Chapter 3 Recruitment and Selection Procedures

Supervision in the Hospitality Industry Fourth Edition (250T or 250)

2007, Educational Institute

Competencies for Recruitment and Selection Procedures

1. Describe how supervisors work with the human resources department to recruit new employees. 2. Explain how supervisors can make open positions easier to fill. 3. Identify the advantages and disadvantages of internal recruiting.
2007, Educational Institute

(continued)

Competencies for Recruitment and Selection Procedures

(continued)

4. Identify the benefits and drawbacks of external recruiting. 5. Describe what supervisors should do before, during, and after interviewing applicants. 6. Explain how supervisors can contribute to human resources planning.
2007, Educational Institute 2

Line and Staff Departments

Line Departmentsprovide services or products directly to guests:
Front Office

Food and Beverage

Staff Departmentsprovide services or products to line departments.

Human Resources Accounting
2007, Educational Institute 3

Duties of Human Resources Staff

Recruit applicants Screen applicants Establish employees record Help develop the orientation/training program

2007, Educational Institute

Job Descriptions/Job Specifications

Recruitment Tools
Job Description: For a specific job, a written summary of:

2007, Educational Institute

Duties Responsibilities Working conditions Activities

(continued)
5

Job Descriptions/Job Specifications

(continued)

Job Specification: To adequately perform a specific job a summary of critical:

Knowledge Skills Abilities Experience

2007, Educational Institute

Alternative Schedules
Flex-timeallowing employees to vary their times of arrival and departure
Job Sharingallowing two or more part-time employees to assume responsibilities of one full-time job

Compressed Schedulingallowing employees to work the equivalent of a standard workweek in less than the usual five days
2007, Educational Institute 7

Internal RecruitingAdvantages
Improves morale of promoted employee Improves morale of other staff members Managers can better assess the abilities of internal recruits Successions help reinforce a companys internal career ladder Lower costs than external recruiting Reduces training costs
2007, Educational Institute 8

Internal RecruitingDisadvantages
Promotes inbreeding
Lower morale for those skipped over for promotions Skipped over staff may feel favoritism exists Filling a gap in one department may create a more critical gap in another
2007, Educational Institute 9

Implementing Internal Recruiting

Develop a career ladder Inventory employees skills Cross train employees Post job openings

2007, Educational Institute

10

External RecruitingAdvantages
Brings new talent, new ideas into a company
Enables recruiter to find out about competing companies Reinforces positive aspects of a company Avoids politics of internal recruiting Serves as a form of advertising
2007, Educational Institute 11

External RecruitingDisadvantages
Difficult to find a good fit with companys culture
May create morale problems if no opportunities for current staff Orientation takes longer Lowers productivity in the short run Conflicts with internal and external recruits
2007, Educational Institute 12

Implementing External Recruiting

Friends/relatives of current employees Educational work-study programs Networking

2007, Educational Institute

13

Open-Ended Questions
Prompt applicants to answer with more than just yes or no responses:
What do you dislike about your current job? Can you describe the best boss youve had? How would your co-workers describe you? What was the worst thing that happened to you at work? How did you handle it? What do you want to be doing three years from now?
2007, Educational Institute 14

Closed Questions
Prompt applicants to answer with short yes or no responses:
Do you like your current job? When did you graduate? How long have you lived in this city?

Who suggested that you apply for this position?

2007, Educational Institute 15

Categories to Avoid
When interviewing job applicants, avoid asking questions about:

2007, Educational Institute

Birthplace, age, religion Race, creed, color Height, weight Marital status National origin Arrest records
16