week 11

What is the purpose of the Recruiting and Selection HR function?

To attract the highest caliber applicants and select the best individual from these applicants.

What are some difficulties associated with the Recruiting and Selection function in the hospitality industry?

• The competitive nature of the labor market.
• Industry image/industry practice (hours/pay/myths).
• Highly mobile, transient workforce.
• The cost factor.

What are two areas for candidates that must be considered in the Recruiting and Selection process?

Technical competence and social competence.

What are some of the softer, people-oriented skills which should be considered in the Recruiting and Selection process in the hospitality industry?

• Service orientation.
• Level of maturity and self-esteem.
• Level of social and communication skill.
• Level of tolerance for contact.

Establishing staffing needs includes deciding to hire how many of what types of employees?

Full-time, part-time, and casual employees, considering cost and flexibility.

What should be performed before determining Selection Criteria?

Job analysis.

What are two designations for Selection Criteria?

Essential and desirable.

What are some common Selection Criteria in the hospitality industry?

• Presentation - “if you can’t sell yourself, you can’t sell anything.”
• A liking for people - social skills and the right attitude.
• A quick mind - ability to act as firefighters.
• Value service - right orientation and believe in service.
• High tolerance of “ALL” customers - including “ME.”

What are some selection tools that can be utilized?

• Application.
• References.
• Presentation.
• Question probing.
• Stress interviews.
• Role-play / giving scenarios.
• Work tests - psychological testing.

What are advantages and disadvantages of hiring internal and external candidates?

Internal:

• Advantages: Cost savings, builds staff morale, permits succession planning, selection is based on actual performance from experience, provides career paths.
• Disadvantages: (Not explicitly stated in the document, needs inference) May limit new ideas, can create internal strife if promotions are not handled well.
  External:
• Advantages: Brings in new skills and ideas, brings in current knowledge and know-how, encourages competition, exposure in employment market, marketing opportunity.
• Disadvantages: (Not explicitly stated in the document, needs inference) Can be more expensive, may disrupt team dynamics, longer onboarding time.

Should legal issues be considered

Yes, recruitment policy must comply fully with all legal requirements and recommended codes of practice, including Equal Opportunities Legislation.