+ Tourism Enterprises Supporting website http://www.flickr.com/photos/bitzi/176304506// Recruitment and Selection

Recruitment Selection The process of attracting suitable individuals to apply for positions in an organisation. Aim - to attract the best applicants and exclude any that are not suitable

The process of attracting suitable individuals to apply for positions in an organisation.

Aim - to attract the best applicants and exclude any that are not suitable

Recruitment Recruitment is job centred: Questions to ask before starting the process Should the job continue in its present form? Is it needed at all? Can the work be redistributed Does this job add value or assist the organisation to achieve its objectives

Recruitment is job centred:

Questions to ask before starting the process

Should the job continue in its present form?

Is it needed at all?

Can the work be redistributed

Does this job add value or assist the organisation to achieve its objectives

Recruitment Process Determine the vacancy External Do we buy in skills, knowledge, ability? Internal grow our own inside the organisation?

Determine the vacancy

External

Do we buy in skills, knowledge, ability?

Internal

grow our own inside the organisation?

Recruitment Process Internal vs External Before any decision is made to recruit new staff, the experience and qualifications of current staff need to be considered Vacancies should be advertised on staff noticeboards before going outside

Internal vs External

Before any decision is made to recruit new staff, the experience and qualifications of current staff need to be considered

Vacancies should be advertised on staff noticeboards before going outside

Recruitment Process Benefits of internal recruitment : Saves on cost of recruitment and selection Builds staff morale Reduces costs of induction and training Allows for succession planning Selection is based on actual performance assessment of current staff Provides career paths for employees Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

Benefits of internal recruitment :

Saves on cost of recruitment and selection

Builds staff morale

Reduces costs of induction and training

Allows for succession planning

Selection is based on actual performance assessment of current staff

Provides career paths for employees

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

Recruitment Benefits of external recruitment : Brings in new skills Encourages competition Gives the organisation exposure in employment market Brings in applicants with current knowledge and qualifications Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

Benefits of external recruitment :

Brings in new skills

Encourages competition

Gives the organisation exposure in employment market

Brings in applicants with current knowledge and qualifications

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

Recruitment Process Advertise the vacancy National press Local press Recruitment agencies Radio Internet Internal methods Educational sources http://jobs.search4.co.nz/job/view/2n6q4v/search/o/education-training/3/

Advertise the vacancy

National press

Local press

Recruitment agencies

Radio

Internet

Internal methods

Educational sources

Recruitment If you are too detailed in the specifications –not enough people will apply; and if you are too general, too many will apply Important to choose people who will mix/blend in well and compliment the skills of the existing team http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39

If you are too detailed in the specifications –not enough people will apply; and if you are too general, too many will apply

Important to choose people who will mix/blend in well and compliment the skills of the existing team

http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39

Selection Process Want candidates who have: Skills Knowledge Correct attributes Good fit to the organisation Bilateral Process Candidates are more assertive in choosing organisations they want to work for

Want candidates who have:

Skills

Knowledge

Correct attributes

Good fit to the organisation

Bilateral Process

Candidates are more assertive in choosing organisations they want to work for

Selection Process Job Analysis Job description Person profile Job context

Job Analysis

Job description

Person profile

Job context

Selection Criteria Job descriptions Person specifications What is the difference between the two of these?

Job descriptions

Person specifications

What is the difference between the two of these?

Selection Criteria Job description – the role of the person, duties and responsibilities of the individual and of the job Full or part-time Fixed, casual, permanent contract

Job description – the role of the person, duties and responsibilities of the individual and of the job

Full or part-time

Fixed, casual, permanent contract

Selection Criteria Person specification – the skills, experience and knowledge necessary to perform the job http://www.ers.dol.govt.nz/publications/pdfs/checklist_personal_profile.pdf

Person specification – the skills, experience and knowledge necessary to perform the job

http://www.ers.dol.govt.nz/publications/pdfs/checklist_personal_profile.pdf

Selection Criteria Job Context This is the situational and supporting information regarding the job Work climate (safety) Reporting relationships Unspoken rules Budgetary information and incentives eg. The job context for someone working in front-line tourism may state that the position could be associated with complaints, time pressure, stress, unpredictable work hours

Job Context

This is the situational and supporting information regarding the job

Work climate (safety)

Reporting relationships

Unspoken rules

Budgetary information and incentives

eg. The job context for someone working in front-line tourism may state that the position could be associated with complaints, time pressure, stress, unpredictable work hours

Selection Process Selection devices: Psychological, aptitude or ability testing Medical examinations Reference check Academic achievement Selection interview Training and experience

Selection devices:

Psychological, aptitude or ability testing

Medical examinations

Reference check

Academic achievement

Selection interview

Training and experience

References Wagen Der Van, Lynn. (1994) Building Quality Service – with competency-based human resource management. Butterworth-Heinemann, Australia.

Wagen Der Van, Lynn. (1994) Building Quality Service – with competency-based human resource management. Butterworth-Heinemann, Australia.