Standard procedure for selecting hospitality industry employees 2
STANDARD PROCEDURE FOR SELECTING
HOSPITALITY INDUSTRY EMPLOYEES
The selection is to choose the right man for the right place. In other words, the selection of
candidates seeking the most suitable recruits for the posts existing in the company, with
the intention of maintaining or increasing the efficiency and staff performance and
efficiency of the organization and selection seeks to solve two basic problems:
1. Suitability of person to work.
2. Efficiency and effectiveness of the person in office.
Selection as a process of comparison
The selection is a process of comparison between two variables. On the one hand the
requirements of the vacancy (the requirements under the post to anyone who performs
and the characteristics of the candidates presented.
Standard of comparison is always a model containing the specifications and measures
required of the provider
The selection of appropriate a person is the responsibility of managers or heads and staff
who are usually the people in charge of the selection.
The personal decision to support 3 models of behavior:
• Model fitting: not included the category of rejection. (A candidate for a vacancy)
• Model selection: many candidates and a single vacancy
• Model Classification: more candidates for each vacancy and a number of vacancies for
1 .- a small group of applicants reaches the assessment center
2.-the assessment center has six to eight evaluators around, some of whom are trained
psychologists, while others are managers of at least two levels higher than those of
individuals who are assessed, who in turn have trained as counselors.
3 .- for two or four days, candidates are asked to participate in exercises such as:
b) exercise "real", in which solve everyday problems that managers encounter in their
c) case exercises
d) leaderless group discussion
e) business games
f) personality tests
g) general skills tests
4 .- The consultants,usually in pairs,observeand record the behaviorof applicantssituational
problems,bothin groupsand individually .A clinical psychologist summarizes the personality
5 .- Each candidate is evaluated on a set of 20 to 25 features (such as organization and
planning, decision making, creativity, stress resistance and oral communication skills.)
6 .- It develops a view on the potential of the applicant to meet the requirements of the job.
1.-The selection tools provide managers with information that will help predict whether an
applicant will or will not succeed as a worker.
2 .- The employment application form is effective in rigorous collection of biographical
data, which in the last instance can be verified.
3 .- The weighted job applications are useful statistical techniques that can determine r the
link between certain relevant information and the prediction of success in the workplace.
4 .- The simulation tests l performance require applicant to undergo specific behaviors that
have been shown to relate to the job. Modeling work and assessment centers, which are
simulations of the performance. They are well received by its effectiveness in the
5 .- assessment centers are a type of simulation test performance. Are carried out for
several days. During which an observer group that studies how individuals manage or
react to different work situations.
6 .- Graphology is the analysis of the writing. Its validity is questionable
7.-interviews often achieve lower grades in their reliability and validity. However, these are
more the result of problems the interviewer that the interview itself.
The validity of the interviewcan be stimulated through theuseof a structured process.
8 .- for an interview is conducted properly should follow the following:
1 .- Detailed information on the job for which you are interviewing applicants.
2 .- structure the interview so that follow a predetermined process.
3.-check the job application and curriculum vitae of the candidate.
4.-assertiveness to the applicant.
5.-ask them the questions you have formulated
6 .- end of the interview
7 .- fill out an evaluation form post-interview.
9 .- realistic presentation of the work pu3wtos reduce staff turnover to provide applicants
with favorable and unfavorable information about the job.
10.-the background checks are valuable when checking the undeniable facts and rigorous
job application, however, tend to offer very little practical value as a predictive tool