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Final Project
Tagvenue is a fast growing start-up (currently around 35-40 workers) which aim is to provide the best services for customers looking for a perfect event venue. Tagvenue.com is a searching platform which allows users to find event venues suitable to their needs and which enables contacting the venue managers in order to book a space. On their platform you can find and book venues from the UK, Ireland, Singapore and Australia.
(Junior) Venue Specialist (part or full time, flexible working hours) - ENTRY position, there will be 5 employees on the same position. Reporting to Team Leader.
Requirements:
Responsibilities:
Application forms are included with 4 questions: salary expectations, LinkedIn profile, Why would you like to work at Tagvenue? and about candidate's availability (part-time/full-time).
Rejecting or accepting candidates’ CVs - priority based on their availability declared in application form.
Rejection of overqualified candidates and not UE or close countries (Ukraine, Russia, Belarus etc) residents, and candidates without work permission
Two times a week - a meeting of HR person with Team Manager for CVs evaluation.
Conducted by an HR person, a 0,5 hour phone interview.
For each candidates the same bunch of questions, the order depends on the conversation’s flow.
Basic information about the company, shorten job description, question if it sounds interesting for the candidate.
What is your ideal work environment?
What are your expectations about the new job?
Why Tagvenue?
Biggest challenge/achievement.
Failures/mistakes (with explanation that we learn on hour mistakes and about this radical honesty).
What skills would you like to develop at work, what challenges are you looking forward in new job?
How do you develop professional skills?
How do you learn things, what have you learned recently?
Approach to conflicts and solving problems
Work organization.
Strategy for repetitive tasks.
Example of negative/constructive feedback and how did you deal with it.
Time for candidate’s questions.
Practical info (starting date, salary, contract, work permit, next steps).
INTRO
MOTIVATION
EXPERIENCE
LEARNING
OPTIONAL
ADDITIONAL
A work sample (questions are based on the content of work venue specialist is due to do on a daily basis) - there’s a venue website and the candidate’s task is to answer closed questions about the practical features of this place:
Kew Gardens is an iconic venue located in Richmond, about 1-hour drive from Central London. Other than being a beautiful recreation site, the Gardens are a very popular wedding venue.
Read carefully through the Kew Gardens venue hire information: https://www.kew.org/venue-hire website. Focus on the information provided for the Kew venue only - you can ignore the Wakehurst venue. After you are done, go to the next page and answer the questions.
Then there are 4 closed questions about venue features (it’s the same kind of work Venue Specialist will have to do).
Assessment: candidate can gain 0-1 point per question
Next there is one task for correcting a sample of text (grammar and typos) - this one checks both orientation for details and written English skills (knowledge of English grammar).
Assessment: there are 7 mistakes so the points are 0-7
Accept/decline the candidate - decision maker is the Onboarding Team Manager, HR person (a psychologist) is assisting.
It’s a small but fast growing company - has recruiting needs in nearly all of the departments simultaneously. For now there’s only 1 person directly responsible for the recruitment process (selection depends on team leaders, managers and CEOs).
Due to small sizes of each team, every position entails quite high influence on team’s (and company's) results. There is a focus on recruiting the right people willing to be involved in a long-term cooperation.
1. They need some framework for the Onboarding Team Manager of what to focus on while going through CVs (for non-HR-related person).
2. Probably need to paraphrase the name of the position (Venue Specialist seems to be misleading).
3. How to encourage in the job offer (value proposition)?
4. Any additional channels they could use to advertise job offer effectively.
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