A hotel recruitment process should make clear what has been checked, what evidence supports it and what still needs an answer. Sagesa Hospitality's six candidate checks cover CV, training, English, right to work, identity and references. Each check should relate to the actual vacancy and have a named person responsible for completing or clarifying it.
Use this checklist alongside the assessment guide. It is a record of relevant evidence, not a promise that a checklist can eliminate every hiring risk.
Map the six checks to the vacancy
- CV: clarify employment dates, duties and the candidate's personal responsibility.
- Training: identify relevant awards and what they support for the proposed tasks.
- English: confirm Sagesa Hospitality's minimum B1 level and assess the communication the role requires, including clarification and handover; some roles need a higher level.
- Right to work: establish the applicable position for employment in Ireland.
- Identity: check that the person and relevant documents correspond.
- References: agree suitable professional contacts and verify the information relevant to the role.
Record identity and right-to-work checks separately. A PPS number does not establish permission to work. Consult the WRC's official guidance and the responsible authority for the individual's circumstances; this checklist does not determine eligibility.
Identify evidence and responsible people
Create an entry for each check with evidence requested, evidence received, reviewer, date, finding and next action. Agree between hotel and recruiter who obtains information and who makes the final employment decision. Avoid duplicate requests that confuse the candidate.
The DPC's data-protection principles support collecting only necessary information and keeping it accurate and protected. Use an appropriate access-controlled process, explain the purpose and apply the organisation's justified retention arrangements. Do not collect unrelated personal records just because a folder could hold them.
Resolve gaps without guessing
“Not yet received”, “unclear” and “does not meet the requirement” describe different situations. Record the actual state. If dates differ between a CV and a reference, ask for clarification rather than immediately labelling the candidate dishonest.
For a fictional example, a referee can confirm employment but did not supervise the candidate's current specialist work. Record the limit of that reference and identify another appropriate way to assess the skill. Do not turn a general employment confirmation into evidence of every claimed competency.
Record the decision and handover
Before an offer is finalised, identify which unresolved items are essential and who must resolve them. Keep conditions clear to the candidate and receiving manager. A green summary should not hide an outstanding right-to-work question or an unconfirmed treatment requirement.
Pass relevant training or supervision needs into the pre-arrival checklist. The employer recruitment guide connects this evidence stage to the wider process. The completed record should allow another authorised colleague to understand what was checked, what it established and what action remains.