The document discusses recruitment and selection procedures for supervisors in the hospitality industry. It describes how supervisors work with HR to recruit employees, both internally and externally. It provides advantages and disadvantages of internal and external recruiting. It also outlines the duties of HR staff and provides examples of tools used in recruitment like job descriptions, specifications, and alternative work schedules. Interview questions are discussed, differentiating between open-ended and closed-ended questions. Categories of questions to avoid in interviews are also listed.

1. Chapter 3 Recruitment and Selection Procedures Supervision in the Hospitality Industry Fourth Edition (250T or 250)

2. Competencies for Recruitment and Selection Procedures Describe how supervisors work with the human resources department to recruit new employees. Explain how supervisors can make open positions easier to fill. Identify the advantages and disadvantages of internal recruiting. (continued)

3. Competencies for Recruitment and Selection Procedures Identify the benefits and drawbacks of external recruiting. Describe what supervisors should do before, during, and after interviewing applicants. Explain how supervisors can contribute to human resources planning. (continued)

4. Line Departments—provide services or products directly to guests: Front Office Food and Beverage Staff Departments—provide services or products to line departments. Human Resources Accounting Line and Staff Departments

5. Recruit applicants Screen applicants Establish employee’s record Help develop the orientation/training program Duties of Human Resources Staff

6. Recruitment Tools Job Description: For a specific job, a written summary of: Duties Responsibilities Working conditions Activities Job Descriptions/Job Specifications (continued)

7. Job Specification: To adequately perform a specific job a summary of critical: Knowledge Skills Abilities Experience Job Descriptions/Job Specifications (continued)

8. Flex-time—allowing employees to vary their times of arrival and departure Job Sharing—allowing two or more part-time employees to assume responsibilities of one full-time job Compressed Scheduling—allowing employees to work the equivalent of a standard workweek in less than the usual five days Alternative Schedules

9. Improves morale of promoted employee Improves morale of other staff members Managers can better assess the abilities of internal recruits Successions help reinforce a company’s internal career ladder Lower costs than external recruiting Reduces training costs Internal Recruiting—Advantages

10. Promotes inbreeding Lower morale for those skipped over for promotions Skipped over staff may feel favoritism exists Filling a gap in one department may create a more critical gap in another Internal Recruiting—Disadvantages

11. Develop a career ladder Inventory employees’ skills Cross train employees Post job openings Implementing Internal Recruiting

12. Brings new talent, new ideas into a company Enables recruiter to find out about competing companies Reinforces positive aspects of a company Avoids “politics” of internal recruiting Serves as a form of advertising External Recruiting—Advantages

13. Difficult to find a good fit with company’s culture May create morale problems if no opportunities for current staff Orientation takes longer Lowers productivity in the short run Conflicts with internal and external recruits External Recruiting—Disadvantages

14. Friends/relatives of current employees Educational work-study programs Networking Implementing External Recruiting

15. Prompt applicants to answer with more than just “yes” or “no” responses: “ What do you dislike about your current job?” “ Can you describe the best boss you’ve had?” “ How would your co-workers describe you?” “ What was the worst thing that happened to you at work? How did you handle it?” “ What do you want to be doing three years from now?” Open-Ended Questions

16. Prompt applicants to answer with short “yes” or “no” responses: “ Do you like your current job?” “ When did you graduate?” “ How long have you lived in this city?” “ Who suggested that you apply for this position?” Closed Questions

17. Categories to Avoid When interviewing job applicants, avoid asking questions about: Birthplace, age, religion Race, creed, color Height, weight Marital status National origin Arrest records