ASILLA ANTONETTE S.

GAID

CASE: Recruiting for the Ritz-Carlton

I. STATEMENT OF THE PROBLEM:

Ritz-Carlton Hotel Chain is a famous luxury hotel chain. It was preparing for a new Hotel branch in
Washington DC. While preparing for the opening, it was the task of the Human Resource Management
to fill up the positions needed for the hotel to operate.

II. DIFFERENT AREAS OF CONSIDERATION

Strengths
Ritz Carlton is a famous luxury hotel brand. It is an established brand with year

The Human Resource Department was active in filling up the positions needed. Both
conventional and creative methods of recruiting were in recruiting. While the hotel was being
built signs were put up indicating the opening date and how to apply. Staff and managers were
handing out business cards and services praise cards to employees of other service industries.

Job Fair was a major source of recruits generating 2,300 applicants in two days.

While the opening got closer, some newspaper ads were placed.

During the job fair, it was a thorough process of selecting. There was a screening
interview. After the screening interview, those who passed were scheduled for an in depth 1
and hour.

Refreshments were served during the job fair.

Weaknesses
The hiring process was costly.
No internet and radio ads were used.
Opportunities
The luxury brand could generate the needed positions since Ritz-Carlton is a well-known
luxury hotel brand.
Threats
While brand can generate the needed positions, there are other luxury hotel chains in
Washington DC.
III. SOLUTION/ALTERNATIVE COURSES OF ACTION
A. The Human Resources Department headed by Director Maria Minarich should continue
using the Conventional and Creative Methods in recruiting. In order to generate a
number of applicants, both methods should be used. The HR Department should use the
conventional such as putting signs since it will easily be seen by the passersby, as well as
newspapers so that news can be circulated. Job fair also is a conventional method.
Moreover, creative methods should be implemented so that recruitments can be
personal too. In that sense, you can recruit the moment you invite the person and you
can guarantee the quality of service provided.
 It is also important to note that while on the job fair, the quality of service provided by
Ritz Carlton should be shown to future employees so that they can emulate and see for
themselves what the luxury brand should do.

Using both methods will however be costly on the part of the company since it
will employ both methods. Organizing the job fair also will be costly since it will be
housed in the location that can accommodate thousands. Refreshments and music will
be played to keep up with the upscale luxury branch.

It will be also time consuming to give out business cards to the different
establishments such as restaurants and other hotels.

B. Conventional Methods
a. The company should stick to the conventional method of putting up signs, as
well newspaper ads so that news can be circulated easily. Moreover, in this
internet and digital, it should be noted to use internet to attract the best
applicants since most of the people are always connected to internet. This can
also save on costs. The downside of this is that while there are a number of
applicants, quality of service cannot be checked. This is the most essential
quality an applicant must possess since the hotel is under the service industry.

IV. CONCLUSION AND DETAILED ACTION PLAN TO IMPLEMENT USING DATA BELOW
In order to fill up the needed positions, the strategic approach was the better method in
filling up the positions. A detailed action plan is summarized below:

Specific Action Person Time Frame Budget

Responsible
While construction, the HR While construction On To be determined
HR Department should Department Going
put up signs indicating
the opening date and
the positions needed for
the hotel to operate.
This is to inform the
general public that the
Ritz-Carlton will be
operational in that date
and they are already
hiring.
Place Newspaper Ads HR While construction On To be determined
indicating that the Ritz- Department Going
Carlton is opening a new
branch and that the
hotel is now hiring to fill
in the needed positions:
Housekeeping, Front
Desk, Banquet, Security
 Maintenance, and Guest
Services. The positions
should be indicated in
the ad in order to specify
the need.
During construction HR While construction On To be determined
also, the managers and Department Going
staff should look into
going to different
establishments such as
restaurants to look for
employees needed in
the banquet. For hotels,
the managers should
visit hotels so that they
can look into filling up
the housekeeping
department.
Aside from that, the HR HR While construction On To be determined
department should look Department Going
into agencies that will fill
up the positions for
security, maintenance
since there are agencies
that specialize in those
services.
Once the hotel is nearing HR While construction On To be determined
completion, conduct a Department Going
two day job fair. To
maximize the number of
applicants, flyers are
distributed
On the job fair, conduct HR While construction On To be determined
a two part process in Department Going
selection. First part to
screen. The next is
thorough interview of 1
and hours with a series
of questions.
Refreshments are served HR While construction On To be determined
while the applicants also Department Going
enjoyed music so that
they will stay during the
duration of the job fair.

Answers to Questions:
1. The Strategic Approach in recruiting was crucial at the Ritz-Carlton
because it is a luxury hotel. It needs to have the highest quality of
workforce in order to maintain its service to its new branch in
Washington DC, considering also that it is the capital of USA and there is
a competition in terms of quality and brand.
2. Conventional approach was given the lesser importance compared to
creative since the latter approach can check beforehand the quality of
service provided. The personal creative approach can easily spot the
employees of other hotels and restaurants that can be recruited. So the
creative approach is a process of selecting already.