Offer Processing SOP – Kitchen Roles

Applies To: Commis 3, Commis 2, Commis 1, DCDP, CDP

Departments: Human Resources, Kitchen Operations

Owner: Human Resources

Review Frequency: Annual

Purpose

This SOP ensures that:

  • Offers are released only after proper verification
  • Role, salary and expectations are aligned
  • Fake or inflated resumes are identified and filtered
  • Candidates are onboarded with a clear growth roadmap

This SOP is mandatory for all kitchen hires, especially where:

  • Salary expectations do not match the applied role
  • Candidate claims senior or international experience
  • Multiple or inconsistent resumes are observed

Responsibilities

Human Resources Team

Responsible for:

  • Conducting verification steps
  • Collecting and validating documents
  • Communicating offer terms clearly
  • Maintaining written records

Hiring Manager / Founder

Responsible for:

  • Final role approval
  • Final salary approval
  • Growth roadmap definition
  • Escalation decisions

Offer Processing Workflow

Step 1 — Role & Expectation Alignment (Mandatory)

Before any offer discussion, HR must confirm verbally that:

  • The candidate understands the actual role being offered
  • The candidate accepts the salary band applicable to the role
  • The candidate understands that progression is performance-based and not an immediate senior placement

If the candidate insists on higher compensation without role alignment:

Stop the process and escalate.

Step 2 — Verbal Experience Validation

HR must conduct a verbal discussion with the candidate.

While the resume may be used as a reference, the candidate should explain their experience independently.

Mandatory Question

Please explain your job history.

Mandatory Deep Validation Question

When you were functioning as a [Role Name], what were your daily responsibilities?

HR should probe for understanding of:

  • Material ordering
  • Portion control
  • Yield management
  • Wastage control
  • Team handling
  • Costing awareness
  • Menu inputs
  • Reporting responsibilities

Inability to explain day-to-day responsibilities may indicate designation inflation and should be escalated.

Step 3 — Document Collection (Pre-Offer)

Mandatory Documents

  • Aadhaar Card
  • Passport (entry and exit stamps must be visible for candidates claiming international experience)
  • Latest six months bank statement
  • One formal photograph

Optional Documents (If Available)

  • Appointment letters
  • Relieving letters
  • Salary slips
  • Visa copies
  • Work permit copies

Refusal to provide a passport (where international experience is claimed) or bank statements should be treated as a red flag and escalated.

Step 4 — Trade Test Confirmation

Before or immediately after offer acceptance:

  • Candidate must clear a trade test appropriate to the offered role
  • Candidates claiming senior positions should also be assessed on junior-role fundamentals

Trade test results take precedence over resume claims.

Step 5 — Offer Release Guidelines

Every offer must clearly specify:

  • Role title
  • Starting salary
  • Benefits (PF, accommodation, meals, etc.)
  • Posting location
  • Probation period (if applicable)
  • Review schedule

HR may not negotiate salary beyond approved ranges without Management approval.

Step 6 — Growth Roadmap Communication

HR must verbally explain the expected growth pathway and, where possible, reference it in the offer communication.

0–6 Months

Focus on:

  • Operational stability
  • Skill alignment
  • Team integration

6-Month Review

Focus on:

  • Performance evaluation
  • Potential salary correction

12-Month Review

Focus on:

  • Role upgrade eligibility
  • Leadership responsibilities
  • Costing and operational ownership

Progression is performance-based and not automatic.

Step 7 — Handling Candidate Objections

If a candidate raises concerns:

  1. Record the objection.
  2. Do not renegotiate independently.
  3. Escalate to Management for review and decision.

Escalation Matrix

Scenario HR Action
Salary mismatch Escalate
Resume inconsistency Escalate
Document refusal Stop Process & Escalate
Trade test failure Reject
Attitude or behavioural concerns Escalate

Record Keeping

HR must maintain:

  • Interview notes
  • Verification notes
  • Document copies
  • Trade test feedback
  • Offer acceptance confirmation

These records should be retained in accordance with company record retention requirements.