Designing the selection process: The selection process should include the steps outlined below:

1. Application Form: create an application form (which the hotel could use). This can be a simple form which will also require a candidate to submit a resume and covering letter. Be sure that the application form includes basic contact information; a section for previous work history; and a section for education/qualifications. Be sure you aren't asking for any information which is illegal or could create the perception of a human rights violation. (0.5-1 page)
2. At the end of the application form, you must provide three specific 'yes' or 'no' questions based on the qualifications in your job description. These questions will help you quickly screen out candidates who aren't qualified.
3. Create an interview guide:- At the top of the interview guide describe who will join you on the interview panel - be specific about what other people (and their position at the hotel) will join you on the selection panel. Describe how the choice of these other individuals will assist you in the interview and what expertise they will bring to the interview panel. This description should be about 1 paragraph in length.The next section of the interview guide must include 5 interview questions. Use the textbook to help you design questions which should be a mix of both situational and behavioral questions. You must have a minimum of 5 questions total. After each question use a quantitative approach to assess the candidate's answers. (1-2 pages in total). To assist you, please see this example below. This example illustrates a behavioral interview question with a quantitative approach to five possible answers. The 'best' answer receives 5 points and has the components listed below, while a score of 1 point is a 'poor' answer. This is only an example - you must create a quantitative rubric for each of your 5 questions.

Example of a behavioral question with a quantitative rubric and possible answers from a candidate:

Question #1	5 points	4 points	3 points	2 points	1 point
Tell us about a time when you had to discipline an employee for poor behavior. How did you handle this? What would you do differently?	Candidate answer: Understood privacy and confidentiality. Knowledgeable regarding progressive discipline. Good judgement; understood manager's role. Set expectations for the employee moving forward.	Knowledgeable regarding progressive discipline. Good judgement; understood manager's role. Set expectations for the employee moving forward.	Knowledgeable regarding progressive discipline. Good judgement; understood manager's role.	Good judgement; understood manager's role.	Had not done this before. Had no further response to the question.