How The Right Hospitality Induction Can Keep Your Business Cooking
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How The Right Hospitality Induction Can Keep Your Business Cooking

Read - 21/09/2018

Including accommodation, the hospitality industry currently employs close to 750,000 people. This accounts for 7% of the total working population of Australia. The café, restaurant and takeaway food sector alone is expected to generate 84,100 new jobs by 2022. The sector is a significant employer and with this kind of predicted growth, coupled with skill shortages, making sure you have a streamlined induction and screening program is key, resulting in rapid engagement to a standard that meets your legal obligations and your new recruit’s expectations.

As a workforce compliance specialist, we’ve collaborated with industry practitioners in the hospitality space to devise a suitable and effective program for various hospitality roles that covers background screening, safety inductions and accreditation management, all in a simple web-based platform.

As a web-based platform, it’s an opportunity to streamline your processes and for your candidate to be on their first shift within the hour. Coupled with various integrations with applicant tracking systems and HR information systems such as Peoplestreme, FoundU, we are prepared and ready to help you to manage this business critical element.

Background Checks

Citizenship: A mandatory requirement is a citizenship check. If your candidate is an Australian citizen, they can provide evidence of this in the form of an Australian birth certificate, passport or citizenship certificate.

As a non-Australian citizen, the candidate is invited to upload their passport information, and a copy of their passport in readiness for you to quickly validate their work rights using our seamless integration with the Department of Home Affairs VEVO database.

Police Check: A national police check reveals the criminal history of any candidate at the point in time that the check is requested. This allows you to understand who you are hiring, and make better hiring decisions. The process is seamless, so you don’t need to leave WorkPro’s intuitive interface. The process is 100% on line, results are returned within minutes, the service is available on any device and the platform automatically manages the archiving and destruction of information in accordance with ACIC requirements.

Credit Check: For certain roles, perhaps Bookkeepers, Accountants and CFOs, it may be appropriate to conduct a credit check annually.

Collecting and Monitoring Accreditations:

It may be worthwhile considering the collection and online monitoring of the following key documents:

  • Food Safety Certifications
  • Responsible Service of Gaming
  • Responsible Serving of Alcohol
  • Working with Children Check (may be appropriate under certain circumstances in certain working environments)

Candidates are invited to upload details and copies to the platform so that you can transparently and automatically monitor and manage expiries..

Safety Information and Induction

Necessary but very time consuming.

Our partnering practitioners recommend the following as a good base for hospitality worker safety:

Hospitality Worker Safety

The most fundamental module. Includes:

  • Personal hygiene
  • Hazards and risks
  • Emergency procedures
  • Disposing of different types of waste

Food Handling

This module is essential for those who are coming into direct contact with food in the workplace. It includes:

  • Food storage
  • Proper food handling techniques
  • Different temperatures and what they mean for your food

Event Management Safety

As an event worker, your role, working environment and safety risk are almost guaranteed to change from job to job. WorkPro’s event module covers the following elements:

  • manual tasks
  • Bumping in
  • Bumping out
  • Crowd control
  • Personal protective equipment
  • Emergency management

Bullying Discrimination and Harassment
As a rule, you will always provide an induction on bullying, discrimination and bullying, which deals with resolving conflict in the workplace. It also includes:

  • Duty of care
  • Victimisation
  • Examples of bullying, discrimination and harassment

Further resources for hospitality staff can be found at Worksafe Victoria, which is an invaluable resource. It includes safety basics, case studies, related resources and more.
So now you’ve got your staff screening, onboarding and induction sorted, you need staff at a time that suits you. Sidekicker is a super interesting game-changer. Their entire business revolves solely around helping businesses quickly gain access to hospitality staff, on-demand. The Uber of hospitality staff, if you will.

If you employ staff in any capacity, you have duty to keep them safe at work and carefully balance compliance obligations. Your business can find itself at risk if there isn’t a robust safety system in place. We can help you get this right, the easy way.

You might also like

As we head into the hectic holiday season, it’s important to ensure that you’re continuing to induct your workers both safely and efficiently. Avoid the temptation to rush through your normal processes,

With summer, and the festive season just around the corner, workforce flexibility may be top of your mind to help your business meet shifting demand. This is especially true of the hospitality industry,

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