Recruitment and Selection in Hotel Industry

One of the fastest growing sectors of the economy of our time is the hotelindustry. The hotel industry alone is a multi-billion dollar and growingenterprise. It is exciting, never boring and offer unlimited opportunities. Thehotel industry is diverse enough for people to work in different areas of interestand still be employed within the hotel industry. This trend is not just in India, but also globally. Modern hotels provide refined services to their guests. The customers or guests are always right.

This principle necessitated application of management principles in the hotel industry and the hotel professionals realized theinstrumentality of marketing principles in managing the hotel industry. The concept of total quality management is found getting an important place in the marketing management of hotels. The emerging positive trend in thetourism industry indicates that hotel industry is like a reservoir from where theforeign exchange flows. This naturally draws our attention on HOTELMANAGEMENT.

Like other industries, the hotel industry also needs to exploreavenues for innovation, so that a fair blending of core and peripheral services ismade possible. It is not to be forgotten that the leading hotel companies of theworld have been intensifying research to enrich their peripheral services with themotto of adding additional attractions to their service mix. It is against this background that we find the service mix more flexible in nature. The recruitment and training programmes are required to be developed inthe face of technological sophistication. The leading hotel companies have beenfound promoting an ongoing training programme so that the personnel come toknow about the use of sophisticated communication technologies.

RECRUITMENT

Recruitment is defined as, “a process to discover the sources of manpowerto meet the requirements of the staffing schedule and to employ effectivemeasures for attracting that manpower in adequate numbers to facilitateeffective selection of an efficient workforce. ” Edwin B. Flippo definedrecruitment as “the process of searching for prospective employees andstimulating them to apply for jobs in the organization. ”  In simple wordsrecruitment can be defined as a ‘linking function’-joining together thosewith jobs to fill and those seeking jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentiallyqualified job candidates. Specifically, the purposes and needs are: Determine the present and future requirements of the organizationin conjunction with its personnel-planning and job-analysis activities.

  • Increase the pool of job candidates at minimum cost.
  • Help increase the success rate of the selection process by reducingthe number of visibly, under qualified or overqualified job applicants.
  • Help reduce the probability that job applicants, once recruited andselected, will leave the organization only after a short period of time.
  • Begin identifying and preparing potential job applicants who will beappropriate candidates.
  • Induct outsiders with a new perspective to lead the company.
  • Infuse fresh blood at all levels of the organization.
  • Develop an organizational culture that attracts competent people tothe company.
  • Search for talent globally and not just within the company Factors Affecting Recruitment internal and external factors affecting recruitment.

There can be various internal and external factors which affect the recruitment process. Internal factors - The factors which are under the control of organization are called internal factors. These could be

  1. Recruitment policy of the organization
  2.  Human Resource Planning
  3. Expansion plans
  4. Cost of recruitment

External factors - These are the factors which are not under the control of the organization. These could be

  1. Availability of talent
  2. Brand image of the organization
  3. Politico-social environment
  4. Legal conditions
  5. Economic condition of the market.
  6. Recruitment policy of the competitors sources of recruitment?

There can be two kinds of sources of recruitment for organizations - internal and external. Internal recruitment - It means getting the candidate from within the organization to fulfil a vacancy. Internal recruitment can be done by: - Transfer - transferring an employee from one location/ department to other. - Promotion - Taking the employee higher up in the hierarchy - Ex-employees - These could be the retired or retrenched employees - Demotion - Lowering the position of an employee in the hierarchy for various reasons.

External recruitment - It means getting the absolutely new candidate to the company. The sources of these employees could be many: - Job notifications in the print/ online media - College campuses - Placement agents - Unsolicited applicants - Employee referral program - Employment exchange - Labour contractors Human Resources Planning

  • A continuous process by which hospitality companies identify future needs and how they can be met * It also includes the development of future supervisors and managers
  • Barriers to effective selection: The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. The impediments which check effectiveness of selection are perception, fairness, validity, reliability, and pressure.

PERCEPTION: Our inability to understand others accurately is probably the most fundamental barrier to selecting right candidate. Selection demands an individual or a group to assess and compare the respective competencies of others, with the aim of choosing the right persons for the jobs. But our views are highly personalized. We all perceive the world differently. Our limited perceptual ability is obviously a stumbling block to the objective andrational selection of people.

FAIRNESS: Fairness in selection requires that no individual should bediscriminated against on the basis of religion, region, race or gender. But the low number of women and other less privileged sections of society in the middle and senior management positions and open discrimination on the basis of age in job advertisements and in the selection process would suggest that all the efforts to minimize inequity have not been very effective.

VALIDITY: Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test that has been validated can differentiate between the employees who can perform well and those who will not. However, a validated test does not predict job success accurately. It can only increase possibility of success .

RELIABILITY: A reliable method is one which will produce consistent results when repeated in similar situations. Like a validated test, a reliable test may fall