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When it came to innovation for recruiting a large number of highly qualified people in a relatively short amount of time, an Atlantic City organization called Borgata Hotel Casino and Spa notably did. This creative organization faced the requirement to hire at least 5,000 employees, for all positions in order to support a 2002 room casino and resort. They resourcefully came up with a “recruitment campaign that resulted in 30,000 well-qualified job applicants.” They even deployed a “mobile unit that took teams of staffers to the streets of Atlantic City with laptops, bringing applications directly to the public.” Schadler, J. (2004). This was an impressive hybrid idea to me and a great use of today’s technology. To conduct an extensive recruitment campaign such as Borgata engaged, I would most likely approach it in a similar manner, but with a twist, utilizing the same sort of resources such as “magazines, newspapers, radio, and billboards” Schadler, J. (2004). However, kicking-it-up-a-notch by advertising more widely on the internet, to include internet recruiters would no doubt reach more applicants, on a large scale, and higher quality. These combined ideas can provide a larger scale disbursement of recruitment information to mass numbers of potential applicants and orderly manage the predicted response by funneling it in an organized manner encouraging applicants to apply online. See Using the internet as the application source, this would expedite the recruiting process tremendously. I can remember the day when it took weeks by mail to receive a resume; then a response or phone call; the interview; then the response again. In my experience it can take weeks. By use of modern technology, you could potentially int... ... middle of paper ... ...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy. Works Cited Aamodt, M. (2013). Industrial/Organizational Psychology. Wadsworth Cengage Learning. Belmont, CA. Schadler, J. (2004). Creative recruiting helps hotels attract the best employees. Hotel and Motel Management, 219(19), 20-20, 22. Retrieved from http://search.proquest.com/docview/198942616?accountid=38569
Based on prior experience (my personal experience recruiting at work), for a targeted type of recruitment referrals and staffing agencies are the methods that seem more targeted.
Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.
First, I would recruit prospective employees through social media or by using the Verizon Leadership Development Program (VLDP) (Kinicki & Williams, 2013). Social media gives a wide range of possible employees to choose from throughout a global market. The Verizon Leadership Development Program is a program that’s used to recruit the best college graduates. VLDP covers a wide range of departments.
Recruitment is crucial in meeting the goals and objectives of an organization. The recruitment and training process allows an organization to seek out (search) individuals who will fit the proposed job description and meet the objectives of the organization, moving toward a successful future within the organization. High-performing staff is essential in an organization to deliver outstanding services to the valued customers. Often times, an organization will have trouble recruiting and retaining outstanding employees. Those who are able to do so gain a distinct competitive advantage over the firms who were unable to properly recruit. Additionally, efficient recruitment saves costs as the need to re-recruit and retrain an employee holds substantial costs compared to retaining an employee who has already been recruited. Recruiting the right people is a key managerial role, yet many agencies do not devote enough time to the recruitment process. This case analysis identifies Heidrick & Struggles International, Inc. in relation to the recruitment process and retaining of employees in order to have long-term success within the organization. In a changing industry, Heidrick & Struggles feared that their 54-year-old business model would not stand up to the evolving needs of their clients. Through recruitment, they could compensate for these changes by bringing in the right personnel to handle the situations that arose from an ever-changing business environment.
The Aria Resort and Casino is one of the newer resorts located on the Las Vegas Strip. It is a work that provides culture, hospitality and endless possibilities to Sin City. The addition of the Aria to the Strip changed the tone of Las Vegas Boulevard. To fully understand this work one must know who created the resort and why, who benefits from this resort, how this resort influences culture and the possibilities offered due to the creation of this resort. Having knowledge of these ideas allows one to fully understand how the Aria functions as a part of the legendary Las Vegas Strip.
Each year, America’s travel and tourism industry generates approximately $1.5 trillion dollars in economic output, or about 2.6% of the country’s gross domestic product (Select USA, 2016). Nearly 20% of this economic activity is directly related to accommodations, which serve the short term lodging needs of pleasure and business travelers. Unlike other American economic sectors, this lodging industry is a highly fragmented, diversified market with an incredible variety of suppliers. Temporary overnight lodging can range from undeveloped campsites, hostels, and capsule hotels all the way up to mansions and incredibly luxurious five store hotels. Price ranges run the gamut from just a few dollars a night to thousands of
The recruitment process for Accor Hotels is almost completely based on the candidate 's personality and someone who meets their company values. Accor Hotels now use social media as they have pages on several different social medias dedicated to people who are wishing to work with the Accor group. The Accor group doesn’t have a set recruitment process specific induction and training processes used for all employees. Their induction
Every restaurant is always responsible for filling up available positions. When it comes to recruiting employees McDonald’ uses several techniques and many of the positions they offer are advertised within McDonald’s restaurants. McDonald’s has one of the best recruitment histories in hiring quality staff that provides that outstanding service to consumers. Some of the methods used to recruit and be able to select is through ...
Using job postings on job boards will help with candidates they already know and will boost morale of these candidates and improve their engagement. Finding external candidates could use of the internet job websites and social media. Building a quality reputation enhances this process. Use of employment agencies to screen candidates is also useful as well as walk-ins. It is important to recruit a diverse workforce. They need to screen out employees and managers whose values are not people oriented. The managers will offer an application form to collect essential background information, education background, job references and previous supervisors. It must comply with EEO laws such as handicaps. Tests and a validated interviews will raise the quality of employee short
Today, finding the right candidates has become a big challenge for the organizations as they need skilled and focused employees which are not easy to find sometimes.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
According to Barber (1998) the process of recruiting has changed enormously by using the technology especially internet. Whereas, Bartram (2001), many employers are now turning to web-based recruitment and selection because it provides a much faster system than the old practices and applicants can easily access from any where in the world.
Recruitment and selection strategies is a subcategory of management described as strategic management. According to Nicole Long of the Demand Media, wrote an article published in the Houston Chronicle’s small business section that stated, the recruitment and selection of the right employee for each position can lead to the reduced costs, thus leading to an improved bottom line. The recruitment and selection of the right talent for an organization is pivotal to its success and comes at significant cost. In an article published by Forbes Magazine (2013), US corporations shelled out approximately $72 billion dollars in their recruitment and selection efforts. This comes out to be on average about $3300 per recruit. With this kind of financial investments many companies have started to utilize third party recruitment companies. This practice is normally referred to as Recruitment Process Outsourcing according to Forbes Magazine (2013). After reviewing your organizational structure Mr.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
...oose from, however sorting through applications to remove unsuitable ones can be time consuming. The other negative is that you are only going to get people that are actively seeking. This is why they don’t just use this method. Another method is using social media. This method is effective because of how popular social media is today. It generates a wide reach and you can set it so certain people will see it, for example people living in certain areas, people of a certain age etc. This is very useful for NatureCare as they are looking for university graduates of at least 4-5 years ago. They can advertise to certain regions, or even people that have attended certain schools, such as UC. Social media recruiting is effective because it is not a high cost compared to traditional advertising and the hiring time can be reduced greatly.