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Demonstrate knowledge of recruitment processes within Tourism and Hospitality organizations

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Title                 : “Demonstrate knowledge of recruitment processes

                             with in Tourism and Hospitality organizations?”

Subject             :   Human Resources Management

Submission     :      FEBURARY, 2010.

Sustainable growth and successful hospitality business relies upon constant recruitment of skilled workers.

Human Resource Management (HRM) is the necessary functional factors that focus on management, recruitment, training, direction, motivation to the employee of the organization. Human Resource Management is done by line managers as well.

Human Resource Management deals all the compensation, safety, wellness, benefits, hiring, performance management, organization development, communication, administration issues.

Recruitment Analysis:

Recruitment is described as complete process of generating a set of suitable candidates, short listing them and choosing the appropriate, best suitable person for the vacancy.

The business organizations are keen in attracting and retaining the relevant candidates and depict an optimistic image to the potential applicants. The recruitment is an inducement process as within the firm employees are being retired, promoted, resigned and dismissed at times. In regularity the technological development, improvement in procedures and market often declares that the jobs are reconfigured and embosses the opportunities to external labors which instigates the recruitment and selection process.

The questionnaire approaching the applicants will be

  • Job Basis
  • Job Aspects
  • Ideal candidates Knowledge about the job aspects
  • Personal specification

This will assist the applicants to know the chance of their suitability for the vacancy and specific procedure is being followed before the job.

Job vacancies normally arise for reasons such as retirement, promotion, new department and job changeover. Then a job description is designed by the HR team which explains the duties of the job and the position of the job holder. Then an applicant’s specification which represents the ideal qualifications, experience, personality skills mentioned.

Thus the job vacancy is being advertised in apt place either media or web with appropriate details required.( R. L. Compton, Alan R,2009)

The responding candidate must enclose a covering letter expressing their interest towards the job with a copy of curriculum vitae which is a short account of personal details, qualifications and experience. By comparison the application forms are sifted and short listed to pick the skilled applicants and they are interviewed to test their attitude, dress code, communication, knowledge and suitability. Then the adequately skilled performer is selected followed by their reference (person or previous employer’s contact details who certifies his/her good conduct and performance) and fitted for the job. The vacancy would be re adverted if the reference of the chosen candidate is not satisfactory.

Range of Obligations

The employers are insisted to perform necessary measures to destroy favoritism in recruitment and selection process. The legalization and equalization must be followed during the job recruiting process. The legal obligations on employers against discrimination are considered in factors such as

  • Disability
  • Gender
  • Racialism
  • Ethnic background

Disability:

   The employer is supposed to conduct the same recruitment stages from vacancy advertising to interviewing and employers are responsible to provide considerable modification for the disabled employees such as flexible work hours, medical allowance, specialized equipment and comfort in premises and more supervision and good communication support. The job must be allocated to a skilled disabled candidate unless the job requires a physically fit employee. The complete safety measures must be followed to protect the employees from accidents.

Gender:

  The employer is not permitted to disapprove a candidate on basis of their gender unless the job requires a specific employee of  specific sex. The recruitment process, terms and conditions of the firm, promotion, salary and allowance are all set to be equal to the other employee of the same job category.

Racialism

  The employer must not backlist the skilled well performing candidate due to his/her ethnic background. The premises must not permit any violence, harassment between the employees regarding racial factors. The employee must have all benefits and allowances equal to others. The candidate to be employed or a working employee must be treated equally regardless of their nationality.(www.healthyworkinglies.com)

Ethnic background

The employee or a potential candidate must definitely be given equal importance in compared to the other candidates against their religious background.

Every employee must be beneficiary to equal pay factors such as gross salary, Non arbitrary allowances, overtime wages, holiday pay, and bonus, medical and travel allowance. The legalization and equalization of employees are insisted by the government.

Safety and Health

The employer is not only responsible to provide equality is wages and recruitment selection of the employees but also to build and maintain a safety filled, healthy work atmosphere. Preventive measures must be taken to safeguard the workers from accidents and physical injury. The employer is suppose to provide medical allowance and attention if physically hurt and must acquire counseling for emotional illness and employee assistance programs are conducted in consideration with employees who suffer in emotional difficulties and firm could also assist employees recovery from smoking, alcohol/drug abuse to enhance their potential skills. In order to prevent injury or illness, the Occupational Safety and Health Administration (OSHA) was created in 1970. Through workplace inspections, citations and penalties, and on-site consultations, OSHA seeks to enhance safety and health and to decrease accidents, which lead to decreased productivity and increased operating costs (Cherrington, 1995).

Stages of Recruitment and Selection

The recruitment and selection in high level business organization is followed by HR departmental action. The recruitment process is implemented by a checklist document which undergoes stages from adverting to choosing of the best candidate. The stages

  • Job description
  • Person Specification
  • Advertising the Vacancy
  • Receiving the Application forms
  • Selection the applied CVs
  • The Interviewing procedure
  • Filtering the apt candidate
  • Offering the Job for the performer

Job description and Person Specification:

The primary stages of recruiting and selection procedure includes the tasks such as evaluate, analyze and define the exact job title. The technical data of the job offer is provided crisp and accurate.

The Job description is an impartial formal analysis of the vacancy specifying the goals and objectives of the role and responsibilities of the job seeker. The person specification is   the best profile of an applicant that would fit the job. The detailed specification for the elements focusing on required skills and qualities. The completed form aids HR Representatives, Line Managers, colleagues and recruiters in the recruiting process. The tactic task is re-evaluating, re-allocate and reappraisal responsibilities amongst the team.

The ruthless, speedy evaluation will followed by accuracy of specification.( R. L. Compton, Alan R,2009)

The job description

Overview:

  • Department and job title
  • Salary range
  • Core accountabilities
  • Goals of position
  • Specific responsibilities

Range of responsibilities:

  • Routine duties
  • Job Report
  • The 'Job process' from start to finish
  • Attractive one-off projects (livens up the job - livens up the description)

Skills & abilities:

  • Expectation of demonstrating abilities from ideal candidate
  • Technical, organizational, communicative or creative skills
  • Appropriate skill application for specific job tasks

Qualifications & experience:

  • Requirement of specific course background and education.
  • Level of experience
  • Previous experience in the prior job of similar description
  • Length of specific industrial and departmental familiarization

Character & personal qualities:

  • Sort of personality to fit in the team.
  • Descriptive words pointing the nature of your ideal candidate
  • Think of traits to complete the job efficiently.
  • Character traits of a job seeker with interest in same role /industry

Ideal qualities:

  • Employees displaying the good qualities.
  • Including other extra peculiar skills and practical experience
  • To delve in underlying nature of the person and job with lateral description thoughts.
  • Employees with positive work ethics.
  • Performers with perseverance and driven spirit.

Contents and structure of Curriculum Vitae:

The Curriculum vitae is defined as the complete summary of academic and professional data of an individual which helps the employer to overview about his work history and education. The CV is the primary factor that a capable employer converges regarding the applicants to assist in short listing the candidates and fit in the best performer.

The basic content of CV remains the same but the structure is being differentiated.

  • Personal Particulars
  • Academic/Educational History
  • Professional Qualification
  •  Employment History
  •  Achievements and Interests

These contents provide the basic details in curriculum vitae. The CV which is a relatively flexible document permits to modulate its order or the structure according to the job title, requirement skills and prospective employers. The particulars about skills, employment are updated to maintain the current status.

 The three main factors in CV structure which supports to accelerate the optimistic opinion about the job seeker are

  • Targeted CV
  • Functional CV
  • Chronological CV

Targeted CV

This CV Structure is scripted mainly in focus of a particular job with objective clarity and to accentuate the collective skills which were inactive in previous employment and the focused clear presentation will enhance both the concise data and effort taken.

Functional CV

The CV is designed  in motive of highlighting the skills .The style of designing the structure of CV will punctuate the gained skills and the unconnected  previous job list can be argued by quoting the job skill utility in the previous employment.

Chronological CV

The CV is documented with its personal particulars and other details briefly explained and the employment history sequentially arranged in order of occurrence by listing the last/recent employment fairly explained with the achievement factors and progressive chronology. The relevant information with nurtured, unique presentation will enrich the focus of the employer and makes all the structure impressive. The curriculum vitae could be categorized to logical groups. The CV must have the complete professional data with necessary clear person specification and other details with a legible formal graphic design and the electronic CV must be in an approved and suitable system formats. The grade of CV and the candidate is calculated by the clarity in the page and not by the page count.( Acy L., C. Kathleen,1998)

Interviewing Process

   Interview is defined as the conversation between the employer or his representative and the candidate to examine his skills and abilities which decides if he/she is suitable for the job. The filtered candidate is called for the interview and other finalizing tests. The job interviewing procedure may be in stages or just direct questionnaire depending on the firm and job requirement. The candidate will undergo aptitude test, personality test,psychometric tests and technical tests and in certain cases assessment centre will be used to select the top qualified applicants. The final face to face interview with the candidate, CV, Expectations and skills will be compared with the other applicants and also job will be offered to the best performing candidate.

Conclusion

The search factors to overcome unemployment, recession and search of applicants by recruitment and selection process for vacancies in firms are both under progress for the uplift. The human resource management is set to provide care and support to the employees. Humanity, loyalty and equality followed during recruitment and selection process will definitely pick the best performer for the firm. Good communication and co operation maintained between the employees and the employers will increase work satisfaction and profit to the concern.

Reference

  • Effective recruitment & selection practices By R. L. Compton, Alan R. Nankervis,2009 - 5th Edition
  • Essentials of HRM By Shaun Tyson, Alfred York,2000 – 4th Edition
  • www.healthyworkinglies.com
  • How to prepare your curriculum vitae By Acy L. Jackson, C. Kathleen Geckeis,1988.
  • http://www.admin.ox.ac.uk/eop/policy/cop.shtml

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