According to Flippo, (1984) Hospitality industry is mainly a service based industry which requires an efficient workforce to deliver a good and satisfying service to their guests. So for fulfilling the talent in the organisation they need to follow a process and recruitment is the first and the very essential step to follow. It is a process to search for pr0spective employees and provoking them to apply for the job openings. Recruitment is a course of action to bring light to the sources of personnel to meet the needs of staffing and to attract requisite or fair number of efficient employees which further ease an effective selecti0n of an efficient team of executives. Recruitments is an operation which act as a necessity for selection. A well …show more content…
The organisation can attract pool of potential and right candidate for the vacancies by posting the job vacancies in the internet but there might be a possibility of wrong interpretation of an employee data. With the help of internet recruitment there are possibilities of acquiring wrong information or less realistic information about the applicant. still many organisation uses internet recruitment in order to attract talented candidate from this challenging world and to advertise their career …show more content…
They seek for fresh talent rather than lateral hires. The reason behind their seeking for fresh talent lies with the fact that though experienced person can tackle the problems more efficiently but it is the young blood who can treat it innovatively, also its easy to shape a raw diamond rather than shaping a polished one. Also they hire give opportunity to the ones from small towns and sub-urbs. As the staffs are considered to be the backbone of hotel industry, A sound recruitment process ensures that right skilled and able people are employed. Recruitment followed by a good induction and training is like polishing the raw diamond which makes an employee more efficient with a high potential. Many a times Taj provides its employees with an 18 months training programme as compare to a standard of 12 months training programme. It is through recruitment and selection that the management to determine the behavioural characteristics and competence of the employees and gradually modifying them if needed. At Taj the employees are treated as a family member and the differences occurring if any are resolved in the most peaceful way where no employee feels biased and being ruled over by the powerful one. Also they arrange for the recreational activities of the employees during off season to rejuvenate them and motivating them to work with new zeal and enthusiasm. One of the best thing about Taj is the persons are treated equally
Since many of the applicants are young, they use computers to looking for a job online in order to establish a new career or jump into a new area. Therefore, place hiring information online would be more effective than other traditional ways to advertise and can also reduce cost of advertisement by using their own website.
Recruitment is an important part of Human Resource Planning. People are an essential resource in a business and therefore need to be used effectively in order to benefit the business.
Simon, E. (2003). Successful hotels use hands-on hiring, retention practices. Hotel & Motel Management, 218(11), 54.
Sheth, S. (n.d.). Bookmark and share recruiting the best talent for the hotel industry. Retrieved from http://www.hcareers.com/us/resourcecenter/tabid/306/articleid/835/default.aspx
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
This Essay will give you a new way of thinking when it comes to recruitment and selecting future employees and hopefully it will help you in your future researches or using the methods that will introduced in a later stage in this essay.
The Hotel industry has become very important in the past years due to immense traveling and growth of international business. Hotel industry not only plays an important role in the life of people but as well as the economy of the country. Development and advancement in the Hotel industry have rapidly been taking place and especially since the rapid change in technology, it is very important for hotels to be promptly keeping up to date. When the hotel industry is spoken of, there are many famous hotels but one hotel company that has been outstanding in growth and other aspects of business, like in Leadership, Teamwork (Employee turnover), Motivation (Customer retention and satisfaction, Goals and objectives, (changing the way hotel business has worked), and Change within the company; structurally inside and physically outside, adding elements, like entertainment, gaming, and outdoor activities, is the Hilton Hotel Company.
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
...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.
The internet has opened new avenues for companies in regards to finding new candidates for filling vacant of newly created jobs. Companies now have their own websites where they can list current job opening. In addition, there are multiple job boards such as monster.com and hotjobs.com. There’s even the option of social media sites such like Facebook, Twitter, and LinkedIn where companies can post information about their company and current job offerings. In the past companies would rely on placing a want ad in the local newspaper or in a widely circulated industry magazine or journal, then they would wait for the applications and resumes to arrive via mail or hand delivery. The “old recruiting paradigm, aimed primarily at active candidates, was predominantly a ‘spray and pray’ method. The tools of the trade were want ads, paper applications, resumes, phone calls, face-to-face networking, and so forth. Employers sprayed want ads across pages of print media, and job seekers sprayed large numbers of resumes in the direction of potential employers; both prayed for good results.” (Joos, 2008) While these met...
There are research been done by stated the highest turnover rate occurs during the first and four weeks on the job, so it was important to retain the newcomers during the beginning of entering new organizations (Kennedy and Berger,1994). Another research showed the most turnover among employees occurs within the first few months (Lundberg and Young, 1997). Hospitality is a labor intensive business, and is one of the industry which highly need of labor. According to Kusluvan (2000), the development of the locality in terms of infrastructure and tourism will direct effect the amount of labor needed. In developing countries such as Malaysia, the rapidly growth in tourism will required large amount of labor to work in
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
For many important and well known companies its people are most important asset. For McDonald’s this applies as well. Employees who demonstrate positive attitudes and ability of commitment strive to be number one in customer satisfaction. For this same reason, McDonalds’s restaurants focus on attracting and hiring the best and at the same time provide the best place to work. Unfortunately McDonald’as well as other companies have to experience staff turnover. Many of these reasons consist of changing careers, going back to school, leaving the area, and even new opportunities they are offered. Although, it can be very expensive to recruit and train staff to reduce turnover, McDonald’ reinforces these steps and makes sure they choose wisely and also treat their staff well. McDonald’ needs and looks for people who want to exceed and deliver great customer satisfaction service. In order for them to make sure they select the best, they must identify quality skills, and or behaviors that applicants must demonstrate in order to be hired and be part of McDonald’s family. Every position or job description has an outline of the regular duties and or responsibilities McDonald’ want their employees to follow. McDonald’ also has a person specification where personal skills and competences can be defined of each applicant.
During the pre-digitalisation era recruiters had to rely on paper resumes and job applications. Job posts were advertised either in industry papers or tradeshows or in public recruitment centres. In many instances, jobs go advertised internally and hiring involved referrals by other employees.
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.