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Chapter 3

Recruitment and Selection


Procedures
Supervision in the Hospitality Industry
Fourth Edition
(250T or 250)

2007, Educational Institute


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

2007, Educational Institute


(continued)
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Competencies for
Recruitment and Selection
Procedures
(continued)

4. Identify the benefits and drawbacks of external


recruiting.
5. Describe what supervisors should do before,
during, and after interviewing applicants.
6. Explain how supervisors can contribute to
human resources planning.
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Line and Staff Departments
Line Departmentsprovide services or
products directly to guests:
Front Office
Food and Beverage

Staff Departmentsprovide services or


products to line departments.
Human Resources
Accounting

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Duties of Human Resources Staff
Recruit applicants
Screen applicants
Establish employees record
Help develop the orientation/training
program

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

2007, Educational Institute


(continued)
6
Job Descriptions/Job Specifications
(continued)

Job Specification: To adequately perform


a specific job a summary of critical:
Knowledge
Skills
Abilities
Experience

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

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Internal RecruitingAdvantages
Improves morale of promoted employee
Improves morale of other staff members
Managers can better assess the abilities of
internal recruits
Successions help reinforce a companys internal
career ladder
Lower costs than external recruiting
Reduces training costs

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Internal RecruitingDisadvantages
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

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

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External RecruitingAdvantages
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

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External RecruitingDisadvantages
Difficult to find a good fit with companys 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

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

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Open-Ended Questions
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 youve 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?
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Closed Questions
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?

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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

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