RECRUITMENT AT THE TAJ: TAJ WEBSITE: Candidates can visit TAJs list of current openings to know more about

their specific job openings. If candidates find a job that matches their skills and interests, they can click on the position title and fill out the online application form. They can even deposit their resume there for a future job match under TAJs generic openings. If their profile matches the position selected, TAJs recruitment team will get in touch with them and will take them through TAJs normal selection and recruitment process.

CAMPUS OPENINGS: TAJs selection process starts with giving a pre-placement talk in identified college campuses. This is followed by a Group Discussion and/or a technical test, preliminary interview, trade tests and a final interview with TAJs senior management team. Candidates can select the appropriate category of their institute such as, MBA / Post Graduate Institute Hotel Management / Graduate Institute and enter the password as given to them by their College Placement Coordinator. In case the candidates college does not feature in the campuses that Taj visits they have a provision to apply specifically as well.

TRAINING: A typical career path could include joining as a Taj Management Trainee and attaining the position of a General Manager of a Hotel by lateral movements through various functions such as Human Resources, Sales, Food & Beverage and Front Office. Following training programmes are offered by the TAJ:

IHM- A: Institute of Hotel Management, Aurangabad, was born with the coming together of two great institutions: Dr. Rafiq Zakarias - Maulana Azad Educational Trust and TAJ HOTELS AND PALACES. A large number of new recruits are selected from this institute.

OBEROI GROUP OF HOTELS: Candidates may choose any of the below described career options to become a part of The Oberoi Group family:

STEP Systematic Training and Education Programme is a three year program for students who are about 18 years of age and have completed or are about to complete standard XII. STEP offers comprehensive on the job training in Hotel Operations or Kitchen Operations at select hotels of The Oberoi Group for a period of three years. Along side training, STEP also includes facilitating education through a correspondence Bachelor's degree in Tourism Management from Indira Gandhi Open University.

OCLD Oberoi Centre for Learning and Development is based in Delhi. OCLD offers 2 year post graduate diploma in Guest Service Management, Housekeeping Management and Kitchen Management, post completion of which candidates may get an opportunity to join The Oberoi Group as an Operations Executive. Candidates are eligible to join OCLD if they have completed or are about to complete their graduation in any discipline or diploma in Hotel Management.

OCER Oberoi Central Employment Register is a database of candidates who are selected to work as Operations Assistants in The Oberoi Group during an annual recruitment process. The candidates are selected through a recruitment drive conducted across locations in India. After being selected during the OCER recruitment, the candidates get allocated to hotels of The Oberoi Group where they start their career as an Operations Assistant in Front Office, Food & Beverage Service, Housekeeping or Kitchen Department. Candidates are eligible for selection in OCER if they have completed or are about to complete their graduation in any discipline or diploma in Hotel Management.

DIRECT APPLICANTS: The brand name attracts a number of direct applicants. The applicant can directly apply on the companys website.

EMPLOYEE REFERRALS: Oberoi identifies potential candidates from their existing pool of employees social networks.

OBEROI EMPLOYEE NETWORK: Oberoi Alumni Network via LinkedIn for employees that have left the organisation. This forum was created to stay in touch with ex-Oberoi employees and keep them informed regarding company news and also post open positions through this network. OBEROI CAREERS PAGE: THE OBEROI CAREERS PAGE on facebook enables candidates to find out new job openings and get their questions answered.

ITC: ON CAMPUS: INTERROBANG is a ITC campus recruitment initiative.EG: ITC will be on campus to share inside stories of the hotel industry, its people and practices. Students get to show their Marketing/HR/ Supply Chain genius in the Interrobang Case Challenge. The two most workable/ innovative ideas will get a chance to present their case to the ITC team when they join the students on campus.

PROMOTION AND TRANSFERS: Supervisors are encouraged to consider internal candidates from within their own unit or division, as well as other units or divisions throughout the industry. ITC also undertakes advertisement, employee referrals head- hunting.

MARRIOTT: FACEBOOK GAME: Marriott International is now using a Facebook game to try to fill some 50,000 open jobs by the end of this year. At My Marriott Hotel on Facebook, gamers begin by managing a virtual hotel restaurant kitchen, including buying equipment and ingredients on a budget, hiring and training employees, and serving guests. Much like in the wildly popular Farmville game, players earn points for happy customers but lose points for poor service; theyre also rewarded when their operation turns a profit. The game can be played in English, Spanish, French, Arabic and Mandarin, and after playing in the restaurant portion of the game, users can then move on to other areas of hotel operations. MARRIOTT seeks to attract more Millennials those between the ages 18 and 27 to their workforce to interest them in hospitality careers.

MARRIOTT UNIVERSITY BLOG: marriottU is Marriott International's university recruiting blog. Their bloggers are their recruiters, and they share tips and stories about career growth and development to the university audience. FACEBOOK : Marriott jobs and careers is a facebook page to help candidates to help their journey through applying for jobs in Marriott easier. UNIVERSITY RECRUITMENT:
Every year MARRIOTTs recruitment team searches for the best and brightest group of diverse university graduates and interns from universities and hospitality management training programs to help shape the future of their business.

April 19, 2012 Best Employer Brand Awarded to Marriott International at ERE Recruiting Excellence Awards.

ERE : ERE was created in 1998 as an online gathering place for recruiters. It was a needed destination where they could network, share best practices, and learn from each other.

HYATT:

BLOGS: Hyatt set up a Ning network (social media/blogging platform) connecting college recruits with alumni. Through this site, new recruits engage with existing employees and alumni to learn about the culture at Hyatt. This Ning site also serves as an initial onboarding tool since many of the new recruits become management trainees through the process.

FACEBOOK: Hyatt Hotel and Resort Careers has over 28,000 fans and serves as a powerful tool for strengthening employer branding. Candidates are able to engage with recruiter, connect with peers and get questions answered quickly.

TWITTER: Twitter is used to advertise jobs through tweets and engage in conversations with possible job candidates. Hyatt prioritizes the quality of conversations versus the quantity of followers.

LINKEDIN: LinkedIn is used to recruit professional positions as well as create a strong alumni group. Many organizations are beginning to recognize that an alumni program will not only improve employer branding but can also serve as a recruiting tool. The catch is that employers need to create, manage, and cultivate these programs. Hyatt ensures that it has a dedicated individual, a strong communication strategy, a system to measure the progress, and of course, technology.