by doing the following:
1. Review all the relevant information beforehand - job descriptions, employee profiles,
application forms etc. Each CV or application form will be reviewed to identify areas
to question during the interview.
2. Preparing a plan of how to conduct each interview - consistency is important. This
will include an outline of similar questions to ask all candidates based on the job
description, employee profile and CVs, so that we can compare like with like.
3. Preparing a suitable venue for the interviews. The choice of location and the layout of
the room will have an impact on the outcome.
The HR Administrator will conduct each interview as follows:
1. Welcoming candidates
 Establishing Rapport - A relaxed candidate will perform better.
 Explaining the purpose of the interview.
 Outlining the format for the interview with approximate timings.
 Informing the candidate that notes will be taken.
2. Acquiring Information
 The HR administrator will begin with general before moving onto more
specific questions (typical questions for the various positions in the new
restaurant are in Appendix A)
 Questions will be asked to explore background, attitudes, suitability etc.,
relevant to the employee profile and job description.

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 The HR Administrator will let the candidates speak for at least 80% of the
time.
3. Supplying Information
 Outlining the job description in greater detail giving an overview of their
potential role in the company.
 Providing the candidate with details on the salary and conditions associated
with the position.
 Answering any remaining interviewee questions.
4. Planning and Parting
 Asking for permission to check references.
 Discussing salary if not mentioned already.
 Giving timetable for the interview decision and how they will be notified.
 Thanking the candidate.
Stage 6: Selecting Candidates
The HR Administrator will use an assessment form as the one below to score each interviewee.

JOB INTERVIEW EVALUATION FORM

INTERVIEWEE NAME: ___________________________________ DATE: __________

Interviewer: Please place an X in the appropriate box..

APPEARANCE Poor Fair Average Good Superior

Dress

Grooming

Body Language

Eye Contact

CHARACTERISTICS Poor Fair Average Good Superior

Leadership

Honesty/Justice

Teamwork

Responsible

Initiative

Resourcefulness

Endurance

Flexibility

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Maturity

Dependability

Attitude

Orderliness

GOALS/PERCEPTION OF SELF Poor Fair Average Good Superior

Realistic appraisal of self

Reason for interest in field

Realistic career goals

QUALIFICATIONS Poor Fair Average Good Superior

Education/Training

Accomplishments

Skills

Relevant Experience

Potential

DECISION MAKING/PROBLEM
Poor Fair Average Good Superior
SOLVING

Creativity

Logic

REASONS FOR SELECTING

Poor Fair Average Good Superior
PARTICULAR ORGANIZATION

Commitment

Knowledge of Organization

Knowledge of Industry

JOB EXPECTATIONS Poor Fair Average Good Superior

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 Realistic

Match employer's needs

LONG TERM OBJECTIVES Poor Fair Average Good Superior

Realistic

Potential to grow

OVERALL Poor Fair Average Good Superior

EVALUATION

ADDITIONAL COMMENTS:

 During each interview the HR Administrator will take short notes.

 After each interview the assessment form is completed for the candidate in question
while the details are fresh in the mind.
 When all the interviews are completed the assessment forms are compared to identify
the most suitable candidate.
 For more senior positions it is important to conduct a second interview, with the HR
Manager involved to assess the candidates.

Stage 7: Appointing Candidates

The HR Administrator will appoint the successful candidates using the following process:

1. Making a verbal offer of appointment through the telephone.

2. Ensuring health and tips certification of the employee.
3. Sending letter of appointment.
4. Signing the employment contract.

Stage 8: Induction of Employees

The HR Administrator will firstly perform a company induction. The new employees will
receive a detailed introduction to the company and their job. They will also be given an
employee handbook. A face-to-face induction will also be conducted which covers the
following:

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  A brief description of boojum.ltd – its history, products, organisation and management.
 Basic conditions of employment – hours of work, holidays, pension scheme, and
insurance.
 Pay – pay scales, when paid and how, deductions, queries.
 Sickness – notification of absence, certificates, pay.
 Leave of absence.
 Company rules.
 Disciplinary procedure.
 Grievance procedure.
 Promotion procedure.
 Education and training.
 Health and safety arrangements.
 Medical and first-aid facilities.

The HR Administrator will spend enough time with each new starter so that they understand
the philosophy of boojum.ltd and what is expected of them.

When the initial briefing has been completed, the HR Administrator will take the new
employees to their place of work and introduce them to their manager or team leader for the
departmental induction programme. This will involve working through a checklist of training
and other information which will span their first month in the role.

Stage 9: On-going Training and Development

The HR Administrator will contact the training team and introduce the new employee. The
Training Team will conduct the necessary training and make assessments at the end of every
week to check on the employee`s progress; the role of the HR Administrator will be to ensure
that the weekly performance appraisals are carried out and take note of any issues arising from
the training for communication to the HR Manager.

At the end of week four if a new employee is able to perform all tasks without supervision a
final sign off is carried out by the Training Team. The HR Administrator will ensure that the
final assessment is carried out and file the review form together with the weekly assessments
in the employee file.

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Dealing with the disconnected team in the Dublin City Centre
The HR Administrator will analyse the report of the employee survey that brought out
engagement issues in one of the company`s teams in the city centre. The course of action to
follow will depend on the problems brought out by the employees during the survey. The
following measures can be implemented to improve employee engagement levels:

 Communication- Sharing the big picture and organizational plans often.

 Participation- Enlisting employee participation in goal setting for their work unit and
asking them to make recommendations for addressing on-going organizational
challenges.
 Rewards- Creating a reward system to reinforce the positive behaviors expected, this
includes group incentives and bonuses on achieving set sales targets.
 Recognition- Putting in place recognition programs such as the employee of the month
award.
 Timely feedback- Seeking customer feedback and sharing it directly with employees
in a timely manner.
 Breaking away from micro-managing- Managers and supervisors are encouraged to
set expectations and allow space for employees to learn.
 Knowing the employees- Finding out what motivates the employees and of any
problems through regular surveys.
 Training and development- Establishing a coaching and development program for
employees at all levels.

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Appendix A- Typical Interview questions
Interview questions for: Restaurant General Manager/ Assistant Manager
Character quality: Leadership
Question: How do you reinforce behavior you want repeated (in a non-monetary way)?
Question: How do you develop untapped potential in your staff?
Question: How do you build and maintain morale with your staff in a non-monetary way?
Question: How do you demonstrate that you value people for who they are rather than for what
they accomplish?
Question: What are the primary management styles? Describe each. Which is your predominant
style? How have you applied those characteristics? What successes and shortcomings have you
experienced with your management style?

Character quality: Determination

Question: Describe a challenging situation and the method you used to meet the challenge.
Question: Describe an assignment you were given that you knew would be unpopular, but you
completed successfully.

Character quality: Initiative

Question: Describe a situation when you went above and beyond to complete a task.

Interview questions for: Kitchen crew/Kitchen Manager

Character quality: Dependability
Question: What situations, during the last year, have kept you from fulfilling your job duties
and coming to work on time?
Question: How do you handle situations that could cause tardiness or absenteeism?
Question: Everybody misses work sometimes. What are some legitimate reasons to miss work?
Question: During the last year, when your replacement hasn’t shown up and your manager
asked you to stay late, what percentage of the time have you stayed late?
Question: What outside situations would affect your dependability on the job?
Question: Why do you think dependability is important for a kitchen crew member at boojum
Mexican burrito bar?
Question: When you do not show up for work, how does it affect your co-workers?
Question: How many unscheduled absences did you have with your previous employer?

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Question: How often are you late for work?
Question: Where does your employment fall in your list of priorities?
Question: Do you have your own transportation?
Question: Could I call your previous employer and ask how your attendance was and what
would they tell me about your attendance?

Character quality: Initiative

Question: As a member of the kitchen crew, if you see an increase or decrease in customer
flow, how do you respond?
Question: If you see a kitchen product getting low, what would you do?
Question: Give an example of a time when you did something without being asked?
Character quality: Resourcefulness
Question: How would you handle not having everything in stock that you need to make the
product you are assigned?

Character quality: Endurance

Question: What about your character would help you do this job day in and day out?
Question: The restaurant is busy, you’re tired, short-handed and you haven’t had a day off in
six days. How does this affect your work and attitude?
Question: Tell me about the hardest job you have ever had? How did it end?
Question: How many hours can you stand on your feet without a break?
Question: What would your reaction be if your replacement didn’t show up?
Question: How do you pace yourself through the day?

Character quality: Responsibility

Question: Are you willing to take on extra tasks or what kind of extra tasks would you be
willing to take on?
Question: How do you handle complaints about meals you have prepared?
Question: What steps would you take to insure your job is done in your allotted amount of
time?

Character Quality: Honesty/Justice

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Question: What would you do if a delivery driver accidentally left double the number of an
item that his company charges us a lot of money for?
Question: Tell me about a time you saw a co-worker taking out food they did not pay for?

Character quality: Flexibility

Question: If you are shopping and the item you would like is not available in your brand, would
you buy something else?
Question: How do handle requests to work a non-scheduled shift?
Question: How do you respond when your manager changes your shift on short notice?
Question: How do you handle working with a co-worker you are not fond of?
Question: You are cooking and the convection oven goes out, what would you do?

Interview questions for: Front of house crew

Character quality: Team Worker
Question: You are stocking and there is only one other worker on the grill. There are 3
customers in line. How would you handle this situation?
Question: How often do you trade shifts?
Question: How would you handle a situation where a fellow employee had difficulty following
closing procedures?

Character quality: Endurance

Question: Tell me about the last time you had to work past your regular time and how did you
handle this?
Question: Describe the most difficult position you have held?

Character quality: Dependability

Question: If I call your former supervisor, how many days would he/she say you have been
absent or late in the last year?
Question: How do you keep your promises to others?
Question: Do you pride yourself in being dependable? Can you tell me about it?

Character quality: Attitude

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Question: Give me an example of how you handled a complaint from a co-worker?
Question: Tell me about a big negative event that happened in your life. How did you handle
this event?

Character quality: Initiative

Question: What do you think this position requires you to do?
Question: You have finished your tasks and have 45 minutes left on your shift, but your co-
workers are not finished, what would you do?
Question: If you had extra time on your shift, would you be able to find additional work? Give
me any example.
Question: How do you organize yourself to be more efficient?

Character quality: Joyfulness

Question: How would you go about making a customer feel welcome in our restaurant?
Question: How would you handle multiple demanding customers?
Question: What is the most difficult situation you have faced with a customer and what was
the outcome? How would you handle it differently?
Question: How would you diffuse a situation with an upset customer?
Question: How do you feel about the philosophy of the customer always being right?
Question: How would you define a successful server?

Interview questions for: Supervisor

Character trait: Orderliness
Question: What is the difference between neatness and orderliness?
Question: What problems are associated with a lack of orderliness?
Question: How would you practice orderliness at boojum?
Question: What have you observed here that is lacking orderliness?

Character quality: Team Worker

Question: What would your fellow employees say about your teamwork?
Question: How do you handle criticism from your manager?
Character quality: Honesty

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Question: While on company time, do you consider personal use of a computer stealing from
the company?
Question: Tell me about a time you saw a co-worker taking company property?

Character quality: Hospitality

Question: What encourages others to talk to you?
Question: How would you handle a dissatisfied customer towards the food?
Question: Do you enjoy talking to people regardless of your mood? Can you give me an
example?

Character quality: Self-Control

Question: You have an irate customer at the register, how would you handle this situation?
Question: How do you handle a situation when things go badly?

Character quality: Alertness, Responsibility, Thoroughness

Question: 24/7 operations are like relay races where you take the baton, run with it and then
pass it on smoothly. How do you make seamless transitions on shift changes?

Character quality: Patience

Question: How would you respond if you are orientating a new employee and had to show
them something four times?

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APPENDIX B

Front of House Crew

Front of House Crew

Dublin, Leinster, Ireland

Description
Boojum is lucky to have a really loyal following of burrito addicts as well as great staff in
every store who bring energy, expertise and passion to their job every damn day!

Boojum now has seven extremely successful stores and are continuing to expand. As Boojum
continues to grow, it's doubly important for us to recruit amazing, enthusiastic people to be
the "face" of the restaurant. And that is where you come in!!!

This is an amazing opportunity for anyone who loves food and gets embarrassingly excited
about customer service. If you would love to work in a vibrant environment, with some of the
soundest people in the country, then we may have the job for you.

But don’t take our word for it! Click on the links below to see our website and have a look at
what our teams have to say about working for Boojum.

http://www.boojummex.com/

https://www.youtube.com/watch?v=g0RiO8G4DlI

Requirements
Full time or part time is grand, just let us know which you are looking for!

Experience working in the service industry is preferable, but not at all essential!!

A vibrant, fun, kind personality

A positive attitude

A passion for exceptional customer service

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RULE 1: BE SOUND.

Benefits
 Amazing opportunities for career progression
 Wonderful teams - ain't no family like a burrito family.
 Great staff parties -a very important part of team building. Ahem.
 A product you can be genuinely proud of (and free food when on shift!)
 Staff incentives and reward schemes
 Extensive training – we will give you food safety training, chemical training,
customer service training, fire training and manual handling training, as well as
thorough Boojum training. We invest a phenomenal amount into our employees,
which is one of the things that makes us so fantastic to work for!

Boojum Ltd does not discriminate on the basis of race, sex, color, religion, age, national
origin, marital status, disability, veteran status, genetic information, sexual orientation,
gender identity or any other reason prohibited by law in provision of employment
opportunities and benefits.

Restaurant General Managers

Restaurant General Managers

Dublin 1, Leinster, Ireland

Description
Do you have a head for people, food and numbers? Do you enjoy a healthy mix of being on
the front lines, and working behind the scenes? Are you looking for a job with lots of
opportunities to progress and develop? Boojum are looking for passionate, honest and driven
leaders to join our thriving Dublin team.

This is an amazing opportunity for anyone who loves food and gets embarrassingly excited
about customer service. If you would love to work in a vibrant environment, with some of the
soundest people in the country, then we may have the job for you.

But don’t take our word for it! Click on the links below to see our website and have a look at
what our teams have to say about working for Boojum.

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http://www.boojummex.com/

https://www.youtube.com/watch?v=g0RiO8G4DlI

Job Description:

The General manager will ensure that all stores operate efficiently and profitably while
maintaining high standards of food, food safety, and service across multiple sites. The
General manager will also assist the area manager in implementing company policies and
compliance with all appropriate legislation and regulations.

Job Duties to include:

Admin:

To maintain financial paperwork and employee records

To perform administrative activities such as scheduling (rota’s), budgeting (stock control),

and payroll.

Staff employment and review

Ensure good financial control of restaurants; this includes cash management, cost controls
and KPI's

Ensuring good communication with head office and our other stores

Food Management:

To estimate food consumption, place orders with suppliers, preparation kitchen, and schedule
delivery of food and beverages.

Ensure food quality standards are met and continue to follow standards expected from
Boojum.

Control wastage

Recruitment

To recruit, hire, and oversee training for staff.

To judge the quality and review staff members on a regular basis

Coach and mentor staff as appropriate to improve performance

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To coordinate the work and activities of staff.

Implement human resources policies, procedures and practices

Discipline staff when necessary using appropriate techniques and procedures in accordance
with all workplace regulations

Health and Safety

To ensure compliance in all areas of operational activity.

Carry out monthly restaurant inspections

Liaise with Environmental Health Officers. Ensure any non-compliances are rectified.

Organise external training in Food Safety and Health and Safety and monitor training needs.

Oversee maintenance and repair of restaurant

Requirements
 A no-compromise approach to food safety, food quality and customer service
 Experience in the food industry (particularly fast casual restaurants) is preferable but
not essential
 At least six month proven experience in a leadership position
 An honest and motivational attitude to management
 Excellent communication skills
 A hands-on approach to management

Benefits
 Many opportunities for progression – this is an extremely exciting time to join the
company. We are expanding at a thrilling pace and consistently create positions for
people who are keen to advance their career within the company.
 Extensive training – we will give you food safety training, chemical training,
customer service training, fire training and manual handling training, as well as
thorough manager training. We invest a phenomenal amount into our employees,
which is one of the things that makes us so fantastic to work for.
 Employee incentive schemes - pay rises, discounts in shops and hotels, cashback on
purchases, staff team building days, employee of the month prizes, not to mention free
food when on shift.
 Employee assistance programme – a fantastic system for providing external emotional
support and counselling, particularly useful for when you are going through a stressful
time in any aspect of your life. What makes this so special is that it doesn’t have to be
work-related, and not many companies can say they support their employees in a
personal capacity.

What are you waiting for? Answer these questions, stick on your CV and hit apply! We can’t
wait to hear from you.

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Boojum Ltd does not discriminate on the basis of race, sex, color, religion, age, national
origin, marital status, disability, veteran status, genetic information, sexual orientation,
gender identity or any other reason prohibited by law in provision of employment
opportunities and benefits.

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