Recruitment and selection


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Recruitment and selection in Human Resource Managemen of the Human Capital in organisation

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Recruitment and selection

  1. 1. Chapter 3 Recruitment and Selection Procedures Supervision in the Hospitality Industry Fourth Edition (250T or 250)
  2. 2. Competencies for Recruitment and Selection Procedures <ul><li>Describe how supervisors work with the human resources department to recruit new employees. </li></ul><ul><li>Explain how supervisors can make open positions easier to fill. </li></ul><ul><li>Identify the advantages and disadvantages of internal recruiting. </li></ul>(continued)
  3. 3. Competencies for Recruitment and Selection Procedures <ul><li>Identify the benefits and drawbacks of external recruiting. </li></ul><ul><li>Describe what supervisors should do before, during, and after interviewing applicants. </li></ul><ul><li>Explain how supervisors can contribute to human resources planning. </li></ul>(continued)
  4. 4. <ul><li>Line Departments—provide services or products directly to guests: </li></ul><ul><ul><li>Front Office </li></ul></ul><ul><ul><li>Food and Beverage </li></ul></ul><ul><li>Staff Departments—provide services or products to line departments. </li></ul><ul><ul><li>Human Resources </li></ul></ul><ul><ul><li>Accounting </li></ul></ul>Line and Staff Departments
  5. 5. <ul><li>Recruit applicants </li></ul><ul><li>Screen applicants </li></ul><ul><li>Establish employee’s record </li></ul><ul><li>Help develop the orientation/training program </li></ul>Duties of Human Resources Staff
  6. 6. <ul><li>Recruitment Tools </li></ul><ul><li>Job Description: For a specific job, a written summary of: </li></ul><ul><ul><li>Duties </li></ul></ul><ul><ul><li>Responsibilities </li></ul></ul><ul><ul><li>Working conditions </li></ul></ul><ul><ul><li>Activities </li></ul></ul>Job Descriptions/Job Specifications (continued)
  7. 7. <ul><li>Job Specification: To adequately perform a specific job a summary of critical: </li></ul><ul><ul><li>Knowledge </li></ul></ul><ul><ul><li>Skills </li></ul></ul><ul><ul><li>Abilities </li></ul></ul><ul><ul><li>Experience </li></ul></ul>Job Descriptions/Job Specifications (continued)
  8. 8. <ul><li>Flex-time—allowing employees to vary their times of arrival and departure </li></ul><ul><li>Job Sharing—allowing two or more part-time employees to assume responsibilities of one full-time job </li></ul><ul><li>Compressed Scheduling—allowing employees to work the equivalent of a standard workweek in less than the usual five days </li></ul>Alternative Schedules
  9. 9. <ul><li>Improves morale of promoted employee </li></ul><ul><li>Improves morale of other staff members </li></ul><ul><li>Managers can better assess the abilities of internal recruits </li></ul><ul><li>Successions help reinforce a company’s internal career ladder </li></ul><ul><li>Lower costs than external recruiting </li></ul><ul><li>Reduces training costs </li></ul>Internal Recruiting—Advantages
  10. 10. <ul><li>Promotes inbreeding </li></ul><ul><li>Lower morale for those skipped over for promotions </li></ul><ul><li>Skipped over staff may feel favoritism exists </li></ul><ul><li>Filling a gap in one department may create a more critical gap in another </li></ul>Internal Recruiting—Disadvantages
  11. 11. <ul><li>Develop a career ladder </li></ul><ul><li>Inventory employees’ skills </li></ul><ul><li>Cross train employees </li></ul><ul><li>Post job openings </li></ul>Implementing Internal Recruiting
  12. 12. <ul><li>Brings new talent, new ideas into a company </li></ul><ul><li>Enables recruiter to find out about competing companies </li></ul><ul><li>Reinforces positive aspects of a company </li></ul><ul><li>Avoids “politics” of internal recruiting </li></ul><ul><li>Serves as a form of advertising </li></ul>External Recruiting—Advantages
  13. 13. <ul><li>Difficult to find a good fit with company’s culture </li></ul><ul><li>May create morale problems if no opportunities for current staff </li></ul><ul><li>Orientation takes longer </li></ul><ul><li>Lowers productivity in the short run </li></ul><ul><li>Conflicts with internal and external recruits </li></ul>External Recruiting—Disadvantages
  14. 14. <ul><li>Friends/relatives of current employees </li></ul><ul><li>Educational work-study programs </li></ul><ul><li>Networking </li></ul>Implementing External Recruiting
  15. 15. <ul><li>Prompt applicants to answer with more than just “yes” or “no” responses: </li></ul><ul><ul><li>“ What do you dislike about your current job?” </li></ul></ul><ul><ul><li>“ Can you describe the best boss you’ve had?” </li></ul></ul><ul><ul><li>“ How would your co-workers describe you?” </li></ul></ul><ul><ul><li>“ What was the worst thing that happened to you at work? How did you handle it?” </li></ul></ul><ul><ul><li>“ What do you want to be doing three years from now?” </li></ul></ul>Open-Ended Questions
  16. 16. <ul><li>Prompt applicants to answer with short “yes” or “no” responses: </li></ul><ul><ul><li>“ Do you like your current job?” </li></ul></ul><ul><ul><li>“ When did you graduate?” </li></ul></ul><ul><ul><li>“ How long have you lived in this city?” </li></ul></ul><ul><ul><li>“ Who suggested that you apply for this position?” </li></ul></ul>Closed Questions
  17. 17. Categories to Avoid <ul><li>When interviewing job applicants, avoid asking questions about: </li></ul><ul><ul><li>Birthplace, age, religion </li></ul></ul><ul><ul><li>Race, creed, color </li></ul></ul><ul><ul><li>Height, weight </li></ul></ul><ul><ul><li>Marital status </li></ul></ul><ul><ul><li>National origin </li></ul></ul><ul><ul><li>Arrest records </li></ul></ul>
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